Assignment

Occupation stress management

➢Facilities and Programmes for employees

(For Work Life Balance, Employee Health, Safety & Development)

• Family Health Insurance (Include Parents)

• Vaccinations (H1N1 Swine Flu, Hepatitis-B, Corona Virus, +)

• 1to1 Psychologist’s Consultancy Programs

• Flexi timing- (8.30 am – 10.30 am)

• Work from Home (2-4 days / Month)

• Breakfast / Lunch Provision (Subsidized Cost)

• Indoor Games / Gymnasium / Table Tennis Set up

• Employee Recreation & Performance Sessions such as- Skit / Singing / Dance /
Motivational Speech etc. during Kick-Offs / Annual day)

➢ Basic Approach and Policy

The Olympus Group published the Olympus Global Code of Conduct to define the ethical
standards for the behaviours of all group members. they place the highest value on
"Respectful Behaviour. Under the Code of Conduct, they clearly declare that they do not
allow harassing behaviour or discrimination based on personal characteristics like gender,
age, nationality, ethnicity, skin colour, political views, sexual orientation, religious beliefs,
social background or disability. "Show appreciation for diversity of people, views, and work
styles" and "Never discriminate against job candidates or employees" are two examples of
"What they do". With these basic codes of conduct fully implemented, they provide all
employees with equal opportunities to fulfil their potential and improve their abilities as
well as opportunities to work, develop their abilities and gain promotion according to their
level of competency.
In April 2019 they introduced a corporate transformation plan Transform Olympus, a global-
scale human resources policies that serves as the basis for their global employees to follow
their Corporate Philosophy (their Purpose and their Core Values), and to encourage each
employee to take on ambitious challenges for personal growth. Under their transformation
plan, they assign employees in the most efficient way without regard to nationality or
gender to encourage their diverse human resources to work effectively. Especially in Japan,
they plan to expand the use of their HR systems based on "job-focused employment” to all
employees, starting from Olympus. Rather than the traditional Japanese HR systems based
on "membership-type employment", in which factors such as age and years of service affect
compensation, compensation can be more direct depending on the size of responsibility of
the individual's roles. They also plan to introduce a global common performance
management system that will allow us to evaluate individual performance fairly across the
world and reward their performance. They believe that these reforms in the human
resources system will provide a shortcut for employees to draw their own career passes
while pursuing their expertise.

➢ Promotion structure for employee

In the Olympus Group, the President is ultimately responsible for their strategy for human
resources including personal management and labour relation, while the Corporate Officer
in charge of human resources implements our group-wide human resource strategy through
the HR function at the headquarters.
They are implementing measures to ensure that they follow labour and employment laws
and regulations in the various countries in which each subsidiary and division operate in
compliance with the Group's human resource strategy to ensure diversity in human
resources for optimal business management.
Olympus and its Japan subsidiaries are sometimes located in one facility. Each facility has its
own general manager to ensure comprehensive implementation of policies and measures
involving personnel and labour issues.
 ➢ Initiatives
Recruitment in FY2022
Olympus hired 241 employees (only full-time employees) in FY2022, up by 167% over the
previous year. Of these, mid-career employees accounted for 85% of the total.
Also, the hiring of women was actively promoted in line with the Act on Promotion of
Women's Participation and Advancement in the Workplace, and the percentage of female
employees increased by 4.7% to 31.9%.

➢ Employment of People with Disabilities

Olympus actively promotes the employment of people with disabilities (physical, mental,
and intellectual). After hiring employees, they are active in a wide range of fields, including
general clerical positions, as well as research and development positions such as
manufacturing engineering positions and IT development positions. In April 2009, we
established a special subsidiary* called Olympus Support Mate, which mainly employs
people with intellectual disabilities and strives to continuously employ them by creating an
employment environment that includes the establishment of work processes suited to the
characteristics of the people with disabilities and the placement of supporting staff for their
active roles. In addition, Olympus Support Mate's Cleaning Business Group has been
established in Aomori Olympus, Aizu Olympus, Nagano Olympus, and Shirakawa Olympus to
contribute to the creation of job positions where people with disabilities can work in local
communities. The potential of people with disabilities is then linked to the company's
strengths. As of April 2022, the employment rate of eight special corporate groups was
2.6%, maintaining a level above the statutory rate of 2.3%. Olympus Terumo Bio Materials
employs para-athletes who aspire to the Paralympic Games and supports their athletic
activities. At the same time, Olympus actively supports social contribution activities such as
hands-on classes aimed at realizing a society in harmony.

Olympus Terumo Biomaterials "Initiatives for Employment of Persons with Disabilities"

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Special-purpose subsidiary: A subsidiary approved by the Minister of Health, Labour and
Welfare under the provisions of Article 44 of the Act on Employment Promotion, etc., of
Persons with Disabilities s an organization that gives special consideration to the
employment of people with disabilities and is deemed as one of the business offices of its
parent company.
Employment of the Elderly
Olympus has a system to continue employing employees who want to work for the
Company after reaching the retirement age of 60 until they become 65 years old. In FY2022,
76 people newly qualified for the system, and 100% of the employees requesting continued
employment were hired accordingly.