Shikoku Electric Power Incorporated : S(Social)

Business Management that Increases Sustainability

S	Coexisting in Harmony with Communities
Social

Our Group works positively on coexistence with the Shikoku region, where our business is based,

and support for its invigoration, under the corporate philosophy of "living in the community, moving forward with the community, and prospering with the community."

Revitalization of Local Communities and Enhancement of Communication

Creating a flourishing region by expanding the non-resident population

Our group is working with other companies to revitalize the Shikoku region, promote tourism, expand upon the number of visitors, and so on.

For example, the "Shikokuke (The Shikokus) Supporters Club" was established in 2021 with 23 companies and organizations with the aim of revitalizing The Shikoku region. The club is engaged in various activities with supporting companies purposed with energizing Shikoku, such as the sale of souvenir sets which combine products from each of Shikoku's four prefectures, walks along Shikoku's pilgrimage routes, and the holding of stamp rallies around local spots where visitors can enjoy nature, culture and so on. As of the end of fiscal 2021, the number of companies and organizations supporting the club has increased to 77, meaning the club's circle of activities is expanding.

Set of confectionery products from	Leaflet for the stamp rally
the four prefectures of Shikoku

Support for the arts, culture, and sports

Through the activities of the Yonden Cultural Foundation, we are supporting culture and the arts in Shikoku region and contributing to the realization of a local society with a richer cultural heritage.

The foundation conducts the following projects on an ongoing basis :

・Scholarships for students from Shikoku region aspiring to become artists

・Honors for talented artists related to Shikoku region ・Concerts and art exhibitions by scholarship students

・Assistance for arranging events featuring performing artists. We also support

Shikoku-based professional sports teams so that we can do our part in contributing to the development of local sports.

Hometown concert by scholarship students in Shikoku

Dialogue and exchange activities with surrounding communities

Our Group conducts its business as a corporate group rooted in the community. We believe that it is important to gain the understanding and support of members of local communities by engaging positively in dialogue and exchange activities with regional communities.

In fiscal 2021, we conducted relationship-building activities with local residents in various regions of Shikoku, including social contribution activities like electrical facility inspections and clean-up activities.

Zenigata Sunae (Sand Picture shaped	Donation of emergency provisions
like old Japanese Coin) "Kan'ei Tsūhō"	(Kochi Branch Office/Regional Office)
Sunazarae (Reforming the shape )
["Kotohiki Park" in Kanonji City,
Kagawa Prefecture] (Kanonji sales office

and business office, Yondenko Corporation)

Energy education for children

In order to increase children's interest in energy and environmental issues and have them gain a correct understanding of those issues, we have been conducting "Delivery Energy Classes" which take into account the needs of educators and children throughout Shikoku. These classes are mainly for high-potential elementary and junior high school students in our society.

In fiscal 2021, we conducted in-person classes while thoroughly implementing measures against COVID-19. This was done in combination with online tours of our company facilities and was well received.

Delivery Energy Class

Online tours

Positive disclosure of nuclear information and dialogue activities

Information disclosure using the Ehime method

We were the first in Japan to introduce a notification system whereby we notify Ehime Prefecture and Ikata Town

53 Shikoku Electric Power Group INTEGRATED REPORT 2022

Shikoku Electric Power Group		President's Message		Value Creation through		Business Management that		Financial / Corporate Information
Value Creation			Business Activities		Increases Sustainability

WWW

Let's Think About Energy https://www.yonden.co.jp/energy/learn/index.html

Yonden Cultural Foundation (in Japanese only) https://ycf.or.jp/

Agricultural Initiatives of Shikoku Electric Power Group https://www.yonden.co.jp/cnt_yonden-agri/

immediately of all events other than normal operations that occur at the Ikata Power Station. And we continue to operate this system.

This kind of highly transparent information disclosure, known as the "Ehime method," contributes significantly to the building of relationships of trust with local communities.

Notifications to Ehime prefecture and town of Ikata based on safety agreements

					(Cases)
FY	2017	2018	2019	2020	2021
Class A	1	5	6	3	7
Class B	4	3	4	2	4
Class C	15	14	20	13	17
Total	20	22	30	18	28

• Overview of public notification in Ehime Prefecture
  Class A (Trouble, etc., that needs to be reported to the government): Immediate public notification
  Class B (An abnormal situation at a facility, etc., has occurred within the radiation control area): Public notification within 48 hours
  Class C (Events other than those covered by classes A and B above): Public notification on the 10th of every month about the previous month's events

Visiting-for-dialogues activities

Our employees have made individual visits to the 27,000 households of Ikata Town and Yawatahama City found within a 20 km radius of the Ikata Power Plant. They continue to conduct activities involving the provision of explanations on safety measures and other elements at the power station and engage in dialogue activities to hear opinions directly.

In fiscal 2021, the COVID-19 pandemic meant that employees were unable to do any individual home visits. We did, however, distribute leaflets to each one and received opinions through postcards and other means.

We will continue to listen to the opinions of local residents in order to improve the safety of Ikata Power Plant.

Range of visiting-for-dialogues activities

Within a 20-km radius

Within a 10-km radius

Ikata Power Station	Ozu City
Yawatahama
Ikata Town
	City
	Seiyo City

Subject of visit 27,000 households

Development of business that targets on the resolution of local issues

We resolve regional issues leveraging the Group's technology, know-how and credibility, and this advances the creation and development of our new businesses.

Agribusiness

We are working to revitalize agriculture in the Shikoku region while acquiring profitability by utilizing the Group's human resources and our relations with local communities.

The Group company Agribbon Corporation (Kagawa Prefecture) produces "Nyoho" strawberries with high value and sells them not only in Shikoku but also in the Tokyo metropolitan area.

Aitosa (Kochi Prefecture), a group company, contributes to the maintenance and expansion of local production areas through a major local product of Shishito peppers. At the same time, the company is developing "smart agriculture" technologies which leverage robots, AI, and the IoT, and is working to establish efficient cultivation methods and save labor in production operations.

Strawberry harvesting work	Smart agriculture tour guested the
	Minister for Internal Affairs and
	Communications (Shishito peppers)

Operation of emergency medical service helicopters

SHIKOKU AIR SERVICE CO., LTD., a member of the Group, operates emergency medical service helicopters as part of its aircraft business. Following Kochi Prefecture, the company began providing service in Kagawa Prefecture in April 2022. In the event of an accident or disaster, including on islands where transportation is

limited, doctors are dispatched to sites where emergency patients are, thereby contributing to the lifesaving work for local residents.

Emergency medical service helicopters owned by SHIKOKU AIR SERVICE CO., LTD.

Shikoku Electric Power Group INTEGRATED REPORT 2022 54

2020 certification Kurumin mark

We support child-raising

Business Management that Increases Sustainability

S	Fostering Employee Motivation
Social

Our Group wants each and every employee to be motivated to work and feel satisfaction with their work. To this end, we strive to develop an open-minded and lively workplace environment.

Fostering Employee Motivation

Promotion of diversity and inclusion

We respect the diverse value systems, beliefs, and lifestyles of our employees. Capable and motivated employees are provided with opportunities to exercise their abilities and promoted to higher ranks, regardless of gender.

Support for balancing work with childcare and nursing care

We are developing and enhancing various systems so that employees who are raising children or caring for family members can balance their work and family lives regardless of their gender.

The Employee Relations & Human Resources Department has also established a dedicated desk for employees to consult with someone regarding our work-life balance support systems. The department distributed a handbook on work-life balance support and other materials to raise awareness of the system within the workplace and create an environment where the system is easy to make use of.

In recognition of these efforts, our company has received the Kurumin certification from Kagawa Labor Bureau four times as a company engaged in support for the raising of children. Currently, we are working to achieve an action plan applicable to the period leading up to fiscal 2022.

In recent years, there have also been many favorable comments in recruiting activities provided by students regarding the creation of an environment in which women can work for the long term. The number of female hires has also been increasing, particularly within corporate section.

	Changes in the number of female hired			(FY)
		2017	2018		2019	2020	2021
Female individuals hired as new
graduates (Total number of	10	4		18	18	20
individuals hired for corporate
section and technical fields)
Ratio of women hired as	13	5		20	17	18
new graduates (%)
Ratio of women hired as new
graduates for corporate	42	14		46	42	44
section (%)

Development and promotion of female managers

Regarding the percentage of women in managerial positions:

・We are aiming to have 1.5 times as many women in managerial positions by the end of fiscal 2022 in comparison with fiscal 2019 (2.6%)

・We are aiming for an even further increase in this ratio over the medium-to-long term with these goals in mind, we are working on supporting the career development of female employees, on promoting women to management positions, and on fostering a workplace culture conducive of such efforts. In fiscal 2021, the ratio of female managers was 3.1%.

Efforts to promote women's participation and advancement

Holding of seminars	・Encourage employees to attend seminars aimed at
and encouragement	enhancing their business skills, increasing their motivation,
of attendance	and improving their management skills.
	・With the aim of promoting female employees with high
Planned development	aptitudes and motivation to management positions, we
and deployment of	promote the systematic development and placement of
people	female employees in a manner involving an emphasis placed
	on individual characteristics in cooperation with divisions.
Conducting of	・HR staffs conduct follow-up interviews to eliminate feelings
follow-up interviews
of burden and anxiety while checking on statuses in terms
after promotion to
of business performance.
management positions

Promoting employment of the challenged (People with disabilities)

We established Yonden Plus Corporation (A special subsidiary company for people with disabilities) based on the perspective of providing positive support for the independence and social participation of individuals with disabilities. In doing so, we are going about further expanding upon the employment of individuals with disabilities.

Respect for human rights

Our Human Rights Education Committee has been established to instill a high level of human rights awareness among employees. We hold group training at each workplace based on the policies set by this committee.

Prevention of harassment

The Employee Relations & Human Resources Department has set up a harassment consultation desk to protect the privacy of consulting individuals. We are working to create a healthy workplace environment by developing a system for fair and impartial responses to be undertaken.

55 Shikoku Electric Power Group INTEGRATED REPORT 2022

Shikoku Electric Power Group		President's Message		Value Creation through		Business Management that		Financial / Corporate Information
Value Creation			Business Activities		Increases Sustainability

WWW

Employment Information (in Japanese only)

https://www.yonden.co.jp/corporate/recruit/index.html

YONDEN MOVIE SITE (in Japanese only) (Videos used to introduce viewers to business activities being worked on)

https://www.yonden.co.jp/cnt_movie/index.html

Acquiring and developing human resources to drive sustainable growth

Education and training

With regard to human resource development, we are effectively combining the following three measures:

・Making daily education (OJT) at each workplace fundamental ・Group education (OFF-JT) implemented through efforts such as

required training, supervisor recommended training, and operational education for each department

・Support for the self-development involving a focus on an individual's drive/can-do spirit and subsequent increase of motivation and willingness to take on challenges

Based on this education system, we are working to quickly develop the capabilities of young and mid-career employees. We are also steadily having individuals carry on our DNA, particularly having "strength in the field" and a "sense of mission," which are qualities that serve to support the stable supply of electricity and customer service. We are also actively promoting the discovery and development of talented human resources who will be responsible for our growth businesses.

Education systems

OJT	Daily training / Work process improvement support
(proposal system), etc.

			Group Training
	Required	Supervisor Recommended	Topic-Based	Work
	Process
	Training		Training	Training	Training
	Business			Training through
General Employees Managers	leader training		Manager	dispatch outside
	assessment training	of the Group
Special training					Division-cspeci drills
for new managers			Training through dispatch within Japan and overseas	Elective training
Mid-career	Training for new employee trainers	Cross-industry exchange training
employee training
Newer employee
training
New recruit
training

Voluntary Education	e-Learning, correspondence courses, support for acquisition
Programs	of ofcially recognized certications, etc.

Position and aptitude development

Succession of technological capabilities serving to support the stable supply of electricity

In order to maintain an appropriate level of on-site technical capabilities in power generation business and transmission and distribution business, we are systematically acquiring and passing on knowledge of the technological capabilities necessary for the conservation and operation of power facilities, and related laws and regulations, etc., based on practical educational programs formulated by each technology-related division.

We also certify as specialists, human resources with abundant work experience and highly specialized knowledge. We then have such individuals work exclusively in specific fields. Moreover, we leverage senior employees with on-site technical capabilities to maintain and improve technical capabilities and to facilitate the passing on of expertise to younger employees.

Education and training in the power	Education and training in the
distribution sector	substation sector
* For education and training in the nuclear sector:		See page 27

Development of human resources to promote growth businesses

Aiming to nurture promoters of our growth businesses, we flexibly allocate and nurture talented and qualified personnel across divisions.

We have also introduced training programs aimed at strengthening work execution skills in English and at acquiring business skills that can be used overseas in order for individual employees to acquire international sensibilities and the expertise needed to thrive in new business areas.

We are also expanding the number of opportunities available for employees to work outside the Company, such as by providing internships at overseas companies and work experience at entrepreneurial ventures to promote the growth of talented human resources.

Basic training for new recruits	Special education related to safety and
	health for low-voltage electricity

Shikoku Electric Power Group INTEGRATED REPORT 2022 56

Business Management that Increases Sustainability

Fostering Employee Motivation

Development of a comfortable workplace environment

We have established an organization for reforming working style, which is headed by the Director and Senior Corporate Officer of the Employee Relations & Human Resources Department. We have introduced systems such as by-hour leave system and flexible work based on the diverse lifestyles and needs of employees. We are also working to create a work environment that is open and easy to work in through elements such as open plan offices where employees are free to choose where they sit and the adoption of office casual.

In order to prevent health problems caused by long working hours, we ensure a minimum of 10 hours of rest (interval) between closing time and the starting time of the next day.

Main systems which enable flexible working styles

Item	Topics Covered
By-hour leave system	System through which employees are able to acquire paid
leave on a by-hour basis
Sliding shift system	Starting and finishing times can be brought forward or
put back in 10 minute increments
Flextime system	Employees can set their starting and finishing times flexibly
on a daily basis in each workplace
Proactive promotion	Promotion of consecutive days of leave to encourage
of acquisition	employees to enjoy leisure time and come back to work
consecutive leave	physically and mentally refreshed
Telecommuting and	Employees can work at home or at other offices
satellite work systems
Office casual	Development of an atmosphere that increases motivation
and encourages innovative thinking

Employee consciousness surveys

We conduct employee consciousness surveys regularly aimed at grasping employees' understanding of management issues, their problem awareness, and the vitality of the organization over time, and to reflect the results of those surveys upon HR and labor-related measures.

Looking at the most recent survey (Fiscal 2021), we were able to confirm that even though the business environment is changing, employees are satisfied with their jobs and take pride in working at the Company. We provide feedback on the survey results to each workplace and use them in initiatives aimed at workplace invigoration.

Excerpt from the results of the Employee Consciousness Survey (Fiscal 2021)

■ Company average

● Other companies' average

2.5	3.0	3.5	4.0	4.5
You feel satisfied with your					3.73
current job
You are satisfied about			3.53
					4.06
working at the Company
				3.64
You are proud about					4.06
working at the Company

3.74

Stringent occupational health and safety measures

We aim for zero industrial accidents throughout the Group and the Yonden Group Safety Committee has been established to help accomplish this goal. Guided by this committee, we are working to promote safety, including at Group companies and affiliated companies.

In addition, we have designated July of every year as the Yonden Group Safety Reinforcement Period. We use this period as an opportunity to raise safety awareness among the entire Group and implement activities such as safety patrols and lectures.

Number of occupational accidents requiring time off from work (Fiscal 2021)

	The Company and T&D	Subcontractors*	Total
Labor	3	12	15
Transportation	0	1	1
Total	3	13	16

• The number of accidents involving subcontracting constitutes the number
  of accidents that occurred during work outsourced/contracted by the Company.

Initiatives aimed at health and productivity management

Aimed at improving and maintaining the health of employees, we conduct individual health guidance based on regular health exams. At the same time, we are working to achieve the health goals set up within our three-year plan in order to reduce risks such as those associated with lifestyle-related diseases.

Furthermore, for mental health care, we have established systems for employees to receive care from industrial physicians specialized in mental health care, counselors and occupational health staff, in addition to employee self-care through stress checks and a superior's occupationally adaptable care for one's subordinates focused on improving work

environment.

In recognition of such initiatives, we have been recognized for three years in a row as an "Excellent Health Management Corporation" by the Ministry of Economy, Trade and Industry.

Numerical targets for reducing lifestyle disease risks

（％）				Fiscal 2023 target
40
	35.1		32.1
30		29.3
20		25.0
	The Company and Shikoku Electric Power Transmission & Distribution		19.0
			16.0
10	Nationwide	Nationwide	The Companyand Shikoku Electric PowerTransmission & Distribution
0
Ratio of obese employees	Ratio of smoking employees

Sources: Figures for men aged 20 to 60, 2019 National Health and

Nutrition Survey, Ministry of Health, Labor and Welfare (Nationwide)

• FY2021 ratio for a total of two companies consisting of the Company and Shikoku Electric Power Transmission & Distribution Co., Inc.

57 Shikoku Electric Power Group INTEGRATED REPORT 2022