ACTION PLAN

We will formulate the following action plan, in order to maintain a working environment in which female employees can flourish as managers and both men and women can work for a long period of time.

Period of the plan	Four years from April 1, 2022 to March 31, 2026
Goal 1	To increase the ratio of female managers (line managers) to 20% or higher* *This goal is much higher than the average in the financial industry: 14.1%. ＜Interim goal＞ To increase the ratio of female managers to 15% by the end of March 2024 ＜Details of the plan＞ From September, 2022　 To actively hire female mid-career managers From January, 2023　 To conduct career training for manager candidates From January, 2023　 To give lessons about diversity, to foster the mindset of managers From January, 2023　 To hold a meeting with employees at positions lower than managerial ones regarding their career paths once a year
Goal 2	To improve the system for supporting employees in raising children while working ＜Details of the plan＞ From January, 2023　 To encourage male employees to take a childcare leave From January, 2023　 To improve the system for shortened working hours for childcare (Expanding the target age range and allowing the selection of working hours)

Note: We receives highest grade "Eruboshi" certification of three stars as a company that promotes women's participation and advancement in the workplace.

We will formulate the following action plan, in order to enable employees to balance work and child rearing and to enable all employees to fully demonstrate their abilities.