[ Japanese ]

Important matters related to human capital and its enhancement are discussed by the Personnel Affairs and Remuneration Committee, ESG Promotion Committee, or Risk Management Committee, all of which serve as advisory bodies to the Board of Directors. The outcomes of these discussions are reported at Management Meetings or Board of Directors meetings, where Company-wide measures are implemented and managed. The ESG Promotion Committee includes two external members with specialized expertise who actively participate in discussions, exchanging opinions and formulating initiatives and policies to effectively address social issues.

Structure for enhancing human capital value

Relevant departments, including the Human Resources and General Affairs Department, the Human Resources Development Department, and the Diversity and Inclusion Promotion Department, are responsible for formulating strategies, implementing initiatives, and managing progress. In the “Human Resources Value Improvement Meeting,” a subcommittee under the Social Improvement Subcommittee, we discuss cross-departmental measures, individual cases, and analyze risks and opportunities related to human capital, along with considering appropriate response measures. The Social Improvement Subcommittee, composed of representatives from these relevant departments, engages in further discussions based on these deliberations to enhance collaboration across departments.

Basic Approach

To foster employee autonomy, it is essential that each individual takes initiative, utilizes the Group’s resources, and continuously focuses on their career development. To promote self-directed career development that considers life beyond work, we are focused on building systems and environments that support sustainable growth for both employees and the Company. We also promote inclusive workplaces where everyone—regardless of age, gender, nationality, or disability—can work in their own way and fully realize their potential. Additionally, we are actively introducing and operating highly flexible work systems that accommodate diverse workstyles.
　　To ensure the sustainable growth of the Sekisui House Group, it is essential to secure and retain outstanding talent—both in Japan and overseas—capable of developing its existing businesses and taking on challenges in new businesses. We identify the human resources required to execute our business strategies through workforce planning, systematically develop high-integrity leaders, and strive to secure and optimally allocate personnel.
Our Group’s Human Rights Policy and Corporate Ethics Guidelines^*3 clearly prohibit any form of unreasonable discrimination in the hiring and treatment of employees based on birth, nationality, race, ethnicity, beliefs, religion, gender, sexual orientation, gender identity, age, disabilities, preference, educational background, family, and others. These guidelines also ensure a fair recruitment process that respects fundamental human rights and evaluates candidates based on their aptitude, skills, and motivation.

Fundamental policy for human resource development

To achieve the Sekisui House Group’s Global Vision of “Making Home the Happiest Place in the World,” we promote human resource development under the policy of “maximizing the value of human capital and driving business growth through diversity and inclusion of knowledge and experience.

Policy for developing working environments

Based on the mindset that it is essential to make our Company―our employees’ “home”―the happiest place in the world, we aim to create an environment where everyone finds meaning and fulfillment in their work. We are developing our working environment to support key initiatives such as supporting self-directed career development, promoting D&I and diverse workstyles, and building a foundation for well-being.

The relevant departments analyze risks and opportunities related to human capital and consider appropriate countermeasures. These are then discussed within the Social Improvement Subcommittee to foster cross-department cooperation. The significant risks and opportunities identified through this process are reviewed by the ESG Promotion Committee, an advisory body to the Board of Directors, and are subsequently reported to the Board, contributing to the formulation of mid- to long-term strategic plans.

　　In addition, important matters, including those related to securing human resources, are reported to the Risk Management Committee as appropriate, and are reviewed and managed within the Group-wide risk management framework, including group companies.

We have set KPIs in the Sixth Mid-Term Management Plan and disclose details of these initiatives as well as the status of their progress.