Relationships with Employees
Social Requirements

Governance

The FDK ApproachEmbracing diversity and inclusion
Creating work-friendly environments
Developing human resources for their contribution

Labor
Practice

Environment

Fair Trade

ConsumerIssuesCommunity

Diversity Initiatives

The Diversity Promotion Office strives to foster respect for diversity while

The FDK Group launched the Success Support Project for Women and set up

working to create a work-friendly environment.

the Office to Support Women’s Success for the purpose of expanding andThe Diversity Promotion Office comprises an office manager, staff, promotion

supporting opportunities for women to succeed. The Office to Support

members (appointed from each business division) as well as advisors from

Women’s Success was renamed the Diversity Promotion Office on April 1,

human affairs and the labor union led by the director in charge of corporate

2017.

affairs.

to society and the planet

Highlights of Relationships with Employees

Since April 2010, in accordance with the action plan based on the Act on Advancement of Measures to Support Raising the Next Generation of Children,
the FDK Group has been actively pursuing work-life balance in order to realize an environment where each employee can work with vigor and satisfaction.

Ratio of non-Japaneseemployees(Domestic business sites)

Employment rate of persons
with disabilities

1940.82.42

Days of paid leave taken/per
person/year

Number of employees using
the Childcare Leave Program

Number of consultations withthe human resources hotline%%%

We have also drawn up an action plan in accordance with the Act on Promotion of Women’s Participation and Advancement in the Workplace, which cameinto effect in April 2016. We will continue striving to be a company where both men and women can play an active role.

About the Stage 1 Action Plan
In order to further support women’s advancement, we drew up an action plan, as follows.

1. Plan period

15.0

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Five years from April 1, 2016 to March 31, 2021

2. Our challenges
The culture and work environment are not supportive of female employees raising children.

• Workplace management is inadequate in some areas, making it difficult for women to continue working while raising children due to difficulties
in balancing work and family life.

Relationship with Society

Employment rate of female
employeesNumber of female employees
in management andsupervisory roles

Relationships with Customers
and Suppliers

Action Plan Based on the Act on Promotion of Women’s Participation and Advancement in theWorkplace

Management System ork style reforms, creating environmentsW
conducive to workEquality in hiring (post-retirement rehiring, hiring ofpeople with disabilities, women’s work-placeparticipation and advancement)

HumanRights• The workplace culture is not conducive to supporting those who continue to work after giving birth or while raising children.
• There is insufficient understanding of flexible working styles in the workplace, making it difficult to take time off suddenly, such as when a child is3. Quantitative targets

Embracing Diversity and Inclusion
Basic Concept
Policy Orientation
FDK Group promotes diversity in human resources irrespective of nationality,

Increase the percentage of women in managerial positions by 125% or more relative to FY2015.
• Plant practical training and trial employment have been conducted.
• We are systematically promoting the installation of barrier-free, multipurpose restrooms.
• In FY2022, the elevator in Building 3 at the Kosai Plant was renovated.

policy to enable individuals to grow with the company.

(2) Improving the personnel treatment system

4. Initiative and implementation period details
Initiative 1: Management-led implementation of work-life balance
April 2016 —	Success Support Project for Women organized to regularly check the status of activities and share information on various
measures and outcomes.
October 2016 —Events hosted by the Office to Support Women’s Success on a yearly basis.

Ideal Form

• An hours-based paid leave system has been introduced.

Initiative 2: Promoted the creation of a comfortable work environment to enhance workplace responsiveness and management

Our Ideal Form is for everyone working in the FDK Group to refuse to engage(3) Proceeding the educational activity such as trainings and seminars

April 2016 —in any form of discrimination and welcome diverse human resources with• We conducted management training as planned.

December 2016 — Conducted management training to renew awareness among male managers and workplace leaders.

actual action.

• A seminar was held to promote men’s involvement in housework andJune 2017—

Examples of Initiatives and Other Measures(4) Conducting an employee satisfaction survey

October 2016 —Consideration given to expanding the workplaces and job areas where female employees are assigned.

(1) Creating a working environment that is friendly for all people• We conducted an employee satisfaction survey for all employees. (ResponseFebruary 2017 —Plan implemented for active recruitment of female employees in conjunction with the personnel and recruitment plans.

• We have put in place a work environment that is comfortable for people withrate: 99.1%) To resolve the issues raised by the survey results, wechildcare

disabilities and LGBTQ+ people to work in.

FDK GROUP SUSTAINABILITY REPORT 2023

Planned and reviewed various seminars and training programs.
Women’s career training held to renew awareness among female employees.

Initiative 3: Active recruitment of female employees and implementation of recruitment plans

Environmental Conservation
Activities

gender, sexual orientation, age, ability/disability, religion or values as a basic• A new personnel system (Kaonavi) was introduced.

39sick.

Relationships with Employees

Initiatives Supporting Relationships with Employees

conducted a training program on organizational revitalization.

FDK GROUP SUSTAINABILITY REPORT 2023

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Relationships with Employees
Governance3. Conducting training that takes talent management into accountWe provide training to develop the next generation of human resources.

In order to further promote women’s advancement and create a work environment where both men and women can work for many years, we drew up
an action plan, as follows.

4. Expanding the “Dojo”

knowledge, abilities, and mental and physical skills2) Activities to enhance communication between different departments

Five years from April 1, 2021 to March 31, 2026

Environment

Fair Trade

ConsumerIssues

Community

Purpose of the “Dojo”
1) For FDK Group employees to enrich their lives by developing deeper
expertise, education, and experience in various fields.

Our “Dojo” conducts the following activities.
1) Self-improvement activities in a variety of fields to hone employees’

1. Plan period

Labor
Practiceand generations and to strengthen the organization

2) To renew awareness of self-improvement, put in place an environment for
self-improvement, build a corporate culture in which employees work hardto help and compete with each other, and strengthen organizational
capabilities by passing down techniques and conducting exchange between

Management System

About the Stage 2 Action Plan

HumanRights

generations.

2. Our challenges
Challenge 2: A workplace culture is needed that supports people who continue to work after giving birth, while raising children, while
caring for family members, etc.
Challenge 3: There is insufficient understanding of flexible working styles in the workplace, making it difficult to take time off suddenly.

3. Targets and details of initiatives and implementation period

Selected Personnel Education

Strengthening Stratified Training(Increasing Overall Quality of Work and Management)

Nurture Global Business and Future LeadersEnhance the comprehensiveness of stratified training tailoredto each level and role from junior to senior employees

Nurture business leaders who are able to actively participate
globally from a long-term perspective

Cultivate a Climate Diverse “Individuals” Can
Actively Participate

Promoting Professionalism

Improve human resource support and the motivation of eachindividual through diversity promotion and career support.

Enhance high-level specialized training and nurture professional
human resources (horizontally expand specialized in-house training)

Goal 1: Increase the percentage of women in managerial positions by 150% or more relative to FY2021.
Initiative details
April 2021 —	Regular meetings of the Diversity Promotion Office, which supports the advancement of women, were held to confirm thestatus of activities and share information on various measures and outcomes.
April 2021 —Provided a self-development curriculum to support individual career advancement.

June 2021 —Increased the number of female participants in training programs for next-generation leaders.

September 2021 — Held management training for managers and supervisors.
October 2022 —Held exchanges of viewpoints with female managers and supervisors.

Goal 2: Increase the rate of use of flextime, telework, and other systems that contribute to flexible working styles, by 25% relative to FY 2021.

Picture of a Global Human Resource

Initiative details
April 2021 —Improved the system and raised awareness of it on a regular basis.

June 2021 —Established an environment for telework.

September 2021 — Conducted education on management points and issues regarding telework.

Developing Human Resources for Their Contribution to Society and the Planet
Human Resources Development
FDK Group strives to nurture human resources by categorizing humanresources development into four main themes.
We are working to enhance the training required for each position, fromnew hires to executives.
2. Professional development training

41

We will work to support and motivate individual personnel through career
design training, career support, and other programs.

Possesses language and communications
skills required during the execution stage

History, products, business region, and management
knowledge of FDK Culture, history, society,and economic state of other countries

Language and communication skills

1. Review of stratified education
The curriculum content has been refined to be more specific to the roles
and expectations of each particular employee level. For younger employees

certifications, attend specialist seminars, and adopt cutting-edge

in particular, we incorporated content that would lead to competency
evaluations in conjunction with the operation of the new personnel system.
2. We provide opportunities for personal study for self-development.

We are working to encourage and promote human resource development

We provide convenient opportunities for employees to learn and improveand strengthen management skills that can help revitalize organizations,

their skills through e-learning.

FDK GROUP SUSTAINABILITY REPORT 2023

and learns about other countries

Review of Various Education and Training Programs

encourage employees to take various examinations, including technicaltechnologies and skills.

Considers both local andand global human resource development (language study abroad).
4. Supporting the growth of a diverse range of individuals

In order to nurture professionals in their respective fields of expertise, we

3. Business leader development

Knows about their own company

global perspectives as a whole

Environmental Conservation
Activities

1. Stratified training (higher educational standards)

such as next-generation leader training, developmental leader training,

Employee who possesses the skills (languageand communication skills) to think about andexecute matters from a global perspective

Relationships with Employees

September 2021 — Raised awareness of the importance of work-life balance at management training seminars.

Employee who has sufficient knowledge about
FDK (their company) and supports operations ina multicultural environment while respecting
the traditions of different countries

Relationship with Society

Higher Standard Education

Relationships with Customers
and Suppliers

Challenge 1: Workplace management is insufficient in some areas, and the use of the system is not well understood.

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