The Group discloses non-financial information as actual results for each fiscal year.

Consolidated Scope 1, 2, 3 GHG Emissions Results: t-CO2

Indicators, targets, and performance related to human resources development policy and internal environmental policy, including diversity

① Providing opportunities related to professional life for women workers

[Supplementary Information on Wage Differentials between Male and Female Workers]
Although the salary structure at the Company is the same for both men and women, the structure of various allowances and bonuses (evaluation system, structure, etc.) differs between sales and non-sales workers.
The following factors contribute to the current differences in wages between male and female regular employees.
・The percentage of male workers in management positions is high.
・The proportion of men in sales positions, where theoretical annual income is higher than that of non-sales positions due to the bonus system, etc.

② Balancing professional and family life

(Note 1) 3 female subjects
(Note 2) 7 male subjects
(Note 3) Percentage of all full-time employees (excluding sales staff) who use one of the systems (time-off, flextime work, telecommuting, combined work, or limited-area work, etc.)

③ Other human resources and workforce development, including diversity

(Note 1) Definition of mid-career hires: Uses the definition in the Law Partially Amending the Employment Insurance Law, etc.
(Note 2) “Openness” to give opinions to the company and supervisors (including anonymous)
(Note 3) While understanding of management policies has improved, issues remain regarding the workplace environment, work styles, and evaluation systems, and ongoing improvement measures will be necessary.

Human Rights Due Diligence Results

For more information, please refer to Social’s Human Rights Due Diligence Results.