The Group will practice Groupwide our Purpose: Building a Better Tomorrow with Environmental Technologies. In addition, we have identified Building attractive, rewarding workplace as a materiality issue under which we will aim to achieve our Long-term Vision (for 2030) of Realizing a comfortable, sustainable society while contributing to lives and culture by maximizing the value of each and every employee and putting that value to maximal use as an organization, while promoting diversity and inclusion, through the following priority measures.

We believe the ideal and essential human resources for the organization are those capable of thinking for themselves and taking autonomous action to tackle challenges, meet the needs of the organization and of its customers, and achieve strong results based on their high-level professional competencies.

We believe HR development and growth are essential to our Long-term Vision—Realizing a comfortable, sustainable society while contributing to lives and culture. We will provide opportunities for diverse human resources to demonstrate their abilities to the fullest and enhance our systems to enable employees to acquire knowledge and skills and experience personal growth while properly evaluating and promoting employees who actively take on challenges and achieve results.

The Group has established a broad range of training programs, including tier-based training for specific employee levels, as well as distance learning programs intended to encourage self-improvement and facilitate the acquisition of official qualifications. Individual employees with high-level specializations and skills and who can demonstrate their abilities to the fullest will power Company growth and development. In FY2024, we held organization management training for organization managers throughout the Group. A total of 254 persons participated in this training, held in seven sessions lasting one and a half days each.

As in the previous year, we undertook an Employee Engagement Survey in FY2024. The Engagement Design Subcommittee is analyzing survey findings and considering and implementing measures in response. The FY2024 survey showed improvements for seven of nine quantitative evaluation items. We will continue to undertake annual surveys and verifications of the results of various measures to improve employee engagement.

* Employees: Including irregular employees

By passing on the skills of veteran engineers highly knowledgeable on specific technologies to selected capable younger mid-level engineers, we aim to maintain the Group’s proprietary technical skills and strengthen engineering skills.
The R&D Center teaches Group shared technologies through programs including basic technical courses for younger employees and technical introductory courses for administration staff.

Due in part to the nature of its businesses, the Group continues to have a small percentage of female employees. To promote diversity, in addition to developing an environment that makes it easier for women to apply at the hiring stage, we have set as KPIs the targets of at least 6% of female managers at major subsidiaries, 100% of male employees taking childcare leave, and at least 15% of Company Directors being women by the fiscal year ending March 2027. We are also making progress on hiring non-Japanese employees and are focusing on related educational efforts such as providing opportunities for diversity training at the Head Office. In FY2024, in addition to starting workplace tours for young female employees, we conducted a survey among women employees as an effort to accelerate diversity promotion. We will continue to identify issues related to work styles, careers, and other matters and develop new measures to address them.

The Group is focusing on building safe, secure, comfortable workplaces to improve the wellbeing of our employees. We made progress on building comfortable workplaces by promoting employee health and facilitating communication in the workplace, through the initiatives shown at right.