[Seiko Epson's DEI Initiatives] Promoting the Active Participation of People with Disabilities and Human Capital Management in Partnership with a Special Subsidiary

Seiko Epson, which began fully promoting opportunities for people with disabilities around 2023, has shifted its focus from simply pursuing the statutory employment rate to building an organisation that maximises each individual's capabilities. The company has reset its medium- to long-term target of a 3.0% statutory employment rate for 2030 and announced a policy centred on making effective use of high-quality talent.

With its special subsidiary Epson Mizube, the company is deepening collaboration between representative Kamijo (上條) and the head office, advancing initiatives to promote awareness reform through coordinated efforts between the workplace and management. It is gradually shifting from a support-centred approach to establishing a system that evaluates value creation through work.

At the workplace level, initiatives are under way to foster employees' initiative and confidence by building a record of successful experiences through requests for and challenges involving new work, while orders for operational efficiency support using RPA and other tools are increasing. The company also aims to promote understanding throughout the organisation through training, briefing sessions and workplace visits, and to establish a system linking work experience to recruitment.

Human capital management is positioned as the foundation for sustainable organisational growth, connecting opportunities for people with disabilities not only to ESG but also to improvements in company-wide personnel systems and the workplace environment. Going forward, the company plans to continue dialogue with the workplace and promote the development of an organisation that maximises each individual's ability to perform.