Diversity

To achieve sustainable growth of the Taiyo Yuden Group, it is essential to realize diversity management that understands the diversity of all human resources and respects their personalities and individuality, based on one of our management philosophies, "Employee well-being," and our mission, "Stronger and more socially aware through the wonders of science."
We have established a diversity policy to create a company where each individual can work with a sense of purpose and vitality, and have strengthened our system for creating mechanisms and workplaces where employees can demonstrate their abilities and individuality. We are continuously implementing various measures such as reforms in work styles that suit the times, development of systems, and awareness-raising activities, aiming for "diversity management with full participation" as our goal.

For the Taiyo Yuden Group to continue developing sustainably even as the world changes, it is essential for diverse people with various differences, including nationality, culture, gender, generation, and company history, to interact and generate new ways of thinking and ideas that have never existed before.
Therefore, we believe that "difference is value," and promoting diversity that connects and utilizes diverse individuality is the source of corporate competitiveness. We also believe that each individual working with a sense of purpose and vitality is the realization of "Employee well-being," which is our management philosophy, and is one of the important management issues.
As part of these efforts, we aim to improve human resource power and organizational strength and realize a unique and attractive excellent company by fostering a mindset, developing an environment, and implementing human resource development measures that allow diverse human resources to fully perform.

We have obtained the 3-star "Eruboshi" certification mark, which is given to companies with excellent initiatives for promoting women's participation.
The "Eruboshi" certification is a system where the Minister of Health, Labour and Welfare certifies companies that have formulated and submitted action plans based on the Act on Promotion of Women's Participation and Advancement in the Workplace, and meet evaluation criteria for women's participation in professional life, including 1. Recruitment, 2. Continuous employment, 3. Working styles such as working hours, 4. Percentage of women in management positions, and 5. Diverse career paths.
We will continue our efforts to meet the expectations of our stakeholders, including our employees, and strive to increase our corporate value.

We had received the "Kurumin" certification from the Gunma Labor Bureau as a "child-rearing support company" in June 2021, but after various reviews and new initiatives, we were recognized as a company that supports child-rearing at an even higher level and received the "Platinum Kurumin" certification on July 25, 2023.

Since fiscal year 2023, we have rolled out tiered diversity training programs for all employees. Through continuous awareness initiatives, we aim to promote recognition of unconscious bias and support the development of employees' career awareness and aspirations.

To promote open internal communication and foster cross-functional connections, we regularly hold employee networking events. These initiatives provide opportunities for employees from different departments and locations—who may not ordinarily interact—to engage in candid discussions about career development as well as concerns and challenges related to life events. Through these exchanges, participants have reported an increased sense of security, inclusion, and positive engagement in working at our company.
Since 2024, we have hosted "Diversity Day" in conjunction with the United Nations-designated International Women's Day. This event offers employees a valuable opportunity to learn firsthand about the career paths and perspectives on work held by managers. By identifying role models, participants are encouraged to enhance their career awareness and motivation.

To broaden perspectives through engagement with peers from diverse industries, we dispatch primarily next-generation leaders to external training programs hosted by partner companies.
From fiscal year 2025, we have launched a cross-industry co-creation project with four manufacturing companies in Gunma Prefecture, providing opportunities to gain new insights and inspiration through mutual learning and discussion on the future of manufacturing.

We have a series titled "COLORFUL WORK: Everyone Shines" in the Taiyo Yuden Group's company newsletter. We regularly disseminate information to promote the necessity of diversity, introduce activity examples, and encourage active use of systems, aiming to raise common awareness within the company.

Taiyo Yuden has established a comprehensive support system for childcare, including childcare leave, child nursing care leave, and shortened working hours for childcare that exceed legal requirements. We also distribute a childcare guidebook that explains various procedures and allowances.
We support male employees' participation in childcare so that everyone, regardless of gender, can achieve their desired work-life balance. We distribute "Career and Childcare Balance Support Guidebook (for supervisors)" to managers. This helps create an environment where subordinates can easily consult about taking childcare leave, as it provides methods and principles for supporting subordinates' childcare leave and conducting interviews, as well as team management for work efficiency. We also distribute "Career and Childcare Balance Support Guidebook (for men)" to male employees whose partners are expecting a child. This not only prompts them to consider taking childcare leave but also provides know-how during childcare leave and information on balancing career and childcare after returning to work.

To enable employees to continue working while balancing caregiving responsibilities, we provide early access to caregiving-related knowledge and information. We actively promote awareness of available support systems through a dedicated handbook and offer caregiving seminars to share practical information and resources.

To further expand employees' opportunities, we have established a system for transferring from general to comprehensive job categories and promote it through training sessions. We support motivated employees to further advance their careers according to their roles.

Menstruation, a health issue unique to women, is a challenge that cannot be overlooked in promoting women's advancement. We aim to create a workplace environment where women can work with peace of mind even in emergencies by installing menstrual products in women's restrooms as standard equipment. Also, from April 2024, we changed the name of menstrual leave and newly granted 14 days of F leave (100% guaranteed) per year. It can be taken in hourly units. We believe that taking proper rest when needed leads to improved work productivity.

Taiyo Yuden formulates and implements an action plan for promoting women's advancement to create an employment environment where many motivated women can play active roles. We also disclose information about women's advancement as follows.

Taiyo Yuden, based on its diversity policy, actively promotes the employment of people with disabilities. It fosters their acceptance in each department, and because individual characteristics require reasonable accommodations, it also maintains a support system for the accepting departments.
As a new employment initiative, in 2023, we established an internal service facility with predefined operational tasks, Cafe & Bakery (C&B), and in 2025, an Office Support Team (OST), both within the Takasaki Global Center (Takasaki GC). C&B manufactures and provides freshly baked bread and cafe menus within Takasaki GC. The bread is also sold at four other manufacturing and development sites within the prefecture, enriching the overall employee experience. Furthermore, OST primarily undertakes routine administrative tasks from various internal departments, contributing to overall company efficiency by streamlining operations in each department.
In addition, we implement company-wide e-learning programs on disability employment. A post-e-learning survey revealed that approximately 90% of respondents provided positive feedback, contributing to enhanced understanding of disability employment within the company.

The Taiyo Yuden Group actively recruits talented local personnel at its locations outside Japan.
The rate of local talent in management positions at overseas locations is 82.4%. (FY2024)