1．Basic Policy

In line with the human resources policy set by the Company of “Management in small numbers,” “Promotion of motivation enhancement and activation,” and “Viewing each person in detail,” we are strengthening personnel development in consideration of each individual employee’s needs and aptitudes, while also giving them a wide range of knowledge and experience to enable them to boldly challenge themselves in a new age.

2．Measures to develop diversity and human resources

In Strengthening Human Capital, a key strategy of the mid-term management plan, we aim to increase employee engagement and achieve both improved corporate performance and employee self-fulfillment by focusing on investment in human resources to secure and develop a diverse workforce by improving the workplace and working environment, and by promoting a human resources strategy to provide opportunities for each employee to demonstrate his or her abilities and to properly evaluate their achievements.
In order to secure diverse human resources, we have set the ratio of female employees in career-track positions (candidates for management positions) as a KPI, with the goal of raising the ratio from the current 16% to 20% by the end of FY2025. The ratio of women in management positions as of March 2023 was 5.0%, and we will continue to increase the ratio of female candidates for management positions and promote the advancement of women in the company. In addition to gender, we are actively recruiting a wide range of diverse human resources in terms of age, race, nationality, values, and work experience.
In the area of human resource development, we have set the number of employees with experience in short-term overseas training and overseas assignment as a KPI and aim to increase the number from the current cumulative total of 54 to 75 by the end of FY2025. We consider the development of global human resources to be an important issue for the expansion of our global business, and we plan to gradually resume the short-term overseas training and onboard training programs that were suspended due to the Corona disaster. In Japan, we are enhancing our training programs using e-learning tools, such as online business English conversation programs and business courses to improve management and administration skills. In addition, we support employees' autonomous skill development through an incentive program for acquiring public qualifications.

3．Measures to maintain a worker-friendly environment

From an ESG investment perspective, companies are encouraged to develop and utilize human resources, including female employees, and to respond to this challenge in more visible ways to promote long-term growth of the business.
Active staff involvement is essential to the sustained growth of IINO Group over the long term. We are developing expansion of the systems to promote work-life balance with the aim of creating workplaces that encourage employee motivation while also enabling people to balance work with family commitments.
IINO Group is engaged in maintaining a worker-friendly environment even for employees who are caring for children or aged relatives through measures including a system. For instance, a telework program, hourly paid leave, staggered working hours, shortened working hours, job returns system (reemployment system) and cooperation with on-site childcare centers.
We began using an online Obstetricians & Gynecologists consultation from April 2022, and company-sponsored babysitting service from June 2022 to support employees' smooth return to work after childcare leave and to help them balance work and childcare.

4．Dialogue between Labor and Management

The Company respects employees’ right to organize and right of collective bargaining as a means of labor management negotiations.
IINO LINES and IINO LINES Labor Union regularly hold a talk to enter into a labor agreement for the development of the Company, and the facilitation of its labor/management relations and business activities. A health and safety committee meeting is held monthly to provide an opportunities for dialogues between representatives from labor and management where they exchange views on a variety of issues such as union members’ personnel affairs, working conditions, wage, and occupational safety and health. They work together to maintain and improve the employees’ safety and health. The union membership ratio of the Company’s onshore employees is 100%.