Promotion of Diversity

(1) Active Participation of Women

At Tsubakimoto Chain, we have been pioneers compared with our competitors in introducing equal wages for men and women, and we have implemented an employee management system that allows female employees to comfortably continue working during life events such as pregnancy and childbirth. We are aiming to further increase the percentage of women in the company (10.5% as of April 2026) by actively encouraging applications from various high schools and universities. We are simultaneously enabling women to deepen their understanding of our work environment through efforts such as women introducing their jobs at explanatory meetings.
At the company, we are also dispatching employees to external seminars about women’s advancement, and promoting the advancement of women by proactively providing opportunities for promotion to outstanding employees, regardless of gender.

Ratio of Female Employees in Senior Roles / Number of Female Employees in Managerial Roles (Domestic)

(2) Support for Balancing Work with Childcare

We are also providing active support for balancing work with childcare. We are creating an environment that makes it easier for both men and women to take childcare leave by raising awareness of the childcare leave system within the company and educating management-level employees. We have reestablished a work-at-home system to enable flexible work styles for employees who are raising children below three years of age or caring for sick, disabled, or elderly relatives.
As a result, the rate of return to work after taking maternity/childcare leave in FY 2025 was 98.4%. The number of male employees taking childcare leave was 37 employees (with a leave acquisition rate of 41.1%).
We are also focusing on initiatives to raise awareness of systems in a way that is easy for employees to understand, for example, by publishing the Maternity and Childcare Leave Handbook and the Handbook for Balancing Work with Caregiving.
In FY 2025, we held an in-house workshop for female employees under the theme of balancing life events and work. After listening in person to the experiences of male and female employees who took childcare leave and employees working while caring for their parents, we held group discussions and discussed issues with the current systems and gaps with each individual’s career outlook.
In recognition of these initiatives, we received Kurumin Certification from the Minister of Health, Labour and Welfare for the first time on August 10, 2026.

Kurumin Certification notification press release

(3) Promotion of Employment Opportunities for People with Disabilities

The Group is striving to expand work duties available for people with disabilities and create an environment where they can work together with other employees.
In 2020, we established a special subsidiary to promote the employment of people with disabilities, and we have been strengthening the support systems and actively expanding employment opportunities for them. We are working to provide people with disabilities a wide range of work roles where they can use their individual attributes, including manufacturing worksites, administrative work, facility maintenance and management, and health management. Additionally, as one part of our working support measures, we have been creating a comfortable workplace environment, including setting up a special yard area for people with disabilities in manufacturing operations (Saitama Plant), and expanding and improving special subsidiary offices (Kyotanabe Plant).
As a result, we have achieved employment levels that exceed the legally required employment ratio every year since FY 2020. However, this level is not our final goal, and we will also create working environments that are comfortable for everyone from the perspective of universal design. We regard the employment of people with disabilities as central to our diversity efforts, and we are linking this to the revitalization of the organization and to fostering innovation.
These initiatives have been positively evaluated, and in FY 2024, we received the Kyoto Prefecture Governor’s Award for Excellent Employment of People with Disabilities.

Kyoto Prefecture Governor’s Award for Excellent Employment of People with Disabilities

• Ratio of Employees with Disabilities

  

An Outline of Our Special Subsidiary (Tsubaki Support Center Co.)

Tsubaki Support Center is a Tsubakimoto Chain subsidiary established primarily to handle welfare and outsourced operations. In FY 2020, it was certified as a special subsidiary of Tsubakimoto Chain, and began offering business services staffed by persons with disabilities. The company provides a comfortable working environment and jobs that allow each individual to play an active role according to their abilities and talents. It also has a support system in place that allows each employee to demonstrate his or her abilities. (It currently employs eight disability vocational counselors and nine lifestyle counselors.)
Their current duties include manufacturing, printing, data entry, scanning, and cleaning.
To expand employment, we are actively accepting internships and work observation tours from special needs schools and other organizations. In FY 2025, the Kyotanabe and Saitama Plants accepted a total of 23 interns and more than 80 people on work observation tours. In the future, we intend to expand into the services sector. By proactively employing people with disabilities, we are fulfilling our responsibility to society.
Our initiatives have been recognized, and in 2022 we received the Kyoto Prefecture Governor’s Award for Excellent Employment of People with Disabilities, and we were certified as a Company Promoting the Employment of People with Disabilities in Kyoto Prefecture (Kyoto Heartful Company).

Besides this, we also participate in the Neurodiversity Kyoto Community Cooperation Project (ND Kyoto), which is a study and exchange project operated by a group of Kyoto companies that aims to promote the employment of people with disabilities.

Tsubaki Support Center Special Enterprise

(4) Active Participation of Seniors (under the Japan Law)

At Tsubakimoto Chain, in April 2020, we introduced an Age-65 Retirement System that extends the retirement age from 60 to 65 years old. With the introduction of an Age-65 Retirement System, we also improved our treatment, and retirements at age 60 remain at a low level of approximately 3%. Furthermore, the content of career training conducted at the milestone age of 50 has been enhanced to encourage people to maintain their desire to work and to continue learning until age 65, and we also provide support by raising awareness of the opportunities available.

(5) Expanding the Employment of Non-Japanese

We have been striving to expand the employment of non-Japanese employees to introduce diverse ways of thinking that stimulate innovation and business growth. Our target for FY 2030 is to employ 85 non-Japanese (there were 31 non-Japanese employees at the company and one Executive Officer as of March 31, 2026). In FY 2025, three employees joined through mid-career hiring, and two employees joined through new graduate hiring for FY 2026. More than ten non-Japanese employees have more than ten years of service and are active in a wide variety of areas, including Headquarters Operations, technology, CS, and procurement.
The global operations of our company are introduced to students at corporate internship briefings, and as well as accepting many non-Japanese interns, we are actively accepting interns from domestic and international government agencies and universities outside Japan.

Number of Non-Japanese Employees