[ Japanese ]

The Sekisui House Group positions Diversity and Inclusion (D&I) as an important aspect of our business strategy. D&I means respecting differences such as age, sex, nationality, values, sexual orientation, and disabilities in our organizations and workplaces, recognizing the individuality and ability of all employees while granting them equal work-related opportunities, and fostering an inclusive workplace environment and culture.The Group considers D&I to be the practice of embracing diversity and inclusion. This practice brings together diverse viewpoints and ideas, generating new concepts and approaches that lead to value creation. Creating an inclusive environment that respects individual identities enables our employees to work with peace of mind, leading to increased engagement and performance. Therefore, we promote the creation of workplaces where individual employees with different attributes, backgrounds, experiences, and abilities can bring out their diverse strengths in psychologically safe workplaces alongside initiatives that are advancing with various focuses such as hiring and human resource development, improving workplace environments, and fostering workplace culture.

Our Commitment to Human Resource Sustainability

The Group strives to be an organization with happy employees who work enthusiastically to achieve goals. In order to realize this, Sekisui House announced its Commitment to Human Resource Sustainability in March 2006. We are working to promote diversity through three main pillars: promoting the advancement of women, empowering diverse talent, and promoting diverse workstyles. These efforts aim to maximize the performance of our diverse workforce and support the sustainable growth of
the organization.

Structure for Promoting D&I

Since 2005, each successive top executive has made personal commitments to promote D&I, accelerating the Group-wide adoption of these concepts. The Diversity Development Team was established in 2006, reorganized as the Diversity Promotion Office in 2014, and then as the Diversity and Inclusion Promotion Department in 2018. Its purpose is to develop Groupwide strategies and policies while managing KPI progress. In June 2020, we established the Social Improvement Subcommittee as part of the ESG Promotion Committee, an advisory body to the Board of Directors. This subcommittee conducts regular discussions on strategies and policies related to diversity and inclusion.

Action plan for promoting active participation by women

In February 2021, we set new targets for Sekisui House’s action plan for promoting active participation by women based on the Act on Promotion of Women’s Participation and Advancement in the Workplace. We set two major targets of “310 or more female managers^*10” and “100%^*11 take-up rate for eligible male employee childcare leave” (both by March 31, 2026 on a Group basis), and will continue making efforts to achieve these targets. In addition, we established a new “Promoting women’s advancement indicator” in February 2025, as one of the ESG indicators used in office commendations,³ furthering our initiatives to promote the advancement of women.

Percentage of the Group’s Full-time Female Employees

The advancement of women as an important management strategy

Since diverse values and perspectives are needed when building houses, the Group believes that the advancement of women in all spheres of its business activities is crucial. Thus, the Group is focusing on women’s advancement as an important management strategy. To begin with, the percentage of female employees in the construction industry is low compared to other industries. Some reasons for this include male-dominated leadership, heavy workloads, lack of career advancement opportunities, and the working environment in general. The Group works seriously to solve these issues and, since 2005, has made efforts to actively recruit more women, provide suitable environments and career advancement and retention support specific to different job types (sales representatives, technical personnel, etc.), and focused on development and retention, as well as training and appointment of female candidates to managerial positions. Through these efforts, we are fostering a more inclusive workplace and cultivating a corporate culture that allows women at all stages in their lives to actively participate. By the end of FY2025, the percentage of female employees was 29.4%, nearly twice that of the average in the construction industry, which stands at 15.2%.

Progress in Promoting the Participation of Women

Actively hiring women

Since 2005, the Group has worked to actively recruit female sales representatives. The Group strives to eliminate any prejudice or bias in the hiring process and makes decisions based on individual ability and potential. We also actively implement career seminars and similar events that disseminate information to middle, high school, and college students that will inspire them to pursue a career in the construction industry. In 2020, we set the goal of having female employees make up 30% of all sales representatives and 40% of all those in technical positions for Sekisui House (non-consolidated). In fiscal year 2025, the proportion of women among new graduate hires was 34.0% in sales positions and 46.8% in technical positions, with both achieving their respective targets. In addition, Group companies have promoted the proactive hiring of women by setting a target of a 40% female ratio among new graduate hires for the period from fiscal year 2023 to fiscal year 2025. In 2025, the ratio of women among newly hired graduates across the Group was 34.4%, falling short of the target. This was mainly due to an expansion in the hiring of “Housing Craftspeople (Crafters),” a position that is particularly popular among men, at Sekisui House Construction, a Group company that accounts for approximately 20% of total new graduate hires, exceeding the assumptions made at the time the target was set. Going forward, we will continue to actively promote the recruitment of women while reviewing retention and development efforts across each company and occupational category.

　　We also actively work to hire women for mid-career positions and support them in creating career paths and developing leadership skills. Through this, we promote gender diversity as well as diversity among employees in decision-making roles. Women made up 30.9% (195 employees) of all mid-career hires in FY2025.

Autonomy and active participation of female sales representatives

Positive Action Measures for Female Sales Representatives

Autonomy and active participation of female technicians

The Sekisui House Group has been hiring women for technical positions since before the implementation of the Equal Employment Opportunity Law. Our important themes regarding women in technical positions center on balancing child-rearing and strengthening professional expertise and leadership development. Thus, we support skill enhancement and the improvement of leadership capabilities by offering career development programs and specialized training aimed at the development of female employees in technical positions.
　　We are also working to expand the pool of candidates for managerial positions by developing plans for young female employees in each job field. We are promoting flexible workstyles, making it easy to balance work and life, as well as enhancing the workplace environment, with the goal of retaining female employees with specialized skills in technical positions. Currently, the number of female managers in technical positions is increasing in every department, leading to a more robust management layer. Moreover, in FY2023 we established the Support Committee for Women in Technical Positions within the Technical Executive Committee, which consists primarily of top technical managers from each area of the Company. We have also established a framework aimed at creating employee-friendly workplaces and fostering long-term career development, with committee members supporting initiatives in each job field through initiatives such as career planning support and information sharing regarding the balance between child-rearing and work.
　　Since 2012, we have held the Female Designer Conference, aimed at the autonomy and active participation of female designers, and providing opportunity for these employees to come together from across Japan to discuss career development and tips related to balancing child-rearing and work. As of the end of FY2025, the percentage of women in designer positions exceeds 35. Among these are women holding in-house certifications, including: 39 Chief Architects, who possess advanced design skills, seven Platinum Specialists, with highly specialized design skills for elderly housing and welfare facilities, and 18 Structural Planning Specialists, with advanced skills in architectural structural design. Moreover, we launched the voluntary Company-wide Female Designer Conference in FY2025, which is planned by female Chief Architects. In doing so, we are aiming to create stronger cross-functional connections and improve awareness of the importance of acquiring advanced design skills.
　　We also promote the thoughtfully planned appointment, retention, and development of female onsite supervisors. Since 2014, we have held the yearly Company-wide Women’s Onsite Supervisor Meeting for women in such roles with the goal of sharing information regarding the workstyles of these female onsite supervisors who have diverse experiences and job responsibilities as well as expanding their networks. Through these meetings, information is provided on various systems and exchanged regarding topics of interest.
　　To create a comfortable environment for all those working onsite, we have improved temporary toilets at construction sites, thus responding to employee needs and enhancing the workplace environment. To help female employees balance work with childbirth or child-rearing, among other initiatives, we have created a guide on working while pregnant to provide information to expecting mothers and their managers, while we also provide maternity uniforms. As a result of our efforts to improve retention rates, we currently employ 98 female onsite supervisors. Moreover, we have one female construction director, responsible for managing onsite supervisors, and one dedicated female site supervisor, while four women have been appointed as assistant construction directors to support these roles. 11 women have also been certified as Chief Constructors, an in-house certification program that recognizes leading onsite supervisors.

Expanding the participation of women in the Remodeling Business

Sekisui House Remodeling, Ltd., which is in charge of our proprietary remodeling solutions for homes built by the Company, actively recruits women with families and experience in child-rearing. The number of female deputy office sales leads has been increasing due to efforts made regarding career advancement support and environmental improvements aimed at developing and retaining management personnel. Sekisui House Remodeling, Ltd. hasonefemale executive, 561 female sales representatives (56% of remodeling sales representatives), seven female office sales leads, nine female deputy office sales leads, and 84 female area sales leads as of January 1, 2026.

Progress of female employees in managerial positions

Female employees in managerial positions in the Sekisui House Group increased from 114 in FY2015 to 475 in FY2024. For Sekisui House (non-consolidated) the increase was from 37 in FY2015 to 233 in FY2025. To support this growth, we established the Sekisui House Women’s College in 2014, which supports women in building career paths and creates an environment where they can freely exercise their leadership abilities. Of the 192 female employees who have graduated from the Sekisui House Women’s College, 146 are currently working in managerial positions. We also hold an annual conference for these graduates, providing networking opportunities, reflecting on the two-year curriculum, and confirming their career visions.
　　We are raising awareness internally through gender bias training for women, their managers and other colleagues in the workplace. We are also working to create an organizational culture that takes diversity and inclusion seriously as well as introducing flexible work arrangements. With the increase in role models, the motivation among female employees to take on managerial positions has increased. This motivation stems not from the directions of the Company but from a personal desire to challenge themselves.
　　We launched Sekisui House Construction Women’s College in 2020, and Sekisui House Remodeling Leaders College in 2022. Group companies are also involved in training aimed at female candidates for managerial positions.

Progress of Female Employees in Managerial Positions in the Sekisui House Group

Training female candidates for managerial positions through the Sekisui House Women’s College

Initiatives to promote women’s advancement

Top management commits personally to actively promote the participation of women and regular discussions are held by the Board of Directors and at Management Meetings. Since committing to actively hire women in sales representative roles in 2005, the number of women in these roles has increased from 127 to 522 by the end of FY2025. In addition to appointing our first female department head, the number of women with experience as sales managers has also increased. In technical positions, several women are thriving as deputy branch heads, and the number of female general managers is steadily increasing.
　　We have worked to strengthen support systems and improve workplace environments to facilitate better career paths for women. Close individual support was provided through measures such as implementing a mentoring system led by employees responsible for developing young talent, conducting follow-up interviews with the Diversity and Inclusion Promotion Department for female employees in their first three years with the Company, taking appropriate measures regarding diverse workstyles, and holding conferences and seminars. Through these efforts, the turnover rate difference between men and women in their first three years disappeared in FY2018, and in FY2020, the turnover rate for men was higher.
　　We promote female leaders based on fair evaluations that consider the employee’s individual goals, abilities, and performance. Thus, we support the career advancement of women and actively work to promote leadership development. Moreover, we strive for transparency in the promotion and advancement of our female leaders, with the goal of providing equal access to opportunities for all employees. The number of women in managerial positions in the Group was 475 as of the end of FY2025, already surpassing our goal for FY2025 of 380. That being said, we are still aware of challenges regarding diversifying our leadership at the organizational level. Increasing the number of women responsible for organization-wide decision making will enable the Group to leverage a more diverse range of perspectives, experiences, and values, leading to increased corporate value. Therefore, we will actively implement initiatives that maximize the abilities of diverse personnel, strengthen our competitive advantage, and continue promoting the participation of women throughout the Company.
　　Initiatives related to promoting women’s advancement contribute to addressing the disparity in salaries between men and women. For detailed values, please refer to  the Annual Securities Report.

We are focusing on recruiting talent without regard to nationality, actively promoting staff based on ability and suitability. Furthermore, we are advancing the hiring of local talent to important positions in our overseas assignments.At our major overseas subsidiaries,^*17 there are a total of 671 local hires in managerial positions.^*18 This number represents 91.9% (as of December 31, 2025) of all employees at the managerial level or above, including those seconded from the Company.

Strengthening the system for onboarding technical trainees

In onboarding technical trainees from Vietnam, we work with local organizations through supervising associations to provide a Japanese language learning program of over six months prior to their arrival in Japan. In addition, we provide specialized training on the use of full-body harnesses for fall prevention and test runs on using and replacing free-hand grinding wheels for those in charge of operating them, as well as safety training for handling equipment such as circular saws. We also strive to create environments in which technical trainees can work with peace of mind after their arrival in Japan, using our domestic training facilities to provide training, hosting online Japanese language courses, and conducting regular face-to-face interviews.

The Company employs people with disabilities at business offices nationwide. At the end of FY2025, the employment rate of people with disabilities at Sekisui House, Ltd. was 2.83% on a non-consolidated basis, and the rate at the 30 domestic Group companies legally mandated to hire people with disabilities (including the Company) was 2.89%, exceeding the legally mandated 2.5% (amended to 2.7% in July 2026). We will continue to actively promote the employment of people with disabilities, aiming to achieve the legally mandated employment rate at each headquarters of Sekisui House, Ltd. (non-consolidated) and the legally mandated hiring figures for each Group company.
　　As an example of our efforts to support the participation of employees with disabilities, since 2015, we have held annual diversity meet-and-greet events for employees with disabilities, their supervisors and colleagues to establish a network that transcends departmental boundaries, build relationships that facilitate mutual communication and consultation, and improve our work environments. In 2025, we held in person and online events on different dates based on the theme “Exploring Careers and Disability,” and a total of 275 employees attended. Following a keynote speech by an external lecturer, attendees took part in group discussions to exchange opinions on the theme, which provided them with an opportunity to gain new insights from one another’s perspectives.
　　We have participated in the Accessibility Consortium of Enterprises (ACE) since its establishment in 2013. ACE was established to create an employment model for individuals with disabilities that contributes to corporate growth and provides society with the human resources needed by companies. As of January 2025, a total of 32 major companies have joined ACE. We are developing a variety of activities, including awards for exemplary activities, inter-company collaboration activities, internships, and career seminars for school officials and students with disabilities.

The Sekisui House Group strives to create a corporate culture that encourages all employees, with their diverse characteristics, to accept one another regardless of differences, thereby allowing everyone to reach their full potential. This initiative paves the way for building a society where all individuals can feel secure and free to work in their own manner.
　　Since 2014, we have incorporated LGBTQ+-related themes into our annual Human Relations Training, continuing our education and discussions of the topic. In November 2019, a new system was established for registering opposite-sex common law marriages and same-sex partnerships, making these relationships eligible for benefits and protection under internal rules, equivalent to spouses in opposite-sex marriages. We additionally established a consultation desk exclusively for matters related to LGBTQ+. Furthermore, we hold regular seminars and events, and the number of allies who understand and support this community is increasing year by year. Our initiatives aimed at customers and suppliers include updating gender and spouse entry columns on forms as well as conducting training for rental brokerage sales and affiliated distributors.
　　In recognition of these efforts, we were certified as Silver in 2016 and 2017 by the PRIDE Index,^*21 and have maintained our Gold certification for eight consecutive years since 2018. Furthermore, for the last four consecutive years, we have also received the Rainbow Certification,^*22 which was added to the existing PRIDE Index in 2021.

Sekisui House previously adopted a mandatory retirement age of 60, along with a re-employment program for employees up to the age of 65. In April 2015, in order to enable individual employees to demonstrate their motivation and capabilities at a higher level and for a longer period, a mandatory retirement age of 65 was introduced at many Group companies. Furthermore, from April 2020, a re-employment program for employees aged 65 to 70 was implemented, supporting the continued active participation and contribution of senior employees.