Respect for Diversity

Please visit the following website.

• Talent Policy and Development - Brother Group Human Resources Management Policy

Promoting the success of diverse talent and local employment

The Brother Group has manufacturing, development, and sales facilities in more than 40 countries and regions, employing over 40,000 people groupwide. More than 70% of them work outside Japan, reflecting the active role of diverse talent on a global scale.

Number of employees by region and ratio of overseas employees (consolidated)

Furthermore, the Brother Group contributes to the revitalization of local communities and economies by creating employment opportunities through the establishment and expansion of manufacturing facilities. For example, the manufacturing facility in the Philippines employs over 10,000 local people, and the two manufacturing facilities in Vietnam together employ over 11,000 local people.

Promoting the assignment of local employees to top management positions at facilities outside Japan

The Brother Group aims for its global facilities to autonomously manage their operations tailored to their respective market conditions by promoting local talent to top management positions. As a result of actively appointing talent with a deep understanding of local markets and customers to executive positions, including the presidents of major sales facilities outside Japan, the proportion of local employees in top management positions at the Brother Group's facilities outside Japan increased to 69%^*2 in 2025.

In FY2025, the Group formulated the Brother Group Talent Management Policy. The Policy acknowledges respect for diversity as a driving force behind the Group's growth and innovation. Based on the Policy, each region and facility autonomously promotes the development of executive talent through on-the-job training and other development programs. Going forward, the Brother Group will continue to promote the creation of workplace environments in which diverse talent can thrive by pushing forward with the development of talent tailored to the roles, characteristics, and challenges of each facility and region.

1. As of the end of March 2026
2. Including Domino and MUTOH affiliated companies

The proportion of female managers among all managers differs between the Brother Group companies because the history of women's social advancement and their lifestyles and main occupations vary depending on countries and regions. However, women are active in many group facilities.

1. As of March 31 of each FY
2. Includes temporary employees and seconded employees. Doesn't include Directors, Corporate Auditors, and Executive Officers
3. Recalculated and updated based on the standards of *2
4. Updated to the figures with revised calculation methods for the number of persons and ratios from March 2020 to March 2022 for Brother International Europe Ltd.

Achievements

1. As of March 31 of each FY
2. Includes temporary employees and seconded employees. Doesn't include Directors, Corporate Auditors, and Executive Officers
3. Recalculated and updated based on the standards of *2

Gender wage gap^*1,2

1. *Calculated in accordance with the provisions of the Act on the Promotion of Women's Participation and Advancement in the Workplace
2. The gender wage gap is not due to any differences in wage structures or systems based on gender, but rather to differences in the composition of employees by grade and job category

Please see the following for detailed data regarding supporting the success of women, such as the percentage of female employees in BIL.

To strengthen its talent portfolio in key areas under the medium-term business strategy "CS B2027," BIL is actively expanding mid-career and managerial recruits. In FY2025, BIL recorded a mid-career recruit ratio of 48%, with the ratio for managerial positions at 28%. BIL will continue to actively recruit external expert talent to realize transformation of the business portfolio.

BIL also implements the Brother Onboarding Program for mid-career recruits, aiming to enable them to quickly become successful and produce results. For details, please see Details of Education System and Training (Strengthen Reskilling and Recurrent Education Measures)

For detailed data, including the number of mid-career recruits, please see the ESG Data–Social-Related Data (S)–Diversity/Supporting work-life balance

At BIL, employees with disabilities are working actively in the occupations and workplaces that suit their aptitudes and abilities.

In Japan, companies beyond a certain scale are required by law to ensure a certain percentage of their total workforce is comprised of persons with disabilities. The employment rate of persons with disabilities at BIL was 2.73% in FY2025, thus meeting the statutory requirement of 2.5%. BIL will continue its efforts to create a workplace environment where persons with disabilities can work with peace of mind, both in terms of their recruitment and their success.

BIL is continuously committed to building a workplace environment where all employees, with or without disabilities, can deepen mutual understanding, strengthen collaboration among themselves, and maximize their abilities based on "Trust and Respect" as stipulated in the Codes of Practice of the Global Charter.

Based on this policy, BIL conducts lectures by external experts to promote understanding of disabilities within the company, as well as practical manufacturing site training for students from special support schools aimed at expanding work opportunities for persons with disabilities. Additionally, job coaches^*3 within the Brother Group provide advance explanations to departments where employees with disabilities are assigned regarding necessary considerations and accommodations, thereby fostering a workplace environment where everyone can work with peace of mind.

1. Including direct employees (including contract and temporary employees) and those seconded to locations in and out of Japan (excluding employees seconded from other companies)
2. Due to changes in the figures following new applications, the "employment rate of persons with disabilities" for FY2024 has been revised.
3. Job coaches are specialists who support persons with disabilities and their employers to ensure smooth workplace adaptation

Lectures on employment of people with disabilities and related topics

Since FY2023, BIL has been holding lectures on the employment of people with disabilities to expand their employment opportunities and to promote understanding of disabilities within the company.

In FY2025, with the aim of learning how to interact with people from different backgrounds, BIL held a "Universal Manners"^* seminar. A total of 310 employees participated in person or online. The session covered topics such as recognizing differences between oneself and others and learning effective ways to interact with people from different backgrounds, including people with disabilities, the elderly, and foreigners. According to a post-seminar survey, over 80% of participants reported a change in awareness compared to before the seminar.

• Universal Manners" refers to the mindset and behavior for engaging with people from diverse backgrounds, including those with disabilities, the elderly, and foreigners.

As part of its diversity promotion efforts, BIL is working to deepen understanding of LGBT issues and create environments in which employees can work as themselves.
In 2019, BIL implemented an e-learning program on LGBT issues for managers and general employees. Since FY2019, LGBT topics have been included in training programs on human rights and labor issues for new employees, and since FY2020, for newly appointed managers. In FY2024, a lecture for all employees was held as part of continued efforts to promote understanding among staff.
In addition, BIL is implementing various initiatives to respect diversity, such as reviewing the gender options on health checkup forms, and extending some of its welfare benefits, which were previously based on legal marriage, to same-sex partners and common-law couples.

LGBT study session

BIL holds lectures for employees to promote better understanding of LGBT issues. In FY2025, BIL conducted a study session for HR representatives from domestic Group companies to learn about the partnership system and key points for administering its implementation within their respective companies. The session drew approximately 40 participants. According to the survey, the percentage of respondents who said "I can explain LGBTQ/SOGI"^* surged from 17% before the session to 75% afterward, indicating a deeper understanding of the issue.

• Stands for sexual orientation (SO) and gender identity (GI), and refers to the sexual attributes (concepts) inherent to all individuals.

Shift to mandatory retirement age of 65 (from FY2026)

BIL has introduced a reemployment system that allows employees who wish to remain employed after the retirement age of 60 to continue working until the age of 65, providing them with opportunities to leverage the experience they have accumulated over the years and to demonstrate their skills and know-how.

In FY2025, more than 80% of employees requested reemployment under the system, and all applicants were rehired.

In addition, BIL will set the "retirement age at 65" for employees who will reach 60 years of age in FY2029 and thereafter. As a transitional period until then, the retirement age will be gradually extended starting from FY2026.

In preparation for the transition to a retirement age of 65, BIL revised the "Brother Reemployment System" in FY2023 to promote the continued active participation of senior employees. This revision more clearly defines the standards and levels of senior employees' roles and establishes a new evaluation and compensation system based on them. BIL believes this will allow the company to appropriately evaluate and fairly reward senior employees who deliver high performance and contributions. Also, BIL is expanding employment opportunities within the company for individuals who can continue to demonstrate such performance and contributions even after reaching the age of 65.

Furthermore, in conjunction with the transition to a retirement age of 65, BIL has newly introduced a flexible retirement age system. This system allows eligible employees to choose their own retirement age between 60 and 64. In this way, BIL has established a system that enables employees to select their working style according to their life plans, motivation, and preferences.

1. (Number of rehired staff / Number of retirees^*2) x 100
2. Number of retirees includes those who do not wish to be rehired

In recognition of its efforts, BIL has been certified by Japan's Ministry of Health, Labour and Welfare, and the Aichi prefectural and the Nagoya city governments as an enterprise responding to diverse ways of working by promoting the success of women and providing support for child-rearing and so forth.

For details, please see the site for "Management with an Emphasis on Sustainability-Evaluation by External Entities- Evaluation Regarding the Promotion of the Success of Women, Support for Child-rearing, etc."