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.

2. International Women's Day event

In 2024, we held the event on International Women‘s Day※ (March 8) with the purpose of encouraging employees to think and research a little more about gender equality. We posted explanations about International Women’s Day and decorated the reception and cafeteria with bouquets of mimosas to raise awareness. We called on employees who agreed with the purpose of the event to participate by posing for photos and sending them to the secretariat. We collected over 100 photos, including those of executives, and made a slideshow set to music to share within the company.

* ”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. Joined the “Riko Challenge”

We are actively recruiting women in the science and engineering fields, with the aim of increasing the ratio of women in these fields in the future. We joined the “Riko Challenge” initiative led by the Gender Equality Bureau Cabinet Office, in August 2024, following on from 2023, with the aim of stimulating interest in science and engineering careers among female junior and senior high school students and helping them choose their future paths. The event included seminars on optics, practical workshops, and round-table discussions with female employees, and we were able to convey the appeal of science and engineering fields. We will continue to create an environment where women can play an active role in these fields and will continue our activities in the future.

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. We continuously strive to employ people with disabilities, encouraging them to develop their own areas of work specialization. The Company’s rate of employment of people with disabilities is as follows.

* The following graph shows data as of June each year. As of December 2024, the employment rate of people with disabilities is 2.5 %, meeting the legally mandated employment rate (2.5 %).

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.

※　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. Joined the “Riko Challenge”

Employment of persons with disabilities

Initiatives for Sexual Minorities (LGBTQ)

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