Society (Personnel Data)

1. Figures for previous fiscal years have been restated following changes in the calculation method of the number of persons including medical professional instituted in FY2022.
2. Figures are as of June 1 of each fiscal year.
3. Figures are as of April 1 of subsequent fiscal year. The calculation method has been changed from fiscal year 2022, and figures from previous years have also been restated accordingly."
4. Items subject to calculation of the gender wage gap: Monthly salary (base pay, adjustment pay, secondment allowance, separate living allowance, teleworking allowance, overtime work allowance, late-night premium allowance for managers), bonus
   Reason for gap: Our remuneration system is based on the principles of “Pay for job, Pay for performance”. Accordingly, employees at the same job grade—with equivalent roles and responsibilities—receive equal pay regardless of gender. The main factor behind the gender wage gap is the lower proportion of women in management positions compared with men, resulting in fewer female managers overall. This reflects the fact that, historically, the Company had two career tracks at the time of hiring, and many female employees were in the administrative track, which in principle did not require relocation. Employees in this track primarily handled administrative work and supported employees in the professional track. In 2022, we integrated these tracks and transitioned to a system enabling employees to build their careers more flexibly based on their individual skills, capabilities, and aspirations. As a result, an increasing number of employees from the former administrative track are being promoted to management positions. As the number of female managers rises, we expect the gender wage gap to steadily narrow.