Strategy 3: Investing in Human Capital and Work Environment

Measure 1: Improved Compensation of Employees

As a result of continuously implementing salary increases and wage improvements, the average basic salary over the past five years has gradually increased. (This includes some fluctuations due to changes in personnel composition.)
In line with the implementation of the new personnel system from April 1, 2023, the wage levels for young general employees and　organizational leaders have been raised.
In conjunction with the increase in the retirement age from April 1, 2024, the wage levels for employees over 60 years old will be raised above the levels of the previous continuous employment system. Additionally, a new team leader allowance has been established for team leaders among skilled employees.

We are also actively promoting paternity leave, and in the fiscal year 2023, we achieved a 95% paternity leave uptake rate.

We plan to enhance support measures tailored to individual lifestyles and invest in these initiatives.

Renovation and Review of Single Employee Dormitories and Company Housing
Introduction of a Rent Subsidy System
Utilization of Existing Systems: Property Accumulation Savings System, Home Loan Interest Subsidy System, Rented Dormitories and Company Housing (at some branches and offices)

Raising the Retirement Age to 65 effective April 1, 2024
For employees over 60, new roles will be clearly defined to utilize their extensive knowledge and experience. These roles will focus on mentoring younger employees for early skill development and supporting, assisting, and guiding the advancement of organizational missions

We have established systems related to work, leave, and holidays to make effective use of limited time and achieve a balanced work schedule.

Telecommuting system	Employees who can work outside the company can work from home or at a place designated by the company if necessary
Flexible Working Hours System	Employees determine working hours by themselves to perform their work efficiently
Setting Long-Term Holidays	Setting consecutive holidays of 5 days or more during Golden Week, summer, and the year-end/New Year period
Annual Leave	All employees are eligible for 22 days of annual leave per year from the first year of employment
Leave for Refreshment	Up to two consecutive weeks of special leave and assistance payments for every 10 years of employment
Memorial Leave	Promote planned use of at least 5 days of leave per year
Promotion of Annual Leave Utilization	Encouraging the taking of at least one day off per month, setting designated days for annual leave utilization
Half-day Leave	Employee can take half-day leave instead of full one day in using annual leave
Hourly annual leave	Up to 2 days of annual leave can be taken in units of 1 hour
Accumulated Annual Leave	Accumulated expired annual leave can be used as paid leave for specific reasons. Some reasons have been added, as follow-up medical examinations, comprehensive health check-ups, and participation in school events

Targets 1	Increase the percentages of employees taking childcare leave, etc., to at least the following levels within the planned period - Male employees: Increase the percentage of employees taking childcare leave, accumulated / reserve annual leave for childcare purposes and paternity leave to at least 80% - Female employees: Increase the percentage of employees taking childcare leave to 100%
Details of initiatives	April 2023- - Disseminate information regarding internal schemes and information to create a workplace environment that makes it easy to take childcare leave - Increase the number of male employees taking childcare leave through individual approaches to superiors and individuals

Targets 2	Fostering a workplace culture that makes it easy for employees to make use of benefit programs
Details of initiatives	April 2021- - We will make employees aware of leave and extended leave of absence schemes that can be used for childcare, and work schemes that are useful for balancing work and family life (hourly incremented annual leave, flextime, telecommuting)

Targets 1	We will continue efforts to reduce overtime work and encourage employees to take annual paid leave, aiming to create work styles that offer a healthy work-life balance
Details of initiatives	April 2023- - Continue to disseminate information within the company on initiatives to reduce overtime work and improve productivity, and thoroughly implement initiatives - Encourage employees to take annual paid leave and seek to increase employee awareness of the memorial leave system (scheme for taking planned individual annual leave)