Promotion of Diversity, Equity & Inclusion

Throughout the Sysmex Group, human resources are considered an important management resource for achieving sustainable growth. We strive to realize diversity, equity, and inclusion (DE&I), an approach that involves creating an inclusive working environment in which a wide variety of people can comfortably work and receive equal opportunities.

At Sysmex, we aim to create a workplace environment where everyone can work comfortably. In addition to disseminating information and promoting awareness related to diversity, we conduct internal opinion surveys to reflect the views of employees into the measures we implement. In fiscal 2024, we conducted unconscious bias training, seminars on balancing work with childcare and nursing care, and health seminars to support employee well-being. Beyond simply respecting and accepting diversity, it is essential to provide fair opportunities for all employees to succeed, foster an environment where individuals can make choices, and promote innovation through diverse perspectives—thereby creating an organization that is adaptable to change. To this end, we are working to become a company chosen by diverse talent through initiatives such as promoting gender equity to eliminate gender disparities, raising awareness of sexual minorities, and creating a workplace environment where people with disabilities and senior employees can work with peace of mind.

Sysmex America is committed to promoting the employment of veterans. In recognition of its initiatives to recruit, employ, and support veterans in the workplace, the company received the HIRE Vets Gold Medallion Award from the U.S. Department of Labor for the third consecutive year in 2024. In 2025, it was also awarded a Four-Star rating in the VETS Indexes Employer Awards presented by VETS Indexes.

At Sysmex, we are committed to fostering an environment in which individuals with disabilities can feel secure, demonstrate their abilities and skills, and grow alongside their colleagues. Our initiatives include providing opportunities to understand the characteristics of each individual’s disability, building support frameworks, and developing a workplace environment where all employees—regardless of disability—can work with peace of mind. We also promote employment in collaboration with universities and employment support organizations.
The employee retention rate at Sysmex Harmony, a special subsidiary*, stands at a high 97%. The company has been highly evaluated externally for its efforts to promote employee retention through assigning tasks suited to each individual’s abilities and maintaining close communication through regular meetings with supervisors.
Sysmex America and Sysmex Europe are also working to expand and stabilize employment for people with disabilities in collaboration with organizations that support their independence.
Going forward, Sysmex will continue to strengthen support measures such as expanding internship opportunities, with the aim of creating a safer, more inclusive, and comfortable workplace where all employees can benefit from long-term career continuity.

• A subsidiary that has been certified by the director of a Public Employment Security Office for special consideration in the employment of people with disabilities. Subsidiaries with labor regulations different from those of the parent company can give greater consideration to the work capabilities and labor conditions of people with disabilities in their labor regulations and workplace environment, which makes it easier to expand the range of job opportunities for such workers .

In March 2021, Sysmex Corporation raised the retirement age from 60 to 65^* following the introduction of our job-based personnel system. As we have corrected the age-related treatment gap and promoted various working styles, senior employees can now work fewer hours and have side jobs. After retirement at 65, our employees are also entitled to work as senior contract employees until they turn 70.
We implement a Career Development Support Program as one of our efforts to assist senior employees in career development. This program is designed to provide basic knowledge and promote understanding of the views needed for career planning. It combines e-learning, group training, and individual consultation to support participants in their autonomous career planning and specific work behavior changes. Starting in fiscal year 2025, we have introduced a career design training program targeting mid-level general employees aged 49 to 51. This training includes a future-oriented money planning course, explanations of personnel systems, and career talks in a dialogue format with veteran employees. Additionally, it offers participants the opportunity to assess their skills and values, encouraging them to reflect on their unique working styles and contributions to the organization and society. The purpose of this training is to support career development during their active working years and to facilitate preparation for life planning after retirement as part of our Transition Program for Retiring and Terminated Employees.

• Employees can choose their retirement age between 60 and 65 in one-year increments.

Sysmex Corporation publishes a monthly in-house magazine called the “Diversity Newsletter” to share information with employees and promote their understanding of diversity issues. We regularly hold diversity roundtables on themes such as gender, LGBTQ+, nursing care, support for the retention of people with disabilities, universal etiquette, mental health in the workplace, women’s health, wellbeing, and men taking childcare leave. We conduct unconscious bias e-learning to recognize and deal this issue. With regard to childcare, we particularly emphasize programs that encourage men’s involvement in parenting. Specifically, we organize a yearly seminar at which external male lecturers speak about the importance of paternal parenting and how to balance work and life. We also organize online lunch seminars on DE&I and male- and female-specific healthcare (including FemTech¹ and infertility treatment), featuring leading experts from various industries, and offer them to all employees².
Such diversity education is provided globally in line with the culture and characteristics of each region. In the EMEA region, we have conducted training to prevent discrimination and facilitate cross-cultural communication, considering local workplaces as characterized by employees who are diverse in terms of nationality, ethnicity, and culture.

• 1 The term “FemTech” refers to products and services that use technology to solve health issues specific to women.
• 2 Includes non-regular and part-time employees and others