Providing Supportive Workplace Environments and Promoting Diversity & Inclusion

Approach and Policy

Social Issue

People are the most important of all the management resources involved in corporate activities. To survive intense corporate competition and keep growing, Casio recognizes that it must constantly maximize the value of the management resource that its people represent. Casio is committed to addressing issues like the aging population and declining birthrate, decrease in the working population, and growing diversity of work-styles, and recognizes that this will require building a workplace environment that empowers each and every employee to perform at an even higher level.

Importance for the Casio Group

The Casio Group has approximately 8,800 employees, including human resources with diverse individuality and skills. For Casio to expand further, it is essential to continue providing environments that allow these human resources to reach the full potential of their abilities.
If personnel systems and workplace environments do not respond to new demands with the changing times, vitality as a corporate organization is lost and competitiveness could decline. Therefore, as a corporation, Casio remains constantly aware of changes in society and employees and believes that it is vital to establish a workplace environment that responds to change appropriately.

Policy

In fiscal 2025, to advance our corporate creed of “Creativity and Contribution,” we formulated and announced both our Purpose—the reason for Casio’s existence—and Values, which express the beliefs necessary to realize that Purpose. This framework of principles only begins to demonstrate its effectiveness and generate value when put into actual practice. We are already making efforts to advance these principles group-wide, and we will work to reflect this value system in various human resource frameworks, including evaluation and promotion criteria, in order to establish an environment where all employees are able to proactively demonstrate these values.

In addition, we continue to commit to the following policies outlined in the Business Conduct Guidelines.

Respecting employee diversity and fostering supportive work environments

We welcome the participation of diverse employees and work together in harmony to create a better working environment.
We conduct fair and impartial personnel evaluations and develop human resources who actively take on challenges with a positive spirit.
We promote initiatives to maintain and improve individuals’ health and promote healthy workplaces.

Casio strives to build environments that allow employees to perform to their full potential based on this policy.

Theme

Human affairs reform to establish a new corporate culture
Casio has launched human affairs reform initiatives and revitalized the organization and human resources with the following three basic principles to establish a corporate culture that drives sustainable growth guided by the framework of principles and management strategies.

Create an innovative and exciting workplace in which everyone can constantly create new customer value
Employ a benefits and evaluation system that stimulates creative and innovative behavior and appropriately rewards contributions and performance
Build a human resource development system that supports employees’ independent pursuit of their job responsibilities and career development

Investing in Human Capital

Casio will work on the following four points in fiscal 2026 as part of its efforts to manage human capital for creating value.

Promoting health and productivity management
Fostering autonomous personnel
Strengthening management
Improving organizational capacity

Targets and Action Plan

Evaluation ◎: All targets met, ○ : Most targets met, △ : Remaining issues outweigh results, × : No progress made

Theme	KPI	FY2025 Targets	FY2025 Performance	Evaluation	FY2026 Targets	FY2031 Targets
Promoting health and productivity management	(1) Compulsory leave and internal leave related to childbirth and childcare	Achieve birth and childcare leave usage rate for eligible male employees of 85.1%	95.2%	◎	97.5%	100% for both men and women (in real terms)
	(2) Percentage of employees taking reexaminations recommended after regular health checkups	84.3%	88.4%	◎	89.5%	100%
	(3) Percentage of employees maintaining an appropriate weight	70.8%	68.8%	△	72.4%	80%
	(4) Percentage of employees who smoke	13.0%	12.7%	◎	12.5%	10%
Fostering autonomous personnel	(5) Career training coverage rate (full-time employees)	45.0%	48.4%	◎	59.8%	100%
Fostering autonomous personnel	(6) Total number of employees with experience using the Job Challenge system	150 people	143 people	×	188 people	300 people
Strengthen management	(7) Number of future executive candidates	15 people	16 people	◎	21 people	50 people
	(8) Number of women who are candidates for training for future managerial positions	27 people	28 people	◎	38 people	90 people
	(9) Percentage of managerial positions held by women	6.8%	6.8%	◎	7.4%	10%
	(10) Difference in wages for men and women who are full-time employees	76.3%	77.0% *All workers:69.7%	◎	76.9%	80%
Improving organizational capacity	(11) Participation rate in basic training on DX	100%	93.0%	〇	100%	Each person makes the most of digital tools and data to efficiently perform creative and advanced work
	(12) Participation rate in basic training on AI utilization	25%	47.8%	◎	50%
	(13) Number of participants in DX core HR training	2 or more per department	2.3 per department	◎	3 or more per department
Other	(14) Percentage of newly hired graduates who are women	25% or more	Of the 44 employees who joined the company in April 2025, 15 (34%) were women.	◎	25% or more	25% or more
Other	(15) Legally mandated employment rate of people with disabilities	Consolidated:2.5% or more	Consolidated: 2.38% (as of April 2025)	△	Consolidated: 2.5% or more	Consolidated:2.7% or more

*Updated on January 7, 2026