HIMACS has implemented a variety of initiatives to create a workplace where employees can thrive regardless of gender and balance work and family responsibilities, including leave programs and reduced-hours arrangements.

At the same time, we recognize that the Company needs to strengthen its support for promoting women to management positions, including training to raise awareness. Going forward, we will continue working to create an environment in which female employees can play an even more active role.

For new graduate hires, we have aimed to maintain a female hiring ratio of approximately 35% over the past five years and plan to continue this approach.

Our principal initiatives to enhance the workplace environment are outlined below.

• Held roundtable discussions with female senior employees and experts to promote awareness reform among female employees.
• Continued to focus on addressing workplace challenges, including enhancing the workplace environment and expanding Company support to help employees balance childcare and work responsibilities.

(As of March 31, 2026)

HIMACS is committed not only to encouraging employees to take childcare leave, but also to expanding initiatives that help them balance work and childcare responsibilities in ways that support their career development.

As a result of childcare-related programs implemented in accordance with action plans established under the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on the Promotion of Women’s Active Engagement in Professional Life, as well as efforts to raise employee awareness, the childcare leave utilization rate among female employees has reached 100%. Male employees have also taken childcare leave.

We also conduct pre- and post-return-to-work interviews to support career development during child-rearing years.

• Obtained Kurumin Certification
• Obtained Kanagawa Prefecture Certification as a Childcare Support Company
• Childcare Leave Program for male employees
• Subsidies for sick-child and convalescent-child care services

As part of our efforts to create a workplace where employees can continue working with peace of mind, HIMACS has strengthened support for employees with caregiving responsibilities. In addition to annual paid leave, we have established caregiving-related programs, including an accumulated leave system for medical and caregiving needs, allowing employees to use previously expired annual paid leave that has been carried forward.

We also provide employees with information on caregiving, including basic guidance and FAQs, through our internal website.

• Kanagawa Support Care Company Certification
• Caregiving training by external instructors
• Regular caregiving café sessions
• Caregiving leave
• Accumulated leave (up to 40 days)

As part of our efforts to support new ways of working, we have introduced a Work-from-Home Program. By ensuring security and establishing an environment equipped with internal communication tools and a range of web conferencing tools, we are enabling more flexible working arrangements.

Through these efforts, we aim to improve operational efficiency and productivity, reduce commuting and travel-related costs, and help disperse risk in the event of disasters and other emergencies.

Guided by its corporate culture of valuing people, HIMACS promotes the creation of a healthy workplace through a wide range of initiatives, including regular health checkups and follow-up examinations, mental health support, measures to address long working hours, improvements to the workplace environment, and programs to enhance health literacy.

HIMACS has established a diverse career path framework that enables employees to leverage their individual strengths and develop specialized expertise, and we continue to enhance this framework.

We also provide detailed training curricula tailored to each job category and position level, with courses available online. In addition, we support employees’ ongoing learning through an internal recognition program for acquiring key professional qualifications, including the Information Technology Engineers Examination.

Our purpose is to enhance our customers’ competitiveness and contribute to the advancement of the information society by providing high-value-added solutions that help realize their business strategies. To achieve this, HIMACS continues to invest in both people and technology.

Currently, we are placing particular emphasis on strengthening our internal training programs for project leader (PL) development and development capability training, including quality management. We also encourage employees to obtain professional certifications, including those under the Information Technology Engineers Examination system.

In addition, demand for Digital Transformation (DX)-related investment is expected to grow as companies adopt advanced digital technologies such as IoT, AI, and big data to create new products, services, and business models.

To develop DX-related engineers, we encourage employees to obtain AWS-related certifications for cloud-based development, Scrum Master certification to support agile development, and Certified Kubernetes Application Developer (CKAD) certification to support microservices architecture.

HIMACS has obtained certification for our Quality Management System (QMS), a framework for continuous improvement in service quality. We are also working to enhance productivity by standardizing internal processes to ensure quality across quality management, development processes, and progress management, and establishing them as company-wide methodologies. Through these efforts, we are better able to focus on each customer’s specific needs, which we believe leads to higher customer satisfaction.

Industry-Academia Collaboration

To help develop the next generation of IT professionals, promote understanding of information technology, and provide guidance on research and development, HIMACS collaborates with participating universities to offer the following forms of support.

Endowed Lectures

We provide educational programs designed to help students seeking employment learn about future ways of working and the practical career skills they will need.

Internship Program

Through our internship program, we provide students with firsthand experience of our work and corporate culture. By fostering mutual understanding, we aim to support their success after joining the Company and secure future talent who can make an immediate contribution.

Internship programs offered:
• Summer internship (Session 1): Two-week program
• Summer internship (Session 2): Five-day program
• Occasional internship: One-day program

HIMACS employees participate in a professional community of CITP® holders established to help develop advanced IT talent, as proposed by the Ministry of Economy, Trade and Industry’s Industrial Structure Council and other bodies.

Through interaction and collaboration among CITPs, the community works to help improve the quality of IT, make public policy recommendations, participate in external councils and committees, and contribute to society through activities such as human resource development in the information technology field and community-based initiatives.

*CITP® (Certified IT Professional) is based on Japan’s widely adopted IT Skill Standard (ITSS), which defines seven levels of competency for IT professionals. CITP certification is intended for advanced engineers at Level 4 or above.

CITP Community
IPSJ Certified Information Technology Professional (CITP) Program
IPSJ CITP Forum

Reducing Food Waste

To help reduce food waste, we participate in initiatives that distribute food that is still edible but no longer needed and would otherwise be discarded. As part of these efforts, we donate a portion of the Company’s emergency food supplies to individuals and organizations in need.

Food Bank Yokohama
Food Bank Kanagawa

Participation in Community Clean-up Activities

The Yokohama Santa Project is a community outreach initiative in which participants dress as Santa Claus to bring smiles to Yokohama.

HIMACS employees participate in volunteer activities as “Clean-up Santas,” helping to clean the Yokohama Minato Mirai district. We support our employees’ voluntary community involvement and remain committed to contributing to the local community on an ongoing basis.

As a token of appreciation for the continued support of our shareholders, and to enhance the attractiveness of investing in HIMACS shares while encouraging shareholders to hold them over the medium to long term, we have introduced a shareholder benefit program that provides benefits once a year based on the number of shares held.

The QUO Cards presented under this program include a donation to the Green Fund of the National Land Afforestation Promotion Organization.

The Green Fund is a nationwide fundraising initiative conducted under the Act on Advancement of Forest Maintenance Backed by the Green Fund. It supports public activities related to forest maintenance, greening initiatives, and international cooperation in these fields.