Employee Diversity and Individual Successes (Effort to Promote Diversity)

INNOTECH aims at providing workplace where each employee is motivated, is encouraged to demonstrate his or her unique talent and personality, and works with different work style and makes new challenges. Regardless of their age, gender and gender identity, sexual orientation, nationality, handicap and so on, INNOTECH respects all the employees and ensure diversity and inclusion at workplace.

【Policy for Diversity and Inclusion】

１．Policy for Core Personnel Assignment and Promotion
INNOTECH aims at providing workplace where each employee is motivated, is encouraged to demonstrate his or her unique talent and personality, and works with different work style and makes new challenges. Regardless of their age, gender and gender identity, sexual orientation, nationality, and work history such as being hired as new graduates or hired by mid-career recruitment, INNOTECH will assign and promote qualified employees to managerial positions and ensure diversity and inclusion.

２．Numerical Target of Diversity
As of the end of FY2023, the percentage of female management employees at INNOTECH Group was 17.5％. By region, 4.7％ at domestic group companies in Japan and 31.1％ at overseas group companies. INNOTECH recognizes that this difference in percentage of male and female management employees at domestic group companies in Japan is an issue in terms of ensuring diversity in human resources. INNOTECH has set the percentage of female management employees at domestic group companies in Japan as one of the main key performance indicators (KPIs) and will take measures to achieve the following targets;

While INNOTECH recognizes that difference in percentage of male and female management employees at domestic group companies in Japan is an issue in terms of ensuring diversity in human resources and the company is making following efforts as key measures to resolve the issue, INNOTECH does not recognize any specific difference in assigning and promoting employees to managerial positions by nationality. Thus, the company does not devise and disclose numerical targets for management employees with foreign nationalities. Percentage of management employees hired by mid-career recruitment has already reached to more than 50%.

≪Key Measures≫

• Provide opportunities for female employees to exchange views and opinions with the management team on a regular basis;
• Provide periodic training programs which are targeted to promote diversity;
• Achieve 30% or higher rate of new graduate female employees;
• Promote flexible and efficient work style, such as by enhancing consumption of annual paid leaves, and making short-time working system for child care, and hourly based paid leave system, and working from home available.

３．Policy to Nurture Human Resources
As for INNOTECH policy to nurture human resources, see “Efforts on Human Resources”.

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