1. General Employer Action Plan

○Plan period
December 23, 2025 - April 30, 2028

○Our challenges
The continued employment rate for women who were hired around the 10th fiscal year tends to be lower than that for men.

○Goal
Increase the rate of continued employment for women in their 9th to 11th year at the company to 25% or more, the same level as for men

○ Details of the initiative and implementation period
Matters related to continued employment and workplace culture
　From December 2025: Thoroughly inform workers and managers about available work-life balance support systems

Matters concerning placement, training, evaluation, and promotion
　December 2025 onwards: Training for managers

Matters concerning the correction of long working hours
　December 2025 onwards: Sending messages regarding the correction of long working hours

2. Information Disclosure

○ Gender wage gap

Item	Actual value
Ratio of women's wages to men's and women's wages (total workers)	57.4%
Ratio of female wages to male and female wages (full-time employees)	67.3%
Ratio of female wages to male and female wages (part-time and contract employees)	45.7%

*Figures are based on the results for the most recent fiscal year (May 1, 2024 - April 31, 2025)

○Ratio of female managers

Item	Actual value
Percentage of female workers in managerial positions	7.7%

*Figures are based on the results for the most recent fiscal year (May 1, 2024 - April 31, 2025)

○ Percentage of female workers among all employed workers

Item	Actual value
Percentage of female workers among all employed workers (full-time employees)	44.4%

*Figures are based on the results for the most recent fiscal year (May 1, 2024 - April 31, 2025)
*The hiring record for the most recent fiscal year is for "full-time employee" employment management category only.