Diversity, Equity & Inclusion

For sustainable development and innovation, JACCS is promoting the advancement of female employees. To increase the number of female employees involved in future management decision-making, the Company has established targets for the ratio of female employees among management-level positions, and is undertaking training and proactive promotions.
JACCS believes that it is important to create an environment in which female employees can pursue a successful career without suffering negative impact on their career advancement due to such factors as childbirth and child-rearing. JACCS is developing programs that enable employees to achieve a balance between career and raising a family, through child-rearing support.

April 1, 2025–March 31, 2027 (Two years)

We aim to have women make up at least 23% of management positions at section chief level and above.

Fiscal year ending March 31, 2025

• Support for diversified working styles
• Communicating and publicizing information on women's participation and advancement
• Proactive implementation of job rotation
• Development of role models and thorough follow-up structures
• Implementation of training programs with the objective of expanding the pool of management candidates

Fiscal year ending March 31, 2026

• Continued implementation

• *
  This refers to the ratio of women in positions at section chief level and above as of April 1 following the end of each fiscal year.

We limit overtime work to no more than 30 hours per month.

Fiscal year ending March 31, 2025

• Implementation of JACCS Work-Life Balance Promotion (JWP)
• Promotion of thorough personnel management and enhancement of operational efficiency

Fiscal year ending March 31, 2026

• Continued implementation

Average monthly employee overtime hours (full-time, regular employees)

Can be horizontally scrolled

	FY 03/2023	FY 03/2024	FY 03/2025	KPI
monthly average	12.2hours	12.9hours	13.2hours	12hours

• *
  Please refer to item 3, “Limiting overtime hours (non-scheduled working hours) to within 30 hours per month,” under “Results of Initiatives” in “JACCS Work-Life Balance Promotion (JWP).”

• Link to Promotion of Health and Productivity Management

• *
  With regard to utilization of the childcare leave program by eligible employees, this is also part of the Group’s initiatives pursuant to the Act on Advancement of Measures to Support Raising Next-Generation Children.

• *
  At present, the Company is aware of a large differential between male and female salary and wage levels owing to such factors as the high number of males in management positions and the high number of females in part-time positions. Furthermore, the Company is aware that its programs aimed at creating a workplace environment that will enable female employees to fulfill their maximum potential—including through the appointment of females to management-level positions—are at the development stage. Hence, the Company is implementing a range of initiative aimed at reducing pay differentials.

As a company, we strive to fully understand individual circumstances such as employees' work-life balance, and promote flexible work styles as one approach.

• *
  Work style changes refer to changes in nationwide and region-limited job transfers.

Anticipating the further aging of Japanese society, JACCS allows employees to continue working until age 70, and has created a compensation structure according to the size of each role. Based on these measures, all employees can maintain a high level of motivation, and the Company is pursuing the creation of an environment that enables employees to continue working.

To adapt to a market environment characterized by rapid change and uncertainty, JACCS recruits and promotes human resources that possess a wide variety of backgrounds.

At present, there are approximately 90 people with disabilities who are playing active roles at JACCS. The ratio of employees with disabilities as a proportion of total employees is 2.73% (as of June 1, 2026). JACCS is working to create an environment in which each of these employees is able to work with peace of mind, while the Company also takes into consideration the particular characteristics of each employee’s disability.

• *
  The above represents the employment rate as of June 1 each year.