Action Plan (Integrating the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on Promotion of Women’s Participation and Advancement in the Workplace)

Sysmex honors diversity regardless of gender, nationality, disability, or other factors. We respect the individuality of each employee and proactively work toward providing a workplace in which they can realize their full potential. To that end, we have formulated the following action plan.

April 1, 2025 to March 31, 2030 (5 years)

（1）

As a global medical equipment manufacturer, Sysmex has many female users as well as female employees that are active in diverse positions. Meanwhile, the percentage of women in management positions remains at just 10% and 25% at the chief or leader level. As healthcare needs become increasingly sophisticated and diverse, decision-making will require different perspectives from diverse personnel. In order to create an organization structure that leverages diversity to our advantage, the percentage of female managers must be increased.

（2）

There are gender differences in the perception of career development and work life. We must create a comfortable workplace where everyone can play an active role.

Target 1: Increase the percentage of female managers to 15% or higher
<Details of Initiative>

i.	From 2025, conduct fair recruiting without differentiating genders and increase the percentage of women hired to 40% or higher
ii.	Develop female leaders (2025‒)

-	Introduce a job-based personnel system, support the career development of women, and promote the active participation of women
-	Provide training programs that support career motivation
-	Monitor the talent pool status among women and promote measures to manage talent and foster successors from a gender equity perspective

Target 2: Promote a work environment where support systems for balancing work and childcare are readily obtainable, and aim to increase the percentage of male employees taking paternity leave to 65% and higher
<Details of Initiative>

i.	Every year, create an environment that allows for balancing work and home, not only for women but also for men

-	Create a work environment where it is easy for men to take part in child rearing (hold a seminar once or more a year on supporting a balance between work and child-rearing, create a guidebook for men on obtaining childcare leave, and provide case studies of men who have taken paternity leave)

Target 3: Improve productivity by using AI/IT, promote a comfortable work environment and wellbeing, reduce total annual working hours to 1,950 hours or less, and increase the percentage of days of paid leave taken to 75% or higher
<Details of Initiative>

i.	Create an environment that allows everyone to work comfortably (2025‒)

-	Promote a balanced workstyle under the concept of smart work (Work from Anywhere) that allows work to be conducted regardless of time or location, vacation leave, and support systems for balancing work and childcare as well as by utilizing IT‑based communication and improving business efficiency
-	Expand diverse career options through various career development programs such as assignment based on matching the needs of employees with those of organization’s by using Sysmex’s proprietary algorithm and implementing one-on-one internal recruiting
-	Support the performance of diverse employees, promote diversity and inclusion, and continue conducting a tutorial on unconscious bias for all employees

ii.	Promote wellbeing (every year)
-	Once a year, conduct corporate culture surveys, disclose the results to employees, and make improvements through dialogue
-	As a healthcare company, promote the wellbeing of each and every employee by increasing healthcare literacy among employees, providing time management training and health lectures by industrial physicians, and visualizing health issues using a health management system

Action Plan (Integrating the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on Promotion of Women’s Participation and Advancement in the Workplace)

1. Plan Period

2. The Company’s Challenges

3. Targets, Details of Initiatives, and Implementation Period