Environmental, Social and Corporate Governance (ESG) Data

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  Parent company and three domestic affiliates

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  Parent company and three domestic affiliates and four overseas affiliates
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  Following a review of calculation methods in March 2024, the Group has revised its Scope 3 Category 7 emissions results for FY 2019 to 2022. In line with the above revisions, it has also revised the total of emissions from FY 2019 to 2022 and the total of Scope 3 emissions.

Scope1：Direct GHG emissions by the business operator itself

Scope2：Indirect GHG emissions accompanying the use of electricity, heat and steam supplied by other companies

Scope3：Indirect emissions other than Scope 1 and Scope 2

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  “Premium Weekday” is JACCS’ adaptation of “Premium Friday”
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  Employees who report chronic overtime are required to submit a report on the reasons for this, and an interview and reform of their work practices is carried out.
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  Actual implementation ratio
• *4
  The data presented is the average total score from an “Occupational Stress Simplified Questionnaire” (57 items), which comprises 5 questions. (Minimum score: 4 points; maximum score: 20 points)
• *5
  The data presented is the average total score from an “Occupational Stress Simplified Questionnaire” (57 items), which comprises 26 questions. (Minimum score: 26 points; maximum score: 104 points)
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  Average number of days absent from work per person due to illness
• *7
  Overall health risk” is calculated as a numerical value that compares the results of an assessment with the national average, which has an index value of 100. The overall assessment is based on an evaluation chart comprising “work volume burden, control” and “manager support, co-worker support.”
• *8
  At present, the Company is aware of a large differential between male and female salary and wage levels owing to such factors as the high number of males in management positions and the high number of females in part-time positions. Furthermore, the Company is aware that its programs aimed at creating a workplace environment that will enable female employees to fulfill their maximum potential—including through the appointment of females to management-level positions—are at the development stage. Hence, the Company is implementing a range of initiative aimed at reducing pay differentials.

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  This is the number of dialogues undertaken as part of our IR activities vis-a-vis analysts and institutional investors.