DE&I

Konica Minolta promotes Diversity, Equity, and Inclusion (DEI) as a key management foundation for achieving both elements of its management vision at a high level: “Supporting people to achieve their own purpose” and “Realizing a sustainable society.”
As society and customer needs become increasingly diverse, continuing to create new value requires an environment in which diverse talent can thrive (Diversity), each individual can fully realize their potential with support tailored to their circumstances (Equity), and diverse values and experiences are fully leveraged within the organization, enabling individual differences to be transformed into strengths and teams to work together toward common goals (Inclusion). We believe it is important to foster an organizational culture with a high level of psychological safety, where biases are addressed, everyone feels comfortable speaking openly, and diverse perspectives can be shared and debated constructively.
Gender equality is also an important issue that is essential to achieving the SDGs, and we continue to focus our efforts on advancing women’s participation and advancement. Promoting women’s advancement also helps expand opportunities for other underrepresented groups. Ultimately, we believe these initiatives benefit everyone, regardless of gender.
In 2023, to put into practice the “Talent Development and Fostering an Organizational Culture” set forth in the Konica Minolta Group Charter of Corporate Behavior, we communicated our “Konica Minolta Group Diversity Management Commitment,” which sets out our fundamental approach to promoting DEI, both internally and externally. Going forward, we will strengthen DEI across Konica Minolta globally and leverage the diversity of our talent as a source of innovation, thereby contributing to sustainable growth in corporate value and greater employee fulfillment at work.

Konica Minolta Group Diversity Management Commitment

We welcome, appreciate, and value what makes each employee unique and seek to nurture individual capabilities and aspirations to solve new challenges together. Konica Minolta fosters a culture that enables individuals to thrive, stimulates creativity, problem-solving, and innovation, which in turn facilitates our collective intelligence.

Our Commitment

We Do

1. We encourage our people of diverse backgrounds to take on challenges in the workplace to ensure that individual differences are celebrated, and all our people can thrive while being themselves.
2. We foster environments that enable our people to balance work and life and secure opportunities ţo grow and unleash their full potential.
3. We nurture a corporate culture in which everyone can engage in sharing different ideas and mutually supporting each other in taking on challenges.
4. We engage our stakeholders to bring together the diverse knowledge of different groups and challenge ourselves to solve social issues by providing solutions that meet each customer's desire to "see."

I Do

1. I embrace individual differences, accept others, and extend a helping hand to those in need.
2. I engage with and encourage those who feel isolated in various environments.
3. I stand ready to discuss openly and respectfully any subject, anytime, anywhere.
4. I learn about what "Diversity," "Equity" and "Inclusion" entails continuously to improve myself.

March 15, 2023

Toshimitsu Taiko

Konica Minolta, Inc.

President and CEO

Based on the Konica Minolta Group Diversity Management Commitment, Konica Minolta defines what it aims to achieve from a DEI perspective, establishes a framework for advancing DEI, and systematically implements initiatives.

Diversity (Individual thriving)	Vision for 2030: Ensure diversity in all decision-making forums. Concept: Diversity of talent, differences in experience, knowledge, skills, thoughts, and values bring varied perspectives and innovative ideas to the organization Diversity in gender, age, nationality, race and ethnicity, sexual orientation and gender identity, and disability generates more experiences and different thoughts and values
Equity (Fair opportunities)	Vision for 2030: Minimize barriers and disadvantages that impede performance. Concept: Providing fair opportunities to perform will maximize each employee’s potential. Provide tools and resources tailored to each individual’s situation and remove organizational barriers so that everyone has the opportunity to succeed
Inclusion (Facilitating collective intelligence)	Vision for 2030: A company where everyone speaks out, exchanges opinions, and creates innovative ideas. Concept: An organizational culture that welcomes individual differences, provides psychological safety, and permits full participation in the decision-making process will generate positive challenges and healthy conflict

	Diversity: Individual Thriving	Equity: Fair Opportunities	Inclusion: Facilitating Collective Intelligence
Konica Minolta Group	Formulate and implement independent DEI promotion plans at major companies to meet societal demands and achieve our desired organizational culture. Provide learning opportunities to promote DEI throughout the Group and strengthen awareness-raising activities
Konica Minolta, Inc.	Formulate and implement an independent DEI promotion plan for each organization to achieve the desired organizational culture. Implement empowerment leader training
	Proactively recruit women. Formulate and implement individual development plans and training for women leader candidates	Support diverse talent in developing career visions tailored to their individual needs.	Provide learning opportunities to promote DEI in accordance with Japanese culture and characteristics

The percentage of management positions held by women globally stood at 19.8%, falling short of the target. Although development programs for women were planned and implemented in various regions, the main reason for falling short of the target was the lack of sufficient planned development opportunities for women talent. Going forward, we will strengthen development linked to succession planning.
Although the percentage of management positions held by women at Konica Minolta, Inc. has steadily increased each year, it stood at 12.0% in FY2025, against the target of 13% or more.
The main reason for falling short of the target was the low proportion of women employees in the candidate pool for management positions, reflecting challenges in talent development. We will continue working toward achieving the target by strengthening systematic talent development from the early stages of employees' careers. To address this issue from a medium- to long-term perspective, we are strengthening recruitment, and we have consistently achieved our target of at least 30% women among new graduate hires since FY2021 (34% in FY2025).
As of June 2026, Konica Minolta, Inc. has two women Independent Outside Directors, accounting for 22% of the Board of Directors. Additionally, women hold four Corporate Executive Officers, and 17% of all officers (Directors, Corporate Executive Officers, Corporate Vice Presidents, and Technology Fellows).

Although the FY2025 targets were not achieved for either indicator, the scores are steadily increasing. Going forward, we will adopt benchmarks that reflect the circumstances of each country and implement measures tailored to local conditions, aiming to achieve sustained improvement and meet our targets over the medium to long term.

In FY2025, major Group companies, including Konica Minolta, Inc., continued initiatives in accordance with DEI promotion plans tailored to the characteristics of each company that were formulated during FY2022 and FY2023 (covering 27 companies in 24 countries). To achieve its vision for 2030, it is crucial for each company and business to implement the necessary initiatives. Moving forward, each organization will take action based on its strengths and challenges, while the Konica Minolta Group as a whole will continue its sustained efforts to advance DEI.

The following are initiatives we are continuing to implement to achieve our KPI targets.

To realize our “Vision for 2030,” we will advance DEI through a two-pronged approach: implementing initiatives to achieve the targets as part of our management strategy under the responsibility of Corporate Executive Officers and Corporate Vice Presidents in charge of each business and function, and supporting Group companies through DEI Offices established at major Group companies.
Under the leadership of the Global DEI & Talent Group at Konica Minolta, Inc. the Konica Minolta Group will work as one team to advance DEI, drawing on the expertise and experience of each company to achieve not only numerical targets but true DEI.
We will regularly report progress to the Board of Directors and take steady action toward realizing our vision.

Developing Next-Generation Women Leaders Globally

From the perspective of "ensuring diversity and further strengthening equity in decision-making forums," Konica Minolta, Inc. has been implementing the global "Women 2 Lead Program" since FY2023 to select and develop next-generation women leaders. Each year, 10 to 15 next-generation women leader candidates from diverse backgrounds are selected from Group companies. Through collaboration with IMD (a world-leading business school based in Switzerland) and proactive involvement from executive management, the program provides training designed to cultivate a leadership mindset and broaden participants' perspectives and strategic outlook.
In recognition of its alignment with business strategy and global initiatives to promote women's advancement, this development program received two top honors in 2025: the Gold Award in the "Women in Leadership Development" category at the 33rd Human Capital Management (HCM) Excellence Awards hosted by Brandon Hall Group (Florida, USA), and the Gold Award in the "Excellence in Championing Women Leaders" category at the HR Excellence Awards Singapore. Preparations are underway for the fourth cohort in FY2026, and efforts are also underway to build an alumni network that supports continued mutual learning.

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Supporting Career Development for Women

Since FY2010, Konica Minolta, Inc. has proactively worked to foster an organizational culture in which women can thrive, provide education and training, and enhance relevant systems, using the ratio of women in management positions as one indicator. Since FY2017, DEI has been positioned as a management policy, and the Company has promoted the identification and systematic development of high-potential women talent so that women can exercise influence at senior levels of management. The Company has also established a development framework for women employees and, since FY2024, has continued initiatives including networking sessions with women executives, the use of external mentors for women employees during childbirth and childcare, and participation in external training programs designed to help women develop their own authentic leadership styles.

Strengthening the Development of Candidates for Management Positions

Expanding the number of employees in management positions requires increasing both the size and quality of the women’s candidate pool. Toward this end, since FY2021, Konica Minolta, Inc. has identified women with potential for management positions and offered tailored development opportunities to prepare them for leadership roles.
Another challenge faced by women is the psychological barrier to taking on leadership roles due to the limited number of women role models. To address this, Konica Minolta, Inc.the Company holds sessions designed to encourage a shift in mindset at individual sites, where participants consider their approaches to work and career development together with women executives and women in management positions.
Viewing diverse talent as a source of innovative value creation, Konica Minolta, Inc. will continue to strengthen its initiatives to promote women's advancement.

Formulate and Implement Action Plan based on Japan’s Act on Promotion of Women's Participation and Advancement in the Workplace

Konica Minolta, Inc. has formulated an action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace to enable more women employees to take on leadership positions and expand the scope of their contributions. The Company is implementing initiatives toward achieving the targets set out in the plan.

Konica Minolta, Inc. FY2026 Action Plan

Plan Period	April 1, 2026–March 31, 2027
Numerical Targets	Women to account for 14% or more of employees in management positions (manager level and above) Percentage of paid leave taken: 70% or higher
Initiatives	Selection and development of candidates for management positions Accelerated advancement through enhanced development of younger employees Promotion of planned use of paid leave
Implementation Period	Ongoing

External Evaluation

Konica Minolta, Inc. and its Group companies in Japan have received Kurumin Mark Certification from Japan's Minister of Health, Labour and Welfare as companies that support employees in balancing work and childcare, as well as Eruboshi Certification as companies recognized for excellence in promoting women's advancement in the workplace.

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In September 2013, Konica Minolta established the special subsidiary Konica Minolta With You, Inc. to support the independence of people with disabilities through employment. The “With You” in the company name expresses the intention that the company is not just doing something for people with disabilities but rather that it works with them and grows with them. Through this subsidiary, Konica Minolta aims to promote the independence and growth of people with disabilities as business professionals and to realize mainstreaming.
In order for employees to feel pride and satisfaction through their work, Konica Minolta With You, Inc. enables its new employees to experience a variety of jobs during the first three years after joining the company, and helps them to create a long-term career vision with goals to achieve within five years. In this way, the company supports career development for people with disabilities, with the aim of maximizing their professional skills.
Employees with disabilities engage in work including printing business cards and Konica Minolta product manuals, digitizing documents, and data entry, serving customers at a cafe and shop on site, collecting and distributing mail within the company, and cleaning meeting rooms and reception rooms. They also engage in operations in collaboration with Group sales companies and other companies, such as cleaning and maintenance of the MFPs used by customers and providing accounting services for other companies.
Konica Minolta With You, Inc. has evolved from a company that provides support services to Group employees to a company that makes a significant contribution to Konica Minolta’s main business, and it is advancing DEI for the entire Group by providing value to customers and accelerating employee satisfaction and growth.

Since the 1990s, Konica Minolta, Inc. has developed work-life balance support programs to prevent women employees from leaving the company due to childbirth or childcare responsibilities. Today, the Company is also promoting male employees' participation in childcare and enhancing support for balancing work and caregiving, while revising its systems and fostering a work environment that can flexibly accommodate the diverse circumstances of each employee. There is no gender gap in the average length of service at Konica Minolta, Inc., and an environment where all employees can balance work and life is steadily being established.

Women’s Health Support

Konica Minolta, Inc. provides various opportunities for women employees, together with their colleagues and supervisors, to gain accurate knowledge and learn appropriate ways to address health conditions associated with different stages of women's lives, such as premenstrual syndrome (PMS) and menopausal symptoms, so that women employees can work safely and with confidence.

For details on these initiatives, please refer to the following:

• Health & Productivity Management (Supporting Women’s Health)

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Support for All Employees in Balancing Childcare and Career Goals

Since its introduction in 1992, the parental leave system at Konica Minolta, Inc. has steadily taken root, achieving a 100% take-up rate among women employees, with the rate of employees returning to work also maintaining a high level of over 95%.
In addition to the parental leave program, which allows employees to take leave until their child reaches two years and three months of age, men employees are also entitled to up to five days of paid “spousal maternity leave,” which may be taken within one month before or after their spouse’s expected delivery date.
By strengthening awareness-raising activities for eligible employees and their supervisors and continuing to distribute the parental leave handbook, which explains the available programs and procedures, the parental leave uptake rate among male employees reached 86.2% in FY2025, nearly 10 percentage points higher than in FY2024.
Even after returning from parental leave, employees can choose from various working arrangements, including reduced working hours and working from home, until their child graduates from elementary school, enabling them to work in ways suited to their individual circumstances. In addition, the Company supports employees in balancing work and childcare through the use of company-wide systems such as flextime, hourly paid leave, and remote work. Furthermore, to ensure women employees can return to work and continue working with peace of mind after childbirth, dedicated lactation rooms have been installed at selected Group companies, with plans for progressive expansion.

	FY2023	FY2024	FY2025
Parental leave uptake rate	75.2%	77.3%	86.2%
Average number of days taken	72.7	83.8	94.5

• * Figures cover regular employees of Konica Minolta, Inc.
• * Calculation of parental leave uptake rate: Number of employees taking parental leave (including those continuing from the previous year) ÷ number of employees whose spouses gave birth.

For detailed data, please refer to "Social Data > Status of Utilization of Major Work-Life Balance Support Programs" in the ESG Data.

• ESG Data

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Payment of a “Next-Generation Development Allowance”

Konica Minolta, Inc. established a “next-generation development allowance” in FY2012, replacing its family allowance and housing allowance. This provides monetary benefits to employees raising children under the age of 18 to support employees in the child-rearing generation. Employees are eligible to receive subsidies for some of the fees for nursery school and daycare center use through the "Cafeteria Plan System." Furthermore, in FY2008, the Company expanded the eligibility for using accumulated paid leave^* to include parental leave and leave taken due to school class closures.

* Accumulated paid leave: A leave system that enables employees to accumulate unused annual paid leave, which can be used with pay under certain conditions. (A maximum of 40 days of leave can be accumulated.)

Purpose/ Timing	System Name	Overview/Target
Pre-Pregnancy (Infertility Treatment)	Accumulated Paid Leave (Infertility Treatment)	Available for inpatient treatment, therapy, or outpatient care related to infertility for the employee and their spouse.
	Infertility Treatment Expense Subsidy (Cafeteria Plan)	Subsidizes costs related to infertility treatment, such as consultation fees and medication.
Pregnancy Period	Childcare Training Subsidy (Cafeteria Plan)	Subsidizes the cost of seminars and schools related to childbirth and childcare.
Childbirth Period	Maternity Leave	Available up to 6 weeks before childbirth (14 weeks for multiple pregnancies) and up to 8 weeks after childbirth. In addition to the maternity allowance (from the health insurance union), a company-provided maternity leave allowance is given to ensure that the total compensation during maternity leave is equivalent to 80% of the standard wage.
	Spousal Maternity Leave	Male employees can take up to 5 days within a month for their spouse’s childbirth.
	Next-Generation Fostering Allowance	Provided until March 31 after the child turns 18, according to the number of children. Fixed allowance provided until March 31 after the child turns 6, regardless of the number of children.
	Parental Leave	For the period requested by the employee, up to three months after the child's second birthday. Parental leave benefits are provided through employment insurance until the child turns 2. After the child turns 2, benefits equivalent to parental leave benefits are provided by the mutual aid association. Additionally, up to 40 days of accumulated paid leave can be used.
Childcare Period (After Return to Work)	Shorter Working Hours for Childcare	Available until the end of March after the child finishes sixth grade.
	Accumulated Paid Leave	Available for providing care to family members during hospitalization, recuperation, or outpatient treatment due to illness or injury. Available for school class closures and similar situations*. Available for children's vaccinations and health checkups*. Available for children's entrance and graduation ceremonies*.*Available until the end of March following the child's completion of the sixth grade of elementary school.
	Childcare Fee Subsidy (Cafeteria Plan)	Subsidizes fees for daycare centers, nursery schools, certified children’s centers, and after-school care.
	Home Help Subsidy (Cafeteria Plan)	Subsidizes home help services and babysitters.
	Work-at-home during Child-rearing	Available for employees with children until the start of middle school, as recognized by the Company.
	Remote Work	Available for employees recognized by the company for improved productivity, results, and creativity through remote work.

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Support for Balancing Work and Nursing Care

Based on an employee survey on caregiving conducted in 2017 and individual interviews with employees who have caregiving responsibilities, Konica Minolta, Inc. has revised its systems and undertaken employee awareness initiatives.
Specifically, the Company revised its annual paid leave system to allow leave to be taken in hourly units. In addition, to help alleviate employees' concerns about caregiving, it provides easy-to-understand information on what employees should know in advance to avoid leaving their jobs to provide care for family members, as well as on available caregiving-related programs and application procedures.

Category	System Name	Overview/Target
Leave and Absence Systems	Caregiving Leave	Available for up to five days per calendar year for each family member requiring care.
	Caregiving Leave of Absence	Available for caring for family members requiring constant care or for making arrangements for their care, generally for up to one year in total. Caregiving leave benefits are provided through employment insurance for up to 93 days, taken on no more than three occasions.
	Regular Caregiving Leave	Combined with caregiving leave of absence, regular caregiving leave may be used for up to five years in total per case. It may be taken one day or half a day at a time on a specified day of the week.
Work Systems	Shorter Working Hours for Caregiving	Combined with caregiving leave of absence and regular caregiving leave, available for up to five years in total per case. Working hours may be shortened by up to two hours per day, in one-minute increments, by adjusting the starting and/or ending time.
	Home-based Work for Caregiving	Available for those with caregiving reasons recognized by the Company.
	Remote Work	Available for employees recognized by the company for improved productivity, results, and creativity through remote work.
Expense Support	Caregiving Supplies Purchase Subsidy (Cafeteria Plan)	Subsidizes the purchase and rental costs of caregiving supplies.
	Caregiving Assistance System (Mutual Aid)	Assists with costs for the care of dependent or cohabitating parents aged 65 and over who are bedridden or have dementia.

For details on the utilization of childcare and caregiving programs, please refer to "Status of Utilization of Major Work-Life Balance Support Programs" under "Social Data" in the ESG Data.

• ESG Data

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As part of Group-wide awareness-raising activities, the Konica Minolta Group has promoted understanding of DEI by regularly sharing information through its internal portal site and conducting events for all employees.
Since 2021, the Group has also planned and implemented global events in collaboration with regional DEI leaders to promote Group-wide initiatives, including overseas operations. These events are held three times a year each in Japan and overseas.
The March event is aligned with International Women's Day, the June^* event with Pride Month, and the November program focuses on a different theme each year.

* June is internationally recognized as Pride Month to raise awareness of LGBTQ+ rights, and various events are held around the world.

Date	Theme
June 2026	[Global] Creating Psychological Safety to Break Silos: An Inclusion-Driven Conversation on Business Impact
March 2026	[Global] Give to Gain – Women Empowering Women [Japan] Discovering and Becoming the Person You Want to Be
Autumn 2025	[Global] One Future Many Voices – Generational Power in Action [Japan] Working as an “Organizational Cat”: Building an Organization That Brings Out the Best in Individuals in an Age of Chaos
June 2025	[Global] PROUD VOICES: How Diverse Thinking Links to Business Success [Japan] Valuing Yourself and Others

The Konica Minolta Group provides Group-wide DEI training to help employees acquire the knowledge and perspectives on DEI that are essential for working within the Group and provide opportunities for them to continue developing themselves. The training has been systematically developed by DEI promotion representatives from Group companies, who bring together their knowledge and experience to help put DEI into practice in their respective workplaces.
Common Group-wide content is provided in English throughout the Konica Minolta Group and is also made available in local languages in countries such as China and Vietnam. In Japan, additional content is provided with a focus on enhancing psychological safety and addressing unconscious bias.

Konica Minolta, Inc. is working to create an environment that embraces diversity in sexual orientation and gender identity. In FY2018, the Company established a consultation service for employees with concerns related to sexual orientation or gender identity and provided e-learning for all employees. Today, employees can access relevant information at any time through the Company's internal portal site. The Company is also working to make its facilities and equipment accessible and easy to use for everyone.

Konica Minolta embraces the diversity of its employees, including differences in race, gender, nationality, age, disability, sexual orientation and gender identity, religion, and ethnicity. To this end, the Company actively promotes initiatives that foster mutual understanding of these differences.