Gender Initiatives

Goals (Action Plan: Formulated in 2023)

We aim to build a gender-equal organization. As part of this effort, we are enhancing training programs for managerial positions regardless of gender and creating an organizational environment where employees can consider managerial roles early on. Additionally, we are promoting the appointment of women to managerial positions, aiming to increase the percentage of female managers to 30% by March 2029.
To promote understanding that a workplace where women thrive contributes to business performance, we conduct training for all employees upon joining the company. As part of our efforts to increase the number of female managers, we identify potential managerial candidates early on within the company and strategically build a talent pool with future appointments in mind. Furthermore, when it comes to promotions and appointments, we ensure that employees temporarily limited in their work due to life events are not disadvantaged, selecting candidates appropriately based on their abilities.

Internal Initiatives

We have long practiced gender-neutral hiring for employees. We also have a track record of hiring women for managerial positions through mid-career recruitment. Additionally, promotions, advancements, and job assignments are carried out with consideration of individual preferences and abilities, ensuring gender equality based on the principle of placing the right person in the right position.
We have developed and implemented action plans to ensure there is no gender-based discrimination in leadership roles. For example, during company briefings, networking events, and recruitment interviews for new graduates, female managers actively present themselves as role models to convey that our company is a workplace where both men and women can work comfortably and thrive. This helps candidates envision their career paths, including managerial roles, from an early stage.
We have established a dedicated department, the "SNBL Academy," for management training related to career development, ensuring that training is always accessible. Additionally, we conduct "Unconscious Bias Training" to create a workplace where diverse talent can thrive. Achievements in promoting women's participation and diversity initiatives are incorporated as one of the evaluation criteria for managers and responsible executives. Furthermore, from a societal perspective, the top management dedicates 25% of their work time to educating young talent both inside and outside the company. Specifically, monthly management training sessions such as "Nagata Academy Preparatory Course: Future Executive Candidate Training," "Nagata Academy: Supervisor and Manager Class Training," and "Nagata University: Department Manager Class Training" are conducted by top management, providing opportunities to acquire skills that lead to career advancement. The participation rate of female executive candidates has been increasing yearly, achieving the appointment of one female director in FY2021, as previously targeted, and appointing a second female director in FY2024. Additionally, top management and executives actively engage in external activities, such as giving lectures at multiple universities and delivering speeches upon request from public and private institutions, to raise awareness of the necessity and benefits of gender-equal management.

Management Training Participants
Fiscal Year	2019	2020	2021	2022	2023
Female	28	26	23	24	28
Male	40	49	25	33	47
Total	68	75	48	57	75
Female Ratio (%)	41.2	34.7	47.9	42.1	37.3

Managerial Training Participants
Fiscal Year	2019	2020	2021	2022	2023
Female	1	0	17	9	28
Male	5	7	45	27	58
Total	6	7	62	36	86

Since FY2018, we have been conducting coaching training on effective interviews and feedback methods with subordinates.

To identify what is necessary for women to fully utilize their abilities in the workplace, we established the "Working Nadeshiko Committee" in July 2014. This committee promotes initiatives for women's participation and has introduced specific systems based on its recommendations, such as childcare fee subsidies and a half-day paid leave system (currently available in two-hour increments).

Additionally, as a follow-up after managerial appointments, we conduct regular interviews with division and department heads to establish a support system that allows managers to fully utilize their abilities.

Female Hiring Ratio (%)
Fiscal Year	2019	2020	2021	2022	2023
Female Hiring Ratio (%)	56.7	48.0	65.4	74.4	53.6

Female Manager Ratio (%)
Fiscal Year	2019	2020	2021	2022	2023
Assistant Manager Level	39.2	41.3	41.9	43.2	43.3
Manager Level and Above	17.4	18.0	21.5	24.4	25.1

External Initiatives and Case Studies

◆ Participated in Kagoshima University's initiative under the Cabinet Office's 4th Basic Plan for Gender Equality, supporting STEM career choices for female junior and senior high school students, where a female executive delivered a lecture in 2017.

◆ Representatives from the Fukuoka Branch of the Japan Electrical Manufacturers' Association (JEMA) visited our company. Upon their request, we shared case studies and provided advice on promoting women's participation, followed by an exchange of opinions (November 10, 2017).

◆ Several companies from Kagoshima Prefecture visited our company. Upon their request, we shared case studies and provided advice on promoting women's participation, followed by an exchange of opinions (July 25, 2018).

◆ A female executive from our company delivered a lecture during a training session for young employees organized by the Kagoshima Labor Bureau on balancing "workplace duties" and "childcare" (September 21, 2018).

◆ Endorsed the action declaration of the "Male Leaders' Group for Accelerating Women's Success" (April 8, 2019).
 http://www.gender.go.jp/policy/sokushin/male_leaders/supporters/order.html

◆ At the "Regional Diversity in Kagoshima" event hosted by Sompo Japan Nipponkoa Insurance Inc., a female executive from our company delivered a lecture on how balancing "work" and "childcare" through trial and error has been applied to management (October 7, 2019).

◆ A female executive from our company delivered a lecture at the "Career Advancement Support Seminar for Women" hosted by Kagoshima City (November 14, 2020).

◆ A female executive of our company gave a presentation on the " SNBL case study" at the "Women's Participation Promotion Project" sponsored by Aira City (December 18, 2020)

◆ At the JA Kagoshima Women's Cross-Industry Networking Event, a female executive of our company gave a "Case Study Presentation at SNBL " (October 12, 2021)

◆ At the Kagoshima Prefecture Business Leaders Association, our company president delivered a lecture on 'Diversity Beneficial to Management' (October 15, 2021).

◆ Our company president attended the 9th Leader Meeting of the 'Male Leaders' Association for Accelerating Women's Success' (November 4, 2021).

◆ Our company president attended the 10th Leader Meeting of the 'Male Leaders' Association for Accelerating Women's Success' (November 21, 2022).

◆ Our company president attended the Regional Symposium of the 'Male Leaders' Association for Accelerating Women's Success' in Tokushima Prefecture (December 22, 2022).

◆ At the 70th Annual Meeting of the Japan Society of Anesthesiology, our company president delivered a lecture on the experience of introducing Ikuboss (June 2, 2023).

◆ At the Kagoshima Economic Friendship Association Diversity Committee, our company president delivered a lecture on initiatives for women's empowerment (July 7, 2023).

◆ At the JA Kagoshima Central Association's 'Women's Career Management Training Seminar,' our female executive delivered a lecture titled 'Confidently Demonstrating Your Abilities' (October 6, 2023).

◆ At the Yamaguchi Women's Empowerment Support Group Regional Symposium, our company president gave a speech entitled "The secret to corporate growth is women's empowerment! ~ SNBL 's efforts to continue evolving together with the local community~" (October 17, 2023)

◆ At Minami Kyushu Hino Motors, our female executive delivered a lecture aimed at raising awareness among female employees and promoting mindset reform among managers (October 25, 2023).

◆ Our company president attended the 11th Leader Meeting of the 'Male Leaders' Association for Accelerating Women's Success' (November 1, 2023).

◆ At the Shizuoka Prefecture 'Women's Empowerment Acceleration Forum,' our company president delivered a keynote speech titled 'Leaders' Commitment and Initiatives for Promoting Women's Empowerment' (November 13, 2023).

Media Coverage

〇 Our initiatives as an Eruboshi-certified company were featured in the lifestyle magazine Cresel under 'Go for it! Companies Supporting Parenting' (January 2017, Vol. 55).

〇 Our initiatives as the first Eruboshi-certified company in the prefecture were featured in the Asahi Shimbun's 'Kagoshima LIFE' (April 22, 2017).

〇 A female executive who played a central role in our Eruboshi certification was featured in the Minami Nihon Shimbun's 'Minami Net Wide Kagoshima Story' (September 26, 2017).

〇 A female manager actively contributing to our company was featured in the lifestyle magazine Living Kagoshima under 'Working Moms at Work' (March 3, 2018 issue).

〇 Our company initiatives were introduced in Minami Nihon Broadcasting's 'Women Thriving in the Workplace!' (February 10, 2018).

〇 A female manager actively contributing to our company was featured on Kagoshima Broadcasting's Super J Channel (March 23, 2018).

〇 Our initiatives for promoting women's empowerment were introduced in Kagoshima Yomiuri TV's 'Kagoshima Prefectural Assembly Report' (February 28, 2021).

〇 Our company president and female executive participated in the Nikkei Virtual Global Forum (Theme: Diversity) (February 15, 2021).

〇 Our company initiatives were introduced in Minami Nihon Broadcasting's 'Striving for a Kagoshima Where Men and Women Thrive' (February 14, 2021).