1. Working environment improvement project

• ●The employees in charge of the project and each department are working together on improvements while listening to employees’ opinions and requests for improvements to the workplace

2. Support for balancing work with childcare

• ●To make it easier for employees who are raising children to balance work and childcare, Daiseki allows those with children up to the beginning of the fourth grade of elementary school to choose to work shorter hours. In March 2024, we further revised our work rules to allow employees to select from 4, 5, or 6 hours of reduced work hours, and to select a start time of 9:00 or 10:00 a.m.

3. Support for new graduate employees

• ●We introduced a mentor program in FY2022 to support new graduate employees.

4. Mid-career hiring

• ●As an effort to minimize turnover, we have created a Human Resources Guidebook to explain not only work rules but also the varied programs of the company. We also make efforts toward referral-based hiring, which we are working to enhance through means including referral fees.

5. Return system

• ●While no clear program is in place, we actively hire persons who wish to work at Daiseki again after retiring from the company.

6. Shareholding association system

• ●To encourage employees to take more interest in the company's management and to enhance their benefits package, Daiseki supports their acquisition of company stock by granting a stock ownership incentive of 15% of the accumulated amount. In April 2024, we also decided to introduce a restricted stock incentive plan for the shareholding association system (Shareholding Association Restricted Stock). The hope is that employees will work harder and better than before to improve our company's performance.

7. Paid leave

• ●While the Japanese law stipulates 10 days of paid leave after six months of employment, from FY2023 Daiseki grant five days of paid leave after three months of employment (following the end of the trial period) in an effort to create an environment in which employees can work with peace of mind.

8. Programs to support work, life events, and self-actualization

• ●Childcare leave program
• ●Nursing care leave program
• ●Congratulatory/condolence leave program
• ●Shareholding association system
• ●Corporate defined contribution pension plan
• ●Qualification support system
  Daiseki reviewed its rules for support of qualification acquisition in March 2024 in order to motivate employees to learn and improve their abilities. We decided to subsidize the cost of acquiring qualifications designated by the company, and to grant a qualification allowance to employees who utilize their acquired qualifications in their work. We are committed to creating a rewarding workplace where employees can maximize their potential.

9. 360-degree diagnostics

• ●Daiseki began 360-degree diagnostics in FY2024. This is a method of observing the regular management behavior of the managers who are the subjects from the various perspectives of their supervisors, subordinates, colleagues, etc. The aim is to visualize the abilities of management employees and provide opportunities for “noticing” improvements to the work environment and the organizational performance. Employees who received the diagnosis responded that they had become more conscious of how they are viewed by their subordinates. It is thought that as the subjects learned how their daily activities are perceived by others, this led to them gaining an understanding of the strengths and weaknesses they had not previously recognized in their own management and leadership.