In order to realize our management strategy, our Group aims to strengthen our organizational structure by expanding our recruitment channels and improving the accuracy of the recruiters in assessing the candidates and by securing competent personnel that fit in with our company culture as part of our human resource strategy in our third medium-term management plan.
In addition, in order to provide opportunities for a diverse range of people to participate actively, our Group recognizes the importance of promoting “Diversity and Inclusion of Knowledge and Experience” and “Promotion of Women’s Empowerment,” etc.

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Human Resources Data

The ideas of the diverse human resources within the Group are sources of innovation, which are its basis for sustainable growth. We believe that promoting diversity is an important management strategy.
To achieve growth, the Group needs to flexibly respond to the continued change of society and diverse values and create new value for the development of potential markets. To this end, we need to foster a workplace culture where we can take advantage of views and ideas that are a result of employee diversity in terms of their values, gender, generation, ethnicity, language, culture, disability, lifestyle, etc. and create an organizational structure that makes it possible to always generate ideas that are not bound by common sense or preconceived notions.
We strive to create opportunities and an environment where diverse human resources are able to demonstrate their personalities and abilities. Their positions and benefits are determined based on the fair evaluation of their roles, performance and abilities.

The Company considers creating an environment where women can maximize their abilities and play an active role as one of its key management priorities. As of December 31, 2025, women accounted for 33.5% of all employees, while women in management positions accounted for 4.3%. In addition, many female employees who have taken maternity or childcare leave have returned to work, achieving a balance between their professional and family responsibilities.
At the same time, further advancing women‘s empowerment requires not only improvements in the workplace environment, but also stronger growth opportunities and career support. To this end, the Company has structured its initiatives to promote women’s advancement into three phases: "Foundation Building," "Growth and Retention," and "Sustainable Growth," and its pursuing these initiatives from a long-term perspective.
Since 2025, the Company has moved into the "Growth and Retention“ phase and has been working to strengthen develop next-generation leaders, and further deepen awareness among of the management. Though these efforts, the Company is enhancing the effectiveness of its system for appointment, evaluation, and development.