Diversity, Equity and Inclusion

• Basic Approach
• Global DEI Promotion System
• Global DEI Strategic Priorities and Initiatives
• DEI Initiatives for Each Region
• Targets and Achievements Data

Basic Approach

The Olympus Group has formulated and made public its global Diversity, Equity and Inclusion (DEI) strategy for May 2023.
In our journey of achieving Our Purpose of "Making people's lives healthier, safer and more fulfilling,” DEI is an indispensable piece of strategy to increase organizational capability and sustainability, ensuring that we will be chosen by our employees, customers and stakeholders.

Olympus Names Wenlei Yang the Newly Established Chief Diversity, Equity and Inclusion Officer

Statement (Our Vision of DEI)

At Olympus, valuing people with diverse perspectives and backgrounds is a part of Our Core Values. Olympus respects the differences in our people’s age, gender, race, sexual orientation, gender identity, socioeconomic status, ethnicity, (dis)ability, nationality and culture, language, religion, opinions, political stance, experiences, and career backgrounds.
Olympus continuously works to build an inclusive culture and equitable systems, where everyone, including the communities we serve, are accepted for who they are, with equal access to opportunities.
We believe that Diversity, Equity and Inclusion are equally important, and only when DEI becomes integrated into our daily work, will people be their true self, release their full potential, and perform at their best.
In an inclusive and equitable environment, our people with their diverse backgrounds will better understand our customers’ varied needs and expectations, thereby creating new value by exchanging their opinions between each other, and developing solutions together to ultimately contribute to Our Purpose of "Making people's lives healthier, safer and more fulfilling.”

Definition of Diversity, Equity and Inclusion

Why Olympus Is Committed to Engaging in DEI Initiatives

Global DEI Promotion System

Global DEI Strategic Priorities and Initiatives

Four Strategic Priorities

In engaging with DEI, four key themes are being prioritized globally¹.

• 1.Gender and Life Priority, to further support women colleagues and all “Care Takers²” that may have time constraints through life events
• 2.Nationality and Culture, to increase diversity and ensure equitable access to opportunities regardless of nationality/culture or language
• 3.Career and Experience, to increase professional experience and broaden team/organizational coverage of perspective
• 4.Inclusive Environment, to ensure psychological safety that everyone could speak up and collaborate effectively

1DEI efforts at Olympus encompass all pillars, including age, race, sexual orientation, gender identity, socioeconomic status, ethnicity, (dis)ability, religion, opinions and political stance . We aim to increase diversity and ensure equity in each pillar through region-specific initiatives that consider local features.

2Care takers are individuals who balance work responsibilities while caring for their children, parents, other family members, etc.

Specific Initiatives

In line with our four themes outlined above, the company is actively piloting and launching initiatives in all regions, including training for people managers across the organization. While each region is initially focusing on its own diverse needs, we plan for many of the initiatives to eventually support all employees globally for an equitable program regardless of physical location.

Talent management:Multiple functions are piloting talent development programs. One example is the R&D department, which is focusing on three key areas: 1) unleashing the potential of women in non-management positions through mentoring, sponsorship, and social networking programs; 2) developing leaders to create an inclusive environment; and 3) training and building networks for women managers.

Backfill vacancies during employee leave:Japan has initiated a program providing guidance and tools designed to optimize workload distribution during staff absences, such as parental leave. In situations where the team requires additional support, a supplementary external resource program is utilized to alleviate the burden on remaining employees, ensuring that those on leave can fully engage with their personal responsibilities without concern for workplace demands.

Globally equitable life event support:Each region is actively refining its policies to enhance support for employees during significant life events. In Japan, a new initiative encourages male employees to take extended parental leave by offering a comprehensive guidebook that helps balance childcare responsibilities with professional goals. Elsewhere, China increased the number of days available for working from home, and the Americas increased financial support for child adoption and the number of paid days for parental leave.

Peer learning program:Employees pair up with a colleague from another region for a three-month period. Encouraging bi-weekly one-hour meetings during work hours, the program aims to enhance cultural understanding and internal networking. Participants can explore work roles, cultural topics, and general interests, also benefiting from opportunities to share knowledge and practice language skills in a supportive setting.

Diversity of talent in Global roles:We plan to enhance national and cultural diversity in Global roles by increasing internal application opportunities and expanding outreach to diverse talent pools through improved recruitment processes.

Short-term “Let’s Go” program:The "Let's Go" program offers a unique opportunity for participants to spend up to 2.5 months in a different location within the same function to enhance their perspective, gain experience, and expand their professional network, fostering cross-regional collaboration. Upon returning to their base locations, participants share their learnings with team members and take on leading roles in global projects by acting as strong ｈliaisons with overseas locations, which improves productivity and helps break down regional silos. This initiative directly supports the company’s commitment to global collaboration, DEI, career development, and employee engagement.

Training for people managers:Our global training initiative equips people leaders essential DEI competencies, emphasizing the need for psychological safety, recognition and mitigation of unconscious biases, and integration of DEI principles into daily business operations. The program is customized with region-specific content to align with local cultural and regulatory nuances, ensuring relevance and applicability for all participants. This targeted approach not only builds foundational knowledge but also empowers leaders to actively foster inclusive environments within their teams.

Training sessions have received very positive feedback, with over 80% of participants reporting that they could apply the knowledge to their work. Since launching the training program in March 2023, approximately 1,600 people leaders globally have participated, representing 34% of all managers company-wide. By the end of this fiscal year, we anticipate that roughly 2,500 people leaders will have joined the program, thereby covering over 50% of all managers.

Globally equitable processes in Talent Acquisition:The company is enhancing its Talent Acquisition processes through specialized training for recruitment staff, focusing on areas such as unconscious bias. Additionally, we are exploring advanced tools to ensure job postings and descriptions are universally equitable, aiming to increase diversity within candidate pools and promote fairness throughout the recruitment process.

In addition to these respective initiatives, Olympus also holds global events periodically. For International Women's Day in 2024, nine different events were held in online, in-person or hybrid settings across all regions to promote women globally. The events covered a wide range of topics from women’s inclusion, showcases of regional DEI efforts, a lecture from a doctor on women's health, a panel discussion featuring our CDO Wenlei Yang in conversation with Terumo’s Chief Human Resources Officer (CHRO), and more.

The company will continue to serve the needs of its diverse group of employees globally in an agile and sustainable way, thereby empowering everyone to perform at their very best.

DEI Initiatives in Each Region

In addition to our global DEI initiatives, each region is implementing its own initiatives, taking into account local features and needs. Please see below for more details.

• ・Promotion of DEI in Japan
• ・Diversity, Equity and Inclusion in the Americas

Targets and Achievements Data

DEI-Related KPIs

The following KPIs were established when we launched the strategy in fiscal year 2024. These goals are not the purpose of our DEI program, rather they directly reflect what kind of organization we would like to become.

• 1.Achieve 30% representation of women in management roles globally by fiscal year 2028 (including doubling the rate of women managers in Olympus Corporation to 13%)
• 2.Attain 100% parental leave participation for eligible men at Olympus Corporation by fiscal year 2026
• 3.Increase the diversity of nationalities and cultures in the Olympus Group and further improve employee engagement scores

Current status

• ・Percentage of female managers globally: 25.4% (as of March 1, 2024, up from 22.7% in the previous year)
• ・Percentage of female managers at Olympus Corporation: 9.1% (as of March 1, 2024, up from 7.2% in the previous year)
• ・Rate of male employees taking parental leave at Olympus Corporation: 88.0% (April 1, 2023 – March 31, 2024, up from 70.2% in the previous year)

*Please refer to the following page for details of results for Olympus Corporation.

Promotion of DEI in Japan