In the MEISEI Group, we intend to focus on the development of specialist human resources in our construction and engineering departments, as well as management human resources, who will be capable of securing continuous trust from our customers and society. In order to achieve the slogan of our medium-term management plan, “challenging a new stage,” we will promote the creation of a system for training that facilitates the unbiased acquisition of advanced expertise related to construction and engineering, as well as knowledge and skills related to business and management, among each and every one of our employees, while also supporting their continuous growth as people.
In terms of human resource development initiatives, we not only provide regular opportunities for learning expert knowledge related to construction and engineering tailored to the experiences of employees and centered on OJT, but we also encourage participation in training and seminars for the acquisition of qualifications, etc. In the future, we will introduce e-learning and various other methods to provide opportunities for acquiring business skills, as well as knowledge in areas such as human rights and compliance.

MEISEI believes that creating an environment where diverse human resources can play an active role regardless of nationality,
gender or disability is important for business creation. To ensure employees can continue to work with peace of mind during various life stages, the MEISEI Group has introduced systems aimed at supporting a balance between work and childcare, such as shorter working hours for childcare purposes, under rules related to childcare and nursing care leave. Due to a persistently low proportion of women among new graduate hires, the MEISEI Group has a low share of female managers. The take-up rate for childcare leave among male workers is also low. In terms of specific metrics and goals, we have set a target of 10% for the childcare leave take-up rate among male workers by March 2026 (actual rate of 33.3% in FY3/25), and 20% for female recruits among newly recruited workers by March 2026 (actual rate of 7.1% in FY3/25). We do not currently publish our policies on human resource development and the creation of an internal environment to ensure diversity, but we will consider publishing these policies in future.

We have established a “Work-Hour Reduction Committee” composed of both labor and management as part of our ongoing initiatives. Through this committee, we share progress at each business location and continue driving transformation toward more efficient and innovative ways of working without compromising the quality of our operations. In addition, we will continue to invest in the renewal of aging sales offices as part of our commitment to improving the overall workplace environment.

The MEISEI Group considers employee health to be an essential management asset. We conduct regular health checkups and encourage employees to undergo recommended follow-up examinations and treatment. Going forward, we will further promote health‑enhancement initiatives for our employees and, under the guidance of our industrial physicians, regularly convene the Safety and Health Committee to carry out investigations, deliberations, and information sharing. We will also further strengthen the framework to roll out the committee’s findings to each of our sales offices.

Ensuring safety is our highest priority. The MEISEI Group considers it to be of the utmost priority for the execution of our business operations that we ensure the quality that our customers demand, similarly to personal safety. Various initiatives are necessary to ensure these levels of safety and quality. Specific examples of measures include: creating internal rules, considering risk in construction plans, operational methods and procedures, danger forecasting activities, education and training, activities to prevent occupational accidents, and verification of quality defects.
In order to ensure safety and quality, the MEISEI Group recognizes that it is important that we engage in initiatives where organizations, mechanisms, and individuals all work together, and that none of these elements can be missing, and we are endeavoring to enhance the level of awareness in this regard.
With regard to education and training, in order to enhance individual awareness of safety and quality and facilitate the correct basic behavior on a day-to-day basis, we conduct regular level-based health and safety education and quality management education suited to employees’ experiences and level. We also work to share information by making educational materials available on a company-wide basis through our internal intranet.