• Introduction of products that contribute to improving the quality of life for locomotive syndrome (locomotive syndrome)
  :2 cases conducted field of artificial joints
• Editorial Program for Orthopedic Surgeons
  :6 cases conducted

• Introduction of products that contribute to improving quality of life for patients with locomotive syndrome
  :3 cases in the field of artificial joints
• Education program for orthopedic surgeons
  :2 cases implemented

• Reduction of GHG emissions (Scope 1 + Scope 2) 
  Result: 1,743t CO2
  (11.5% decrease from the base year of FY2020)
  (Year on year: -18.3% decrease)
• GHG emissions reduction (Scope 3)
  Result: 22,240t
  （CO₂ Year on year: -20.7%）
• Introduction of renewable energy
  Result: 28% (consolidated)
• Domestic waste
  Result: 54.9 (t)
  （FY Mar.2023 70.7 (t) Year on year: -19.9%）
• Achieved “B-” management level in CDP2023 survey results

• GHG emissions reduction (Scope 1 + Scope 2)
  Achievement: 1,555 t CO₂
  (21% reduction compared to the base year of March 2020, 10% reduction compared to the previous year)
• GHG emissions reduction (Scope 3)
  Achievement: 22,060 t CO₂
  (8% reduction compared to the previous year)
  Renewable energy adoption rate: 28% (consolidated)
• Domestic waste
• Achievement: 58.0 tons
  (March 2024 fiscal year: 54.9 tons, +5% compared to the previous fiscal year)
  CDP 2024 Survey Results
  Climate Change Survey Results: “B”
  Water Security Survey Results: “B-”

• Implementation of human rights education
  Implementation of harassment training for manager　
• Implement human rights due diligence
  stablishment of human rights due diligence process Creation of human rights due diligence questionnaire for internal use

• Implementation of human rights education
• Compliance training
  (For supervisors: Harassment)
• Results of internal human rights due diligence
  　

• Percentage of female workers in management positions: 10.7%

• Percentage of men and women taking childcare leave: Men: 28.6%, Women: 100%.

• Based on the internal environment improvement policy, the following initiatives were initiated by the Human Capital Committee: FY March 2024: (1) Health management: 3 meetings of the Human Capital Committee were held.

Utilization rate of systems related to work styles: 92.1%

(Note: Percentage of all full-time employees (excluding sales staff) who use any of the systems (time off by the hour, flextime work, telecommuting, combined work, limited area work, etc.)

• Percentage of mid-career hires in management positions: 66.7%
• Percentage of foreign workers: 1.3%
• Number of free comments on My Voice : 214
• Percentage of MyCareer updated: 100%

• Percentage of female workers in management positions: 11.5%
  　
• Childcare leave utilization rate by gender: Men 16.7%, Women 100%
  　
• Based on our internal environment improvement policy, the Human Capital Committee implemented the following initiatives.
  Human Capital Committee meetings held twice
• 1. Health management
  1-1. Promotion of work styles and lifestyles that suit each individual
  ・Collected information on work style systems at several other companies
  (External environment survey)
  1-2. Promotion of physical and mental health
    Assessment of current smoking status within the company
  (Smokers: 81, Respondents: 254, Smoking rate among respondents: 31.8%)
• Distribution of leaflets on the dangers of smoking
• Conducted a company-wide smoking survey.
  (52 out of 81 smokers expressed a desire to quit, with two out of three smokers expressing this desire)
• Environmental improvements: Posting of smoking separation posters at the headquarters
• Utilization rate of work-related systems: 92%
  (Note) Percentage of employees (excluding sales staff) utilizing the systems (time-based leave, flexible working hours, telework, combined work)
• Percentage of mid-career hires among managers: 67.9%
• Percentage of foreign national employees: 1.3%
• Number of free comments in My Voice: 115
  (Scores improved in the “Workplace Environment,” “Organization,” and “Vacation” categories of My Voice, and the number of free comments regarding requests or dissatisfaction related to these areas decreased by
• My Career Update Rate: 100%

• In accordance with the human resource development policy, including ensuring diversity of human resources, the following initiatives were initiated by the Human Capital Committee.
  (1) Improve engagement (2) Succession planning (talent management) Human Capital Committee held 3 meetings

• Based on our human resource development policy, which includes ensuring diversity in the workforce,

• the Human Capital Committee implemented the following initiatives.
  Human Capital Committee met twice
  1. Talent Management
  1-1. Succession planning for managers and above
    Creation of job descriptions for key positions (clarification of requirements)
    Succession planning for key positions (preparation for implementation)
  1-2. Development of global talent
    Selection of global talent candidates
    Administering TOEIC tests for global talent candidates and internal applicants.
  1-3. Promotion of employment for people with disabilities
    Conducting an internal seminar to gather information on creating a supportive work environment and identifying tasks that can be assigned to employees with disabilities.
  2. Strengthening employee engagement
  2-1. CMS (Career Management System)
    Raising awareness of CMS: Introducing our CMS in the Diversity Management Newsletter
• Implementing a self-career development program for all employees
• Implementation of My Career   My Voice

• ISO13485 maintenance audit: 3 cases (minor issues)

•  ISO13485 maintenance audit: 0 cases (minor issues)

• Measures against the risk of logistics delays due to climate change
  The Osaka Satellite, a new logistics base, was established as a BCP measure and as a countermeasure against logistics delays due to climate change, etc. The new base reduces the risk of logistics delays due to climate change disasters, etc.

• ①Climate change logistics delay risk countermeasures
  As part of BCP measures and countermeasures against logistics delays caused by climate change, we are promoting the use of satellite logistics hubs.
• ②Frequent delivery delays in certain areas (Chugoku and Shikoku regions)
  Delivery delays have been significantly reduced.

• Compliance with the Corporate Governance Code
  [Explain] [Supplemental Principle 4-1-3] in “documenting succession planning”.
• Internal audit (J-SOX)
  Internal control report disclosure

• “Analysis of causes for failure to achieve management plan targets” is “Explain” [Supplementary Principle 4-1②].
• Compliance with the Corporate Governance Code[Explain] [Supplemental Principle 4-1-3] in documenting succession planning.
• Internal control report disclosure
  　

• Risk list management and assessment
  Conducted 2 risk management committee meetings
  Update risk list　
  Implementation of countermeasures against risks

• Risk list management and assessment
  Conducted 2 risk management committee meetings
  Update risk list　
  Implementation of countermeasures against risks

• Efforts to Prevent Compliance Violations
  Compliance Committee meetings held 3 times
  Compliance training for new employees
  Training for directors (FY2023 Top Management Seminar/March)
  Training for code instructors twice
  – (25th Fair Competition Code briefing /October)
  – (14th Corporate Ethics Awareness Seminar /February)
  Sharing of JFTC notices (FAQs), etc. as needed

• Compliance Committee meetings held four times
  New employee training conducted
  Regulations Instructor Training (26th Fair Competition Regulations Briefing Session / October)
  Regulations Instructor Training (15th Corporate Ethics Awareness Seminar / February)