Active Participation of Diverse Human Resources

Nippon Paper Industries states that one of the requirements of its Vision for the Group Mission is "instill pride in employees." The Company is promoting organizational development that enables diverse work styles and allows diverse human resources to maximize their potential, aiming for better engagement (building relationships to ensure growth for both employees and companies).

• NIPPON PAPER GROUP strives to maintain stable employment and continue hiring new employees.

• The Group employs and recruits without discrimination based on the "NIPPON PAPER GROUP Human Rights Policy."

• The Group carries out employment based on the place of operation.

• The Company discloses information on the hiring of new graduates and mid-career employees on its website.

• To secure diverse personnel, the Company is working on expanding its recruitment channels.

• The Company has introduced the "Mid-career Employee Onboarding" e-learning program to facilitate the smooth integration of new mid-career hires, mostly in career-track positions, into the workplace. This training helps foster shared knowledge and mutual understanding in both new employees and existing employees to help new mid-career hires play an active role as soon as possible.

• The Company's employment rate of people with disabilities is 2.56%, above the statutory employment rate of 2.5% (as of April 1, 2025). The Company will continue to work to maintain and improve the employment rate at each site.

• The Company aims to achieve an employment rate of people with disabilities of 2.8% by 2030 (the statutory employment rate is 2.7% for FY2026).

• The Company assigns people with disabilities to workplaces in consideration of the nature of their disabilities.

• At the head office of Nippon Paper Industries, the Company provides pre-employment workplace training before new employees join the Company, to prevent mismatches at the time of hiring. Furthermore, regular follow-up interviews are held at intervals of one month, three months, six months, and one year after joining to help employees settle into the workplace after joining the Company.

• The head office is equipped with barrier-free toilets which can be used by not only people with disabilities but also by anyone. The Company is also gradually promoting barrier-free facilities at its mills.

• The Company operates a re-employment system up to age 70 so that retired employees can continue to work according to their motivation and ability, at least until they are old enough to receive their pension.

• For general employees, the retirement age was extended to 65 years of age in April 2024.

• The Company has established the "NICORE (Nippon Paper Comeback & Re-entry) system*" as a boomerang hiring system, allowing former employees to take advantage of the experience and skills they have cultivated over the years to play an active role in the company once more.

• If a former employee registers in the human resource bank in advance in preparation for when they want to work or are able to work again, the Company will notify the registrant system that provides detailed information on job vacancies. There is no question about the reason for leaving when registering for the human resources bank

• Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace, the Company have formulated an action plan to create an employment environment in which diverse human resources can demonstrate their abilities and play an active role throughout their lives.

The Company is working to develop human resources who take on change as an investment in human capital to promote business structure transformation and yield results. The Company will take various measures to nurture employees who will be the source of expanding profitability of growing businesses and reinforcing competitiveness of foundation businesses, while also enabling employees themselves to improve their individual skills and realize personal growth through their careers.

The Company conduct employee engagement surveys once a year. The survey is regarded as an important means for further solidifying a relationship in which 
both employees and the Company can grow together.
The Company reports the survey results to general managers and executives, and strives to improve communication within the workplace, education and training, and the working environment based on advice from external consultants in order to achieve a smooth business structure transformation.

• The Company participates in the United Nations Global Compact and supports the universal principle of labor standards advocated by the United Nations regarding "approval of freedom of association and the right to collective bargaining."

• The Company has adopted a union-shop system, and 100% of employees subject to labor agreements are members of the labor union (number of labor union members: 4,370 [as of March 31, 2025]).

• With the common labor-management aim of "developing the company and improving the welfare of union members," the Company has established various specialized labor management committees , such as the "Agreement Management Expert Committee" and the "Manpower Measures Expert Committee." Along with this, based on the agreements between labor and management, the Company is working on various measures and improving working conditions and environments. The Company also holds "labor-management conferences" twice a year (in the spring and fall) to facilitate communication between labor and management, such as by explaining management policies, management plans, and business performance trends to the labor union.