Funai Soken Consulting Group Basic Policy on Human Resources

The Funai Soken Holdings Board of Directors established this Basic Policy on Human Resources on April 21, 2021, to communicate to stakeholders our stance toward human resource matters, which we have identified as a high-materiality issue.

Basic Policy

• 1. Diversity & Inclusion
  To maintain the diverse workforce needed to consistently deliver value to an increasingly diverse world, we are committed to welcoming people of all nationalities, genders, and ages to our workforce, and encouraging mutual respect for different ways of thinking.

• 2. Creating Opportunities for Growth
  We are committed to maintaining an extensive, robust training regime, not only to arm our workforce with the skills to drive the innovation the times demand, but also to help make a better society by generating more opportunities for sustainable growth.

• 3. Better Employee Engagement
  We seek to improve employee engagement so that working at the Funai Soken Consulting Group leads to personal and professional growth, and improved teamwork based on shared values, thus creating a positive cycle that not only benefits our people and the group’s business, but that is also conducive to finding solutions to the issues facing society today.

• 4. Healthy Management
  Not only are we striving to make the Funai working experience more flexible and diverse, but we also offer steadfast support for a better quality working environment so that employees can pursue the rewarding work of improving client satisfaction and creating value for society.

• 5. Transparency Regarding Human Resource Initiatives
  We will disclose information regarding the progress of initiatives implemented under this policy as is appropriate in our ongoing relationship with the community.

• 6. Compliance
  Compliance is more than just adhering to the law. When it comes to the vast array of interactions with stakeholders across our business activities, we are committed as much to fairness in light of social norms as to legal correctness.

Instituted: April 21, 2021
Takayuki Nakatani
President and CEO
Funai Soken Holdings, Inc.

Hiring

• Mid-career
  We seek to secure more talent through broader recruitment channels and streamlined screening processes.
  Hiring professionals is a particular focus; for instance, given that our ability to attract digital transformation staff has a direct bearing on the bottom line, we have launched a dedicated recruitment webpage for this purpose.

	2020	2021	2022
Percentage of mid-career hires among total hires	23.6%	19.5%	45.8%

• Recent Graduates
  In addition to industry-specific recruiting, we also hold wholegroup digital transformation hiring events and offer digital transformation internships (featuring workshops and forums) to approach students early on. In doing so, we identify the pool of available talent, differentiate ourselves from rival employers, and lock in potential employees.

Professional Development Programs

We offer a variety of training programs. Some are tailored to different levels of employees (e.g., new hires, mid-career hires, experienced staff, and upper management); others are designed to develop specific skills or address specific problems. Our focus is on having the right skills at the right time, instilled through practical work based on real examples rather than theory alone. In the consulting segment, we list up the digital transformation skills needed to get results, and devise training content for each skill. Linking these with career enhancement programs is a p ositive way for us to develop every employee’s skills and steadily develop a pool of staff with digital transformation skills.
Some employees undergo training that incorporates external content in order to acquire more specialized skills.