As a pioneer of new markets at a time of fragmented individual tastes, the KING JIM Group continues its search for new business styles. We provide work environments that accommodate employees of differing backgrounds, diverse in gender, age, working styles, presence of disabilities, and other aspects. In the belief that incorporating the ideas of these employees will lead to responses to changes in the business environment and the company's growth, the KING JIM Group works to Promotion of DE&I.

Number of employees	Men	Women	Total
Full-time employee	226	140	366
Contract employee	4	3	7
Employee rehired after reaching mandatory retirement age	41	4	45
Part-time employee	1	28	29

Number of new hires	Men	Women	Total
Full-time employee	8	9	17
Part-time employee	0	0	0

Age / Years of service	Men	Women	Total
Average age of employees	43.9	36.9	41.3
Average years of service of employees	19.7	13.2	17.2

Our company employs a wage system based on grades, evaluations, and groups into which individuals are categorized according to the roles and responsibilities they should undertake to contribute to the Company's performance, as stipulated in the personnel system regulations. Guided by the principle of equal pay for equal work, we do not create wage disparities based on employment status for the same work under this wage system.

Type of employees	unit	FY ended June 2025
All employees	%	70.0
Regular employees	%	71.6
Non-regular employees	%	68.5

Regular employees: Employees employed on a permanent basis
Non-regular employees: Employees including part-time employees and contract employees, excluding temporary dispatch employees
Wages: Includes base pay, overtime pay, and bonuses, excluding severance pay, commuting allowances, and other non-taxable items Under this system, once a year, the KING JIM Group asks all employees (including temporary employees) to directly communicate and share their thoughts on any matters, including their future careers, current job status, workplace issues, and business policies, to top management. The content is shared only with the President and a number of executives and used for appropriate personnel allocation and work environment improvement. We hold a monthly all-hands morning assembly which employees can attend both in-person and online. Following each assembly, we conduct a survey and make improvements based on employee feedback and requests.

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Period of the plan : April 1, 2017 to March 31, 2026

Implementation period	Contents
from April 2016	Distribution of Company informative email messages to employees taking maternity leave and childcare leave (once a month)
from March 2018	Interviews before maternity leave and childcare leave, Interviews following maternity leave and childcare leave.
from March 2018	Created and distributed a “life event handbook” that summarizes internal systems and procedures that can be used when an employee experiences life events.
from March 2018	Created and distributed the “Iku-Boss Manual” to direct supervisors of departments that will welcome pregnant employees and employees returning to work after taking childbirth/childcare leave.
from April 2025	Individual consultations on childcare preferences and provision of information.

2. Creation of a corporate culture for the enhancement of work-life balance

Implementation period	Contents
from September 2017	We have set a target for the number of days of paid leave that all employees should take. (In the term ending June 2024, our target is eight days of leave.)
from April 2018	We have set Wednesday as a no-overtime day, and the last time employees could leave the office was established at 20:05.
from April 2018	In cases of overtime over the above provisions due to unavoidable circumstances, an application for special approval for the overtime work and approval by the officer in charge is required.
from April 2018	The supervisors of employees whose overtime exceeds 45 hours a month are given warnings.
from June 2023	The introduction of spouse accompaniment transfersystem, spouse accompaniment leave system, job return system.
from April 2025	Introduction of hourly annual paid leave.
from July 2025	Implementation of summer leave selection system.

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Note: Unless noted otherwise, published data are aggregated for the June 2025 period (June 21, 2024, to June 20, 2025) or are figures as of June 20, 2025.