Respect for Diverse Perspectives and Values

With regard to the goals (KPIs) concerning the promotion of women’s participation and advancement, we finished the general employer action plan (launched in April 2021) one year ahead of schedule. We have created a new action plan that will start in April 2025.

[Promotion of Women’s Participation and Advancement]
Period: April 1, 2025 to March 31, 2027
1. Increase the number of women serving as managers, chiefs, and assistant chiefs by 1.5 times or more from the March 2025 levels
2. Reduce the average overtime working hours of full-time employees to less than 25 hours per month

[Employment of people with disabilities]
Achieve the mandatory employment rate

Expansion of awareness raising and development training programs for managers 
• Basic training for developing and leading female subordinates 
• Training on dialogue skills for achieving mutual agreement on targets between supervisors and subordinates
Improvement in engagement of younger employees 
• General training for younger employees aimed at information exchange and mutual support
Promotion of women’s participation and advancement 
• Career development and advancement support for female employees
Growth and contribution of persons with disabilities 
• Creation of a workplace that enables a virtuous cycle of “growth” and “contribution” for persons with disabilities
Re-employment system for retirees 
• Framework for passing down knowledge and skills to the future
Expansion of the work-life balance support system to enable flexible work styles 
• Long-term career continuity support for employees with nursing care, childcare, or other special needs 
• Change in the flextime system (September 2025), abolishing the core time

Establishment of a better environment for reducing overtime work hours 
• Increase in work efficiency: Raising awareness through the Improvement Proposal Award system and special features in internal newsletters 
• Promotion of leaving work on time: Providing internal announcements to remind employees to leave work on time on every Wednesday and bonus payment days 
• Work hour management: Monthly distribution of overtime work hour reports to managers to ensure thorough work hour management

Scope: Regular employees of Tokyo Seimitsu Co., Ltd. (non-consolidated basis)
^*1 The ratio is calculated using the “number of women in managerial, section chief, and assistant section chief positions” as of the end of March 2025 as the base value of 1.00
^*2 Disclosed starting in fiscal year 2025 to report progress toward the targets set out in the Action Plan (fiscal years 2025–2026).  Scope of this item only: Tokyo Seimitsu Co., Ltd. (non-consolidated; full-time workers)
^*3 Data depicted in the table are current as of June 1 of each year. The “Act to Facilitate the Employment of Persons with Disabilities” stipulates that employment of one individual with a serious disability is equivalent to employing “two individuals” for purposes of calculating the number of associates with disabilities and percentage of employment.

In order to ensure that women can work more actively as core human resources in our organization, we consider it an urgent issue to hire more female regular employees and improve the work environment for them. Based on this understanding, we formulated the “Action Plan for Promoting Employment and Careers of Women” (FY2021 to 2025) and have been pushing forward a variety of measures to meet the challenge.

As a result, we have been able to achieve the target metrics sooner than we set out to accomplish by the end of FY2025. Therefore, we have newly created the "Action Plan Based on the Act on the Promotion of Women's Active Engagement in Professional Life" (FY2025 to 2026).
We intend to continue to increase recruitment of female regular employees and further step up efforts to promote women's engagement with the aim of making our organization sustainable.

*Work experience opportunities: Since the Company is a B-to-B manufacturer, there is almost no chance in daily life for people to get to know us. We host events where participants can gain better understanding of the industry, job types, and the Company itself through similar experiences to doing the actual jobs.

We have established an organization centered on people with disabilities with the aim of creating a workplace where persons with disabilities can work with a sense of fulfillment as they feel their own growth and contribute to the Company.

In fiscal 2022, we started assigning full-time instructors. As of the end of March 2026, we have 5 instructors who support employees with disabilities (15 employees) in performing their work independently.

Now, we have 40 employees with disabilities working at the Company, including above-mentioned ones. Employees of the departments they are assigned to participate in the “training course for supporters of work by people with mental and developmental disabilities” and interact with colleagues with disabilities with correct knowledge and understanding.

Tokyo Seimitsu has introduced a re-employment system that allows employees to continue working as part-time employees after retirement. We have established a system that enables employees to play an active role by making use of the knowledge, technology, and know-how cultivated over many years.