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Growth Opportunities

Approach and Policy

The NGK Group positions human resources as a vital management asset under the NGK Group Human Capital Management Policy. Maximizing the value of those assets is the foundation of our Human Capital Management approach. In line with this Policy, we have identified "Growth Opportunities" as one of our Priority Strategies, alongside "Human Resource Development" and "Fostering the Culture," to address the management challenge of transforming our business structure.
Under "Growth Opportunities," we promote the placement of diverse human resources in roles that best suit their strengths and expand opportunities for employees to take on challenges. Our goal is to enable every employee to maximize their capabilities and strengthen the organization's overall capacity to create value. We are advancing this through cross-boundary assignments that go beyond organizational and business divisions, and by establishing systems that support career autonomy, thereby encouraging employees to take on challenges of their own initiative and further advance their careers.

Promotion Framework

For our overall Human Capital Management Promotion Framework, please see below.

Strategy, Metrics and Targets

Strategy

The NGK Group has established three Priority Strategies—"Fostering the Culture," "Human Resource Development," and "Growth Opportunities"—as the pillars of its approach to realizing the NGK Group Vision and achieving the Long-Term Management Plan 2026-2035.
For "Growth Opportunities," we are pursuing the following three initiatives:

  • Promotion of women and diverse human resources and assigning them to growth areas
  • Career autonomy based on employees' intentions and aptitudes
  • Cross-boundary experience and active assignment of employees beyond the boundaries between organizations, countries, and businesses

Metrics and Targets

NGK has set a target to increase the ratio of women among key personnel in management positions. Starting from 4% in FY2024, we aim to reach approximately 10% by 2030 and 20% or above by 2050, while advancing the development of female management candidates and career support initiatives. The ratio stood at 5% in FY2025.

Rate of female managers
FY2025 Result FY2030 Target
Ratio of female managers 5% 10%

Initiatives

Initiatives Aligned with the Priority Strategies

Promotion of Women and Diverse Human Resources and Assigning Them to Growth Areas
  • Initiatives for Achieving Our Action Plan for Promoting Women’s Active Workplace Participation
  • System for the Regular Appointment of Fixed Term Manufacturing Contract Employees
  • Alumni hiring
  • Referral hiring
Career Autonomy Based on Employees' Intentions and Aptitudes
  • Initiatives to promote career autonomy
  • Support for active contribution at each career stage
Cross-Boundary Experience and Active Assignment of Employees Beyond the Boundaries Between Organizations, Countries, and Businesses
  • Internal job application system
  • Free Agent (FA) System
  • Scout System

Promotion of Women and Diverse Human Resources and Assigning Them to Growth Areas

Initiatives for Achieving Our Action Plan for Promoting Women’s Active Workplace Participation

In April 2026, NGK submitted a general employer action plan under the Act on Promotion of Women's Participation and Advancement in the Workplace to the Aichi Labor Bureau, which is overseen by the Ministry of Health, Labour and Welfare (MHLW).

Ministry of Health, Labour and Welfare: General Employer Action Plan

General Employer Action Plan Based on the Act on Promotion of Women's Participation and Advancement in the Workplace
To create an environment where diverse human resources can work comfortably and find purpose in their work, and to support employees who embrace challenges and drive transformation, we have established and will implement the following action plan.

1. Period of the Plan

April 1, 2026 to March 31, 2031

2. Details

Goal 1 (Women's Active Participation): Maintain the rate of male employees taking childcare leave (including other leave for childcare purposes) at 90% or above.

Initiative 1: From April 2026 onward, we will disseminate information to deepen awareness and understanding of childcare leave among male employees.

Initiative 2: From April 2026 onward, we will inform all eligible employees of relevant programs and work to ensure they have an accurate understanding of childcare-related leave systems.

Goal 2 (Women's Active Participation): Achieve a ratio of female managers of approximately 10% by the end of this action plan.

Initiative 1: In 2026, we will implement systematic development and support programs for employees identified as candidates for managerial positions.

Initiative 2: In 2027, we will provide workshops, events, and similar opportunities for female employees to gain knowledge and perspectives they may not encounter on their own, encouraging them to reflect on and plan their career paths.

Goal 3 (Women's Active Participation): Promote understanding of health considerations specific to women.

Initiative 1: In 2026, we will establish a system to handle consultations and responses related to women's health.

Initiative 2: In 2026, we will disseminate health-related information, including the importance of gynecological checkups.

System for the Regular Appointment of Fixed-Term Manufacturing Contract Employees

NGK has established a system to appoint fixed-term contract manufacturing employees to regular employment. In FY2025, seven employees were hired as regular employees through this system.

Alumni Hiring

NGK implements an alumni hiring program that enables former regular employees to return and contribute, applying the experience they have gained outside the company. We have introduced a dedicated registration system and set up a dedicated page on our recruitment website to encourage sign-ups. We also regularly send press releases and the latest company updates to registered individuals, building ongoing relationships and deepening their understanding of NGK.

Referral Hiring

NGK has introduced referral hiring as part of its mid-career hiring initiatives. Under this program, employees refer acquaintances and friends to open positions. Before submitting a formal application, candidates participate in an informal interview where employees share their perspectives on corporate culture, work styles, and job responsibilities, building mutual understanding between candidates and NGK. This approach promotes a hiring process that both parties can feel confident about.
To make it easier for employees to refer candidates, we have created dedicated pages on the company's internal portal and recruitment website. As a result of these efforts, applications through this channel have increased, and we hired six employees via referral hiring in FY2025.

Career Autonomy Based on Employees' Intentions and Aptitudes

Initiatives to Promote Career Autonomy
  • Concept

    Since 2021, NGK has been implementing initiatives under our employee Career Autonomy policy.

    Policy

    Support autonomous career development within the company

  • Career Autonomy Initiatives

    NGK provides training and learning opportunities tailored to each stage of employees' careers to support their autonomous career development.

    Name Target Frequency Content
    Career Autonomy Month All employees Once a Year Employees learn the fundamentals of career development through video-based learning, including how to identify their WILL, CAN, and MUST and how to build a career plan. Content is tailored to different career stages and situations, covering age-specific perspectives and guidance for supervisors on supporting their direct reports' career growth.
    Career Design Training Third-year regular-position employees Once a Year This training helps employees reflect on their growth to date and envision their future career path. It includes sharing sessions with senior employees and group discussions, followed by one-on-one discussions with supervisors to share and align on career plans.
    Career Design Seminar Employees in their 40s and 50s Once a Year This seminar provides an opportunity for employees to reflect on their experiences and consider their future career directions based on their individual strengths, characteristics, and values.
  • Career Consultation Helpdesk

    To support employees' autonomous career development, NGK has established a career consultation framework staffed by employees who hold certified career consultant qualifications and provide advice in strict confidence. From FY2022, we have also introduced a dedicated point of contact for consultations with external career consultants, further expanding our support system.

Support for Active Contribution at Each Career Stage
  • Follow-up System for Retaining Young Employees

    The NGK Group has implemented various follow-up measures aimed at improving retention among young employees. We conduct a survey and follow-up interview with employees in their second year, covering topics such as their work and work environment. With employees' consent, we share the outcomes with their department heads to drive workplace environment improvements and support employee growth.

Cross-Boundary Experience and Active Assignment of Employees Beyond the Boundaries Between Organizations, Countries, and Businesses

Name Description
Internal Job Application System A system that allows employees to voluntarily apply for openings in other departments and proceed to the selection process.
FA (Free Agent) System A system through which employees can register their transfer preferences company-wide and create opportunities to move to a different department.
Internal Scouting System A system that allows employees who receive a scout offer from another department to voluntarily apply and proceed to the selection process.