Promote diversity based on "The Spirit of Human Dignity"

Based on the Policy on Internal Environment Development and under our corporate philosophy, The Sprit of Human Dignity, we are promoting Diversity, Equity and Inclusion (DEI) and working to create workplace environments where employees can work in comfort and with thorough job satisfaction. Through implementing various policies, we are endeavoring to conduct fixed-point observation of engagement and to grasp issues and make improvements so that the performance of the organization and employees is maximized and corporate value increased.
As for initiatives, we conduct an employee engagement survey*1 provided by Link and Motivation Inc. Based on the survey results, items with a large gap between level of expectation and level of satisfaction are taken up as organizational issues and various improvements are made. As a result, our most recent engagement score was 59.7, good for an A ranking, our highest rank so far. In addition, in March 2024, companies with high engagement scores*2 among those giving out the survey were honored at the Best Motivation Company Award 2024 (large corporation division) and we placed in the top ten for the fifth consecutive year. Going forward, we will continue working to increase engagement between employees and the organization.

We have a vision penetration program to ensure that all employees understand the vision of ACOM, which is to "meet the expectations of all stakeholders."
This program is designed to further disseminate the vision by having employees communicate the vision to each other in their own words and deepen their understanding of it through dialogue. All employees, from executives to general employees, participate in this program.

To achieve our corporate philosophy and the Vision of ACOM Group, we continuously meet the expectations of all its stakeholders, we believe that it is essential for all employees to be physically and mentally healthy.
Under the declaration of Health and Productivity Management, we will establish a work environment where all employees could work in good health and with enthusiasm.

• 1. We support both "mind" and "body" of our employees to achieve their physical and mental health. We will also work to improve lifestyle habits to reduce the risk of diseases and maintain and improve their health.
• 2．Focusing on every employee, we will build an attractive work environment that improve their motivation and performance.

We believe that the physical and mental health of employees leads to happiness for employees and progress for the company, so we enacted our Declaration of Health and Productivity Management in October 2021. We are working on that basis to build an environment in which our employees can "work with happiness and vitality."

Our goal is to establish a rewarding environment where employees could work in good mental and physical health, with pride and fulfillment, and to achieve long-term growth and sustainable development for both employees and the company. To this end, we will reduce the targets of absenteeism*1 and presenteeism*2 and improve work engagement, through various initiatives based on the Basic Health and Productivity Management Policy.

*1 Absenteeism: Individuals who absent from work or take leave due to physical or mental health problem.

*2 Presenteeism: A condition in which an employee's performance declines due to health problems.

Under the Declaration of Health and Productivity Management, Executive Officer who concurrently serves as director in charge of Human Resource Department, Human Resource Department, Hygiene Committee, Industrial Physicians, ACOM Health Insurance Association, etc. are cooperating to establish a Health and Productivity Management Promotion Structure. Moreover, we are promoting our employees' health enhancement by conducting an Annual Health Check-ups, stress examinations and employee satisfaction survey.

We implement the following initiatives to promote health and productivity management.

*3 Including the number of points awarded

*4 Convert the number of points awarded from the initiatives into a monetary amount (1P = 1yen)
Total health points, including measures in the table, are 20.8 million yen

*5 Average hourly wage × total hours taken

*6 Expenditure of general and specific health care guidance

*7 Total expenditure of medical checkup

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  Health management event held jointly with our business partner

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  Influenza vaccination

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  Health event hosted by employees

The smoking rate has decreased compared to the past. However, it is still high. The smoking habit can be a risk factor for various health problems. The smoking rate must therefore be reduced.

Supporting employees' efforts to quit smoking in cooperation with employers, industrial physicians, and ACOM Health Insurance Association

• Regular incentives for nonsmokers and non-smokers (health points)
• Disseminating information on the health hazards of smoking through the Health Committee and the company intranet/email
• Promoted anti-smoking by displaying posters on World No Tobacco Day
• Nicotinel patch cost assistance

*8 Percentage of health point registrants

As one of our corporate philosophies is "The Spirit of Human Dignity," we provides the working environment that allows each employee to realize his/her life plan. In addition to health care and leave systems which are the basis for the realization, we offers various welfare programs related to marriage, pregnancy, childbirth, childcare and housing.

We have following measures in place to promote employees' work-life balances; annual paid leave by the hour in the whole company, and flex-time system in some departments. We also adopts new systems to support flexible working styles , for instance employees can take seasonable vacation thorough the year.

ACOM respects the abilities, ideas, and values of our diverse workforce and creates an environment in which each individual can play an active role. In the fiscal year ended March 2023, female employees--selected via open recruitment to form the Women's Activity Working Group--examined measures for promoting women's participation from their own perspective, and made recommendations to Directors. Action is underway to implement several of the recommended measures in cooperation with the Human Resources Department. In addition, we have established the Woman Career Program, a training program to help female employees recognize the need for autonomous career development and support the challenge of stepping out of their comfort zones.

We provides diverse career opportunities to support employees' career enhancement. For example, fixed-term employees are able to move up to full-time employees, and those who started their career with limited promotion opportunities can change their work course to broaden their opportunities. We also provides periodical opportunities for employees to assess and submit their desired career development plans in order to support their fulfillments.

The percentage of employees with disabilities exceed the statutory rate at ACOM. (2.65% as of March 31, 2024) We are committed to have such employees satisfied and motivated to continue working at ACOM. Therefore, we have contact points available for them should they have concerns and/or difficulties working at ACOM.

Recognizing the increasing diversity of employees' life planning, and to support workers who wish to remain active after passing the mandatory retirement age, we have systems for ongoing employment of employees who wish to remain employed with the company.