General Employer Action Plan Under the Act on the Promotion of Women’s Active Engagement in Professional Life

K’S HOLDINGS CORPORATION

The First Home Appliance/Electronics Retailer to Achieve L-boshi - Level 3 Accreditation!

In July 2017, we received the L-boshi accreditation^* from the Ibaraki Labour Bureau.
The Company met the standards in all categories, including recruitment, continued employment, working hours, management ratio, and diverse career paths, achieving the highest rank (Level 3 accreditation).

What is the L-boshi accreditation?
It is a system that certifies companies as excellent in promoting women's participation and advancement.

Status of Initiatives Related to L-boshi Accreditation (As of April 2024)

We have met all five accreditation criteria, including gender parity in recruitment and continued employment, and a higher percentage of women promoted to managerial positions compared to men.

(1) [Recruitment] Competitiveness ratio of male and female hires over the past three fiscal years:
Women: 2.88 × 0.8 < Men: 2.99
(2) [Continued Employment] Average length of continuous service by gender in the most recent fiscal year:
Women: 12.3 years / Men: 16.7 years = 0.73 ≧ 0.7
(3) [Work Hours and Working Style]
Total monthly overtime and holiday work hours are kept below 45 hours.
(4) [Management Ratio] Percentage of men and women promoted to section managers from one level below section manager over the past three fiscal years:
Women: 6.11 / Men: 5.75 = 1.06 > 0.8
(5)
[Diverse Career Paths] Initiatives implemented over the past three fiscal years:
- (i) Conversion from non-regular to regular employment: 5 people
- (ii)Transfers between employment categories to support women's career advancement: 2 people

The table below can be scrolled horizontally.

1. Planned Period	From Apr. 1, 2022 to Mar. 31, 2027
2. Targets	(i)Increase the percentage of female managers to 5.0% or more. (ii)Reduce the total average monthly overtime hours for regular employees by 10% compared to the results of the most recent fiscal year.
3. Initiatives	(i) April 2022 Reinforce awareness of comprehensive programs such as maternity leave, childcare leave, and reduced working hours through level-specific training. (Introducing role models, sharing real-life experiences, and providing relevant information) July 2022 - Begin review of training curriculum. November 2022 - Conduct training for both male and female candidates (to be held annually during the planned period). (Consider offering lectures by female managers, focusing on mindset transformation and skills development support.) (ii) April 2022 - Each month, check year-over-year changes (increases/decreases) for each month. Each month, track minor overtime (on the order of a few minutes) on a daily basis, and monitor how well supervisors are aware of this and if any reminders are being issued. (Promote the elimination of passive overtime and prolonged overtime.) Each month, conduct interviews or issue reminders to offices where the pace of overtime increases during the month.

Denkodo Co., Ltd.

L-boshi - Level 3 Accreditation

In August 2024, we received the L-boshi accreditation^* from the Miyagi Labour Bureau.
The Company met the standards in all categories, including recruitment, continued employment, working hours, management ratio, and diverse career paths, achieving the highest rank (Level 3 accreditation).

What is the L-boshi accreditation?
It is a system that certifies companies as excellent in promoting women's participation and advancement.

Status of Initiatives Related to L-boshi Accreditation (As of April 2024)

We have met all five accreditation criteria, including gender parity in recruitment and continued employment, and a higher percentage of women promoted to managerial positions compared to men.

(1)[Recruitment] Competitiveness ratio of male and female hires over the past three fiscal years:
Women: 2.07 × 0.8 < Men: 4.87
(2)[Continued Employment] The percentage of male and female workers hired 10 fiscal years ago and in the surrounding fiscal years who are still employed in the most recent fiscal year.
Women: 0.67 / Men: 0.81 = 0.83 > 0.8
(3)[Work Hours and Working Style]
Total monthly overtime and holiday work hours are kept below 45 hours.
(4)[Management Ratio] Percentage of men and women promoted to section managers from one level below section manager over the past three fiscal years:
Women: 0.2 / Men: 0.2 = 1.00 > 0.8
(5)
[Diverse Career Paths] Initiatives implemented over the past three fiscal years:
- (i) Conversion from non-regular to regular employment: 5 people
- (ii)Transfers between employment categories to support women's career advancement: 108 people

The table below can be scrolled horizontally.

1. Planned Period	April 1, 2022 to March 31, 2025
2. Targets	Increase the percentage of female employees in assistant manager-level positions and above from the current 5.1% to 15.0% or more. Maintain the current 100% childcare leave utilization rate for female employees, and increase the rate for male employees from the current 16.0% to 30.0% or more.
3. Initiatives	(i) Enhancing management awareness among managers May 2022 - Review the content of management training aimed at improving awareness of creating an environment where all employees, regardless of gender, can thrive and demonstrate their abilities, and fostering talent development. November 2022 - Conduct management training for managers. (ii) Career awareness reform for female employees May 2022 - Review the content of training aimed at reforming career awareness among female employees and fostering the development of female managers. September 2022 - Conduct career planning training for female employees. October 2022 - Provide model cases, career support, and share information about the success of female employees to encourage female employees to challenge various possibilities. (iii) Initiatives for mutual understanding of diverse work styles June 2022 - Review methods for raising awareness of comprehensive programs aimed at improving work-life balance, regardless of gender. October 2022 - Implement efforts to reintroduce comprehensive programs to enhance the achievement of work-life balance.

GIGAS CORPORATION

The table below can be scrolled horizontally.

1. Planned Period	From Apr. 1, 2024 to Mar. 31, 2027
2. Targets	(i)Ensure that the percentage of women hired through new graduate recruitment and mid-career recruitment is 30% or more. (ii) Work to create an environment where employees who wish to can utilize the existing support systems related to childcare, and maintain the following levels of childcare leave and related benefits during the planning period: Spousal childbirth leave utilization rate: 60% or more Male employees taking childcare leave: 5 or more Female employees' childcare leave utilization rate: 90% or more
3. Initiatives	(i) April 2024 - Communicate to job seekers via the company website, recruitment pages, and company briefings that we are working to create a long-term and more accommodating work environment, offering programs such as childcare leave, nursing care leave, reduced working hours for childcare, and general and clerical position system. (ii) April 2024 - Utilize the internal intranet and management training to raise awareness of these programs, while monitoring their usage. Additionally, improve the methods of communicating and promoting these programs to encourage greater utilization.

KANSAI K’S DENKI CO., LTD.

L-boshi - Level 2 Accreditation

In October 2024, we received the L-boshi accreditation^* from the Ibaraki Labour Bureau.
The company met the standards in all categories, including recruitment, continued employment, working hours, and management ratio, achieving level 2 accreditation.

What is the L-boshi accreditation?
It is a system that certifies companies as excellent in promoting women's participation and advancement.

Status of Initiatives Related to L-boshi Accreditation (As of April 2024)

We have met four accreditation criteria, including gender parity in recruitment and continued employment, and a higher percentage of women promoted to managerial positions compared to men.

(1)[Recruitment] Competitiveness ratio of male and female hires over the past three fiscal years:
Women: 3.28 × 0.8 < Men: 7.4
(2)[Continued Employment] The percentage of workers hired 10 fiscal years ago and in the surrounding fiscal years who are still employed.
Women: 0.5 / Men: 0.54 = 0.93 ≧ 0.8
(3)[Work Hours and Working Style]
Total monthly overtime and holiday work hours are kept below 45 hours.
(4)[Management Ratio] Percentage of men and women promoted to section managers from one level below section manager over the past three fiscal years:
Women: 0.29 / Men: 0.09 = 3.22 > 0.8
(5)
[Diverse Career Paths] Initiatives implemented over the past three fiscal years:
- (i)Conversion from non-regular to regular employment: 7 people
  ■ Improvement status
  Number of Converted: 1 person ⇒ 6 people ⇒ 7 people

The table below can be scrolled horizontally.

1. Planned Period	From Apr. 1, 2023 to Mar. 31, 2026
2. Targets, Initiatives, and Implementation Period	(i)Set a goal to maintain a rate of 40% or more for female hires in new graduate recruitment during the planned period. (ii)Set a goal to maintain a female childcare leave utilization rate of 90% or more and achieve a male childcare leave utilization rate of 30% or more during the planned period.
3. Initiatives	(i) April 2023 - Promote and highlight the success of working female employees. April 2023 - Utilize the Platinum Kurumin mark to showcase that the company provides a safe and supportive environment where women can work long-term with confidence. (ii) April 2023 - Promote awareness of the company’s programs related to childbirth and childcare using the Platinum Kurumin mark, highlighting a workplace where employees of any gender can continue to work long-term. Conduct harassment prevention training and implement measures to promote an environment where it is easier to take childcare leave.

1. Planned Period

From Apr. 1, 2023 to Mar. 31, 2026

2. Targets, Initiatives,
and Implementation Period

(i)Set a goal to maintain a rate of 40% or more for female hires in new graduate recruitment during the planned period.
(ii)Set a goal to maintain a female childcare leave utilization rate of 90% or more and achieve a male childcare leave utilization rate of 30% or more during the planned period.

3. Initiatives

(i)

April 2023 -

Promote and highlight the success of working female employees.

April 2023 -

Utilize the Platinum Kurumin mark to showcase that the company provides a safe and supportive environment where women can work long-term with confidence.
(ii)

April 2023 -

Promote awareness of the company’s programs related to childbirth and childcare using the Platinum Kurumin mark, highlighting a workplace where employees of any gender can continue to work long-term.

Conduct harassment prevention training and implement measures to promote an environment where it is easier to take childcare leave.

BIG･S CO., LTD.

The table below can be scrolled horizontally.

1. Planned Period	April 1, 2024 to March 31, 2026
2. Targets	(i)Set a goal of ensuring that more than 40% of new graduate hires are women. (ii)To achieve work-life balance, we aim to keep the average total number of overtime and holiday work hours below 40 hours per month in the most recent fiscal year, with the goal of reducing it compared to the previous year's results.
3. Initiatives	(i) April 2024 - Promote female participation in joint job fairs, company briefings, and as interviewers. April 2024 - Promote the fact that we provide a work environment that is supportive for women, including the acquisition of the Platinum Kurumin mark. September 2024 - Communicate and raise awareness about the company's robust evaluation system and career advancement programs through meetings and training sessions. (ii) April 2024 - Provide monthly feedback on results to each store for awareness and education. April 2024 - For individuals or departments with high overtime hours, investigate the causes and provide guidance on reducing them.

Hokuetsu K’s CO., LTD.

L-boshi - Level 3 Accreditation

In December 2022, we received the L-boshi accreditation^* from the Niigata Labour Bureau.
The Company met the standards in all categories, including recruitment, continued employment, working hours, management ratio, and diverse career paths, achieving the highest rank (Level 3 accreditation).

What is the L-boshi accreditation?
It is a system that certifies companies as excellent in promoting women's participation and advancement.

Status of Initiatives Related to L-boshi Accreditation (As of April 2024)

We have met all five accreditation criteria, including gender parity in recruitment and continued employment, and a higher percentage of women promoted to managerial positions compared to men.

(1) [Recruitment] Competitiveness ratio of male and female hires over the past three fiscal years:
Women: 2.06 × 0.8 < Men: 2.70
(2)[Continued Employment] The percentage of male and female workers hired 10 fiscal years ago and in the surrounding fiscal years who are still employed in the most recent fiscal year.
Women: 0.86 / Men: 0.54 = 1.59 > 0.8
(3)[Work Hours and Working Style]
Total monthly overtime and holiday work hours are kept below 45 hours.
(4)[Management Ratio] Percentage of men and women promoted to section managers from one level below section manager over the past three fiscal years:
Women: 0.33 / Men: 0.07 = 4.71 > 0.8
(5)
[Diverse Career Paths] Initiatives implemented over the past three fiscal years:
- (i)Conversion from non-regular to regular employment: 2 people
- (ii)Transfers between employment categories to support women's career advancement: 27 people

The table below can be scrolled horizontally.

1. Planned Period	April 1, 2022 to March 31, 2025
2. Issues	(i)There are few female applicants in new graduate recruitment, resulting in a low number of female hires. (ii)Few male employees take childcare leave.
3. Targets	(i)Ensure that the percentage of women hired through new graduate recruitment is 30% or more. (ii)Achieve a childcare leave utilization rate of 20% or more for male employees and 90% or more for female employees.
4. Initiatives	(i) April 2022 - Promote the company as a workplace where women can thrive during corporate guidance sessions and company briefings (continued during the recruitment period). (ii) April 2022 - Work to create an environment where employees who wish to can utilize support systems related to childcare.

KYUSHU K’S DENKI CORPORATION

L-boshi - Level 2 Accreditation

In December 2022, we received the L-boshi accreditation^* from the Ibaraki Labour Bureau.
The company met the standards in all categories, including recruitment, continued employment, working hours, and management ratio, achieving level 2 accreditation.

What is the L-boshi accreditation?
It is a system that certifies companies as excellent in promoting women's participation and advancement.

Status of Initiatives Related to L-boshi Accreditation (As of April 2024)

We have met four accreditation criteria, including gender parity in recruitment and continued employment, and a higher percentage of women promoted to managerial positions compared to men.

(1)[Recruitment] Competitiveness ratio of male and female hires over the past three fiscal years:
Women: 1.87 × 0.8 < Men: 2.73
(2)[Continued Employment] The percentage of workers hired 10 fiscal years ago and in the surrounding fiscal years who are still employed.
Women: 0.63 / Men: 0.75 = 0.84 ≧ 0.8
(3)[Work Hours and Working Style]
Total monthly overtime and holiday work hours are kept below 45 hours.
(4)[Management Ratio] Percentage of men and women promoted to section managers from one level below section manager over the past three fiscal years:
Women: 0.17 / Men: 0.14 = 1.21 > 0.8
(5)
[Diverse Career Paths] Initiatives implemented over the past three fiscal years:
- (i)Conversion from non-regular to regular employment: 5 people
  ■ Improvement status
  FY2021: 1 person ⇒ FY2022: 4 people ⇒ FY2023: 5 people

The table below can be scrolled horizontally.

1. Planned Period	April 1, 2024 to March 31, 2026
2. Targets	(i)Set a goal to maintain a rate of 40% or more for female hires in new graduate recruitment during the planned period. (ii)Set a goal to reduce the total average monthly overtime hours for regular employees by 10% compared to the results of the most recent fiscal year.
3. Initiatives	(i) April 2024 Promote the fact that we provide a work environment where women can thrive by involving women in company briefings (continued during the recruitment period). April 2024 Promote the fact that we provide a work environment that is supportive for women, including the acquisition of the Platinum Kurumin and L-boshi mark. (ii) April 2024 Each month, check year-over-year changes (increases/decreases) for each month. Each month, track minor overtime (on the order of a few minutes) on a daily basis, and monitor how well supervisors are aware of this and if any reminders are being issued. (Promote the elimination of passive overtime and prolonged overtime.) Each month, conduct interviews or issue reminders to offices where the pace of overtime increases during the month.

K’S DENKI TECHNICAL SUPPORT CORPORATION

The table below can be scrolled horizontally.

1. Planned Period	April 1, 2024 to March 31, 2026
2. Targets	(i)During the planned period, ensure that at least one male and one female employee each take childcare leave. (ii)During the planned period, achieve a target of having three or more female managers.
3. Initiatives	(i) April 2024 Use internal infrastructure to reintroduce the childcare leave system to all employees. Create and distribute brochures about the childcare leave system to prospective candidates to raise awareness. (ii) September 2024 - Implement training programs aimed at developing female employees who are on the path to managerial positions.

K’S CAREER STAFF CORPORATION

The table below can be scrolled horizontally.

1. Planned Period	April 1, 2022 to March 31, 2025
2. Targets	Increase the percentage of female hires to 40% or more.
3. Initiatives	April 2022 - During interviews, emphasize the company’s commitment to creating a supportive work environment, including childcare and nursing care leave, and reduced working hours for childcare. April 2023 - Promote on the job listing page that the environment allows women to thrive.

General Employer Action Plan Under the Act on the Promotion of Women’s Active Engagement in Professional Life

K’s Denki Group Common Target

Action Plan for Each Group Company

K’S HOLDINGS CORPORATION

Status of Initiatives Related to L-boshi Accreditation (As of April 2024)

Denkodo Co., Ltd.

Status of Initiatives Related to L-boshi Accreditation (As of April 2024)

GIGAS CORPORATION

KANSAI K’S DENKI CO., LTD.

Status of Initiatives Related to L-boshi Accreditation (As of April 2024)

BIG･S CO., LTD.

Hokuetsu K’s CO., LTD.

Status of Initiatives Related to L-boshi Accreditation (As of April 2024)

KYUSHU K’S DENKI CORPORATION

Status of Initiatives Related to L-boshi Accreditation (As of April 2024)

K’S DENKI TECHNICAL SUPPORT CORPORATION

K’S CAREER STAFF CORPORATION

Sustainability