Action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace

In order to create an employment environment where women can play an active role, and to recruit and train female employees who will be responsible for the management of the company in the future, we will formulate the following action plan.

1. Period of plan

April 1, 2025 - March 31, 2028 (3 years)

2. Challenges facing our company

• 1.The percentage of female career-track employees as well as the percentage of women in managerial positions is low.
• 2.There are few female applicants for technology-related career-track positions.

3. Targets, initiatives, implementation period

Target 1

Raise the percentage of female career-track employees to at least 10%.
(Reinforcement of recruitment activities and proactive conversion to career-track positions)

Target 1: Initiatives

April 2025 -

• 1.We will provide more opportunities for direct dialogue and interaction between female applicants and female employees at various seminars for job applicants (e.g., company information sessions, internships).
• 2.We will continue to introduce female employees and their activities within the company through recruitment pamphlets and a special recruitment website (homepage).
• 3.We will implement various measures and systems proposed to the company by the female members of the "Promotion of Women's Participation and Advancement Project" launched and implemented within the company in FY2024.

Target 2

To proactively support skill development and career advancement for female employees, plan and conduct various types of education and training without limiting the target audience (employment categories).

Target 2: Initiatives

April 2025 -

• 1.We will provide all employees with opportunities for education and taking on new challenges through the systematic implementation of education and training programs, and support employees' individual skill development and enhancement to further improve labor productivity.
• 2.We will introduce a "Self Career Check" for all employees (all employment categories), conduct career development training and career consulting interviews for employees of all ages, and support individual employees' career autonomy (forging their own future independently).

Target 3

Raise the annual paid leave utilization rate to at least 80% for all employees (all employment categories).

Target 3: Initiatives

April 2025 -

• 1.We will regularly monitor the use of annual paid leave by each department and workplace unit, and encourage employees with low utilization rates to actively take paid leave.
• 2.We will foster a corporate culture that respects diversity through internal educational activities and training to ensure that all employees, regardless of gender, can balance life events such as childbirth and childcare with their professional lives and continue to work.
• 3.We will revise, abolish, or newly establish various systems related to "working styles" in accordance with proposals by the female members of the "Promotion of Women's Participation and Advancement Project" launched and implemented within the company in FY2024, and develop an employment environment that further contributes to balancing work and family life of employees.

Attachment

Publishing Information on Female Success

1. Providing opportunities in employees’ working lives 2. Developing an environment that contributes to balancing work and family life