Social Initiatives | Hochiki Europe

Respect for Human Rights

Based on the HOCHIKI Group Human Rights Policy, HOCHIKI Group regards respect for human rights as a fundamental principle in all business activities. Respect for human rights is a key material issue in the HOCHIKI Group’s sustainability efforts and forms the foundation of sound and sustainable business operations.

This concept is shared by management, all board members and employees, and is recognised as a responsibility that must be put into practice. In daily business activities, each employee should respect human rights, prevent discrimination and harassment, and foster mutual respect, which helps sustain a sound working environment and forms the foundation of trust with business partners and local communities.

HOCHIKI Group continues to implement training and awareness initiatives based on the HOCHIKI Group Human Rights Policy so that all employees, including board members, full-time and contract employees, can deepen their understanding of human rights and act proactively. We will continue to address changes in the social environment and new challenges appropriately, strengthen our human rights initiatives, and work toward sustainable business operations.

Hochiki Human Rights Policy

We promote initiatives for resource conservation to ensure the effective use of finite resources, reduce environmental impacts, and support the realization of a sound material-cycle society. Along with optimising product design and production processes, we will promote recycling to reduce waste and make effective use of water resources, aiming to balance business activities with environmental conservation and help realize a sustainable society.

Hajime Hosoi
Representative Director, President and CEO
HOCHIKI Corporation
Established October 1, 2025

Our management philosophy is to provide "Safety for All," "Quality & Value," and "Community Welfare," and respecting human rights is critical to realising this philosophy. The HOCHIKI Group Human Rights Policy is a policy on our efforts to respect human rights.
The Policy applies to all HOCHIKI Group executives and employees (all employees including executives, full-time employees, contract employees, and so forth).
We will encourage our business partners and other related parties that we can influence through our business activities to advance measures that align with the Policy.
We respect the internationally recognised human rights prescribed in the International Bill of Human Rights (the Universal Declaration of Human Rights, International Covenants on Human Rights) and the International Labor Organization (ILO)'s Declaration on Fundamental Principles and Rights at Work. We will conduct our business activities according to the United Nations Guiding Principles on Business and Human Rights.
We will comply with the laws and regulations of the countries and regions where we conduct our business activities. In cases where these laws and regulations conflict with international human rights principles, we will seek ways to respect the latter.
We respect the human rights of all executives and employees, customers, local community members, business partners, and all other stakeholders, including those in socially vulnerable positions. We forbid all discrimination, forced labour, child labour, inhumane treatment and the like, and will ensure appropriate working conditions and environments, including freedom of association, pay, working hours, and safety management. We will provide safe products and services and properly disclose information to our customers, and work to coexist with the local community, taking into account the impacts our business activities may have on its members. We do not tolerate threats, attacks, or other intimidating conduct against people and groups working to protect the human rights prescribed by international standards.

Framework

As part of its efforts to respect human rights, the HOCHIKI Group has established a Human Rights Promotion Subcommittee to discuss relevant issues and policies and to plan and implement countermeasures. Human rights priority issues identified by the Human Rights Promotion Subcommittee, as well as proposed preventive and mitigation measures, are discussed by the Sustainability Strategy Committee and subsequently reported to the Board of Directors. The Human Resources Department is primarily responsible for both day-to-day human rights responses and the administration of Human Rights Promotion Subcommittee.

Identification of Human Rights Issues

Taking into account its business characteristics, Hochiki has identified the following as material human rights issues. In the human rights, risk map, the red points indicate the prioritised issues identified.

Prioritised Issues	Stakeholder Groups Exposed to Risk
Excessive work hours	Hochiki employees
Mental health	Hochiki employees
Occupational incidents	Hochiki employees and partner contractors
Labour issues in the supply chain	Partner contractors and supply chain
Child and forced labour	Hochiki employees and partner contractors

Issues were identified through the following process.

Evaluation method: The Human Rights Promotion Subcommitee, with the assistance of external experts, evaulated the severity and likelihood of potential human rights issues. In addition, high-risk issues were identified by considering industry and company characteristics as well as the results of employee surveys.
Approval (orgnaisation decision): Under the sustainability governance structure, proposals from the Human Rights Steering Subcommitee were reviewed by the ESG Management Subcommitee, forwarded to the Sustainability Strategy Commitee,a nd reported to the Board of Directors for approval.

We will continously promote initiatics to address the identified issues and will review and revise them periodically and as needed.

Initiatives on Human Rights Risks

Human Rights Training

Hochiki provides human rights training for all employees based on the HOCHIKI Group Human Rights Policy, in order to help them understand the growing importance of human rights in modern business and acquire basic knowledge of human rights.

Initiatives to Eliminate Long Working Hours

Please visit "Initiatives to eliminate long working hours" section of this page.

Initiatives to Improve Mental Health

Please visit "Health and Safety" section of this page.

Initiatives to Reduce Occupational Accidents

We continue to promote a safe and healthy workplace by thoroughly analyzing the causes of occupational accidents and implementing preventive measures, while ensuring that all employees are informed.

Initiatives to Adress Labor Issues in Supply Chain

Hochiki has established the Hochiki Procurement Policy, complies with relevant laws and regulations in Japan and overseas in all procurement transactions, and works with suppliers to ensure understanding and implementation of its principles.

Initiatives to Prevent Child Labour

To prevent child labor, Hochiki confirms the age of candidates during the hiring process.

Initiatives to Prevent Forced Labour

To prevent forced labor, Hochiki ensures that employment terms are clearly presented and agreed upon with candidates during the hiring process.

Risk Management and Compliance Education

Hochiki regularly provides Risk Management and Compliance Training, including harassment-related topics, to managers and supervisors across the Company and domestic group companies, with the aim of ensuring understanding of key considerations in risk management and compliance governance and of preventing issues and minimizing risks in normal operations. The training program covers harassment-related topics.

Harassment Reporting Hot-Line and Whistleblower Program

Hochiki has set up the Hochiki Hot-line system to ensure the early identification and swift resolution of compliance issues, including bullying and harassment. We ensure the anonymity of whistleblowers and the confidentiality of information, and provide robust protection so that they do not suffer any disadvantage as a result of reporting. Reported cases are appropriately investigated, addressed through corrective actions, and followed up by the Company to maintain a healthy workplace environment.

Human Capital Management

The HOCHIKI Group’s most valuable asset is its people. The growth of our people drives the growth of the company, and the company’s growth, in turn, creates new opportunities for challenge and learning. We believe that sustaining this cycle is the source of our competitiveness.

Anchored in our Values of Integrity, Passion & Challenge, and Teamwork, we are fostering a workplace where employees worldwide can thrive and fully leverage their personalities and abilities. By unlocking the value of our human capital, we will respect individuals and teams and actively invest in our people to build "ONE HOCHIKI" underpinned by high principles and strong mutual trust.

Talent Development

We are building a training system that fosters autonomy and growth.
Guided by our MVV, we have established talent requirement definitions, identified the skills and capabilities required at Hochiki, and developed a learning map structured by career stage and job category. We have integrated this information into our internal portal, making it easy for anyone to access the necessary resources and learn independently.

In addition, by introducing e-learning and establishing a system that supports self-learning, we are creating an environment where each employee can take ownership of their career and embrace new challenges.
We drive continuous development and maximize employee potential through level-based training programs tailored to each stage of growth. Starting with onboarding training, we offer milestone-based programs in the 2nd, 3rd, and 6th years, along with post-promotion and management training, to help employees develop business skills suited to their roles and expectations.

Furthermore, we provide company-wide training on compliance, information security, digital transformation, and DE&I to strengthen our foundational capabilities as a company. Each training program is tailored to address specific challenges and required skills, helping employees to take initiative in their learning and drive further growth and performance.
To enhance the expertise of each department, we provide specialized technical training led by each department. Based on the talent requirement definitions and learning map established within our training framework, we systematically organize the knowledge and technical skills required for each role and job function, and have put in place a system that enables all employees to acquire a consistent level of skills. This enables us to foster the growth of each employee into a professional who can perform stably and effectively in their work environment.

Talent Acquisition

New Graduate Recruitment

Through a range of recruitment events, we offer opportunities for candidates to gain a deeper understanding of our business and workplace environment. We place importance on mutual understanding through hands-on experience, which helps prevent post-hire mismatches and secure highly motivated talent.

Experienced Talent Recruitment

We actively recruit job-ready professionals with specialised expertise and experience. New hires benefit from onboarding training and OJT within a support system designed to promote smooth integration and a confident start to their careers. We embrace talent from diverse backgrounds and strive to harness their strengths to contribute to the growth of the organisation.

Diversity and Inclusion Initiatives

We ensure fair and transparent hiring practices regardless of gender, age, nationality, or educational background. By embracing diverse values, we are creating an environment where employees from different backgrounds can thrive and advancing an organization that generates innovation.

Creating a Better Working Environment

We have adopted an evaluation system that emphasizes both behaviors based on our Action Guidelines and objective-based performance management aligned with our management policy. In the behavioural evaluations, we assess the degree to which employees demonstrate Integrity, Passion & Challenge, and Teamwork, while in objective-based performance evaluations, we translate our management policy into individual objectives and evaluate the level of achievement against those goals. This ensures alignment between company policy and individual goals, creating an environment that encourages challenge and growth.
We regularly conduct engagement surveys to understand employee sentiment and identify issues related to the workplace environment. Based on the analysis results, we develop and implement initiatives to foster a rewarding workplace environment.
We regularly conduct engagement surveys to understand employee sentiment and identify issues related to the workplace environment. Based on the analysis results, we develop and implement initiatives to foster a rewarding workplace environment.
We conduct regular one-on-one meetings with all employees.
Through conversations covering a wide range of topics, from day-to-day operational challenges to future career plans, we carefully listen to each employee’s voice. We reflect these voices to drive workplace improvements and organizational development, creating an environment that enables growth for employees and the company.
In accordance with applicable laws and regulations, we comply with minimum wage requirements and are committed to maintaining a sound and equitable working environment by properly managing working hours, ensuring health and safety, and providing fair treatment.

These efforts serve as a key foundation for achieving the HOCHIKI Group’s management philosophy of "Safety for All", "Quality & Value", "Community Welfare", and reflect our fundamental commitment as a company that respects human rights.

Diversity, Equity, and Inclusion

The HOCHIKI Group is home to employees with a wide range of backgrounds and personalities who thrive and actively contribute across the organisation.

An environment that embraces diverse values and ideas and fosters mutual respect is essential for employees to continuously maximise their potential. The energy and creativity generated from this environment form the source of the HOCHIKI Group’s competitive strength.
The Group advances Diversity, Equity & Inclusion (DE&I) initiatives across all operations to continuously create an environment where all individuals are respected, recognised by one another, and united in their work.

Group Diversity, Equity and Inclusion Statement

Creating an Environment Where Everyone Can Flourish

We are cultivating a workplace culture where people from diverse backgrounds recognize one another’s differences and make the most of their strengths. We do not tolerate discrimination on the basis of gender, nationality, disability, values, age, gender identity, or sexual orientation, and strive to build a culture in which differences are embraced and respected, enabling all employees to fully demonstrate their abilities in a safe and supportive workplace.

At Hochiki, we have defined five principles for fostering pyschological safety.
- Careful Listening - listen to others' opinions all the way through
- Embracing - accept others' opinions without denying them
- Constructive - if you disagree, considering propsing an alternative
- Straightforward - be concise and avoid overtalking
- Respect - show mutual respect regardless of job title or position
We are committed to promoting women’s empowerment by fostering a workplace environment and corporate culture where they can continue to thrive. We support women’s career development through self-motivation seminars for women, panel discussions led by female executives and managers, International Women’s Day-related events, the direct dialogues with female employees hosted by the CEO, etc.
With a high percentage of male employees, we are encouraging them to take childcare leave. We help employees balance work and childcare through parent roundtables, working mother discussion sessions, distribution of maternity and childcare leave guides for both managers and employees, and promotion of short-time work program.
To support employees in balancing work and caregiving, we issue caregiving program guides such as the "Reassuring Quick Guide for New Caregivers," and by holding caregiving-related seminars, including "Work-caregiving Balance Seminars." We work to ensure employees can continue working with peace of mind by providing timely information and promoting awareness and understanding.
We updated our reemployment program (senior personnel scheme) in April 2025. We are working to create a workplace environment where employees can continue to thrive with high motivation beyond the age of 60 by leveraging their accumulated experience and expertise.
We are committed to the ongoing creation of employment opportunities for individuals with disabilities. In fact, employees with disabilities are actively engaged in diverse fields such as office work and manufacturing, leveraging their strengths and abilities.
We leverage the Technical Intern Training Program and the Specified Skilled Worker Program to promote international skills transfer and secure a sustainable workforce.

In receiving foreign workers, we have established appropriate working conditions and living support systems in compliance with all relevant laws and regulations so that they can focus on their work and skill development with peace of mind.

Furthermore, we prioritize diversity, equity, and inclusion (DE&I) and are working to build a workplace that respects diverse nationalities, cultural backgrounds, and values.

Through these efforts, we revitalize the workplace and strengthen organizational capabilities by promoting collaboration across various cultures.

Health and Safety of Employees

Based on our belief that ensuring the occupational safety and health of all employees is paramount, we have adopted "Safety First" as our basic policy for safety and health management. We place the same level of importance on the occupational safety and health of our installators (partner companies), applying this policy and promoting activities under a shared commitment to safety. Through continuous safety efforts conducted year-round, including proactive safety patrols, regular safety councils, and annual safety conventions in each region in June, we strive to achieve zero accidents.

Initiatives to Support Health and Wellbeing

Maintaining physical and mental well-being and a healthy work-life balance gives you strength, both to live and to work. For the HOCHIKI Group to achieve sustainable growth, it is essential that each and every one of its employees stays healthy.
At Hochiki, employee health care is considered a management issue, and is approached in a strategic manner.
Read the Official Statement
At Hochiki, we leverage digital transformation to streamline on-site operations, reducing workloads and improving productivity. We promote flexible work practices, including remote work and straight-to-site commuting, to reduce travel time and improve efficiency, thereby achieving continuous and structural reductions in working hours.

Furthermore, we implement initiatives to improve work-life balance, including encouraging employees to take paid leave and making use of flexible working hour arrangements. These efforts help us optimize working hours while fostering a better working environment through consultations between employees and management. We also arrange consultations with occupational physicians to prevent long working hours and enhance employee health management.
At Hochiki, we conduct an annual stress check to improve our workplace environment.

For FY2025, the stress check had a valid response rate of 93.2%.
We position mental health care and employee engagement enhancement as key priorities. By analysing the results of stress checks and engagement surveys to revitalize the organisation, we strive to enhance employee mental health and engagement.

Hochiki's Statement of Healthy Business Management

For the HOCHIKI Group to realize its management philosophy of "Safety for All", "Quality & Value", "Community Welfare" and achieve sustainable growth, it is essential that each and every one of its employees stay healthy. We will actively promote "Healthy Business Management," placing the physical and mental well-being of our employees at its foundation so that each individual can achieve work-life balance and perform at their best.

Priority Initiatives

Improving Health Literacy
We provide information and education on health so that employees can independantly advance their health and well-being
Promotion of Work-Life Balance
We are committed to creating a workplace that enables work-life balance by supporting diverse work styles, reducing total working hours, promoting the use of paid annual leave, and providing support for childcare and caregiving.
Promotion of Mental Health Care
By using the results of stress checks and engagement surveys to revitalise the organisation, we strive to enhance employee mental health and engagement.

Healthy Business Management Framework

Revised on March 26, 2026
HOCHIKI CORPORATION
Hajime Hosoi, Representative Director, President and CEO

Sustainable Procurement

With the globalisation of supply chains, procurement of raw materials is increasingly affected not only by environmental issues such as climate change, resource depletion, and biodiversity loss, but also by human rights and social concerns, including child and forced labor. We consider these issues to be critical business risks and have defined our basic approach and policies to promote responsible procurement across the supply chain.

Hochiki Group Procurement Policy

To enable a sustainable society, HOCHIKI promotes sustainability management through its business activities. We must strive toward supply chain management that takes into consideration the societal and environmental impacts of the products and services in our supply chain, and the HOCHIKI Group Procurement Policy was established for this purpose. We will comply with laws both inside and outside Japan, and communicate our philosophy to our suppliers, across all procurement transactions. We expect that they will understand and practice the following items, and we will continuously encourage them to do so as well.

No Child Labour
We will not engage in hild labour, as prohibited by local law and by the International Labour Organisation (ILO).
No Forced Labour
We will not engage in forced labour that restricts the worker's freedom of movement and resignation.
No Discrimination
We will not unjustly discriminate based on gender, race, religion, nationality, age, disability, etc.
Respect for the right organise and the right to collective bargaining
We will respect our employee's right organise and their right to collective bargaining, so as to enable smooth labour-managemen consultation.
Reducing Excessing Working Hours and Providing Fair Wages
We will adhere to maximum working hours as defined by local labour laws, and provide proper pay that meets the living wage and is no less than the minimum wage.
A Safe and Healthy Work Environment
We will ensure a safe and hygenic work environment properly, with worker safety as a top priority.
Environmental Protection
We will consider the impact of our business activities on the local community, biodiversity, environmental pollution, and environmental issues, and work to reduce the amount of energy, water, and other resource use as well as GHG and waste emissions.

Hajime Hosoi
Representative Director, President and CEO
HOCHIKI CORPORATION

Established date: March 30, 2026

Adherence to Conflict Minerals Disclosure Regulations

To fulfil its social responsibilities, Hochiki will support its customers' wishes to be conscious of conflict materials in their supply chains, and will individually cooperate with its partners to collect and provide relevant information.

Conflict materials: Minerals such as gold an tin extracted in the Republic of Congo and surrounding countries, that finance armed groups and anti-government organisations in this region. In the United States, disclosure of the use of conflict materials is mandated by law.

Promotion of Digital Transformation

To achieve our vision of "Creating Life Safety worldwide through the power of people and technology," we have identified the acceleration of innovation through digital transformation as one of our material issues and are driving it as an important management strategy. We will drive operational efficiency and workforce optimization through digital transformation, while developing new solutions and reshaping our business model using fire protection technologies and digital transformation. By meeting needs such as greater customer convenience and early fire detection, we will deliver high value-added services that contribute to enhanced corporate value and sustainable growth.

Framework

In April 2024, we established the Business Planning Department under the Business Administration Division to strengthen our cross-company digital transformation promotion framework.

The Department is positioned as a core organization responsible for promoting internal digital transformation to improve operational efficiency and for creating new businesses based on our cloud-based fire protection service "HCKaaS (Hochiki as a Service)."

Initiatives for Operational Efficiency and Workforce Optimisation

At Hochiki, the Business Planning Department plays a leading role in pushing forward company-wide efforts to improve efficiency and optimize workforce. This initiative is intended to enable employees to focus on higher value-added tasks and improve overall organizational productivity.

Enhancing Digital Literacy and Digital Transformation Talent Development

We provide company-wide e-learning on basic AI knowledge and information security to improve employees’ digital skills. We also appoint a digital transformation leader in each department and provide training for them to actively support the introduction and utilization of IT tools within their departments. Furthermore, we conduct regular generative AI workshops across our offices nationwide to support employees in developing practical skills.

Deployment of Digital Technologies

We promote automation across departments by selecting tasks that can be standardized and building an RPA (Robotic Process Automation) design support framework. We are expanding an environment that enables employees to focus on higher value-added work by freeing them from routine tasks. Furthermore, we are rolling out a generative AI platform across the company for various tasks such as content creation, idea generation, and data analysis, to enhance productivity and create new value. We have also introduced an AI chatbot system to provide fast and accurate responses to a wide range of internal inquiries, improving efficiency and information access speed.

Initiatives to Transform the Business Model

In April 2025, we launched the fire prevention cloud service "HCKaaS (HOCHIKI as a Service)." In addition to basic features such as email and SMS (text message) notifications, we will continue to expand the capabilities to include visual location of fires and evacuation guidance solutions, while developing services that address government-led needs for improved efficiency and workforce optimization. Furthermore, we plan to build a nationwide integrated management platform using equipment inspection and maintenance data by working with alliance partners and obtaining relevant patents.

Enhancing Alliances and Joint Research

HCKaaS is capable of delivering cloud-aggregated fire information to contracted partners via a disaster information API over the cloud. Leveraging this capability, we are promoting joint development with companies that provide services on the internet.

As part of this initiative, we are currently conducting joint research with Waseda University, Takenaka Corporation, and Vectorworks Japan Co., Ltd. using the pedestrian simulation software SimTread to perform evacuation simulations by real-time monitoring of occupant distribution during fires. In addition, together with Taisei Corporation, we are engaged in research on an integrated platform combining pedestrian flow and fire data to assess exit congestion and recommend optimal evacuation routes.

Social Contribution Programs

The HOCHIKI Group upholds the management philosophy of providing “Safety for All", "Quality & Value" and "Community Welfare". By putting this philosophy into practice, our significance of existence is to continue to boldly take on the challenge of solving the issues faced by our stakeholders and society at large. We will contribute to the development of a sustainable society by respecting diversity, enhancing competitiveness in global markets and employee engagement, and actively engaging in social contribution programs.

Participating in Volunteer Activities for the Coastal Forest Restoration Project Following the Great East Japan Earthquake

The 2011 Great East Japan Earthquake caused widespread damage. Hochiki has an office in Miyagi Prefecture, one of the affected areas. In an effort to support recovery and express our gratitude to the local community, we have continued to participate in the Coastal Forest Restoration Project, started as a 10-year plan in Natori City, Miyagi Prefecture. In FY2024, a total of seven employees participated, three from the Miyagi Office and four from the Tohoku Branch. This activity aims to restore coastal forests that suffered significant damage during the Great East Japan Earthquake, thereby helping to recover local disaster prevention and mitigation capabilities as well as environmental conservation. Going forward, we will continue to value our partnership with local communities while contributing to environmental conservation and the achievement of the SDGs.

Donation of "Kasai Hōchiki no Himitsu" (The Secrets of Fire Alarms), an Educational Book for Elementary School Students

Children are our future. In hopes to have them recognize the importance of fire prevention, and to familiarize them with fire alarm systems and fire extinguishing equipment, we co-produced and co-published "Kasai Hōchiki no Himitsu" (The Secrets of Fire Alarms), an educational manga book for elementary school students, with the publishing company Gakken. Through Gakken, we donated this book to approximately 20,000 elementary schools, 3,100 public libraries, and 1,000 other facilities, including children's centers, across Japan.

Blood Donation Activties

Since 1994, the Miyagi Office has been conducting blood donation activities using mobile blood donation vehicles as part of its social contribution programs. On an annual basis, the office has conducted this initiative, with 37 blood donation activities held to date. In FY2024, 15 employees participated in the blood donation activity, with the cumulative number of participants over the past 20 years exceeding 450. In recognition of these continuous efforts over many years, we received a letter of appreciation from the Minister of Health, Labour and Welfare in July 2025.

Donation of Battery-Powered Mini-Fire Track to the Shinagawa Fire Station

Fire stations play a central role in fire and disaster prevention, and host events for promoting disaster prevention. To support these efforts, Hochiki donated a battery-powered mini-fire truck to be used in such events, to the Shinagawa Fire Station.The truck, which seats one adult and one child, is tiny, but we hope it sparks awareness of the importance of fire prevention in the children, their families, and many other members of the community who ride in it.

Volunteer Leave Support Program

To encourage employees to actively participate in social contribution activities, we provide a volunteer leave support program (up to 10 days of paid leave per year). This program helps facilitate employees’ active engagement in volunteer activities.

Performance Data

Employees

	Scope	FY2024
Number of Employees (persons)	Non-consolidated	1,987
Number of Full-time Employees	Non-Consolidated	1,853
Number of Non Full-Time Employees	Non-Consolidated	134
Percentage of Non Full-Time Employees (%)*	Non-Consolidated	6.7
Number of Employees (persons)	Consolidated	2,824
Number of Full-time Employees	Consolidated	2,656
Number of Non Full-Time Employees	Consolidated	168
Percentage of Non Full-Time Employees (%)*2	Consolidated	5.9
Percentage of Female Employees (%)	Non-consolidated	20.1
Percentage of Female Employees (%)	Consolidated	24

*1.*2. Percentage of non-full-time employees in total workforce (including contract and temporary employees)

Recruitment and Employment

	Scope	FY2024
Number of New Graduate Hires (persons)	Non-consolidated	86
Number of New Male Graduate Hires (persons)	Non-consolidated	69
Number of New Female Graduate Hires (persons)	Non-consolidated	17
Number of Experienced Hires (persons)	Non-consolidated	64
Number of Experienced Male Hires (persons)	Non-consolidated	44
Number of Experienced Female Hires (persons)	Non-consolidated	20
Disability Employment Rate (%)	Consolidated*	2.4
Disability Employment Rate (%)	Non-Consolidated	2.6
Number of Employees Rehired Under the Reemployment System (persons)	Non-Consolidated	96
Number of Male Employees Rehired Under the Reemployment System (persons)	Non-Consolidated	87
Number of Female Employees Rehired Under the Reemployment System (persons)	Non-Consolidated	9

*Boundary (Scope): Hochiki Corporation; Hochiki Shoji Corp.; Hochiki Ibaraki Denshi Corp.; Kansai Hochiki Engineering Corp.; Mito Hochiki Corp.; DDL Co., Ltd.

Female Managers

	Scope	FY2024
Number of Female Managers	Non-Consolidated	5
Percentage of Female Managers (%)	Non-Consolidated	1.6

Employee Retention

	Scope	FY2024
Three-Year Retention Rate (Male) (%)	Non-Consolidated	90
Three-Year Retention Rate (Female) (%)	Non-Consolidated	94
Average Length of Service (Male) (Years)	Non-Consolidated	14.18
Average Length of Service (Female) (Years)	Non-Consolidated	12.59

Turnover Rate

	Scope	FY2024
Turnover Rate (%)	Non-Consolidated	2.8
Turnover Rate (%)	Consolidated	8.2

*Voluntary turnover rate only

Work-Life Balance

	Scope	FY2024
Annual Paid Leave Usage Rate (%)	Non-Consolidated	70.2
Number of Employees Taking Childcare Leave (Male)	Non-Consolidated	19
Number of Employees Taking Childcare Leave (Female)	Non-Consolidated	5
Percentage of Employees Taking Childcare Leave (Male) (%)	Non-Consolidated	61.3
Percentage of Employees Taking Childcare Leave (Female) (%)	Non-Consolidated	100.0

Training

	Scope	FY2024
Training Hours Per Employee (Hours)	Non-Consolidated	29.6

Safety

	Scope	FY2022	FY2023	FY2024
Lost Time Injury Rate (LTIR) (%)	Non-Consolidated	0	1.45	0.28
Number of Employees Recieving Safety Training (persons)	Non-Consolidated	-	-	365
Total Case Incident Rate (TCIR) Per 200,000 Working Hours (%)	Non-Consolidated	-	-	0.61
Number of Injury or Fatal Incidents* (cases)	Non-Consolidated	-	-	11

*We continue to promote a safe and healthy workplace by thoroughly analyzing the causes of occupational accidents and implementing preventive measures, while ensuring that all employees are informed.

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Location

334 Oxford Street

Our Products

More from Hochiki

Sector

Location

334 Oxford Street

Hochiki's Social Initiatives

Respect for Human Rights

Hochiki Human Rights Policy

Framework

Identification of Human Rights Issues

Initiatives on Human Rights Risks

Human Rights Training

Initiatives to Eliminate Long Working Hours

Initiatives to Improve Mental Health

Initiatives to Reduce Occupational Accidents

Initiatives to Adress Labor Issues in Supply Chain

Initiatives to Prevent Child Labour

Initiatives to Prevent Forced Labour

Risk Management and Compliance Education

Harassment Reporting Hot-Line and Whistleblower Program

Human Capital Management

Talent Development

Talent Acquisition

New Graduate Recruitment

Experienced Talent Recruitment

Diversity and Inclusion Initiatives

Creating a Better Working Environment

Diversity, Equity, and Inclusion

Creating an Environment Where Everyone Can Flourish

Health and Safety of Employees

Initiatives to Support Health and Wellbeing

Hochiki's Statement of Healthy Business Management

Priority Initiatives

Healthy Business Management Framework

Sustainable Procurement

Hochiki Group Procurement Policy

Adherence to Conflict Minerals Disclosure Regulations

Promotion of Digital Transformation

Framework

Initiatives for Operational Efficiency and Workforce Optimisation

Enhancing Digital Literacy and Digital Transformation Talent Development

Deployment of Digital Technologies

Initiatives to Transform the Business Model

Enhancing Alliances and Joint Research

Social Contribution Programs

Participating in Volunteer Activities for the Coastal Forest Restoration Project Following the Great East Japan Earthquake

Donation of "Kasai Hōchiki no Himitsu" (The Secrets of Fire Alarms), an Educational Book for Elementary School Students

Blood Donation Activties

Donation of Battery-Powered Mini-Fire Track to the Shinagawa Fire Station

Volunteer Leave Support Program

Donations and Investments into Local Communities

Performance Data

Employees

Recruitment and Employment

Female Managers

Employee Retention

Turnover Rate

Work-Life Balance

Training

Safety