In order to realize our management strategy, our Group aims to strengthen our organizational structure by expanding our recruitment channels and improving the accuracy of the recruiters in assessing the candidates and by securing competent personnel that fit in with our company culture as part of our human resource strategy in our third medium-term management plan.
In addition, in order to provide opportunities for a diverse range of people to participate actively, our Group recognizes the importance of promoting “Diversity and Inclusion of Knowledge and Experience” and “Promotion of Women’s Empowerment,” etc.

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Human Resources Data

The ideas of the diverse human resources within the Group are sources of innovation, which are its basis for sustainable growth. We believe that promoting diversity is an important management strategy.
To achieve growth, the Group needs to flexibly respond to the continued change of society and diverse values and create new value for the development of potential markets. To this end, we need to foster a workplace culture where we can take advantage of views and ideas that are a result of employee diversity in terms of their values, gender, generation, ethnicity, language, culture, disability, lifestyle, etc. and create an organizational structure that makes it possible to always generate ideas that are not bound by common sense or preconceived notions.
We strive to create opportunities and an environment where diverse human resources are able to demonstrate their personalities and abilities. Their positions and benefits are determined based on the fair evaluation of their roles, performance and abilities.

At our company, we are working to create an environment where women can maximize their abilities and participate actively as one of our key management issues. As of the end of December 2024, the ratio of female employees was 33.5%, and the ratio of females in management positions was 2.2%. All female employees who took maternity or childcare leave have returned to work and are achieving a balance between work and family life. However, in order to further promote women’s empowerment, it is essential to not only improve the environment but also to strengthen opportunities for growth and career support.
For this reason, we have divided the promotion of women’s empowerment into three phases: “Foundation Formation,” “Growth and Establishment,” and “Sustainable Growth,” and we are working on these from a long-term perspective.
In Phase 1 (Foundation Formation) up to 2024, we focused on fostering awareness of the importance of women’s empowerment and creating a supportive working environment. Specifically, we have created an environment that helps people to balance life events and careers, including implementing career training, expanding childcare and family care leave systems, raising the age limit for shorter working hours, and introducing family care and nursing leave systems that exceed legal standards. In addition, we have established a system that allows women to balance work and family life with peace of mind by providing interviews to support work-life balance.