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 FY2024, the percentage of female management employees at INNOTECH Group was 18.3％. By region, 4.7％ at domestic group companies in Japan and 31.3％ 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;

Percentage of Female Management Employees at Domestic Group Companies in Japan
FY2024（Acutual）	FY2025 Target	FY2030 Target
4.7%	5.0%	10.0%

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”.

Related links

Efforts on Human Resources

【Human Resources Data】
Item			Unit	FY2023	FY2024	Data Range
Employees Status	Number of Employees		Person	1,775	1,560	Consolidated
		Male	Person	1,204	1,099
		Rate of Male Employees	％	67.8%	70.4%
		Female	Person	571	461
		Rate of Female Employees	％	32.2%	29.6%
	Average Age of Employees		Age	42.1	42.5	Japan
		Male	Age	43.7	43.2
		Female	Age	38.9	39.2
	Average Length of Service		Year	13.0	13.2	Japan
		Male	Year	13.3	13.5
		Female	Year	11.3	11.4
	New Graduate Employees		Person	34	30	Japan
		Male	Person	23	26
		Rate of Male Employees	％	67.6%	86.7%
		Female	Person	11	4
		Rate of Female Employees	％	32.4%	13.3%
	Employees Hired by Mid-career Recruitment		Person	22	35	Japan
		Male	Person	14	29
		Rate of Male Employees	％	63.6%	82.9%
		Female	Person	8	6
		Rate of Female Employees	％	36.4%	17.1%
Composition of Management Employees	Rate of Female Management Employees		％	17.5%	18.3%	Consolidated
		Japan	％	4.7%	4.7%	Japan
		Overseas	％	31.1%	31.3%	Overseas
Child Care Leave	Number of Employees who Took CC Leave		Person	25	20	Japan
		Male	Person	13	13
		Number of male employees whose spouses gave birth in the collection period	Person	12	12
		Female	Person	12	7
	Rate of Male Employees who Took Child Care Leave		％	108.3%	108.3%	Japan
	Rate of Employees who Came Back to Work After CC Leave		％	100%	100%	Japan
		Male	％	100%	100%
		Female	％	100%	100%
Paid Leave	Utilization Rate of Paid Leave		％	81.9%	80.3%	Japan
Overtime Working	Average Overtime Working Hours		Hour	14.1	13.6	Japan
Turnover	Employee Turnover Rate (including retirement)		%	7.0%	6.1%	Japan
Training	Training Hours per Employee (Year)		Hour	22	33	Japan
Training	Training Cost per Employee (Year)		Yen	60,812	96,360	Japan
Publication of information on gender wage differences	Regular Employees		Person	859	847	Japan
		Male	Person	720	709
		Total annual wage for male	￥	4,779,896,632	4,668,905,964
		Average annual wage for male	￥	6,634,967	6,589,846
		Female	Person	139	138
		Total annual wage for female	￥	665,581,602	683,076,525
		Average annual wage for female	￥	4,794,220	4,946,962
	Non-Regular Employees		Person	48	53
		Male	Person	38	44
		Total annual wage for male	￥	168,881,616	212,540,685
		Average annual wage for male	￥	4,476,057	4,872,551
		Female	Person	10	9
		Total annual wage for female	￥	24,687,179	22,928,667
		Average annual wage for female	￥	2,486,121	2,547,630

The data is as of the last day of the fiscal year.
As for the rate of employees who came back to work after child care leave, five employees (male:one, female:four) who are still on the said leave are not included in the calculation.