Based on the basic policy on D&I of “secure diverse personnel and support the growth of people who continually take on challenges” Furukawa Electric Group promotes to develop corporate culture that accepts and makes use of diverse human resources.
To realize this goal, we will promote initiatives comprehensively from aspects such as recruitment, job assignment and training, and work environment improvement.

Positioning D&I as an important element in “strengthening human capital and organizational execution abilities,” we have established HK^*/D&I Committee under the direct supervision of the President, and are promoting proactive initiatives such as promoting women’s careers, work-style reform, promoting employment of people with disabilities, and employment of global talent and mid-career hires.

We consider it particularly important to ensure diversity in the decision-making level as a foundation for corporate growth, and, setting the ratio of female managers as a sustainability indicator in the 2025 Medium-term Plan. We are working to reach 7％ by FY2025.

Not only to fulfill our social responsibilities, but also from the perspective of D&I, which pursues the potential of diverse personnel and organizations as a foundation for corporate growth, we are proactively working to expand the environment in which people with disabilities can work.

We realize the right person for the right place from a global perspective, in terms of demand in each business strategy and strengthening management capabilities.

We actively promote mid-career hires of diverse human resources to strengthen expertise and accelerate the diversification of perspectives.

We promote various measures for both "work style reform" to improve productivity and job satisfaction and "organizational culture reform" to promote the realization of the Group's Core Values.

• Change of thinking and behavior in the management regarding D&I (implementation of executive study group and e-learning)
• Implementation of human rights education for newly appointed executives, newly appointed managers, and new employees
• Implementation of e-learning on the theme of LGBTQ, harassment prevention, etc.
• Distribution of D&I-related articles via intranet
• Holding in-house events on the theme of D&I in general and promoting women’s careers