Structure

A secretariat for the M-Wing, which is a diversity and inclusion promotion project, has been established within the Human Resources and General Affairs Department.

Goals

• Ratio of female managers: 10%
• Recruitment ratio of new female graduates: 50％ or higher for administrative jobs, 25％ or higher for engineering jobs
• Promotion of paternity leave acquisition: 100％

Performance

In Maxell, Ltd.'s new graduate recruitment, The company has been actively sharing the career paths of its female employees and promoting its support programs through its recruitment website. Additionally, involving female engineers in its recruiting team has led to successful results. For the three-year period from fiscal 2024 to the April 2026 intake, the average percentage of women among new hires reached 66.7% in administrative and sales roles and 30.2% in technical roles, meeting the company's targets.
Regarding paternity leave, the company has achieved a 100% utilization rate in fiscal 2025. This was made possible through proactive initiatives, including individual briefings for eligible employees, direct encouragement to take leave, and extensive internal awareness campaigns via company bulletin boards. Maxell remains committed to further promoting diversity and inclusion through continuous initiatives.

Activities

Diversity Promotion Project "M-Wing"

At Maxell, we emphasize diversity and inclusion and aim to enhance organizational problem-solving capabilities, creativity, and flexibility by harnessing personnel with differing values, sensibilities, and experience. Our diversity promotion project, "M-Wing," was launched in 2013 as a project to promote women's empowerment and has now expanded its activities to encompass diversity in general.
The M-Wing project's policy has been redefined from "creating a workplace and organization where everyone can work energetically" to "creating a workplace and organization where diverse challenges are mutually supported." In fiscal 2025 and beyond, we will continue to foster diversity by sharing employees' challenge stories through a relay column featuring female managers and by holding discussions to create opportunities for employees to support each other.

Networking events for Mid-career Employee & Interviews with Female Managers

The mid-career employee networking events were launched in response to a significant increase in our experienced hires, which has grown approximately fivefold over the past two to three years. These events, held over lunch in the company cafeteria, provided a valuable opportunity for new team members to connect. Participants shared perspectives unique to mid-career hires―ranging from their reasons for joining the company and future aspirations to recognition of Maxell's specific internal rules―while discussing shared experiences and challenges in a supportive environment.
We also conducted interviews with our female senior managers, focusing on topics such as "what changed and what stayed the same after taking on managerial roles, their career paths and goals in early years, and how they maintain a work-life balance." These interviews were shared on our internal intranet to provide all employees with deeper insights into the career perspectives of women in leadership positions.

D&I Award 2025 "Advanced" Certification

Fostering Culture

Maxell is committed to cultivating a culture of diversity and inclusion through various initiatives to widely disseminate the concept of diversity and inclusion among the employees.

Initiatives for Fostering Culture

1. 1.Top messages on diversity promotion.
2. 2.Creating a poster to promote diversity.
3. 3.Posting articles on the company intranet site, such as roundtable discussions about childcare leave and interviews with female managers.
4. 4.Promoting awareness of Color Universal Design (CUD).

Creating a Workplace for People with Disabilities

Since December 2022, four individuals with disabilities have been working as employees of Maxell at the "Trysulu Mirai Farm" in Kurashiki City, Okayama Prefecture, focusing on herb cultivation. Each herb variety has an assigned person in charge, and they are diligently working to cultivate the plants while continuously experimenting to ensure stable harvests. After harvesting, the herbs are processed into herbal tea and distributed in the break room of the Kyoto office, where they are well-received by employees.

At the Kawasaki Works, we promote "Creating a Workplace where People with Disabilities can Thrive." Since July 2015, we have established a welfare workshop (abbreviated as CW: Community Workshop) within the General Affairs Section, starting full-scale operations of a workplace for people with disabilities. Currently, this CW operates with four staff members and eight employees with disabilities. Instead of limiting themselves by thinking, "I am disabled," they express a desire to contribute to the company and bring benefits, engaging in tasks such as recycling butyl tape scraps, serving supplementary materials, and maintaining the internal environment, continuously taking on new challenges.

Employment of People with Disabilities

As of the end of March 2025, the employment rate of people with disabilities was 2.7％, meeting the legally mandated employment rate.

Participation in the Diversity West Japan Study Group

Maxell belongs to the Diversity West Japan Study Group and, in 2026, took part in two working groups: "Development of Female Managers" and "LGBTQ." On May 28, 2026, in collaboration with 21 companies, we held an LGBTQ lecture. This event included a screening of the film "Until the Day I Call You My Son" for employees of participating companies, followed by a talk session featuring the film's director and lead actor, as well as group discussions among participants. It serves as an opportunity for participants to deepen their understanding of topics such as "What is LGBTQ?", "The struggles and conflicts faced by LGBTQ individuals," and "What actions can we take starting tomorrow?" through discussions with one another.
Additionally, on June 19, 2026, in collaboration with 14 companies, we held the "Career Design Forum by Female Managers" for female employees. This forum included a panel discussion by female managers and roundtable sessions where participants could interact with role models and employees from other companies who are promoting women's empowerment. It provided an opportunity to exchange views on balancing life events such as childbirth and childcare with work, as well as to gain insights into diverse career paths and values.
* Diversity West Japan Study Group: A broad network established in April 2004 for companies and organizations in the Kansai region to share knowledge and experiences and gain practical learning on themes such as "Utilizing Diversity" and "Work-Life Balance."

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