Based on our belief that a company grows through respect for people and the growth of people, we strive to create the best possible working environment through measures such as enhancing our human resources cultivation systems. These measures enable all human resources to perform at their full potential, and to feel a sense of motivation and fulfillment during their work.

Our corporate color, "human red," visually represents our spirit of respect for people, signifying personal warmth and growth. In keeping with this spirit, we aim to be lively and fun, and have established the Basic Policy on People.

MAX has established a training system which enables human resources to grow in gradual steps, from team members who contribute to their teams to leaders who direct their teams. In particular, our "essay test" is a unique system that leads to the cultivation of human resources only found at MAX.
As part of our examination for promotion, MAX asks employees to write an essay on the theme of "working as a team to solve problems." The essay calls for a practical description focused on "Do, See, Think."
Supervisors are always expected to provide subordinates with opportunities to practice teamwork based on known facts.

MAX operates a fair evaluation system designed to ascertain the strengths and weaknesses of our employees and to allow employees to grow while maximizing their abilities. For personnel evaluations, we have introduced a self-assessment system in which self-assessments are carried out twice a year. First, the employee writes a detailed, objective, and fact-based description of the status of implementations for his or her own goals during the half-year period. The employee then discusses and reviews the description together with his or her supervisor. MAX places great importance on feedback that leads to the growth of our employees. The supervisors provide feedback on evaluations of results and processes, thus facilitating future skills development and growth of individual abilities. By fairly ascertaining and treating the abilities and achievements of each employee and linking them to future growth, MAX fosters motivation and fulfillment for employees. In this way, we value human growth.
In addition, on the basis of the MAX Fundamental Management Policy of "We strive to ensure management promises that company results are fairly shared by all stakeholders," we emphasize profits in our core business and have established a bonus system linked to consolidated operating income. The total source of bonuses for officers and employees is 28% of the profit distribution derived from performance results and calculated from the amount of consolidated operating income. Profits are returned to officers and employees by calculating bonuses based on internal rules.

MAX recognizes the importance of incorporating diverse human resources and values, and utilizing those resources and values to create new value. Following this belief, MAX is working to promote diversity.
We hire regardless of gender and nationality, and foreign nationals contribute to the growth of our business. In addition, our overseas subsidiaries actively hire local human resources,ensuring the multinational diversity of the Group. We carry out mid-career hires (skilled-specialist hires) based on the needs of the organization at any given time. As of March 2025, midcareer hires accounted for 13.8% of our workforce.
To promote the active participation of women, we aim for a female recruitment ratio of 20% for new graduates. In fiscal 2024, 12 of 39 new graduates were female. Moreover, as more women enter science fields, we continue to hire more women with a background in science. As for women in management positions, the percentage in the Group is 8.5% (as of March 31, 2025). We are focusing on improving this number, targeting a percentage of 10% of management positions being held by women by 2030.
Regarding employment of older people, even after the retirement age of 60, MAX employees can continue working until 65. We continue employment for nearly 100% of employees who wish to keep on working.
The employment rate of persons with disabilities was 2.7% in fiscal 2024.

MAX is enhancing our efforts to achieve a work-life balance to create an environment where diverse human resources can work comfortably and maximize their abilities. At the same time, we are recommending well-balanced work styles. As measures for promoting work-life balance, we have introduced a flextime system and an hourly paid-leave system. We also offer reduced working hours after childcare leave until the time children enter junior high school. Furthermore, we operate a system in which employees must apply to use their computer after 7:00 p.m.
The average total annual working hours in fiscal 2024 was 1,891 hours, and the annual paid-leave usage rate exceeded 65%.

To create a healthy and comfortable working environment, MAX has improved the environment of offices and employee cafeterias. We also promote "self-checks" by employees every year and have a consultation desk staffed by industrial physicians and external experts for providing mental health care. The most recent self-checks for department managers and other managers covered self-checks on the Group Employee Code of Conduct, conduct required of department managers, and harassment.

General employees conducted self-checks on the Group Employee Code of Conduct, whistleblowing, and time management.

MAX possesses two labor unions: the MAX Industrial Labor Union (manufacturing sites) and the MAX Manufacturing and Sales Labor Union (sales offices). The personnel department shares important issues such as annual working hours with each labor union, and holds periodic meetings on the progress of activities to maintain sound labor-management relations while periodically exchanging opinions.

MAX Group domestic companies pay wages that exceed the regional and industry minimum wages as stipulated by the Minimum Wage Act.
Our overseas group companies also set employee wages based on the minimum wage laws and regulations of each country, and comply with all applicable and regulations.

*1 Data categories are for MAX Co.,Ltd.(non-consolidated).
*2 Usage rate of childcare leave as defined in Article 71-6, Item 1 of the Ordinance for Enforcement of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (Ordinance of the Ministry of Labor No. 25 of 1991)
*3 Usage rate of childcare leave and leave for childcare purposes as defined in Article 71-6, Item 2 of the Ordinance for Enforcement of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (Ordinance of the Ministry of Labor No. 25 of 1991)