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 are working to promote women’s careers to secure diverse human resources.

Positioning the low number of female employees as the important issue, we are persistently working to maintain and enhance our human resource pipeline starting from the hiring phase to developing and promoting core personnel. Specifically, we are strengthening recruitment for new graduates and mid-career hires for managerial positions. In addition, to foster an environment where women and their managers can positively approach career advancement, we are implementing company-wide initiatives for organizational culture and environment improvement, including leadership transformation for managers, enhanced feedback, development of flexible work arrangements, and support for self-directed career development.

For the promotion of women’s participation and advancement, we consider it particularly important to ensure diversity in the decision-making level and set the ratio of female workers in managerial positions as a sustainability indicator in the 2025 Medium-term Plan, aiming for 7% by FY2025 and 15% by FY2030.

As part of our commitment to diversity and inclusion (D&I), we are actively working to expand inclusive work environments for persons with disabilities. This initiative reflects not only our social responsibility, but also our belief that embracing diverse talents and rganizations is essential for sustainable corporate growth.

We are expanding employment opportunities across Furukawa Electric Co., Ltd., our special-purpose subsidiary Furukawa New Leaf Co., Ltd., and other Group companies, while also improving workplace accessibility—such as barrier-free facilities and the introduction of remote work options—to create a more accommodating and inclusive working environment.

We actively promote mid-career hires of diverse human resources to strengthen expertise and accelerate the diversification of perspectives. We are also promoting the employment of non-Japanese, in terms of demand in each business strategy and strengthening management capabilities, we are recruiting and assigning the right person to the right position from a global perspective.

Aiming to create an environment and a corporate culture that accepts and makes the most of diverse human resources, 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.

As part of our workstyle reform initiatives aimed at enabling a broader range of individuals to thrive and enhancing overall productivity, we are expanding flexible work systems to support better work-life balance for employees. These include initiatives to support balancing work with life events such as childcare and nursing care, as well as enhancing various leave systems, flextime, and telework arrangements, to help employees achieve a better work-life balance and maximize their potential through personal challenges and growth.

Based on the Furukawa Electric Group CSR Code of Conduct, we strive to eliminate discrimination in employment, ensure equal opportunities, and realize fair and equitable treatment, while advancing efforts toward equal pay for equal work. Furthermore, in our Group, we adhere to a fundamental policy of not only complying with the minimum wage standards set by the laws of each country but also paying wages that exceed these standards.

• 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