Getting the Most Out of Our Diverse Workforce （Diversity）

Basic Approach to DE&I

 We believe that respecting each employee and not only accepting but also actively utilizing their individual differences will lead to the revitalization and sustainable growth of the company. Therefore, we are committed not only to providing equal support that embraces diversity, but also to providing equitable support, aiming to create a fair and equality working environment where everyone can work comfortably, and where necessary support is provided to those who need it.

DE&I Promotion System

 Our DE&I promotion is led by a core team headed by the Diversity Promotion Officer, as well as by promotion members who have been working together since FY2023. Promotion members (who serve a two-year term) are selected internally through an open call. Currently, there are 13 of these members.
 The promotion members are divided into teams for advancing women's empowerment, childcare support, employment of people with disabilities, and nursing care. The leaders of each team are at the center of planning and formulating the direction of activities, and once every two months they meet with the officer in charge to exchange opinions. The promotion team as a whole meets four times a year to report on the progress of each team and consider various plans. In turn, the officer in charge reports on these activities to the Board of Directors once a year.

DE＆I Promotion Activities

Supporting a Balance Between Childcare and Work

 With regard to childcare, the childcare support team takes the lead in advancing efforts. Since its inception, the team's focus has been on increasing the rate at which male employees take childcare leave. As a first step, the team planned a childcare experience sharing session with the aim of promoting understanding of childcare leave. This session was held once in FY2023 and twice in FY2024. The session is a forum where employees who have taken childcare leave serve as panelists and share their experiences, such as the process of taking childcare leave and the details of interviews with their supervisors. Although participation is voluntary, the number of participants increased from 66 in FY2023 to 152 in FY2024, showing growing interest.
 As a result of various measures, including the sessions, understanding of childcare leave has deepened, and the rate at which male employees take childcare leave has increased year by year, making it easier for them to take long-term leave.

Childcare and Nursing Care Leave Programs

 We have established programs to support employees in balancing work with childcare and nursing care responsibilities. Our childcare leave program allows employees to take leave until their child reaches the age of two. We will continue to promote more flexible arrangements to better support diverse working styles.

＊Kurumin Mark (Certified in 2019)
The Kurumin Mark is a certification granted by Japan's Ministry of Health, Labour and Welfare to companies that support child-rearing among employees.

Promoting Employment of People with Disabilities

 We believe that the primary purpose of employing people with disabilities is to support them in becoming independent through employment. Since FY2019 we have been promoting the employment of people with disabilities by operating a farm where they can work while making the best use of their respective abilities and characteristics.
 In FY2024, we provided an opportunity for these employees to participate in our 70th anniversary event with their families. This deepened their understanding of the company and fostering a stronger sense of unity through interactions with employees from other business locations who they would not normally have the opportunity to meet.

Supporting a Balance Between Nursing Care and Work

 The nursing care team takes the lead in addressing issues related to nursing care. Everyone will have to deal with nursing care, but in response to concerns voiced by employees due to a lack of information, nursing care seminars led by experts were held once each in FY2023 and FY2024. An average of 160 employees took part, with many participants from younger generations as well as those likely to have to provide nursing care in the future.
 We are also preparing to set up a consultation desk for nursing care, childcare, health, and medical care.

GLTD (Group Long-Term Disability Income Insurance)

As part of our efforts to create an inclusive and supportive work environment, we have implemented GLTD.
This program provides income compensation in the event that an employee becomes unable to work due to illness or injury. Approximately 50% of our employees utilize the optional additional coverage.

Training

 To ensure that employees understand the significance of DE&I initiatives and promote them in a way that is in line with our objectives and unique to the Company, we regularly hold training sessions for the core team, including key members who will be promoting DE&I, as well as for managers who will be working on the front lines.
 The core team took a total of three e-learning courses to acquire basic knowledge, and after the courses, all members held group discussions to promote understanding and improve practical skills. In addition, to further deepen their understanding, some members took the initiative to attend external seminars, broadening their knowledge and perspectives.
 Managers undergo training centered on group discussions to provide basic knowledge and understanding of the system. They also receive practical education using case studies on how to speak to employees (100% attendance rate).
 We will continue to understand the significance of this initiative and promote DE&I in a way that is unique to the Company and in line with our goals.

Nikkei WOMAN Woman of the Year 2022(Supported by the Cabinet Office of Japan)

 Satomi Hirasawa, Director and Head of the Photoresist Materials Division, received the Science and Engineering New Role Model Award, presented by Nikkei WOMAN, a monthly magazine that supports women's careers and lifestyles.