Sysmex : P23 Realization of an Attractive Workplace

SOCIETY

Resolution of Medical Issues through Products and Services

Resolution of Medical Issues through Innovation Improvement in Accessibility to Healthcare

Responsible Provision of Products and Services Pursuit of Quality and Trust Strengthening of Supply Chain Management

• Realization of an Attractive WorkplaceHuman Resource Management

Human Resource Development Programs Promotion of Diversity and Inclusion Provision of a Comfortable Working Environment Promotion of Health and Occupational Safety

Corporate Citizenship Activities

		Materiality	Realization of an Attractive Workplace
	Why It is Important	Policy	Framework
	In recent years, the external environment has changed	The Core Behaviors of the Sysmex Way promises employees that Sysmex "honors	Sysmex has established diversity promotion and human
	drastically due to the globalization of economic activities, the	diversity, respects the individuality of each employee, and provides them with a	resources development functions in the Human
	progress of digitalization, and a shrinking working population.	workplace where they can realize their full potential.	Resources Division under the supervision of a senior
	Even in the healthcare market, competition is intensifying with	We value the spirit of independence and challenge, provide employees with opportunities	executive officer and senior managing director to
	new players, such as new entrants to the market from outside	for self-fulfillment and growth, and reward them for their accomplishments". Based on	provide an attractive workplace.
	the industry. To strengthen its external competitiveness, Sysmex	this, we have in place a human resource development system that develops capabilities in
	believes that acquiring and developing high-level, specialized	an ongoing and systematic manner. We promote diversity and inclusion, and we have
	personnel and next-generation leaders, as well as continuing to	introduced various systems in an effort to create a corporate culture that provides diverse
	provide an attractive workplace, are important challenges.	employees with a sense of unity globally and the ability to maximize their skills.
				▶ Policies for the realization of an attractive workplace

Targets
(fiscal 2023)	75%	0.58	0.02	17.0%	40.0 hours

Engagement score Lost-time injuries frequency rate

Lost work day rate

Female managers ratio

Training time per employee

Sysmex Sustainability Data Book 2022 23

Sustainability Management	Society	Environment	Governance	External Evaluation	Performance Data / Independent	Guideline
Practitioner's Assurance	Comparison Table

Materiality

Human Capital: Realization of an Attractive Workplace

Human Resource Management

SOCIETY

Resolution of Medical Issues through Products and Services

Resolution of Medical Issues through Innovation Improvement in Accessibility to Healthcare

Responsible Provision of Products and Services Pursuit of Quality and Trust Strengthening of Supply Chain Management

Realization of an Attractive Workplace

• Human Resource Management

Human Resource Development Programs Promotion of Diversity and Inclusion Provision of a Comfortable Working Environment Promotion of Health and Occupational Safety

Corporate Citizenship Activities

Reforming Human Resource

Management

Human Resource Strategy

Sysmex strives to create a corporate culture that enables diverse individuals to feel a sense of unity and security in fulfilling their potential.

In order to support our businesses spanning over 190 countries and regions, we recruit diverse individuals who are highly familiar with each market. Our employees vary greatly in culture, beliefs, values, and previous work experience, and we make continuous efforts to provide a work environment in which employees respect each other and demonstrate their abilities to the full. We have set "Encourage entrenchment of the globally consistent job-based human resource management system" as a key action in our mid-term management plan to promote the transition to a globally unified human resource management system.

We strengthen corporate competitiveness by having all our employees demonstrate their individual abilities to achieve high productivity and good results. This also allows us to create solutions to medical issues through our business activities.

Human Resource-related Initiatives to

Our employees have a strong sense of commitment and a wide

Enhance Competitiveness

range of backgrounds. They are an important management

Sysmex attracts people with a strong desire to contribute to

resource for supporting sustainable growth, and are one of our

strengths.

solving medical issues.

Development

of Human

Resources

・Professional personnel

・Investment in human

Competitiveness

resource development

enhancement

Supporting diverse

Diversity

Digitalization

individuals in

demonstrating

their abilities

Solutions for

・Overseas

・Visualization of

・Engagement

medical issues

Personnel

employees ratio

Workplace

talent

・Female managers

information

system

ratio

environment

・Online

・Mid-career

recruitment/

recruitment rate

training

・Job-based

・Comfortable

・Job matching

personnel system

workplaces

・Rank/evaluation/

・Occupational

remuneration

health and safety

system

Sysmex Sustainability Data Book 2022 24

Sustainability Management	Society	Environment	Governance	External Evaluation	Performance Data / Independent	Guideline
Practitioner's Assurance	Comparison Table

SOCIETY	Diversity and Inclusion
Sysmex has progressed to practicing "diversity and inclusion"
	which creates an inclusive working environment that is
	suitable for a wide variety of people.
Resolution of Medical Issues through Products	We have a policy of employing people based on personality
regardless of nationality, race, gender, age, employment
and Services
histories, or presence of disabilities, and set sustainability
Resolution of Medical Issues through Innovation
targets for female manager ratio and percentage of employees
Improvement in Accessibility to Healthcare	with disabilities. By doing this, we promote the recruitment of
Responsible Provision of Products and Services	diverse individuals and their personal development as well as
improvement of workplace environments. Additionally, we are
Pursuit of Quality and Trust	proactive in making efforts to understand and accommodate
Strengthening of Supply Chain Management	sexual minorities, examples of which are the introduction of a
Realization of an Attractive Workplace	partnership registration system and participation in Tokyo
Rainbow Pride 2022, the biggest LGBTQ event in Japan.
▶Human Resource Management	Overseas Employee Ratio	Rate of Mid-Career Hires in
Human Resource Development Programs	Managerial Positions1
Promotion of Diversity and Inclusion	60.4%	40%
Provision of a Comfortable Working Environment
Promotion of Health and Occupational Safety
Corporate Citizenship Activities		Percentage of
	Female Managers Ratio
	Employees with Disabilities2

17.3%

2.31%

1 Sysmex Corporation on a non-consolidated basis

2 Group companies in Japan

• Promotion of Diversity and Inclusion

Personnel System

In April 2020, Sysmex began addressing the "Introduction of globally consistent personnel management system and creation of global personnel database", a key action in our mid-term management plan. The aim of this is to clarify requirements for employees by providing and disclosing job and mission descriptions which define the duties of, and skills necessary, for each position or team, to help employees achieve an optimum career path that is in line with their values and intentions.

We will also implement a grading system, evaluation system, and human resource development plan for all positions and teams in the Group according to our Group-wide HR policy, in order to achieve consistent human resource management that is applied to all Group companies. In addition, we will switch to a more externally competitive compensation system in order to hire and develop talented human resources capable of working anywhere in the world, which will enable Sysmex to achieve sustainable growth.

• Global HR Policy

Development of Human Resources

Sysmex has implemented various measures, including the creation of a sense of unity and developing next generation leaders, based on our Group-wide Global Human Resource Development System.

We provide our employees with opportunities to improve their career prospects; for instance, training to develop selected personnel as global leaders and an apprentice system which allows employees to work in their desired positions for a specified period. We also hold a Sysmex Innovation Forum annually to present research results and research initiatives, with the aim of enhancing the skills and motivation of personnel working in research and development. In addition, we have a system of awards for individuals, divisions, or teams that make exceptional contributions to the Group, including the Group CEO Award, Patent Grand Prize, and Quality Award.

Sysmex Innovation Forum 2021 (presentation and discussion)

• Human Resource Development Programs

Sysmex Sustainability Data Book 2022 25

Sustainability Management	Society	Environment	Governance	External Evaluation	Performance Data / Independent	Guideline
Practitioner's Assurance	Comparison Table

SOCIETY

Resolution of Medical Issues through Products and Services

Resolution of Medical Issues through Innovation Improvement in Accessibility to Healthcare

Responsible Provision of Products and Services Pursuit of Quality and Trust Strengthening of Supply Chain Management

Realization of an Attractive Workplace

• Human Resource Management

Human Resource Development Programs Promotion of Diversity and Inclusion Provision of a Comfortable Working Environment Promotion of Health and Occupational Safety

Corporate Citizenship Activities

Workplace Environment

Sysmex has implemented a "smart work" system in which our employees are able to choose the times and places of work depending on their duties and personal lifestyles, and a support system for balancing work and child/nursing care. In April 2020, we drew up the "Sysmex Declaration of a Healthy Company" and have been taking measures to ensure occupational health and safety, as well as maintaining employee health and support of a good work-life balance. Our Group companies also engage in various initiatives to provide a comfortable working environment. Sysmex Europe, Sysmex Deutschland, Sysmex Belgium, Sysmex Nederland, and Sysmex Turkey have all received the Great Place to Work* award for their excellent workplace environment and employee satisfaction.

• Rankings of companies announced by Great Place to Work (GPTW), a research institute that specializes in studies and analyses of corporate employees' job satisfaction. GPTW publishes in influential media the names of companies and organizations in about 60 countries that have been judged to meet certain standards.

• Provision of a Comfortable Working Environment
• Promotion of Health and Occupational Safety

Promotion of Digitalization: HR × DX

Sysmex promotes digitalization of internal business processes to achieve optimization and efficiency across the region and function of the Group. We are also promoting digitalization in many aspects of personnel management including recruitment, human resource development, personnel systems, and engagement surveys.

Many actions have been taken. These include holding online internships, increasing opportunities of online training for employees, and introducing "smart work" system, a hybrid work style which combines onsite working (at offices, etc.) and remote working from home. We have also introduced a new system by which career paths can be autonomously selected for new recruits using a job-matching algorithm. By these initiatives, we were selected as a finalist

in the "People Analytics" category of the Digital HR Competition organized by the People Analytics & HR Technology Association.

Efforts to Enhance Employee Satisfaction

Every year, Sysmex conducts an engagement survey of all employees across the Group. Results are fed back to individual divisions, which implement measures to enhance the level of employee engagement, through PDCA cycles including drafting and executing action plans for improvement, and monitoring them.

In fiscal 2021, a pulse survey, a simple survey covering a shorter period, was introduced to allow the progress status of measures and the opinions of employees to be incorporated more rapidly. In addition, the results of each engagement survey are used as engagement scores through setting sustainability targets and we promote initiatives using them.

• Status of Sustainability Targets

Engagement Scores (Fiscal 2021)

65%

Except EMEA*

* EMEA: Europe, the Middle East, and Africa

Sysmex Sustainability Data Book 2022 26

Sustainability Management	Society	Environment	Governance	External Evaluation	Performance Data / Independent	Guideline
Practitioner's Assurance	Comparison Table

Materiality

Human Capital: Realization of an Attractive Workplace

Human Resource Development Programs

SOCIETY

Resolution of Medical Issues through Products and Services

Resolution of Medical Issues through Innovation Improvement in Accessibility to Healthcare

Responsible Provision of Products and Services Pursuit of Quality and Trust Strengthening of Supply Chain Management

Realization of an Attractive Workplace

Human Resource Management

▶Human Resource Development Programs

Promotion of Diversity and Inclusion

Provision of a Comfortable Working Environment

Global Human Resource Development

Our Approach to Human Resource Development

Under its Group-wide global human resource development system, Sysmex cultivates a sense of unity between business activities and the workplace, while developing next-generation leaders. Efforts are also made to reinforce networks within the Group and foster cross-cultural understanding, for which various measures are taken.

Based on the four human resource development concepts of "Link training, evaluation, and work (produce results)", "Promote globalization of the Sysmex Group", "Continuous investment in human resource development", and "Be a company that cultivates human resources and personal growth", we aim to nurture personnel in a planned and steady manner while investing in human resources according to our financial condition, in accordance with our human resource development investment policy.

Three Core Training Systems

Human Resource Development Programs in the Age of the "New Normal"

Sysmex is working on the introduction of human resource development programs suited to the "new normal" age, in response to the need for diverse working styles amid the COVID-19 pandemic.

To be more specific, we have developed a system for online classes and are improving the content of programs to make them more suitable for an online setting. Furthermore, "smart work" system, which was introduced to facilitate diverse working styles, encourages employees to spend 15 minutes of their working hours per day on self-study. The total number of persons participating in training in fiscal 2021 was about 15,000. We have also introduced an apprentice system in which our employees can take on new duties when there are vacant positions, and are implementing measures to improve employees' career prospects, including support for increasing expertise. Under the newly introduced learning management system, supervisors monitor how their staff are doing in the programs they are taking, give advice on career development, and provide opportunities for dialog.

Digitalization Training: Data Journey

In fiscal 2021, we conducted a series of programs under the title "Data Journey" for employees to learn about trends and mechanism in cutting-edge technologies and how to deal with data. Five training sessions were conducted by external lecturers. Around 200 people participated in each one and, using the chat function, there was lively communication between lecturers and participants.

Promotion of Health and Occupational Safety

Corporate Citizenship Activities

	Training Type	Objective	FY2021 Results
		・Cultivate global leaders	To discover potential next-generation leaders at an early stage and prepare them for leadership, training requires
	Selective training	employees to accept the challenge of stretch goals (those involving formidable obstacles). Other purposes are to
		・Cultivate future management personnel	acquire the ability to develop a vision and formulate strategies, and improve practical skills.
			Number of trainees: 25
		・Deepen our employees' understanding of the Group's corporate philosophy and history
	Rank-based	・Acquire an understanding of, and expertise in, management and issue resolution	Number of programs: 48; number of trainees: approx. 3,600
	training	required at each level
		・Promote communication between departments
	Elective training	・Obtain practical expertise, knowledge, and skills in business execution	This training offers practical business courses and other programs designed to develop trainees' competencies,
	including strategic thinking, team building, negotiation, and problem solving. The program also provides knowledge
（Sysmex College） ・Gain business and management expertise	training conducted by in-house instructors.
			Number of programs: 42; number of trainees: approx. 2,000

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