Developing the next generation of leaders

The Daiei Kankyo Group continuously expands its training and education programs with the aim of developing human resources capable of realizing the Group’s Management Vision. Through next-generation leadership training programs for future management and managerial candidates, we seek to enhance capabilities and broaden perspectives. In the fiscal year ended March 31, 2026, 111 employees participated in these programs.
In addition, we systematically implement stratified training and education programs aimed at improving job-specific skills, supporting each employee in enhancing their expertise while realizing personal growth. We believe that these initiatives expand opportunities for growth and taking on challenges, which serve as a source of job satisfaction, and help employees find meaning and a sense of contribution in their daily work.

Investing in employees who are motivated to grow

We believe that supporting employees who are highly motivated to learn and take on challenges in building diverse careers is an important responsibility of the Company.
We promote internal recruitment programs as a mechanism to enhance organizational transparency and provide fair career development opportunities. We create opportunities for employees to proactively take on new challenges, including recruitment for newly launched facilities and projects. In addition to enhancing training programs, we also provide opportunities for employees to gain experience in different departments through personnel rotations and engage with people outside the Company, helping them broaden their perspectives and strengthen their capabilities.

Educational system and training programs

Enhancing the educational system is essential to operate an organization where employees enthusiastically work for the growth of the Company.
We have established a systematic education system. The main training programs include “Companywide training” on the code of conduct (Daiei Kankyo Group Business Conduct Guidelines) and compliance, as well as “stratified training” implemented in conjunction with promotions and other such events, and “skills education” implemented by job type across business locations.
In recent years, we have also focused on expanding selective training with the aim of cultivating the next generation of executives and leaders, as part of building the foundation for a 100-year company. We also actively support taking external courses and other training to acquire the necessary qualifications, licenses, skills, and knowledge for an employee’s work, and support approximately 300 different qualifications. Aiming to develop human resources who can practice the commitment to creation, innovation, and meeting challenges, the Daiei Kankyo Group is working to establish an educational system to support employee growth.
The most important issue in human resources development is to systematically nurture leaders who will carry the Group forward into the future. In the development of our educational system, we are therefore placing particular emphasis on enhancement of selective training. We plan to evolve our training programs by utilizing outside educational institutions and experts. Nurturing outstanding management executives also necessitates cultivating a wide range of knowledge and expertise through experience in a variety of businesses and departments. We are therefore proactive in providing effective job rotations in cooperation with Group companies.

Health and productivity management

We believe that the mental and physical health of employees leads to the well-being of the employees and their families, and is the driving force behind their motivation to work. We strive to improve work environments where employees can continue to work in good health by implementing various measures such as mental health support measures, a subsidy system for additional medical examinations, a subsidy system for medical examinations of the spouses of employees with 10 or more years of service, and promoting smoking cessation activities.
Since the fiscal year ended March 31, 2025, we have prohibited smoking in Company vehicles to prevent passive smoke exposure and promote employee health, while also providing remote smoking cessation support programs for employees who wish to quit smoking.
In March 2026, the Company and three consolidated subsidiaries—Mie Chuo Kaihatsu Co., Ltd., DINS Kansai Co., Ltd., and Kyodoh Doboku Co., Ltd.—were certified as the 2026 Certified KENKO Investment for Health Outstanding Organizations (Large Enterprise Category), a program designed by the Ministry of Economy, Trade and Industry and administered by the Nippon Kenko Kaigi (Japan Health Council). This marked the second consecutive year of certification for the Company following 2025.

Balancing work and childcare

The Daiei Kankyo Group has established systems that support employees in balancing work with life events such as pregnancy, childbirth, and childcare, enabling them to choose work styles that align with their life plans. Our childcare leave system is available until a child reaches one year and six months of age, while shortened working hours for childcare are permitted until the first March 31 after the child turns 12. In addition, since the fiscal year ended March 31, 2026, we have issued the “Sukoyaka Letter” three times annually to employees on childcare leave to keep them informed about developments in their departments and help them maintain a sense of connection with the workplace.
We have also introduced spousal childbirth leave and childcare leave at birth as paid leave programs in the fiscal year ended March 31, 2025 to encourage male employees to participate in childcare. Through the promotion of these programs, the rate of childcare leave utilization among male employees reached 102.9% as of March 31, 2026. Increased participation by male employees in childcare has contributed not only to a stronger sense of belonging and higher motivation toward the Company, but also to more active communication within families.

Assignment and reassignment of employees

In determining assignment of new employees, we confirm the wishes of the employee, take their wishes into consideration, and observe those wishes in assigning them, insofar as possible.
We have also introduced a self-reporting system and provide annual opportunities for employees to submit their wishes in writing. The employee’s superior and the Human Resources Department speak with the employee and, based on the employee’s wishes, make an effort to incorporate positive wishes to the extent possible, enabling them to outline a future career plan.

Fair evaluations and treatment

The Group ensures employee compensation in compliance with the legally mandated minimum wage and the principle of equal pay for equal work. In conducting evaluations that form the basis of employee compensation, supervisors hold semiannual interviews with employees and fairly assess not only work performance but also organizational contributions from multiple perspectives, reflecting these assessments in compensation.

Initiative to rectify the wage gap between men and women

In the fiscal year ended March 31, 2026, women’s wages in the Group were 73.9% of men’s wages. At the Daiei Kankyo Group, employees are treated fairly based on individual performance and contributions, and compensation is not affected by gender, nationality, or age. However, due to the nature of our business model, the proportion of male employees is high, and men account for the majority of management positions in workplaces outside administrative functions, which affects the gender pay gap. To address this issue, we support women in developing their career plans while providing broader opportunities for them to play active roles within the Group. In particular, we believe that promoting the active participation of women in management positions and above will help reduce the gender pay gap, and we are therefore proactively promoting qualified female employees to these positions.

Employee incentive programs

Compensation systems supporting sustainable corporate value enhancement

The Daiei Kankyo Group has introduced a restricted stock compensation plan for executive management and managers in key positions with the aim of sustainably enhancing corporate value and further sharing value with shareholders.
Under this system, eligible employees hold Company shares, enabling them to share both the benefits and risks of stock price fluctuations with shareholders and thereby strengthen their awareness of management participation from a medium- to long-term perspective. In addition, certain executive management members are subject to performance-linked restricted stock compensation that reflects the achievement of management strategy targets, thereby clarifying incentives tied to the achievement of performance goals.
These initiatives promote disciplined decision-making and commitment to growth among management and strengthen governance through a compensation structure with a high degree of transparency and objectivity.

Human capital foundation and retirement pension system supporting sustainable growth

Daiei Kankyo Co., Ltd. positions the development of an environment in which human resources, the source of sustainable value creation, can continue demonstrating high performance with confidence over the long term as an important management priority. As part of these efforts, we have introduced a retirement pension system combining a defined benefit corporate pension plan (DB) and a defined contribution pension plan (DC).
By combining the long-term financial stability provided through the DB plan, which guarantees future benefit levels, with the autonomous asset-building opportunities enabled by the DC plan, under which employees can manage assets through their own choices, we also promote greater financial literacy. This system design contributes not only to attracting and retaining talented human resources, but also to building a strong organizational foundation that enables employees to reduce concerns about the future and focus on creative work.

Employee stock ownership plan fostering an ownership mindset

The Daiei Kankyo Group positions its employee stock ownership plan as one of the pillars of its human resources strategy, with the expectation that each employee will adopt a management perspective and contribute autonomously to enhancing corporate value.
To strongly support employee asset building and increase motivation to participate in management, we currently provide a generous incentive program under which the Company contributes 20% of employees' accumulated contributions for a limited period. Moreover, in the fiscal year ended March 31, 2024, we granted restricted stock shares for the employee stock ownership plan, establishing a framework under which employees share with shareholders both the benefits and risks of medium- to long-term stock price fluctuations. These initiatives strengthen employees' awareness of the connection between their daily work and corporate value enhancement, align the interests of employees and shareholders, and support the sustainable growth of the Group as a whole.

Training implementation steps

Targets for training