Data Compilation (Social Report)

Execution rate: 100% (Note: Requested participation of roughly 2,300 main foreign and domestic suppliers)

Survey response rate: 100% (roughly 5,300 foreign and domestic suppliers)

Includes employees seconded to DENSO from other companies but not employees who have been seconded from DENSO to other companies

*1 Including students of the DENSO Technical College
*2 Mid-career employment workers
*3 Permanent employees who have shifted from temporary employees

Referencing the Utrecht Work Engagement Scale, every year we implement an employee survey—the Workplace Capability Survey—targeting our entire employee base of roughly 50,000 employees. This survey seeks to visualize our organizational capabilities and facilitate activities aimed at building a better organization. To that end, the survey comprises a total of 47 questions based on organizational development theories, focusing on the three perspectives of soundness, effectiveness, and self-reform capabilities.
At DENSO, we define engagement as a sense of fulfillment and connections with the Company and the workplace. Among the 47 questions, we measure positive responses* to four specific questions and these responses include: “I have a sense of fulfillment with my work,” “I approach my work with a positive attitude,” ”I feel a connection to the Company,” and “I am satisfied with the workplace.” We are steadily moving forward with activities focused on improving responses from young employees, technicians, and women, all of whom currently provide responses falling below the Companywide average.

Reference: In the fiscal 2025 survey, 47,862 employees were surveyed with a valid response rate of 94.5%.
* Rate of positive responses is the rate of employees who answered “Somewhat agree,” “Agree,” or “Strongly agree” among the seven choices.

To obtain our ideal human resources, we are striving to promote even more awareness of the roles expected at each career turning point, while at the same time solidifying roles by effectively promoting this role awareness in the workplace and providing training that is closely linked to our human resources system in a timely manner.

Individuals participating in a seminar on human rights*¹ [DENSO CORPORATION]

Promoting Diversity and Work-Life Balance

Includes employees seconded from DENSO to other companies but not employees who have been seconded to DENSO from other companies

*1:Total of DENSO CORPORATION, DENSO TAIYO CO., LTD., and DENSO BLOSSOM CO., LTD. The figures in ( ) represent employment ratios of persons with disabilities. As of June 1 for each fiscal year
*2:Total employed by DENSO Corporation and assigned from overseas Group companies

Includes employees seconded from DENSO to other companies but not employees who have been seconded to DENSO from other companies

*1 Up to fiscal 2019: Directors, Audit & Supervisory Board members, executive directors, and senior executive directors. From fiscal 2020 onward: Directors, Audit & Supervisory Board members, and senior executive officers

The above figures have been calculated based on provisions of the Act on the Promotion of Women’s Active Engagement in Professional Life.
With respect to employee wages, our compensation policies and criteria do not differ on the basis of gender, and based on our human resources system, wages are equal for men and women given the same qualifications. Currently, the lack of women in each age group assuming management positions is having an impact on the figures for our wage gap between men and women. However, for approximately the past 10 years, we have been strengthening our recruitment of women and promoting initiatives to facilitate their personal and professional growth, such as by helping them advance their careers by pursuing higher qualifications and promoting them to management positions and offering various training programs. We will continue to promote the active role of women by realizing more flexible workstyles, enhancing our support system for balancing work and family life, encouraging our male employees to take childcare leave, and fostering a culture of diversity and inclusion.

Note: Includes temporary and contract employees

To further curtail the occurrence of workplace-related accidents, in fiscal 2025 we set a goal to reduce risks by introducing equipment improvements that prevent workers from feeling rushed or pushed beyond their limits. We incorporated this goal into action plans aimed at reducing the frequency of minor equipment stoppages and advanced these plans accordingly. In addition, we conducted on-site verification activities via heads of business groups and third-party organizations. In these activities, challenges faced in each workplace were shared with business group leaders and other relevant departments, thereby enabling us to promote improvements. With regard to explosions and fires, we achieved zero major accidents through the thorough implementation of preventive measures and inspections of maintenance conditions, which are efforts verified by experts and third-party organizations and continuously improved. However, there were certain targets we did not achieve at domestic Group companies due to an increase in accidents. Taking into account the trend in disaster occurrence, we are continuing to strengthen efforts that stress the importance of avoiding contact with the moving parts of machinery (including compliance with rules when safety devices are deactivated). We are also focusing on such efforts as strengthening communication in the workplace and thoroughly carrying out equipment-related safety measures.

*1 Class 1 accidents: Accidents that society strongly expects to be prevented, such as those involving moving machinery, chemical agents, electrical shock, and heavy objects.
*2 Serious accidents: Accidents involving fatalities or serious injuries

Please refer to the following section for details on our level-specific training programs.

In addition to level-specific training, we provide job-specific training for employees engaged in roles involving hazardous or dangerous tasks.

Domestic: 26 companies; overseas: 53 companies (as of March 2024)
Of which, ISO 45001-certified: 43 companies (certification rate: 52%)

*1 Ratio of employees who answered “yes” to the question, “Have you been exercising for two days a week or more for at least 30 minutes each time for over a year?”
*2 Ratio of employees who answered “yes” to the question, “In your daily life, do you walk or engage in an equivalent physical activity for at least one hour per day?”
*3 Up to fiscal 2024, ratio of employees who stated that they drink often or every day and that they drink the equivalent of two glasses of Japanese sake or more on days that they do drink. From fiscal 2025, revised calculation method based on evaluation of alcohol-related risks following changes to the standardized questionnaire offered for special health checkups
*4 Ratio of employees who answered “no” to the question, “Do you eat dinner within two hours before going to bed three times a week or more?”
*5 Ratio of employees who answered “no” to the question, “Do you go without eating breakfast three times a week or more?”
*6 Ratio of employees who answered “normal” or “slow” to the question, “How fast do you eat compared with other people?”

*1 Internally held tests
*2 The screening rate declined from the previous fiscal year due to the inability to conduct tests inside medical buses at Company premises in light of COVID-19 and employees receiving tests elsewhere as a result.

Investment Amount in Group Health Seminars and Female-related Health Measures
[DENSO CORPORATION and domestic Group companies]

* Ratio of employees absent for three months or more is calculated based on reported data on such employees reported by each workplace.
Number of employees surveyed in fiscal 2025: 43,497; response rate: 100.0%

Presenteeism *¹ [DENSO CORPORATION]

*1 Refers to the lost productivity and work output that occurs when employees are not fully functioning in the workplace because of an illness, injury, or other condition
*2 Work Limitations Questionnaire (WLQ): A questionnaire regarding the percentage of work hours and frequency in which employees do not perform their duties due to poor physical health. The best possible score in this questionnaire is 100%.

Number of employees surveyed in fiscal 2025: 46,373; response rate: 92.9%

* The number of participants includes employees as well as general people who participated in social contribution activities held by the DENSO Group.

System in which employees donate to provide grants to organizations and volunteer activities they wish to support