Relationships with Society

• Initiatives for Respecting Human Rights
• Human Resource Development Diversity
• Diversity
• Diverse Work Styles
• Health and Productivity Management
• Occupational Health and Safety, Disaster Prevention
• Quality Management
• Contribution to Local Communities

Based on our Human Capital Management Policy, the Dexerials Group is committed to fostering to a work environment that values work–life balance, enabling employees to work safely and with peace of mind while performing at their full potential with creativity and productivity.

As part of our efforts to strengthen the management foundation, we are promoting varieties in work styles and digital transformation, aiming to ensure business continuity in a rapidly changing environment while fostering more creative and productive work styles. Accordingly, we have established a remote work system permanently.
To make more efficient use of the remote work system, we are also conducting training for managers to learn management techniques for remote work, and training sessions for regular employees to learn effective online communication skills.
We are working to create an environment where employees can work flexibly with autonomy, thus supporting the maintenance of their physical and mental health and improving their work–life balance.

Utilizing the working time management application system, Dexerials properly manages working hours. We have also created an environment where employees can flexibly take leave in accordance with work and life events, including a scheme that encourages planned use of annual paid leave and allows paid leave to be taken in hourly increments.
In addition, we established an accrual system that allows employees to accumulate up to 20 days of expired annual paid leave. This accumulated leave can be used for injury, illness, nursing care, volunteer activities, childcare, infertility treatments, or other life events.

At Dexerials, we have established work–life balance support systems that exceed legal requirements, including childcare leave, to provide an environment where both men and women can work flexibly. We offer flexible work options such as flextime arrangements and shorter working hours for childcare. These systems help employees balance work and family responsibilities.
We encourage employees who are expecting a baby—or whose spouse is expecting a baby—to submit a “notification of expected birth” at least six months before the expected delivery date. Regardless of gender, employees who submit this notification receive detailed briefings on pre-natal and post-natal leave, childcare leave, and other related systems, encouraging active participation in childcare. In addition, our childcare support leave program allows employees to take up to 20 days of paid leave for childbirth or childcare, which has been particularly effective in supporting greater involvement among male employees.
We also encourage ongoing communication between employees on childcare leave and their supervisors to support a smooth return to work.
As a result of these initiatives, Dexerials received the Platinum Kurumin Certification from Japan’s Ministry of Health, Labour and Welfare in recognition of its childcare support efforts.
We have also been certified by Kanuma City as a Kanuma Child Raising Support Company. In addition, we participate in the Good Work–Good Family Tochigi Declaration promoted by Tochigi Prefecture, demonstrating our commitment to supporting a healthy balance between work and family life.

Name of program	Outline of program
Periodic medical examinations of pregnant women	Medical examinations during pregnancy and for one year after giving birth are treated as working hours for female employees that fill out an application. (The number of examinations, etc. is the same as the number stipulated by law.)
Maternity leave	It is possible to take maternity leave from eight weeks before giving birth through to eight weeks after giving birth.
Childcare support paid leave	Employees, regardless of gender, may take up to 20 days of childcare support paid leave from the date they submit a notification of expected birth until the later of the following two dates: 1. April 15 of the fiscal year following the date on which the child reaches one year of age, or 2. the last day of the month in which the child reaches 1 year and 2 months of age.
Notification of birth	The time taken to submit the notification of birth is treated as being work hours.
Childcare time	Female employees that are raising a child within one year of birth are able to take one hour of childcare time twice daily.
Childcare leave	It is possible for both male and female employees to take leave to fully engage in childcare until April 15 in the fiscal year after the child reaches the age of one or the end of the month in which the child reaches the age of one year and two months, whichever is the later date. If it is deemed that leave is necessary for extraordinary reasons, it is possible to progressively extend to the end of the month in which the child reaches the age of one year and six months, and then to the end of the month in which the child reaches the age of two years.
Shorter working hours for childcare	Employees who wish to work shorter hours for childcare may request this arrangement and choose either a 6‑hour or 7‑hour workday until the day the child completes the sixth grade of elementary school (March 31 of that school year).
Exemption from unscheduled work	This applies to employees who are raising pre-school children .
Limit on out-of-hours work and exemption from late-night work	This applies to employees that are raising pre-school children or providing nursing care for a relative. Limit on out-of-hours work: 24 hours/month, 150 hours/year Exemption from late-night work: From 10:00 pm to 5:00 am
Leave for childcare and nursing	Employees may take up to 12 days of leave per year for nursing a child through the completion of the third grade of elementary school. This leave can be used when caring for a sick or injured child, accompanying a child for vaccinations or medical checkups, responding to class closures due to infectious diseases, or attending entrance, graduation, or other school ceremonies.
Accumulated Leave (for pregnancy, childbirth, childcare, fertility treatment, and family care)	Accumulated annual paid leave days* may be used for reasons such as health conditions during pregnancy or for childcare-related needs through the child’s completion of elementary school, including nursing care, vaccinations, medical checkups, class closures due to infectious diseases, and entrance or graduation ceremonies. * Accumulated leave refers to annual paid leave days carried forward after expiration.

In view of the fact that the number of people who will require nursing care will increase in society in the future, we are supporting our employees in balancing work and nursing care. We are also creating a workplace that enables proactive career continuation of employees who have nursing care responsibility by providing nursing care support systems that go beyond what is legally required, such as a shorter working hours system and a system of one-year leave.

Dexerials aims to achieve a workplace where employees can work enthusiastically, and we are actively working to provide a full-range of social services providing comprehensive systems such as various types of social insurance, a workers’ property accumulation savings scheme, a shareholding association, and a retirement benefit system. We also promote health and productivity management and have established an employees’ association for the purpose of improving the workplace environment.
Furthermore, every year, each business site holds a range of events, such as Satchel Presentation Ceremonies, for the families of employees.

Health and Productivity Management

• Sustainability Management

• Environmental Measures

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