Diversity, Equity & Inclusion

To create a work environment where female employees can actively thrive in leadership roles, we have formulated an Action Plan for Promoting Women’s Participation. This plan includes initiatives such as nurturing future managers and leaders, introducing systems that support diverse work styles, and enhancing our recruitment efforts to attract more women. Specifically, we offer targeted training programs for mid-career employees identified as potential candidates for higher positions, aiming to increase awareness and prepare them for career advancement. In October 2024 in Japan, these efforts are producing tangible results, with the appointment of two female Managers in the development divisions for the first time ever.
We also recognize that increasing the number of female engineers remains an ongoing challenge. To address this, we are encouraging female students to join our technical internships during recruitment activities and actively featuring female employees in company briefings and on our website to enhance visibility of career opportunities. As a result of these initiatives, the proportion of women in engineering roles among recent new graduate hires has been steadily increasing.

Composition of Managers (as of March 31, 2025)

	Male	Female	Total	Ratio of Females(%)
Japan	125	5	130	3.85
Overseas	68	33	101	32.7
Total	193	38	231	16.5

Shifting status of women’s active participation (at group companies in Japan)

Ratio of men and women by job type (EIZO unconsolidated, total positions) (as of March 31, 2025)

In adherence to the legal requirements of each country, we are committed to fair hiring practices and creating an inclusive, accessible, and supportive work environment for employees with disabilities. Individuals with disabilities play active roles across multiple disciplines, including manufacturing, development, and operations. We strive to provide workplace environments tailored to individual needs, and we encourage employees to pursue ongoing skill development to support their professional growth and success. Additionally, we actively engage in proactive recruitment initiatives, such as participating in joint job fairs targeting individuals with disabilities and offering internship programs, to enhance employment opportunities for all qualified candidates.

Number and Ratio of Employees with Disabilities (as of March 31, each fiscal year)

In April 2024, in Japan, we increased the mandatory retirement age from 60 to 65 to support the continuity and stability of our organization and operations. This adjustment facilitates the systematic transfer of valuable knowledge and expertise from experienced employees to the next generation. Additionally, we continue to evaluate employees beyond 60, ensuring an environment where capable and motivated individuals remain active and engaged, maintaining and enhancing employee motivation and development.