Indicators and Targets^*1
The Company has set the following indicators for its Human Resource Development Policy and Environmental Development Policy.

The Company conducts an employee engagement survey every year to obtain objective data since it is necessary to grasp the current state of employee engagement and related issues in order to realize our Internal Environmental Development Policy. In fiscal 2023, we conducted a survey targeting approximately 1,100 employees, with 86% of employees responding. Moving forward, we will aim to create a culture and environment in which each employee can experience growth through their work with a sense of satisfaction and pride by identifying and improving Companywide issues and issues in each organization.

We are strengthening our efforts to promote DE&I with the aim of becoming a corporate group in which each individual who takes on challenges is recognized for their individuality, has respect for and is respect by other employees, can experience growth through their work, making their lives shine. We are setting targets for 2030 related to gender and employees with disabilities and are implementing various measures to achieve them. In particular, we will strengthen the promotion of gender-related measures, such as conducting various training programs, creating opportunities for female employees to interact with each other, and encouraging male employees to participate in childcare.

We are implementing measures with regard to work-life balance that are designed to achieve diversity in working styles.

• Ban on overtime work by setting days for leaving work on time (Wednesdays, salary/bonus payment days)

• Eligibility for reduced working hours for childcare expanded to include childcare for children up to the third grade of elementary school

• Prescribed working hours reduced from eight hours to 7.5 hours

• Introduction of shift work system that allows employees to change their working hours (days when they leave work on time)

Labor and management will continue to work together to implement measures for the improvement of work-life balance. Starting with increasing the rate of male employees taking childcare leave, we will focus on creating an environment and culture that allows each employee to achieve a work-life balance that meets their individual needs, such as by encouraging male employees to actively participate in childcare as well as by volunteer activities and health promotion.

Based on its Sustainability Basic Policy, the Hirata Group engages in the following with the participation of all employees to ensure the health and safety of all people involved in the Group.

• We will give top priority to health and safety while striving to develop and improve our occupational health and safety management system.

• We will work to prevent accidents and disasters by conducting risk assessments, making improvements based on the results, and providing health and safety education.

• We will remain in compliance with occupational health and safety-related laws and regulations and the health and safety rules set by each Group company.

• Promoting the manufacture of safe and secure products, we will meet the expectations of our stakeholders.

Based on its Health and Safety Policy, the Company has formed health and safety committees at all of its business sites, as is required by law. We have also formed a company-wide health and safety committee to investigate and deliberate on health and safety management on a company-wide basis while promoting health and safety.
In accordance with the size of its workforce, each plant’s health and safety committee appoints generalist health and safety managers, specialist safety managers and health managers as well as industrial physicians and other relevant personnel.