Securing Workforce Diversity and Investing in Human Capital

「The Group regards developing personnel capable of accurately responding to customers’ increasingly diverse and sophisticated needs as an important initiative and has formulated a human resources development plan. Through implementation of the plan, the Group will seek to improve each employee’s ability to respond and make proposals, while continuing to develop core personnel who support the Group’s distinctive financial services.」

「・Investment in human capital　Approximately ¥47 million (Main breakdown) ・Measures to improve employee motivation　Approximately ¥32.4 million ・Management training　Approximately ¥2.1 million ・Sales skills training　Approximately ¥1.9 million ・Business skills training　Approximately ¥1.8 million」

「Percentage of sales personnel holding FP qualifications 100% 91.9% Percentage of managers hired mid-career 50% 49.2% Percentage of female managers 25% 19.5% Percentage of male employees taking childcare leave 100% 0%」

「③　Workforce diversity and investment in human capital The Group considers it important to secure personnel with diverse experience, skills and attributes, including through the appointment of core personnel, in order to respond flexibly to future changes in the operating environment and achieve sustainable growth. In light of the importance of its human resources strategy for enhancing corporate value over the medium to long term, the Group will develop its personnel and improve its internal environment to ensure diversity. <Status of diversity among core personnel (at 31 March 2022)> Percentage of female managers　17.7% Percentage of foreign managers　0.0% Percentage of managers hired mid-career　50.4% <Status of investment in human capital (fiscal 2021 results)> Total: approximately ¥10.4 million (approximately 20% increase from fiscal 2020)」