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

• 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

We have set targets for the percentage of female new graduate hires (50％ for administrative roles and 25％ or more for technical roles) and are working toward these goals. For new employees joining in fiscal 2025, we have achieved the targets of 50％ or higher for administrative roles and 25% or higher for technical roles. Additionally, in fiscal 2024, the achievement rate for paternity leave was 83％. We regularly hold in-house roundtable discussions on paternity leave, aiming to encourage male employees to take childcare leave. At Maxell, we will continue our efforts to promote diversity and inclusion in the future.

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.

Roundtable Discussion on Paternity Leave & Interviews with Female Managers

In fiscal 2024, we held roundtable discussion on paternity leave and conducted interviews with female managers. For the roundtable discussion, male employees who had taken paternity leave and their supervisors shared episodes from those times. We also held group discussions with younger employees who participated in the paternity leave roundtable discussion and newly appointed managers. These discussions focused on creating a workplace environment where men feel comfortable taking paternity leave, what support employees need from the company, and what individuals can do themselves. This provided an opportunity for managers, those who have taken paternity leave, and younger employees to consider these issues from their respective perspectives.
In the interviews with female managers, we interviewed Maxell's first female senior manager, discussing "what has changed and what has not changed before and after becoming a manager, career and goals during her early years, and how she balances work and personal life." This interview was shared with employees on the company intranet to provide insights into the career perspectives of female managers.
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.

D&I Award 2024 "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

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 April 2024, the employment rate of people with disabilities was 2.6％, 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 2025, took part in two working groups: "Young Women's Careers" and "LGBTQ." On May 15, 2025, in collaboration with 11 companies, we held the "Young Women's Career Design Forum: Let's Find Our Happy Careers 2025", targeting female employees in their 20s and 30s.This forum includes lectures by role models, question-and-answer sessions, and group activities where participants can interact with their peers from other companies. It is an opportunity to share concerns and anxieties and obtain career advice.
Additionally, on June 12, 2025, in collaboration with five companies, we held an LGBTQ lecture. This lecture was primarily aimed at HR personnel, D&I promotion officers, and internal consultation desk staff, and included a lecture on "Basic Knowledge of Sexual Minorities" and a panel discussion with two corporate employees who are members of the LGBTQ community.
Through the panel discussion, we discussed topics such as "What is LGBTQ?", "The struggles and conflicts faced by LGBTQ individuals," and "Important considerations for supporting sexual minorities" in a dialogue format.
* 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."

• Social | Sustainability