“Diversity, equity, and inclusion” is one of our material issues, and we are creating a culture that uses the advantages diversity brings.

Creating an Environment in Which a Diverse Workforce Can Thrive

We are undertaking initiatives to create a comfortable working environment for a diverse workforce. Every year, all employees are required to undergo e-learning, which encourages employees to respect each other not only in terms of gender, nationality, and cultural diversity, but also in terms of sexual orientation, gender identity, values, and lifestyle.

In addition, our employment regulations have clearly stipulated respect for gender diversity (LGBTQ+) since December 2016. In addition to prohibiting unwanted sexual behavior and discrimination, under our “Definition of Partnership Equivalent to Marriage”, we treat partners in same-sex marriages the same as those in opposite-sex marriages and provide monetary marriage gifts and leave for celebrations/bereavement in the same manner.

Supporting Families

We are committed to helping our employees maximize their performance in a sustainable manner during the various stages of their lives. In addition to the existing public support systems, we introduced a cafeteria plan¹ in April 2026. This plan is designed to provide more flexible and comprehensive support tailored to each employee’s lifestyle and diverse needs, including childcare, nursing care, household support, and personal health.

¹ Under the cafeteria plan, each employee is given 240,000 points annually (equivalent to 240,000 yen), which they can freely use on benefits from a predefined menu based on their individual situation and interests.

Maternity Leave, Childcare Leave, Shortened Working Hours
So that employees don’t have to worry about balancing work and childcare following maternity leave, employees can take childcare leave until the child is two years old. And with shorter working hours, they can focus on childcare until the child reaches the end of the third grade of elementary school.

Assistance With Sick Child Care and Babysitting Services
For those with children that aren’t old enough to enter elementary school, we subsidize 50% of the cost when they use childcare services such as sick childcare, babysitting companies, and family support services during work hours.

Nursing Care
Employees may take nursing care leave in accordance with the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members. In addition, we have established in our employment regulations a provision for shortened working hours for nursing care, which allows employees to reduce their daily working hours to six hours, or as otherwise agreed upon by the company and the employee.

Cafeteria Plan
To help reduce burdens associated with personal and family responsibilities and create an environment in which employees can focus on their work with peace of mind, we offer a cafeteria plan that allows employees to use their points for subsidies covering expenses such as childcare, household support, nursing care, and healthcare. Examples of such include the following.

• Childbirth and Childcare: Subsidies for baby and childcare products, prenatal and postnatal care, childcare for sick children, and babysitting services
• Work-Life Support: Subsidies for babysitting services and household support
• Nursing Care: Subsidies for expenses related to family caregiving
• Healthcare: Subsidies for medical treatment, comprehensive health checkups, gym memberships, and health-related food products and bedding

For more information on systems related to work-life balance, please see here.

Promotion of Women’s Participation

While we will make continuous efforts to promote diversity, specific targets are set with an eye to optimizing the organizational structure in line with our strategy, policies, and business growth. We are closely monitoring the promotion of women to managerial positions, the details of which are as follows.

Moving forward, we aim to increase the ratio of female managers to 20% or higher. To ensure that a diverse variety of individuals, regardless of gender, can demonstrate their ambition and ability, we will continue to carry out various initiatives focused on training and elevating employees.

For more information, see Human capital-related strategies, indicators, and targets.

Employment of persons with disabilities

As a company that values diversity, MIXI Group considers the creation of employment opportunities for people with disabilities as one of our social responsibilities. In October 2017, we established MIXI EMPOWERMENT, Inc. as a subsidiary to help fulfill this duty. In 2025, we were recognized as a Monisu-certified employer. The certification is granted by Japan’s Ministry of Health, Labour and Welfare to small- and medium-sized enterprises with outstanding practices in employing persons with disabilities.

The company also values the independence and autonomy of employees, and leaders are selected from employees with disabilities and are entrusted with allocating duties and managing progress.

Indispensable to the Group, MIXI EMPOWERMENT is responsible for vital tasks, such as data creation and entry, back office support, and conducting surveys and quality assurance work during app development. It will continue to help improve the Group’s services, expand our business areas, and enhance our corporate value.