Basic Policy on Human Resources Strategy

While refining our existing businesses in our aspiration to be a true leader in tribology, our Group will also conceive of this transformative period in the　automotive industry as a great opportunity to build new pillars of business by focusing effort on the creation and development of new business. The human resource strategy to achieve these goals is defined as follows: “We create　workplace environments and provide training to enable employees to develop their own abilities and skills while engaging in free and vigorous discussions with members, to demonstrate creativity and to bring about innovation rooted in the Ambitious, Innovative, Challenging Daido Spirit.” For our Company to grow sustainably and boost productivity, we must provide each and every employee with opportunities and an environment that heightens job satisfaction (pleasant and satisfying working conditions), and allows them to put their abilities to the greatest possible use. We believe that our pursuit of these goals will lead to the fulfillment of our corporate philosophy: “We hold ourselves responsible for the happiness of everyone in our organization and the contributions we make to global society.”

Employee Training Programs

In the midst of major changes in work styles and environments, such as decreasing workforce, changes in employees’ sense of value to work, the spread of remote work, and the promotion of part-time and side jobs, we are working to develop employees who can act autonomously and independently while maintaining a high level of motivation by building diverse career paths. For this reason, we offer various stage-based and global training programs with the aim of developing roles and skills according to the stage. In addition, serving as the Company’s in-house educational institution, DAIDO METAL COLLEGE is a special training facility which continuously provides training focused on passing on knowledge, technology and skills accumulated by the Company.

■DAIDO METAL training structure

Promoting Diversity

▮Initiatives Regarding Participation by Women
We formulated an action plan for FY2019 to FY2023 based on the Act on the Promotion of Women’s Active Engagement in Professional Life and published it on our website. The ratio of female graduates hired for general positions has generally achieved the target and female skilled workers are also hired every year. In order to increase the number of female employees the Company assigned four new female graduates in sales positions for the first time in 2020, and two female graduates in 2022. In addition, the number of employees taking childcare leave stays at a high level, and the number of female and male employees taking childcare leave is increasing year by year.

THE ACT ON PROMOTION OF WOMEN’S ACTIVE ENGAGEMENT IN PROFESSIONAL LIFE – Daido Metal Sites

THE ACT ON ADVANCEMENT OF MEASURES TO SUPPORT RAISING NEXT-GENRATION CHILDREN – Daido Metal Sites

▮Conducting Surveys on Employee Satisfaction (ES), and Working on Improvements Toward Stimulating Communication
In 2020 we conducted an Employee Satisfaction (ES) survey and we are implementing initiatives for mid- to long-term reforms based on the results. In 2021 we launched the Labor Management Personnel System Review Committee to review the evaluation system, which had received many calls for improvement. Last year, we created a booklet entitled “Introduction to Understanding the DAIDO METAL Evaluation System” to promote understanding of the evaluation system and promote communication between supervisors and subordinates, and distributed it to employees. In addition, we promote two-way communication between management and employees by displaying messages from top management and company results in easy-to-understand content on a monitor in the cafeteria.

▮Recruitment of Foreign Employees
We continue to recruit foreign nationals and new graduates as future executive candidates, and we hired one in both 2021 to 2023. Currently they are engaged in a wide range of positions including R&D, production engineering, and sales.On the other hand, the foreign technical intern trainees were unable to enter Japan due to the COVID-19 pandemic, but it has become possible to accept them again since 2022, and we are currently accepting about 40 foreign technical intern trainees. In recent years there have been an increasing number of cases in which those who have completed the technical internship (three years of internship) go on to undertake another technical internship resulting in a total of five years of study.

▮Support to Achieve Balance
In order to support the balance between work and family, we have introduced various systems such as work-from-home scheme and measures to reduce working hours (shorter working hours). In addition, in 2016 we introduced a job return scheme to re-employ those who left the Company for reasons such as accompanying spouses to relocate, nursing care, childbirth, and childcare and reinstated several employees. We have prepared a handbook for childcare support (different editions for men and women) and a handbook for nursing care with the aim of disseminating childcare-related schemes, to support employees in balancing work and family. In addition, since April 2023 we have been expanding the system of shorter working hours, which allows employees to reduce their scheduled working hours to the end of the 6th grade of elementary school, instead of the previous system of raising children until the end of the 3rd grade of elementary school.

▮Employing Workers with Disabilities
The Company’s ongoing recruitment efforts involve targeting special-needs schools in its recruitment drives and using AICHI Shogaisha Koyo Sogo Support Desk of Aichi Prefecture. After people with disabilities join the Company, we strive to develop a pleasant and satisfying workplace that involves seeking the advice of job coaches from vocational centers for people with disabilities and also seeking the advice of employment support professionals from employment and livelihood support centers for people with disabilities. In addition to being active in offices and production, since June 2020 the Company has been leasing a communal farm and opened DAIDO METAL JOYFUL FARM to implement initiatives that entail directly hiring people with disabilities. Vegetables harvested on the farm are donated to nearby children’s cafeterias, and the profits from selling vegetables
within the Company are donated to areas hit by natural disasters, thus enhancing our social contribution activities.

Health Management

The Group will further promote the creation of workplaces where diverse human resources can fully demonstrate their individuality and abilities, and the improvement of the environment.

Fundamental Policy on Health and Safety

Based on its people-oriented management philosophy the DAIDO METAL GROUP does its utmost to protect the health and safety of its valued employees. Maintaining high levels of employee safety is a top company priority, and the Company invests whatever management resources are required to maintain the highest possible levels of safety.

▮ISO45001 Certification Status
Having adopted a management philosophy that places great emphasis on people, the Company engages in occupational health and safety activities aimed at completely eliminating workplace accidents. With our focus on the Company’s major production sites in Japan, we first gained Occupational Health and Safety Assessment Series (OHSAS) certification in 2003, and our occupational health and safety management systems were certified as compliant with the ISO 45001 international standard in September 2020.

＞ISO45001

Initiatives

▮Confirmation of Workplace Conditions by Employees and Top Management

Confirmation of Workplace Conditions by Employees and Top Management

In conjunction with National Occupational Safety Week (July), National Occupational Health Week (October) and the New Year’s Disaster Prevention Program (January), the company carries out on-site assessments that involve cooperation between top management and the workforce. Measures against COVID-19 infection were also implemented with full consideration given to infection control measures. In terms of safety, the Company checks the status of countermeasures and of activities to mitigate risks, such as the handling of heavy objects, in workplaces where accidents have occurred. In terms of health, the Company strives to maintain good
workplace environments, checking on conditions related to heat stroke, the status of chemical substance control and other matters. In terms of education, the top management and the workforce hold meetings regarding the details of on-site managers’ efforts and provide advice to promote increased safety awareness.

▮Global Safety Activities

As part of our safety activities for our domestic and overseas affiliated companies, we conduct self-inspections regarding safety twice a year. The results of self-inspections are reflected in safety activities for the next fiscal year, thereby improving safety activities.