Diversity and Inclusion

Our initiatives aimed at promoting gender and sexual diversity

We have established the ISK Group Policy on Human Rights, and have declared our commitment to respecting human rights in our business operations. The ISK Group Policy on Human Rights states—in the “Non-discrimination” item—that the Group respects the diversity of individuals and does not engage in any discrimination or acts that undermine the dignity of individuals.
Taking measures to address LGBTQ issues based on this policy will allow us to fulfill our social responsibility as a company. Also, creating an inclusive environment will produce a workplace where all members can work with peace of mind.
In order to build a corporate culture where the diversity of all members is respected and they can fully demonstrate their capabilities, regardless of gender, sexual orientation, gender identity, or the like, we will advance the following initiatives:

1.Facility development

We recognize the importance of providing facilities and equipment that allow our members to work with peace of mind, regardless of their gender identity or sexual orientation. However, it is often difficult to improve the physical environment depending on the condition of business locations, facilities, and equipment.
Taking these constraints into account, we will plan the development of the physical environment from a long-term perspective, aiming for sustainable improvements, for example by enhancing the provision of multi-purpose toilets and changing rooms to the extent possible when building or renovating facilities.

2.Gender information

(1)Hiring
We have always placed importance on a hiring process wherein all applicants are evaluated fairly, and have always prioritized individual ability and aptitude, regardless of gender.
To further advance LGBTQ initiatives, we declare that, going forward, we will no longer require applicants to indicate their gender on their resumes.

(2)In-house measures
Up until now, we have avoided indicating gender information and asking for its indication in situations where it is not necessary. While always keeping in mind that, for those who feel discomfort due to the discrepancy between their gender identity and their biological sex, gender is deeply important information tied to their identity, we will continue to ensure that such information is not made public in a way that goes against the relevant person’s intentions.

3.Eligibility for employee benefits

Members who have a partner (regardless of gender, comprising those who have received a Partnership Certificate from a local government or other such entity as partners living together on an ongoing basis with mutual cooperation) are eligible to receive the same employee benefits as members who are legally married, in terms of the programs shown below.

Classification	Applicable program
Holidays and leave of absence	Special paid leave (marriage, bereavement)
	Long-term care leave
	Nursing care leave
	Accumulated paid leave
Other work-related benefits	Restrictions on overtime work and exemption from late-night work for employees who are involved in child care or long-term care
	Telecommuting (long-term care)
Allowances and expenses	Separate maintenance allowance
	Travel expenses for job relocation (family)
Other benefits	Use of company housing
	Congratulatory gift of money (marriage)
	Living allowance (long-term care)

4.Education and awareness-raising activities

We will provide opportunities for directors, officers, and employees to learn the basics of gender identity and sexual orientation through human rights training programs. By fostering understanding of LGBTQ, we aim to create a workplace where everyone can work with peace of mind.

5.Review

We will review our initiatives from time to time depending on social conditions.