Diversity

Basic Approach
Promoting Women’s active participation
Employment of persons with disabilities
Initiatives for Sexual Minorities (LGBTQ)

Basic Approach

Hamamatsu Photonics has colleagues who are diverse in age, gender, sexual orientation, gender identity, disability, national origin, race, religion, culture, values, lifestyle, family background, and experience. We strongly believe that acknowledging and respecting these differences is crucial in creating corporate value.

Promoting Women’s active participation

We define “women’s empowerment” as a state in which women can continue working with peace of mind over the long term, fully demonstrate their abilities, and fulfill their respective roles in the positions best suited to them, without leaving the workforce due to life events such as childbirth, childcare, or caregiving responsibilities. We also believe that enabling employees to fully utilize their capabilities promotes effective talent management and, as a result, contributes to the enhancement of corporate value over the medium to long term. Based on this understanding, we view the promotion of women’s empowerment not merely as the achievement of short-term numerical targets, but as an ongoing initiative that integrates recruitment, development, and advancement opportunities. At the same time, we are working to establish a systematic approach to talent development with a long-term perspective. In light of the above, and in accordance with the Act on Promotion of Women’s Participation and Advancement in the Workplace, we have formulated the following action plan.

【Action plan for April 2026 to March 2029: submitted to the Ministry of Health, Labour and Welfare】

1.To support the long-term advancement of women in the workplace, we will implement various initiatives 　　　　　　　

　aimed at systematic talent development and career advancement support, including planned training and 　

　development programs, at least three times per year.

2.To expand the future pipeline of women aspiring to become engineers, we will participate in company

　information sessions, career events, and similar activities that introduce the career paths of women engineers, 　

　at least three times per year.

3.To achieve a balanced representation of men and women in management positions in the future, we will 　

　provide diversity-related education and awareness programs for all employees at least once per year to 　

　promote understanding of diversity and inclusion.

4.To enable all employees, regardless of gender, to successfully balance their professional and family

　responsibilities, we will maintain a 100 % childcare leave utilization rate for women and a 90 % or higher

　childcare leave utilization rate for men.

【Main initiatives for promoting women's success】

1. Health issues seminar for promoting diversity

Every October, we hold health seminars for promoting diversity for all employees, with the aim of providing an opportunity for working women to reflect on their own minds and bodies, gain tips for working healthily and energetically, as well as fostering a mindset that values the people they work with.

In 2023, as a collaboration project between the company and the labor union, we invited an external lecturer to give a seminar on the theme of “Aiming for a Workplace Where Menstruation is Not Taboo!”

In 2024, we distributed video messages from gynecologists on the theme of “What Would You Do? How to Deal with Your Period” and provided an opportunity to learn correct knowledge about menstruation through quizzes.

Year	Seminar Details	Seminar Theme
2023	2 Seminars by an external lecturer	Breaking the Taboo Around Menstruation: Creating a More Inclusive Workplace
2024	5 Video messages from a gynecologist	What Would You Do? Understanding and Managing Menstruation
2025	8 Video messages from a gynecologist	Overcoming Menopause Together: Focusing on Bone Health and Well-being

2. International Women's Day event

We hold events on International Women’s Day (March 8) with the aim of creating opportunities for employees to learn about, explore, and reflect on gender equality. In addition, we raise awareness by sharing information about International Women’s Day throughout the company and displaying mimosa bouquets in reception areas and cafeterias. Through these initiatives, we promote understanding of gender equality and diversity, foster greater awareness, and create opportunities for employees to consider these issues as relevant and familiar topics in their daily lives.

NOTE: ”International Women’s Day” is a day established by the United Nations to promote women’s rights and participation in politics and the economy.

3. Support for Career Choices in STEM Fields (Participation in “Riko Challenge”)

We participate in Riko-Challenge, an initiative led by the Gender Equality Bureau Cabinet Office of Japan, with the aim of inspiring female junior high school, high school, and university students to develop an interest in STEM (science, technology, engineering, and mathematics)fields and to proactively consider their future educational and career paths.Following our participation in 2024, we held an online event again in 2025. The event featured a seminar on light-related technologies, hands-on workshops, and discussion sessions with female employees working in STEM-related fields. These activities provided participants with opportunities to deepen their understanding of the appeal of studying and working in STEM disciplines, as well as the career possibilities available to them in the future.In addition, this initiative provides valuable development opportunities not only for participants but also for the employees who serve as speakers. By reflecting on their own career journeys and sharing their experiences with the next generation, employees gain new perspectives and opportunities for personal growth.Through mutual learning and exposure to diverse viewpoints, the program fosters meaningful interaction between participants and employees. Going forward, we will continue to support and encourage young people's interest in STEM fields and diverse career choices, while also creating opportunities for employee growth and engagement through these ongoing initiatives.

Employment of persons with disabilities

At Hamamatsu Photonics, we believe that everyone can train themselves through their daily work to discover things only they can do. Based on this belief, we continuously strive to employ people with disabilities and encourage them to develop their own areas of work specialization. We are also committed to further enhancing the work environment with the aim of creating a workplace where everyone can work happily and thrive without discrimination or barriers. The Company’s rate of employment of people with disabilities is as follows.

Employment of People with Disabilities (Data)

ESG Data

In addition, through Hamamatsu Photo Agri Co., Ltd., our special subsidiary, we are committed to supporting the independence of people with disabilities and creating employment opportunities for them.

Hamamatsu PhotoAgri, a wholly owned subsidiary, was established on April 3, 2017. As of December 2024, this company employs 9 people with disabilities. This company will continue to employ more people with disabilities as a special subsidiary company.

Hamamatsu PhotoAgri produces crops at a farm that cultivates “rich-leaf” vegetables, a class of vegetables that is particularly rich in nutrients. The company identifies issues in production and conducts research activities, with people with disabilities assuming a primary role. Employees with disabilities monitor soil conditions, growth conditions and pest proliferation; manage the farms; and at times sell the products to consumers. The environment at Hamamatsu PhotoAgri enables people with disabilities to play a constructive and vital role in the society. Ultimately Hamamatsu PhotoAgri aims to generate profits without subsidy or other support.

Initiatives for Sexual Minorities (LGBTQ)

We are promoting the creation of workplaces where accept diversity, and we started an initiative to deepen understanding of LGBTQ issues. In January 2024, we invited an outside expert as a lecturer to conduct training on diversity for harassment counselors, where they learned about the problems and concerns that LGBTQ people face, and how to deal with them. From February 2024, we will conduct e-learning training for all employees to create a corporate culture in which each employee has the correct knowledge and respects differences in individuality.
In addition, we conducted an internal awareness survey to understand LGBTQ awareness. We will utilize the issues identified from the survey results in future initiatives.

NOTE: LGBTQ：A general term of sexual minorities consisting of the acronym lesbian, gay, bisexual, transgender and questioning/queer.

Diversity

Basic Approach

Promoting Women’s active participation

【Action plan for April 2026 to March 2029: submitted to the Ministry of Health, Labour and Welfare】

【Main initiatives for promoting women's success】

1. Health issues seminar for promoting diversity

2. International Women's Day event

3. Support for Career Choices in STEM Fields (Participation in “Riko Challenge”)

Employment of persons with disabilities

Initiatives for Sexual Minorities (LGBTQ)

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