DE＆I

We believe that an environment in which people with diverse values and experiences respect one another forms the foundation for enhancing organizational creativity and competitiveness. To promote diversity and build a resilient organization capable of adapting to change, we have established the following policies for our operations in Japan.

①Improve work-life balance
We are committed to creating an environment where employees can balance work with personal responsibilities such as childcare and eldercare while pursuing their careers and challenging roles.

②Expand opportunities for active participation
We provide development opportunities for all employees, regardless of gender, age, job category, disability, or nationality, encouraging proactive challenges and enabling them to maximize their potential.

③Diversify recruitment practices
We will continue to promote women to executive positions and hire experienced mid-career professionals, further advancing workforce diversity to enhance our value as a global corporation.

④Support new employees through OJT instructors
We have introduced an On-the-Job Training (OJT) instructor system to help new hires make a smooth transition from student life to the workforce. Through dialogue with their instructors, they gain clear insight into professional expectations, laying the foundation for long-term engagement and retention.

We are committed to creating a workplace where women can thrive, with a focus on increasing the number of women in managerial roles and on the main career track. To promote diverse and flexible work styles, we set a target in April 2022 to achieve a paid leave utilization rate of 70% or higher. We introduced an hourly paid leave system in April 2023 and implemented a flextime system in October 2024, enabling employees to better balance work with childcare, eldercare, and other personal responsibilities. In addition, we are committed to promoting the employment of persons with disabilities by continuously improving the work environment and expanding job opportunities.

・Targets and Results

Item	Company Name	Target	Result（FY24）
Ratio of women in managerial positions	KPP Group Holdings	－	16.7%
	Kokusai Pulp & Paper	－	3.3%
Ratio of women on the main career track	KPP Group Holdings	More than 11%	30.3%
	Kokusai Pulp & Paper	More than 11%	15.4%
Ratio of women among main career-track hires	KPP Group Holdings	Ensure at least 30%	0%
	Kokusai Pulp & Paper	Ensure at least 30%	60.8%
Gender wage gap	KPP Group Holdings	－	69.3%
	Kokusai Pulp & Paper	－	60.6%
Hiring rate of persons with disabilities	KPP Group Holdings	－	5.4%
	Kokusai Pulp & Paper	－	2.3%

※The ratio of women on the main career track and the ratio of women among main career-track hires do not include rehired employees.
※The gender wage gap includes full-time employees (excluding dispatched workers), as well as post-retirement employees and fixed-term contract employees.

・Telework
We have established detailed telework guidelines that enable all employees to work remotely based on their workplace and job requirements. Under this system, employees may opt every six months to become designated teleworkers, whose in-office days are limited to a maximum of eight per month in principle. During the fiscal year ended March 2025, a total of 105 employees utilized this option.