Based on the Torex Corporate Code of Conduct, Torex Semiconductor respects the diversity of employees, strives to provide work environments where employees have a sense of security and aims to be a company in which each and every one of employees tackles their works with pride and fulfillment.
Human Capital Policy
Recognizing that enhancing our human capital contributes to the sustainable enhancement of our corporate value, we have established the following policies regarding human resource development and the development of the internal work environment, and are implementing specific initiatives under each policy.
Policy
As the working-age population is expected to decline, competition for talent is anticipated to intensify.
In addition, with the development of the digital society and efforts to achieve the SDGs, it is becoming increasingly necessary to recruit diverse talent.
With the arrival of the era of 100-year lifespans, it is becoming more difficult for individuals to continue working in the same occupation throughout their careers. At the same time, individuals are increasingly expected to acquire new skills and capabilities throughout their lives.
Furthermore, as the business environment surrounding companies is changing rapidly, we need to establish systems for recruiting and developing diverse talent who can both carry on existing capabilities and create new value in order to achieve sustainable growth and enhance corporate value over the medium to long term.
In addition to efforts to recruit diverse talent, we will establish systems to secure appropriate human resources and continuously enhance their capabilities by creating an environment that supports human resource development through on-the-job training (OJT), group training conducted both internally and externally (off-the-job training [Off-JT]), and self-development.
To secure and retain talent, it is also important not only to establish human resource development systems but also to provide an environment where employees can work comfortably and engage in their work with a sense of purpose and fulfillment.
We will provide various initiatives that support new ways of working that enable employees to balance work with family responsibilities, including childcare and nursing care. Through these initiatives, we will continue to develop an internal work environment in which each employee can work comfortably and engage in their work with a sense of purpose and fulfillment.
Measures
Securing Diverse Talent
- As it takes a considerable amount of time to develop semiconductor design and development engineers, who are essential to our business, we conduct planned recruitment of new graduates while expanding our recruitment methods, including a referral recruitment program, in order to recruit talent from diverse fields.
- Based on the belief that new value and innovation can be created when the abilities of each individual with diverse values are recognized and individuals can fully demonstrate their strengths within the organization, we have formulated a human resources strategy that includes the appointment of women to management positions and opportunities for talent to thrive at our overseas locations. We are also working to recruit experienced professionals with diverse attributes and backgrounds to strengthen our human resource base.
Supporting Human Resource Development
- Under the theme of "Creating a Culture of Learning," we are working to establish and enhance our education and training framework.
- To enable each employee to acquire the skills required for their current duties and to develop their careers autonomously, we are expanding opportunities for off-the-job training (Off-JT), including seminars provided by external education and training institutions according to employees' positions and areas of expertise, as well as technical and skills training.
- We have also introduced a graduate school attendance program to develop the next generation of management executives.We have introduced a qualification acquisition support program to assist employees in their self-development efforts.
Enhancing Work-Life Balance
- We are promoting work-life balance by adopting flexible work arrangements, including a flextime system and a work-from-home system.
Creating an Environment Where Employees Can Work with a Sense of Purpose
- We have introduced an interdepartmental transfer program that enables employees to transfer to departments where they wish to take on new challenges, thereby creating opportunities for employees to pursue challenges and broaden their careers.
- We have introduced an internal commendation program to recognize employees for contributions to the company and outstanding achievements that may not be fully covered by the personnel evaluation system.
Indicators
Through the initiatives described under "Strategy," the targets and actual results for indicators related to our human resource development policy and the development of the internal work environment, including ensuring diversity in our workforce, are as follows.
| Indicator | Target | Actual Results (Current Consolidated Fiscal Year) |
|---|---|---|
| Percentage of Foreign Nationals in Management Positions | At least 1 person by the end of March 2029 | 0 persons — 0% |
Promotion of Women's Participation and Advancement
Under our policy of actively appointing capable personnel regardless of gender, nationality, or other attributes, we are promoting diversity in management positions.
As of the end of March 2026, women accounted for 11.11% of management positions at Torex Semiconductor on a non-consolidated basis.
Going forward, we will continue to maintain and improve the percentage of women in management positions and work to create an organization where diverse talent can thrive by continuing to develop human resources and improve the workplace environment.
Gender Pay Gap in Fiscal 2025
| Employment Category | Gender Pay Gap |
|---|---|
| All Employees | 86.9% |
| Of which: Regular Employees | 84.8％ |
| Of which: Part-time and Fixed-term Employees | 89.1％ |
Percentage of Women in Management Positions
| Target | Actual Results (Current Consolidated Fiscal Year) |
|---|---|
| At least 5 women by the end of March 2029 | 5 women — 11.11% |
Other Results
Reduction of Overtime Work
Torex Semiconductor implements measures to ensure the appropriate management and reduction of overtime work, taking into consideration its impact on employees' health and from the perspective of promoting efficient work through the achievement of a healthy balance between work and personal life.
| FY2021 | FY2023 | FY2023 | FY2024 | FY2025 | |
|---|---|---|---|---|---|
| Company-wide average/Per month | 20.05 hours | 19.75 hours | 19.75 hours | 19.46 hours | 12.78 hours |
Advocate for Paid Vacation
- We have banned work after 10 p.m. in principle
- We have banned work on Sundays in principle
- We strive to ensure employees take a substitute or compensatory holidays if they work on holidays in principle
| FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|---|
| Paid vacation acquisition rate | 55.9％ | 60.8％ | 65.9％ | 68.3％ | 72.0％ |
Employee Health Management
Thorough Implementation of Regular Health Checkups
We strive to ensure our employees undergo a regular physical examination once a year to proactively promote their health management. In addition, we provide support to allow our employees to have medical checkups by paying a part of the costs of them for those aged 35 years or older and all of the costs of them for those aged 50 years or older, and in FY 2018, 100% of employees received those examinations.
| FY2021 | FY2022 | FY2023 | FY2024 | FY2025 | |
|---|---|---|---|---|---|
| Consultation Rate | 99.4％ | 99.5％ | 100% | 100% | 100% |
Health Seminars and Health Newsletters
We hold health seminars for employees four times a year, led by external lecturers and covering topics including recent health-related developments. A total of 74 employees participated in the seminars during the fiscal year.
We also publish a health newsletter every month to raise health awareness among employees.
Health Consultations with the Occupational Physician
We provide health consultations with an occupational physician once a month to support and promote the health of our employees.
Mental Health Care
To promote a work environment where employees can work with peace of mind, we actively promote mental health care initiatives. In addition to implementing stress checks, we hold regular health consultation sessions with an occupational physician once a month. We also encourage employees who work long hours to have consultations with the occupational physician, with the aim of reducing mental fatigue, stress, and personal concerns.
| FY2021 | FY2022 | FY2023 | FY2024 | FY2025 | |
|---|---|---|---|---|---|
| Rate of Taking Stress Check | 82.6% | 85.6% | 88.8% | 87.3% | 88.7% |