P.24 Human Capital Strategy (Talent Development and Optimal Placement)

24 Human Capital Strategy Talent Development and Optimal Placement We are actively recruiting young talent to support long-term growth. We are hiring future core personnel, especially in sales and content departments. To adapt to the AI/DX era, we are recruiting technology experts and utilizing outsourced talent to build a highly specialized organization. In fiscal 2026, we will establish a DX/AI promotion team to accelerate business reform and new service creation using AI. After hiring, we facilitate early contribution through OJT. We also hold lectures and discussions with capital market experts, such as IR professionals and analysts, to enhance financial market understanding. By clarifying expected roles, evaluation criteria, and authority under our role-grading system, we promote optimal placement and autonomous initiative, thereby fostering employee growth and strengthening our organizational capabilities. Improving Engagement We promote flexible work styles, including flextime, staggered working hours, and remote work (hybrid work). We have established childcare and nursing care leave systems to ensure diverse talent can work with peace of mind. We hold cross-departmental events like workplace tours to revitalize communication and improve employee engagement. Through fair evaluations and feedback from management meetings, we support individual challenges and growth. We extend our talent development beyond the company to future capital market leaders. By supporting the University Student Investment Club (USIC), we contribute to improving financial and investment literacy among the youth and aim to strengthen the talent foundation supporting capital market development. Key Indicators for Human Capital As of the end of the fiscal year ended December 2025, the ratio of female employees is 45.7% (up 0.5% from the previous year), and the ratio of female managers is 23.6% (up 2.1% from the previous year). Our efforts to ensure diversity are yielding steady results. We continue to maintain a 100% return rate from maternity and childcare leave. We will continue to consider indicators to measure the success of diverse talent and strive to further expand information disclosure and improve transparency regarding human capital. Training and Human Resource Development Programs Initiatives for Promoting Diversity