ELECOM’s ESG Initiatives

Social

The ELECOM Group is supported by various stakeholders. With valuing our communications not only with our customers and shareholders, but also with our employees, suppliers, and communities, addressing the requests and expectations of such stakeholders, we seek to achieve ongoing growth and development.

Human rights

The ELECOM Group advocates a basic policy on human rights of labor. All employees and officers work together to ensure compliance with the United Nations Global Compact (endorsed on January 2022) as well as human rights and labor standards as prescribed by international norms, laws and regulations, as part of our efforts to achieve a society in which human rights are universally respected. In FY2023, we revised the basic policy on human rights of labor and moved forward with preparations for compliance with global standards. As well as being provided in Japanese, this policy has been translated into local languages, and has been made available to all employees of the ELECOM Group. Going forward, we will continue to deepen our understanding of and engagement with human rights impacts in the course of our business activities.

Policy and Basic Approach

The ELECOM Group complies with human rights and labor standards as prescribed by international norms, laws and regulations, and works to achieve a society in which human rights are universally respected through the practice of the following activities.

Basic Policy on Labor Standards and Human Rights
  1. The ELECOM Group supports and respects national laws regarding human rights and labor, as well as internationally declared human rights norms based on the United Nations "Guiding Principles on Business and Human Rights," in all aspects of its corporate activities.
    The International Bill of Human Rights (the United Nations) (the Universal Declaration of Human Rights, the International Covenants on Human Rights)
    The ILO Declaration on Fundamental Principles and Rights at Work (the International Labour Organization (ILO))
    The OECD Guidelines for Multinational Enterprises (the Organisation for Economic Co-operation and Development (OECD))
  2. The ELECOM Group respects the human rights of each individual and does not discriminate based on race, nationality, ethnicity, beliefs, religion, academic background, social status, age, gender, sexual orientation, gender identity, or disabilities.
  3. The ELECOM Group endeavors to build sound labor-management relations by respecting the freedom of association and the right to collective bargaining of workers and employers, based on national laws, international norms, and labor practices.
  4. The ELECOM Group implements appropriate management of wages, working hours and leaves based on national laws and international norms.
  5. The ELECOM Group does not engage in any form of child labor and forced or compulsory labor.
  6. The ELECOM Group does not conduct harassment that degrades other people and makes them feel uncomfortable based on their status or gender and so on.
  7. The ELECOM Group, through fair transactions, respects national laws and international norms regarding corporate ethics and strives for continuous improvement.

Employee education on human rights issues

The ELECOM Group has established rules in relation to harassment and set out mechanisms to prevent all kinds of harassment in the workplace. Its aim is to achieve a healthy workplace environment in which all employees can fully demonstrate their abilities.
We conduct harassment-prevention training through cross-functional programs tailored to different organizational levels and work to raise employee awareness. Since FY2023, at our annual compliance training session, we covered the United Nations Guiding Principles on Business and Human Rights and the elimination of harassment to promote awareness across the ELECOM Group.

Human rights initiatives within the ELECOM Group

○Fair assessment and treatment

The ELECOM Group seeks to maintain and increase employee motivation and job satisfaction by ensuring that results of employees are positively assessed and reflected in their treatment, irrespective of age and career background.
A dialogue for mutual understanding is emphasized through such measures as reflecting the degree of achievement of goals based on the company’s management strategy and the policies of the organization to which the employee is assigned in salary increases, promotions, bonuses, and other forms of compensation, as well as providing feedback on evaluation results. Furthermore, in light of recent social conditions, continuous wage increases have been implemented since 2022 to support employees’ financial stability and their continued success over the medium to long term.

○Relationship with labor union

There are two labor unions in the ELECOM Group: the ELECOM Labor Union (formed in September 1998, with 679 members) and the DX Antenna Labor Union (formed in December 1959, with 224 members). (The number of union members is given as of March 31, 2026)
In order to maintain and improve relations with the respective labor unions, ELECOM and ELECOM group companies operate periodic labor-management councils, and work to cultivate relationships of trust based on dialogue. By checking the details of operations and receiving reports on the causes of long working hours, and specific improvement measures, the Company moves through a cycle of sharing information with the labor union aimed at controlling and reducing long working hours.

○Management of wages

The ELECOM Group makes sure that wages and other forms of compensation paid as consideration for labor are free from discrimination based on age, gender and other such characteristics, and it respects the minimum wages for the various regions in which it operates. We furthermore continuously manage wages, which entails confirming legal and regulatory compliance through the involvement of a labor relations division and internal audit team, in part to ensure that wages accurately reflect working hours.

○Harassment hotlines

The ELECOM Group has accordingly set up internal and external contact points where all of our employees are able to seek consultation regarding harassment and human rights violations, to prepare workplace environments conducive to seeking consultation for employees who have been subject to harassment and other such inappropriate behaviors. Rules for the protection of whistleblowers have been established to ensure that they are not disadvantaged, and are operated in a manner that protects whistleblowers and preserves confidentiality. Starting in FY2023, we extended the contact point for whistleblowing and established a system that allows for consultation with external legal counsel.
Whistleblowing reports for the fiscal year ended March 31, 2026: 2 The number of reports is aggregated by counting multiple reports from the same whistleblower as a single report. All reports have been appropriately investigated and addressed, with necessary corrective actions taken. We will continue to strive for thorough protection of whistleblowers and to enhance the effectiveness of the system.
Whistleblowing reports for the fiscal year ended March 31, 2026: 3

The ELECOM Group’s
whistle-blowing system
Consultation, liaison, reporting
Management
Secretariat and internal contact points

External contact points

ELECOM Group employee

○Human rights due diligence

In accordance with the UN’s Guiding Principles on Business and Human Rights, ELECOM began performing human rights due diligence in August 2023. For new businesses acquired through M&A, human rights and the environment are added to the investment decision criteria and are reviewed by external legal counsel. With regard to the issue of human rights in the supply chain, we have used the Guidelines on Respecting Human Rights in Responsible Supply Chains and related materials drawn up by the government of Japan, and the human rights guidance tools from the United Nations Environment Programme Finance Initiative (UNEP FI) to build a foundation of a system to identify and engage with such risks. In FY2025, the supplier self-assessment questionnaire (SAQ) was revised and conducted to deepen the understanding of potential risks.
In FY2026, we will explore ways to address the issues identified in this survey and work to improve effectiveness.

Empowering technical intern trainees

Since December 2022, Logitec INA Solutions has been accepting technical intern trainees from Vietnam at its factory in Ina, Nagano Prefecture. These trainees are learning electronic device assembly skills by participating in soldering and bonding processes and the manufacture and inspection of HDD and SSD products. We are working to help the trainees work with peace of mind by providing materials in a language they can understand, to arrange for them to take the same time off as employees, and to undergo health checks. Additionally, they are accommodated in dormitories that have single occupancy rooms to protect privacy, as well as a lounge space where trainees can gather and socialize.

Human resources development

The ELECOM Group emphasizes the development of individuals who can think and act independently, regardless of their age or length of service. To adapt to the rapidly changing business environment, we are advancing the development of employees who demonstrate initiative, strategic thinking, and organizational management skills. In the Group’s medium-term management plan, we have set "creating new value through products and services that enhance customer satisfaction" and "achieving sustainable growth by developing human resources and building a strong business foundation" as key strategies. To achieve our goals, we have identified improving the capabilities of our organization and employees, which support value creation, as key priorities. Under the purpose of "Better being," the ELECOM Group aims for each employee to have an enterprising spirit, think independently, and act proactively, so that both the individual and the company will continue to grow together. We are also working on creating an environment and establishing systems where employees can feel a sense of both comfort and fulfillment in their work.

Basic views

The ELECOM Group divides its human resources development into the three domains of "systematic human resources development," "skill development (support)," and "career development." We consider each of them from the perspectives of "training systems," "on-the-job training," "planned career paths," and "improvement in personnel systems" and promote the comprehensive nurturing of personnel.

○Systematic human resources development

By combining cross-divisional rank-specific training with specialized training that meets the needs of the business and operational situations of each division and Group company, we aim to improve general business skills and specialist knowledge and skills with good balance.

○Skill development (support)

Based on the content of education and training and the timing with which it is implemented, mentors who have completed the same course and superiors implement on-the-job training in the workplace. Through practical training that is focused on outcomes, we support skill development that is linked directly to the various operations.

○Career development

Based on the progress of skills development through a combination of off-the-job and on-the-job training as well as job performance, we take a flexible approach to develop, promote, and reassign. We will improve personnel systems to support systematic career development that takes into account the employee’s own wishes for self-realization.

Figure of Systematic human resources development

Training system

Therefore, we are supporting the growth of each and every employee with the aim of developing human resources that will contribute to the creation of innovation. As one initiative for achieving this, we plan various forms of training for the purpose of promoting role recognition and skill development in alignment with each employee’s stage of growth. A workplace culture has been created where diverse human resources can work comfortably and take on challenges, and where they can accumulate knowledge and ideas through job-specific training opportunities. In terms of specific measures, by using the Shonan Training Institute to conduct efficient and intensive training in a residential setting away from daily operations, we are working to foster team building abilities. In particular, the new employee training and annual training (2nd to 5th years) for all new employees across the entire ELECOM Group not only helps to establish connections and facilitate business collaboration among the Group early on but also enables participants to gain insights and knowledge. Moreover, we are focusing on and expanding training programs across the entire Group, including information security training aimed at enhancing security literacy, skill development training for sales and development departments, and manager training for managers. As part of the level-specific training, we conducted evaluation training for managers, along with a review of the evaluation system. By deepening understanding of the true purpose of employee assessments and goal setting that encourages both the individuals and their team members to take initiative, we aim to strengthen management skills and the ability to develop team members.

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First year after joining the company ▶ 2nd years - ▶ Supervision / management
ELECOM Group
Cross-divisional rank-specific training		 New employee training [2nd to 5th years] Annual training Supervisor training Manager training Executive training
Information security training and compliance training
ELECOM Sales division training Visual merchandising training
Sales training [Beginner]		 Corporate sales development training
Sales training [Intermediate]		 Product planning proposal training
Training for developing junior employees
Marketing planning skills training 		Area management training
ELECOM Product development
division training		 Product planning proposal training
Training for developing junior employees
Marketing planning skills training 		New development training
ELECOM Procurement division
training

Productivity improvement training
Training on the SME Transactions Act
Inventory management training

Enhanced training platforms

During the fiscal year ended March 31, 2023, we established the Shonan Training Institute and have otherwise been enhancing our training platforms. With a capacity exceeding 100 employees, the facility has over 20 training rooms of various sizes. It also has over 100 overnight guest rooms, a cafeteria for meals, and a communal lounge, making it a large-scale facility dedicated to training. The facility enables us to foster team building by conducting long-term residential training programs and carrying out efficient and focused training sessions away from daily operations.

Support for employee learning on their own initiative/desire for growth

In order to enable each and every employee to develop a spirit of enterprise and to think and act independently, the ELECOM Group provides recommendations and support centered on study designed to enhance expertise, such as the acquisition of skills and abilities that can be used directly in daily operations. In FY2023, ELECOM introduced a support system for acquiring public qualifications (28 eligible qualifications) to help employees reskill. The system has been utilized by many employees since its introduction, with approximately 423 cases of use. Additionally, in FY2025, the ELECOM Group released its dedicated AI, promoting operational efficiency and productivity improvement through AI utilization, and is conducting hands-on AI training and internal study sessions.
DX Antenna operates a system of paying allowances in accordance with official qualifications, and the company provides support in cases where the costs are a bottleneck for those wishing to enhance their career on their own initiative, irrespective of their job category. Going forward we will continue to design systems to support employees eager for personal growth.

Employee engagement

At ELECOM we believe that improving engagement among employees leads to the growth of the company, and from the fiscal year ended March 31, 2023, we began conducting annual engagement surveys. The purpose of the survey is to identify issues facing ELECOM and to measure the effectiveness of measures taken to address these issues. Furthermore, we have created opportunities for direct dialogue between management and employees in an effort to understand their views and requests.
For a company to achieve sustainable growth, it is essential that employees empathize with our purpose.
With this understanding, we are working to enhance opportunities for dialogue between management and employees, as well as to improve the transparency and perceived fairness of the evaluation system (by organizing evaluation items, clarifying their purpose, confirming risk management perspectives, strengthening feedback, etc.). Moreover, we implement unified, Group-wide training, compensation and benefits, and work style programs that enable employees to realize tangible career growth.
◎Measures implemented in FY2025 : Review of evaluation systems / Increase base salary

Support for different work styles

Through the introduction of work styles that leverage individual diversity to create a harmonious blend from employees with diverse values, the ELECOM Group is promoting work style reforms which aim to raise human productivity and enable every employee to utilize their abilities to the fullest extent. Specifically, we are striving to balance comfort and productivity at work by promoting a no-dress code policy, transitioning to smart office environments at operational sites, establishing remote work arrangements, making shift work more flexible, and partially lifting prohibitions on secondary jobs.
Furthermore, we have formulated and implemented a general employer action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children, continuously working on the development and promotion of systems that support the balance between work and childcare. In June 2025, we received the "Kurumin Certification." Moving forward, we aim to further enhance support for balancing work and childcare and are working towards obtaining the "Platinum Kurumin Certification." Additionally, in November 2025, we introduced a system to support single-parent employees and their children. We aspire to continue being a company that values both the growth of children and the careers of each employee, and we aim to enhance employee motivation and improve work-life balance.

Fiscal year Primary initiatives
2025 Acquisition of Kurumin Certification
Strengthening support for single-parent employees and their children
2024 Introduction of No Overtime Days
2023 Deployment of communication tools (MS365) Shift to paperless operations for accounting processes
2022 Implemented no-dress code policy, partially lifted prohibitions on secondary jobs Shifted to a smart office environment (ELECOM head office) Establishment of telework arrangements and flexible working shifts Raised awareness of what they have accomplished rather than how long they have worked Reinforced support for childcare, nursing care, and sick leave, etc.

Support systems for different work styles

The ELECOM Group is moving forward with systems to enable employees to achieve a balance between work and childcare or nursing care. In addition to establishing reduced working hours for childcare and nursing care respectively, the Group has been carrying out initiatives to meet the diverse needs of individual employees.
The main systems are as follows.

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Category System Overview
Childbirth and childcare Reduced working hours system for pregnant women Reduced working hours of up to 2 hours a day based on presentation of "maternity health care guidance item contact card"
Childcare leave system Up to the day before the child turns 2 years of age (or up to the end of the fiscal year in which the child turns 3 in certain cases, such as if they are unable to enter nursery school)
Leave for spouse’s childbirth One day at the time the spouse gives birth (special paid leave)
Congratulatory childbirth payment system* Payment of 50,000 yen for the first child, 100,000 yen for the second child, and 1,000,000 yen for the third child
System to support single-parent employees and their children* "Single-Parent Family Support Allowance" payment of 10,000 yen per month to employees from single-parent families who have children aged 22 or younger (5,000 yen if the fixed working hours per week are at least 10 hours but less than 20 hours)
Reduced working hours system for those caring for children Up to when the child graduates from elementary school
Child nursing care leave system Up to when the child completes the third grade of elementary school (up to 12 days for one child, up to 24 days for two or more children), unpaid
Nursing care Caregiver leave system Total of 93 days
Reduced working hours system for those involved in nursing care Three years from first use
Reduced working hours of up to 2 hours a day
Caregiver leave system (In the case of one subject family member: 12 days In the case of two subject family members or more: 24 days), Unpaid
Other Remote working system In principle, employees can remote working up to two times per week
Shift working system Employees can choose to work their fixed working hours of eight hours per day according to one of the shift patterns set by the company (a work style that enables staggered start and finish times)
Secondary job system Employees are allowed to work some secondary jobs, provided it fulfills certain conditions, including not interfering with their work duties
  • Congratulatory childbirth payment system (increase in amount) and system to support single-parent employees and their children are only available at ELECOM and some Group companies.

Job rotation surveys and in-house recruitment

The ELECOM Group regularly administers job transfer preference surveys to its employees as a means of helping them develop their careers in alignment with their aspirations, which is in addition to company-initiated personnel placements. We actively strive to establish new departments and facilitate personnel transfers in a manner that improves employee motivation, taking into account individual employees’ wishes, aptitudes and family circumstances, as well as excesses and deficiencies in staffing levels of respective organizational units. We have established an in-house recruitment program, which we use not only on a regular basis, but also in response to the needs for human resources or when establishing new departments.

Awards program

The ELECOM Group has established an awards program with the aim of sharing best practices that embody its purpose and elevating such best practices as integral to the corporate culture. Not mention to granting awards for achieving improvement with respect to operations and business performance, we also commend contributors to win design awards that help improve corporate brand value. During the fiscal year ended March 31, 2026, one Chairman’s award and one President’s award were awarded for projects whose contributions were substantial. In addition, two newly established "Better being" awards and two performance awards were awarded. Moreover, employees who were involved in the development of the 14 series of products that received the Good Design Award, iF Design Award, or Kids Design Award were honored for their contributions to the sustainable growth of the company.

Respect for diversity and inclusion

The ELECOM Group views individual variation with respect to sense of values and perspectives as an asset, in addition to differences in nationality, race, ideology, culture, language, gender, and age. We believe that chemical reactions between individuals that occur when diverse human resources spontaneously come up with ideas and interact to generate innovation. While reviewing traditional corporate culture and practices, we view this as a prime time for change. We are accordingly transforming our corporate culture across the entire Group and have furthermore been making progress in creating rewarding workplaces where diverse employees are able to make the most of their abilities.

Employment status of those with disabilities

Fifty-four people with disabilities are employed by the ELECOM Group (Japan only, as of March 31, 2026).
We are working to create a workplace where employees with diverse talents can fully demonstrate their abilities. To this end, we design suitable roles and improve work environments based on the characteristics of different disabilities. Specifically, in December 2023, ELECOM took further steps to support stable employment by beginning operation of an indoor farm to provide a comfortable workplace for persons with disabilities, with the herbs and vegetables grown available at ELECOM’s recreation and training facilities.
ELECOM Support & Service Co., Ltd. is showing consideration for wheelchair users at its officers by widening corridors and ensuring spaces are barrier free. It is also striving to enhance accessibility, including introducing tools that encourage smooth communication between diverse employees, and to create environments where each employee can work according to their skills, regardless of whether they have a disability or not. We promote the employment of those with disabilities and create working environments comfortable for such individuals, as we hope all of our employees to grow while inspiring each other.

Hiring of employees of different nationalities

The ELECOM Group is building global supply and sales networks, centered on Asia. We have accordingly been promoting the hiring and support of employees of different nationalities, as we believe that participation by employees from diverse cultural backgrounds is indispensable for the expansion of the business.
We have 54 employees of non-Japanese nationalities actively involved in such efforts as of March 31, 2026 (total for all Japanese Group companies).
In addition, at overseas Group companies we actively promote local hires, who serve in important positions regardless of nationality (77.8% of management at overseas Group companies consists of local hires).

Promotion of female participation

The ELECOM Group recognizes that the success of diverse employees with various perspectives is essential. With this understanding, we have positioned the promotion of the advancement of women as a key priority and are striving to improve the environment.
In addition to cultivating a culture that promotes diversity, we are also facilitating work style reforms, which include support for life events. Such initiatives have involved devising measures that support childcare by enabling employees to take childcare leave up to the end of the fiscal year that a child reaches 3 years of age, reduced working hours, exemption from working outside designated hours, remote working arrangements, and flexible scheduling of work hours. Going forward we will continue to work to create an environment in which women and diverse employees can play active roles.

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Results Targets
End of March 2023 End of March 2024 End of March 2025 End of March 2026 End of March 2028
Ratio of women in managerial positions 2.2% 2.0% 3.2% 3.7% 10.0%
Ratio of women in supervisory positions* 11.4% 16.1% 16.4% 15.5% 20.0%
  • * Starting from FY2025, the definition of "managers" has been revised, and only division heads are now included in the calculation.

Occupational health and safety

Having positioned the notion of ensuring safety and health of every employee involved in business activities as a top priority for business continuity, the ELECOM Group has established its "Occupational Health and Safety Policy" to enhance health and safety management, and disseminated to employees throughout the Group. We also strive to create physical spaces conducive to generating innovative ideas, in addition to workplace environments that provide for safe and healthy venues for work both physically and mentally. In addition, we approach the notion of work-life balance of our employees, which is listed as a materiality, as an important matter that enriches their spirits and broadens their horizons, above and beyond protecting their health and prompting vitality.

Policy and Basic Approach

The ELECOM Group, in maintaining and developing its business, makes the health and safety of all people involved in its business activities the top management priority by implementing the following efforts:

Industrial Health and Safety Policy
  1. The ELECOM Group strives to create a safe and comfortable working environment and ensure the physical and mental wellbeing of its employees.
  2. The ELECOM Group complies with applicable laws and regulations regarding health and safety in business operations, as well as the requirements of local communities, public institutions, and its customers.
  3. The ELECOM Group conducts training to increase safety awareness.
  4. The ELECOM Group thoroughly manages working hours and strives to eliminate long working hours.
  5. The ELECOM Group, in the event of a serious occupational incident, shares the outline and cause of the incident with employees within the Group and takes measures to prevent its recurrence.

Occupational health and safety implementation structure

The ELECOM Group has established the Health Committee pursuant to the Industrial Safety and Health Act as one of its initiatives devoted to occupational health and safety. This also enlists the involvement of labor unions through an approach whereby labor and management join forces in working to prevent occupational accidents and making improvements by checking for long working hours and the occurrence of occupational accidents.

○Monitoring

The Health Committee regularly collects information through business office representatives and labor unions (worker representatives) on occupational accidents and illnesses, as well as health and safety initiatives that have taken place within respective business locations.

○Sharing information

The Health Committee reports the results of monitoring and the content of deliberations by the Health Committee to all employees without delay.

President
Health Committee*
Chair
Health Supervisor
Occupational physician
Business offices
Business office representative
Disaster Control Manager
Driving Safety Supervisor
Labor unions (Worker representatives)

* Applies only to offices with at least 50 full-time employees

Health and safety initiatives

○Support for mental health

Since 2016, the ELECOM Group has been performing stress assessment surveys using an online system to achieve prevention and early detection of mental health disorders. We encourage employees to recognize stress, offer follow-up by mental health professionals for those experiencing high stress, and share group analysis results with department heads to connect them to workplace environment improvement activities. In ELECOM, more than 95% of employees underwent stress assessment surveys during FY2025, and those identified with high stress levels are recommended to have consultations with occupational health physicians. We will continue to strengthen mental health initiatives.

We use "The Brief Job Stress Questionnaire" recommended by Japan’s Ministry of Health, Labour and Welfare. The questionnaire enlists a simple question format consisting of 57 four-choice questions to make it easier for respondents to complete. Meanwhile, we prevent overlooking cases requiring physician consultation by having a public health nurse perform the second of a two-step check process.

◆Stress assessment framework

Online questionnaire Primary stress assessment ▶1
No concerns
Concern warranted
High stress level
Secondary stress assessment ▶2
Physician consultation
  • ▶ 1Having been deemed as experiencing high stress levels or as warranting concern by a public health nurse, employees are contacted separately.
  • ▶ 2The secondary stress assessment involves public health nurse consultation. Employees are subject to physician consultation if it is deemed that they are experiencing high levels of stress. The stress assessment process is concluded if no concerns are found.

○KENKO Investment for Health

The ELECOM Group considers ensuring the safety and health of all employees as one of its key priorities and is working to create an environment where employees can perform at their best in both physical and mental well-being. We support employees through subsidies for sports club memberships, dietary consultations, stress checks and counseling support, follow-up guidance after health check-ups, and subsidies for various vaccinations. In FY2025, ELECOM was recognized for the first time as a "Certified KIH Outstanding Organization 2026 (Large Enterprise Category)."
Scan this URL for further details. ELECOM’s KENKO Investment for Health:▶ https://www.elecom.co.jp/ir/health/ (in Japanese*)

*ELECOM Japan website in Japanese This link provides an introduction in Japanese on the ELECOM Japan website. Cookies and similar technologies may be used in accordance with ELECOM Japan’s Website Privacy Policy (in Japanese).

○Employee education on occupational safety

The ELECOM Group aims to create workplace environments where employees can work safely and with peace of mind by providing education in line with the specific work characteristics of each workplace. The ELECOM Group mainly engages in fabless management, but some Group companies operate factories where light work processes are undertaken, such as final assembly and customization work. While the risk of accidents particular to manufacturing factories is limited, we work to prevent occupational accidents and prepare disasters by providing safety education to the employees working at each factory. Also, as many ELECOM Group employees work in sales roles, we consider the risk of car-related traffic accidents to be high. Therefore, we provide sales employees with safe driving education. Going forward, we will strive to maintain safe workplace environments through regular training.

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Program name Details Targeted companies Frequency
Occupational Health and Safety Training Education on preventing and responding to accidents and disasters that might occur at ELECOM Group factories Logitec INA Solutions, Ina Factory Tescom Denki Matsumoto Factory Upon entering the company
Safe Driving Education Video on safe driving and explanation of accident trends and points to be aware of at the ELECOM Group ELECOM Group employees in their first to third years (excluding groxi)* Once a year
  • groxi employees are not required to attend as they do not drive as part of their duties.

Occurrences of occupational accidents

A record of occupational accidents experienced by the ELECOM Group is as follows. We continuously work on initiatives to achieve a record of zero accidents by engaging in initiatives at our locations inside and outside Japan, such that include implementing safety education and training and performing safety patrols.
Serious occupational accidents in FY2025: 0

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Targeted companies Unit FY2021 FY2022 FY2023 FY2024 FY2025
Number of incidents Japan ELECOM Group Incidents 0 0 2 2 0
Outside of Japan ELECOM Group Incidents 0 0 1 0 1
Lost time injury frequency rate (LTIFR)*1 ELECOM Group % 0.00 0.00 0.63 0.54 0.20
Occupational accident severity rate*2 ELECOM Group % 0.00 0.00 0.04 2.01 0.00
No. of fatal accidents ELECOM Group Incidents 0 0 0 1 0
  • *1.The lost time injury frequency rate (LTIFR) expresses the frequency of occupational accidents in terms of the number of fatalities and injuries culminating in at least one day leave of absence attributable to occupational accidents occurring per 1,000,000 total working hours*3.
  • *2.The occupational accident severity rate expresses the severity of accidents in terms of total number of working days lost per 1,000 total working hours*3.
  • *3.Total working hours are based on the number of Group employees (full-time employees) as of March 31, 2025, with the annual working hours per person calculated by multiplying the number of business days by eight hours.

Supply chain management

The ELECOM Group procures raw materials, parts, equipment and services necessary for production from suppliers across various regions. The Group regards supply chain management as a key challenge in serving as a fabless company that does not manufacture many of its products in-house but instead relies on suppliers for procurement. The Group has been working to identify its own challenges with the aim of ensuring a shared awareness of social responsibility not only in procurement but throughout the supply chain, including logistics, thus achieving mutual gains in corporate value.
In FY2025, we advanced preparations for initiatives addressing human rights issues and conflict minerals, and released a Declaration of Partnership Building. Going forward, the Group will continue to develop better relationships with our business partners and strive for sustainable procurement.

ELECOM Group procurement overview

The ELECOM Group seeks to expand its supply chains by working together with its various suppliers through its business activities. From the fiscal year ended March 31, 2023, considering geopolitical risks, changes have been made in procurement sources and the development of production sites to diversify production locations. In addition, ELECOM has traditionally procured from China and other Asian countries via our group company ELECOM (HONG KONG) LIMITED, and in April 2022, the Company newly established ELECOM Asia Pacific IPO Pte. Ltd. (Singapore) in April 2022. This reduces our country-specific risk inherent when operations are clustered in a single country and enables us to establish a more stable procurement environment.

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エレコムグループの主なサプライチェーン図

Responsible procurement promotion system

In the ELECOM Group, ELECOM’s Sustainability Promotion Division, ELECOM’s Procurement Division (which has direct operational involvement with suppliers), and product development divisions (which are responsible for factory audits and also have audit experience) cooperate with each other to share their perception of and develop an environment for creating better products. While ELECOM provides support by taking the initiative in building operational frameworks, rolling them out to the Group companies that comprise its own supply chain, and taking opinions on board, and working on Group-wide initiatives on deployment to the supply chain.

Policy and Basic Approach

The ELECOM Group has established purchasing management regulations applicable across the entire Group and is working to address social issues in a way that considers business and social sustainability throughout the entire supply chain. We also engage in continuous improvement of trade controls related to imports and exports upon having established a control structure, based on the assumption that transactions are to be carried out with enterprises certified as authorized economic operators (AEO).

Basic guidelines on purchasing management

The ELECOM Group builds mutual trust with its suppliers through good-faith purchasing practices in order to achieve its corporate objectives. Moreover, the ELECOM Group consistently evaluates its suppliers in an impartial, fair and comprehensive manner, as follows.

  1. Develop an approach to business that engenders trust in terms of the integrity and managerial capabilities of their managers, enterprise size, and their financial standing.
  2. Offer consistent supply strengths and premium-quality service drawing on their production capacity, achievements, specialty operations and manufacturing technologies.
  3. Adapt to changes in the business environment.
  4. Achieve product and service safety, consistent quality, competitive pricing and delivery times.
  5. Work to achieve business continuity in a manner that assures effectiveness.
  6. Comply with domestic and international laws, social norms, and corporate ethics to conduct open and fair trade.
  7. Purchase items considering CSR throughout the supply chain. (Respect for human rights, occupational safety, coexistence with society, risk management, conservation of environments, anti-corruption, respect for intellectual property, information security)
  8. Based on comprehensive evaluation of aforementioned items, build trust with the selected suppliers to work together for coexistence and co-prosperity.
Basic guidelines for trade controls

The ELECOM Group complies with trade laws and regulations, and continuously improves its trade control framework with the aim of achieving its corporate objectives.

  1. We comply with trade control laws, regulations and international regimes applicable in respective countries and regions.
  2. We carry out transactions in alignment with authorized economic operator (AEO) rules and regulations, subject to conditions that transactions involve AEO-certified enterprises.
  3. We establish positive relationships of trust with entities that include public authorities of respective nations and regions, and international logistics companies.
  4. We implement education required to employees and others regarding trade and commerce. In addition, we promote environmental-friendly and sustainable procurement in part by using fewer containers as a result of achieving greater load efficiency.
  1. (i) We employ consolidated intermodal transportation system with respect to shipments and customs clearance by means of buyer’s consolidation.
  2. (ii) We achieve greater load efficiency and use fewer containers.
  3. (iii) We reduce our volume of truck transport by using fewer containers.

Standards in supplier management

The ELECOM Group has formulated the Supplier Code of Conduct and Green Procurement Standards to ensure that all of our suppliers engage in business with the same understanding as the ELECOM Group. Under this Supplier Code of Conduct, which is based on the code of conduct that was established by the RBA (Responsible Business Alliance) and is adopted widely in the electronics industry, we request the cooperation of suppliers with the related policies of the ELECOM Group. When beginning new business transactions, we start said transactions only after the supplier, on the supply/sale and purchase basic contract, agrees with the initiatives for items in the Code of Conduct.
▶ ELECOM Supplier Code of Conduct(▶Japanese ▶English ▶Chinese (Simplified))
▶ ELECOM Group Basic Guidelines on Purchasing Management / ELECOM Group Basic Policy on Labor Standards and Human Rights / ELECOM Group Environmental Policy (in Japanese*)
▶ ELECOM Co., Ltd. Green Procurement Standards(▶Japanese ▶English ▶Chinese (Simplified))

*ELECOM Japan website in Japanese This link provides an introduction in Japanese on the ELECOM Japan website. Cookies and similar technologies may be used in accordance with ELECOM Japan’s Website Privacy Policy (in Japanese).

Responsible procurement initiatives

Also with respect to its supply chain, the ELECOM Group respects international norms such that include the United Nations Global Compact (endorsed in January 2022) and the ILO Declaration on Fundamental Principles and Rights at Work released by the ILO*. We accordingly address issues related to labor, human rights, the environment, and ethics in its supply chain. The Group recognizes the magnitude of challenges inherent in the whole Group’s business and therefore, and is working to develop group-wide promotion and implementation system.
In FY2025, we distributed the self-assessment questionnaire (SAQ), conducted every two years, to suppliers. After revising the questions primarily from the perspectives of environmental and human rights due diligence, we distributed and analyzed the results, using them to advance assessments of human rights risks and natural capital risks within the supply chain. In FY2026, we will continue to use the results of this SAQ and other surveys to understand GHG emissions within the supply chain, refine risk and impact assessments, and work on establishing an effective management system. Furthermore, we aim to start regular surveys on conflict mineral usage, expanding the scope beyond the initial plan, to reduce supply chain risks.

Fiscal year Initiatives
2025 Implementation of natural capital risk assessment
2024 Disclosed Green Procurement Standards
Released the Declaration of Partnership Building
Prepared for operation of measures concerning conflict minerals
2023 Revised Basic Guidelines on Purchasing Management
Formulated Supplier Code of Conduct
Formulated Green Procurement Standards
Prepared for human rights and environmental due diligence
2022 Concluded contracts with the addition of ESG clauses within the Group
2021 Addition of ESG clauses in supply/sale and purchase basic contracts
Established Basic Guidelines for Trade Controls
Established Basic Guidelines on Purchasing Management
Established CSR Procurement Guidelines
○PDCA cycle for initiatives
STEP 1: Initiative notification and request

Start of transactions: We obtain the supplier’s signature (seal) on the supply/sale and purchase basic contract, which incorporates CSR requirements in accordance with the Basic Guidelines on Purchasing Management, and then begin transactions.
Regular implementation: We deliver the Supplier Code of Conduct as specific initiative guidelines, and request cooperation.

STEP 2: Supplier assessment

Regular implementation: Risk and key suppliers*1 are revised by taking into account changes in the social situation, the country in which the supplier is located, and their importance to the business, as well as by using the findings of previous self-assessment questionnaires (SAQs)*2. The status of code of conduct initiatives is checked by having key suppliers complete SAQs.

STEP3: Dialogue and audit

Based on the results of the assessment, we carry out dialogue and/or online audits of each supplier in order to ascertain the actuality of items where scores were low. Regarding human rights and the environment, we perform due diligence using documents from the Japanese government and the United Nations. As a first step we prioritize the issues of child labor, forced or compulsory labor, long working hours, technical intern trainees, and CO₂ emissions, and seek to understand the actual situation through confirmatory evidence irrespective of the response to the SAQs.

STEP 4: Support for improvement

Regular implementation: When risks are identified through dialogue or audit results, we will request corrective action. We share information and advice to help suppliers understand these requests and take action.

  • *1Self-assessment questionnaires (SAQs) include assessment required for environmental initiatives and human rights due diligence.
  • *2Selection of key suppliers: key suppliers in the top 60% by value supplied, and Group companies.
○Environmental initiatives

The ELECOM Group is engaged in visualizing environmental risks in the supply chain and strengthening structures for assessing these risks. To mitigate risk throughout product lifecycles and reduce Scope 3 emissions, we first gathered data and then identified the approach required to carry out even more detailed analysis. (see ▶ THINK ECOLOGY). Based on these results, we monitor CO₂ emissions through the Green Procurement Standards and SAQs. Additionally, we are establishing frameworks for assessing environmental impact, such as impact on biodiversity and water, from the SAQ results and advancing environmental due diligence in cooperation with suppliers. In FY2026, we will explore ways to collect primary data for Scope 3 and conduct the natural capital risk assessment to identify specific corrective actions.

○Human rights initiatives

Since FY2023, ELECOM has been working to gauge human rights-related risk based on the UN’s Guiding Principles on Business and Human Rights. As the ELECOM Group is a fabless corporate group that does not have its own factories, we envision that potential labor and human rights-related risks may occur in manufacturing processes, so we have started identifying risks in the supply chain. In FY2023, we also carried out online audits in cooperation with suppliers to ascertain the actual situation and in FY2024, we evaluated the human rights risks that could potentially manifest at our suppliers, as shown in the overview below. In FY2025, we revised and conducted the SAQ to detect potential risks related to human rights and environmental issues, which are considered to have particularly high risks. We will continue to explore ways to enhance the effectiveness of our initiatives based on these survey results.

<Steps for identifying human rights-related risks>
  1. (1) The number of potential risks to be considered was limited to 20 with reference to the Ministry of Justice’s Measures Currently Required for Companies Regarding "Business and Human Rights" and the Caux Round Table Japan’s Human Rights Issues by Sector.
  2. (2) Relevance to the company’s business was assessed by having departments that interact with suppliers score each risk using a five-point assessment system based on degree of severity and likelihood of occurrence
  3. (3) A stakeholder assessment was carried out by calculating an average score from the risk assessments disclosed by other companies in the same industry
  4. (4) We created a risk map that reflects the scores for each risk from the assessment of relevance to the company’s business and the stakeholder assessment
<Supplier human rights-related risk map>
Stakeholder assessment 5.0
  • Excessive or unreasonable working hours
  • Child labor and children’s rights
  • Occupational Health and Safety
  • Forced or Compulsory Labor
  • Right to privacy
4.0
  • Insufficient or unpaid wages, living wage
  • Access to remedy
  • Harassment
  • Gender
  • Rights of migrant workers
  • Impact of conflict, etc.
  • Discrimination
  • Consumer safety and the right to know
  • Environment and climate change
  • Rights of Indigenous Peoples
2.0
  • Freedom of association, collective bargaining rights
  • Bribery and corruption
0.0 2.0 4.0 5.0
Relevance to the company’s business

Logistics initiatives

At the ELECOM logistics centers that are responsible for shipments for the ELECOM Group, stable supply as a manufacturer (supply chain management) is regarded as a key priority, and improvements are being made in collaboration with front-line staff to address labor shortages and the logistics "2024 problem."

○Labor-saving and automation

At the ELECOM Hyogo Logistics Center relocated in March 2022, automation has made it possible to maintain shipments using only around 40% of the labor required before the relocation, and we have achieved a "no-walking" logistics center in which picking and supplementation does not require the person to walk. We are currently implementing initiatives at our Kanagawa Logistics Center aimed at streamlining operations and reducing the burden on drivers.

○Japanese logistics industry’s "2024 problem" and climate change

We are advancing work and transportation efficiency through initiatives such as cross-company joint delivery and participation in demonstration trial of the Shuttle Line of Communication (SLOC), and improving loading efficiency through the optimization of package size, as well as centralized inventory management within the ELECOM Group. In FY2026, we will participate in the "Osaka Truck Dispatch Promotion Council" (lead company: Simount, Inc.), which was selected for the Ministry of Land, Infrastructure, Transport and Tourism’s regional collaboration modal shift promotion project (Osaka Prefecture). By addressing driver shortages through public-private collaboration, we aim to ensure a stable supply and reduce CO₂ emissions.

○Engagement with logistics partner companies

Besides placing the highest priority on ensuring safety through regular health and safety activities and evacuation drills, we also set up suggestion boxes and communicate with our partners to identify daily issues and link them to improvement activities in order to foster better working conditions and engagement among our partners. In the fiscal year ended March 31, 2024, we built staff canteens within logistics centers, providing hot and tasty food for free with the goal of improving motivation and building collaborative arrangements.

Photo of staff canteen

Quality control

The ELECOM Group regards its social mission to be that of serving as a bridge spanning the gap that people face with respect to new technologies and IT equipment, underpinned by its mission of "bridging the gap between innovation and people." With such sentiment in mind, it premises on a basic policy that our products and services meet the quality that should be clear and easy-to-use for our customers, as well as that our customer support is robustly providing support to the extent needed to satisfy our customers.

Policy and Basic Approach

Quality Policy
  1. We will keep our customers’ or society’s trust through serving as a company committed to maintaining a path of righteousness. We will furthermore take swift and sincere action in case unexpected circumstances arise.
  2. We consistently meet expectations in terms of pursuing thoughtful products and services based on our commitment to customer perspectives and circumstances.
  3. We deliver satisfaction to customers all over the world by creating high value-added products and services brimming with the promise of greater enjoyment, convenience and ingenuity.
  4. We learn about and strive to achieve continuous quality improvement, and furthermore persistently take on challenges of refining such management systems.

Acquisition of official certifications

The state of acquisition of quality management system certifications is as follows (as of March 31, 2026).
Percentage of production facilities of the ELECOM Group (Japan and overseas) that have obtained ISO 9001 certification: 100%

◀ The table can be scrolled
Management system Company name Date of initial registration Business offices Description
ISO9001 DX Antenna March 7, 1997 Seishin Technology Center, Engineering Applies to Manufacturing Department
ISO9001 Logitec INA Solutions May 30, 2011 Company-wide For manufacturing plants
ISO9001 HAGIWARA Solutions Co., Ltd. July 4, 2023 Company-wide (excluding some departments) Applies to Manufacturing Department
ISO9001 DX ANTENNA PHILIPPINES, INC. October 18, 2017 Company-wide For manufacturing plants
ISO9001 Nippon Antenna March 22, 2019 Head office, Kawasato Factory, Ishinomaki Atex Applies to Manufacturing Department

Framework for design quality control

The ELECOM Group sells wide range of products including both electric and non-electric equipment, and varying quality standards and control methods apply to each of the products. In addition, in the industry where product life cycles are short and obsolescence is rapid, various efforts are being made to balance speed-to-market and quality and to sustain competitiveness.
Our Customer Support Division accordingly verifies whether our products and services meet the quality that are clear and easy-to-use for our customers, and then provides feedback to the Product Development Division to improve product specifications and instruction manuals. ELECOM makes it possible to engage in appropriate development practices in terms of processes and timelines that ensure quality while swiftly carrying out development. This entails placing priority on speed when it comes to products whose quality risk is low, having efforts involving high-risk products and fields subject to first-time entry channeled to the Yokohama Technical Center, which is equipped with enhanced inspection equipment, and performing design evaluation and mass production inspections.

Photo of Shielded room

Efforts in safety design

In February 2026, ELECOM received the Ministry of Economy, Trade and Industry’s Product Safety Awards ("PS Awards") in the newly established category of "+(Plus) Anshin" for its USB cable with a built-in breaker. It was designed to reduce the risk of overheating caused by misuse or negligence by automatically cutting off power when detecting high temperatures or overcurrent. ELECOM will continue to refine safety, in addition to usability and design, to offer products that can be chosen with confidence, striving to create products that closely meet people’s everyday needs.

Image of '+ANSHIN'

Enhancing mass production quality control

ELECOM employs a fabless business approach rather than having its own factories. ELECOM consigns the manufacturing of many of its products in East Asian countries, with the highest proportion of its production taking place in China and Taiwan, accordingly setting up development and procurement offices in those locations. During the COVID-19 pandemic, local staff were responsible for quality control and supervision. With the travel relaxation of regulations, Japanese staff of the Company directly restarts to visit production sites to further strengthen quality control efforts starting from January 2023. Moreover, with respect to the selection of factories with which we do business, strict audits are required to be passed, and those factory audits and quality guidance have been effective in terms of preventing quality problems in daily mass production shipments, even under the voluntary control of suppliers. ELECOM has also been taking action to shorten timelines extending from product planning until development through initiatives that have involved assigning to local offices professionals who have received instruction from Japanese staff and are equipped with specialized knowledge related to quality guidance. In addition, given that production of our conductive products is concentrated in China, we are in the process of developing suppliers particularly in nations of the ASEAN region as a means of diversifying our risk.
In order to comply with PSE and other regulations, further progress will be made in thorough quality control at production sites, productization with restrictions on the use of certain hazardous substances, such as compliance with the RoHS Directive, and survey on the non-use of conflict minerals*.

Photo of Staff members of manufacturing partners

Staff members of manufacturing partners

  • The term "conflict minerals" here refers to certain minerals from the Republic of Congo and its neighboring countries, such that are widely distributed through global supply chains and serve as a source of funding for militant groups. Such minerals include tantalum, tin, gold, tungsten, and cobalt. The term does not apply to the same minerals from other production regions.

Innovation management

The ELECOM Group looks beyond efforts that entail establishing a research and technological innovation framework inhouse, with its initiatives that also involve creation and co-creation of social value by embracing open innovation.

R&D framework

We actively invest in our research staff and facilities with the aims of developing better products and providing end users with superior goods. The ELECOM Yokohama Technical Center (YIH), Shenzhen Technology Development Center, DX Antenna Seishin Technology Center, and Hamamastu Technology Laboratory of HAGIWARA Solutions mutually leverage their respective areas of expertise to achieve synergies across the entire Group.

○ELECOM Yokohama Technical Center
(Commonly known as Yokohama Innovation Hub (YIH))

YIH plays a central role with respect to the research and development functions of the ELECOM Group, particularly in terms of engaging in design and R&D with respect to hardware and software products Group-wide and handling feedback with respect to product assessment.
In addition to evaluating and verifying design of products whose fabrication is outsourced to manufacturers under a fabless manufacturing model, YTC also engages in product development that achieves differentiation from other companies by monitoring and pursuing technological trends.
YIH was relocated in April 2022 and enlarged to deliver higher quality products to customers, working to improve quality through further capital investment and functional enhancement.

Photo of Static electricity testing environment in shielded room

○ELECOM Shenzhen Technology Development Center

In March 2024 ELECOM opened the Shenzhen Technology Development Center in order to help achieve sustainable growth.
The main objectives are to improve our ability to gather technological information, enhance product development, strengthen design verification capabilities, and speed up development. Frequent visits to vendors, mainly by locally recruited engineers, enable the gathering of information on trends and feedback, and result in speedy product development. Moreover, we aim to achieve verification capabilities and design and development systems equivalent to those of YIH, with a rapid development structure in both Japan and China facilitating the provision of even better and more varied products to customers.

Photo of Shenzhen Technology Development Center

○DX Antenna Seishin Technology Center

DX Antenna aims to serve as a pioneering information transmission systems provider and has accordingly established research and development teams in Kobe and Tokyo in seeking to serve as a hub for manufacturing knowledge and technology.
DX Antenna has located its development, manufacturing, and quality assurance divisions to its Seishin Technology Center (Kobe), established in 2012, thereby enabling DX Antenna to serve as a manufacturer specializing in broadcast reception equipment capable of developing customer-oriented products enlisting high-quality technologies honed for more than seven decades. Equipped with one of the largest anechoic chambers in Japan and an electromagnetic compatibility (EMC) anechoic chamber, Seishin Technology Center develops ultra-high frequency next-generation wireless technologies and products better tailored to complex operating environments. To ensure customer peace of mind even under the severe environmental conditions caused by recent extreme weather events, the Center is well-equipped to perform assessment testing and verification using testing equipment for a range of operating environment assumptions, including heat shock, lightning surges, weatherability, and water spray tests. In order to provide environmentally conscious products, it also conducts RoHS analyses using X-ray fluorescence analyzers and other equipment.

DX Antenna R&D framework (as of March 31, 2026)

Photo of DX Antenna Seishin Technology Center Photo of DX Antenna Seishin Technology Center

○Hamamatsu Technology Laboratory, HAGIWARA Solutions

HAGIWARA Solutions designs, researches, and develops industrial SSDs, boasting the top share of the Japanese market. It provides products that emphasize reliability and availability, and it contributes to the realization of a safe, secure and sustainable society by supporting long-term and stable systems operation. Its Hamamatsu Technology Laboratory serves as a hub for next-generation SSD development, focusing on firmware design and algorithm development to enhance SSD reliability. It is also driving transformation in the development process through initiatives such as developing next-generation SSDs compatible with advanced fields like edge AI, improving development efficiency through the use of generative AI, and reducing quality risks.

Initiatives involving intellectual property

Approach to intellectual property

The ELECOM Group regards its technologies, brands and services as key business resources that facilitate the Group’s market competitiveness. As such, we properly manage various forms of intellectual property derived through business affairs according to our internal rules, thereby working to develop new products and expand new businesses that result in high levels of satisfaction by further acquiring and utilizing intellectual property. We also respect the intellectual property of third parties as well as that of the Group, and actively seek to acquire and use intellectual property rights across the entire Group with such efforts spearheaded by the Legal and Intellectual Property Division, while working in conjunction with the Product Development Division.

Primary initiatives

○Filing applications with respect to patents, utility models, design, and trademarks, and intellectual property rights

We aim to acquire intellectual property rights in a timely manner through various filings with respect to new products and technologies created by the Product Development Division. Promoting development of products and technologies as well as acquiring intellectual property rights through various filings serve crucial roles in terms of achieving differentiation of ELECOM Group products from those of our competitors. We also seek to acquire intellectual property rights by appropriately filing for such rights outside of Japan in response to expanding product categories and increasingly diverse sales channels. In so doing, we aim to further reduce intellectual property risk arising from use of ELECOM Group products incurred by the ELECOM Group as well as our customers and business partners.

○Investigating and monitoring intellectual property rights of other companies

We also investigate intellectual property rights of other companies when planning products in order to avoid situations where an ELECOM Group product might infringe on intellectual property rights of other companies. Moreover, we regularly monitor intellectual property rights of other companies when encountering prior products or prior art on the market. We seek to avoid risk of infringing on intellectual property rights by enlisting the services of external research organizations to handle such investigation and monitoring.

Working with local communities

The ELECOM Group seeks to foster strong ties with its communities, and accordingly values its communications serving as a locally-based business operator while respecting local cultures and histories. During the fiscal year ended March 31, 2023, we drew up the Social Contribution Policy in seeking to ensure that the entire Group upholds the ELECOM founder’s belief that coexistence with society has always been integral to the enterprise. Having also set a target for social contribution expense amounting to 1% of our ordinary profit, we contribute to the creation of a sustainable society in serving as an upstanding corporate citizen in continuing to make effective use of our business resources.

Policy and Basic Approach

Social Contribution Policy

The ELECOM Group will contribute to society through its business activities serving as a bridge to innovation, and will furthermore contribute to the sustainable development of local communities in striving to achieve coexistence with society, which has been integral to ELECOM since its foundation.

  1. Important aspects of our activities
    We will aim act in coexistence with society by contributing to the development of local communities and cultures.
    We will effectively leverage the strengths and business resources of the ELECOM Group.
    We will set our sights on facilitating growth of society overall by create a corporate culture of enabling employee involvement in community activities.
  2. Scope of activities
    • Regeneration of natural environments
      We will contribute to addressing environmental challenges such as climate change and biodiversity by facilitating tree planting activities and nature restoration, thereby extending above and beyond conservation of natural environments. We will strive to reduce environmental impact in our business activities in serving as a manufacturer, and we furthermore believe that restoring the inherent power of nature is an essential aspect of coexistence with society.
    • Promotion of culture and sports
      We will show respect for promotion of culture and sports in local communities and furthermore aim to inspire people in that regard, thereby facilitating societal development in a manner that gives rise to wider horizons and enrichment of the spirit.
    • Support for the next generation
      Through our products and expertise in our business domain, which are strengths of the ELECOM Group, we will contribute to the development of young professionals who are shaping the digital society. We also aim to promote technological advancement across society by partnering with academic institutions, thereby growing in tandem with society.
    • Contributing to healthcare
      We will help deliver more comfortable lifestyles by enlisting expertise amassed by the ELECOM Group in serving as a bridge to innovation.

Initiatives for regenerating natural environments

The ELECOM Group engages in initiatives for regenerating natural environments in hopes of helping to combat global warming, and also with its sights set on conserving biodiversity particularly of native species, preventing disasters such as those caused by winds and tides, achieving landscape conservation, and working with local communities.

○Restoration of Maruyama Senmaida Rice Terraces (Kumano, Mie Prefecture)

In September 2020, we entered into a partnership agreement with Kumano City, Mie Prefecture, concerning regional promotion and conservation, capitalizing on the value of the Maruyama Senmaida Rice Terraces of Kumano City. Underpinned by our close partnership and cooperation, we have been making effective use of our mutual resources to engage in Maruyama Senmaida’s rice field restoration, preservation, and landscape management. Additionally, every year, employees of the ELECOM Group and their families participate in local events such as rice planting and harvesting, contributing to regional revitalization through urban-rural exchange with the citizens of Kumano City.

Photo of Maruyama Senmaida Rice Terraces (Kumano, Mie Prefecture)
○ELECOM FOREST ELECOM natural forest development<Shima, Mie Prefecture>

Developing a forest for the purpose of tide and wind protection at a former golf course site encompassing 8.15 hectares located along the coast since 2012, the Company rebuilt measures for the promotion including the increase of our level of donations in 2023, which marked the project’s 10th anniversary.

○ELECOM FOREST ELECOM natural forest development<Owase, Mie Prefecture>

Since 2009, ELECOM has implemented a natural reforestation project on a deforested site encompassing 18 hectares of land. The project involves working with the nonprofit organization ECOLO Association and residents of Owase, in conjunction with a local forestry association, and is being carried out under the notion that "we will leave to future generations an inherently natural forest suited to the local climate, thereby facilitating environmental conservation initiatives such as those that involve helping to prevent global warming through forestation practices." The Company continues to engage in activities that will enhance the natural reforestation project, having increased our level of donations in 2019, which marked the project’s 10th anniversary.

<Results of ELECOM FOREST initiatives>

Unit FY2023 FY2024 FY2025
Amount of CO₂ absorbed t-CO₂ 29.4 29.4 29.4
○Forest revitalization in Ina

In 2021, Logitec INA Solutions concluded a ten-year agreement to rent 7.434 hectares of forest owned by Ina City and it is working to revitalize and regenerate this forest through forest maintenance and research activities.

Initiatives for promoting culture and sports

○Partnerships with sports teams

The ELECOM Group promotes partnerships with multiple sports teams from the perspective of supporting community-based social contribution activities and the promotion of "culture and sports."
As part of our community-focused social contributions, we have supported the X League team ELECOM Kobe Finies (American football) since April 2009. We also have entered into a bronze partnership agreement with the Hanshin Tigers (professional baseball) starting in 2025. With the professional soccer club Cerezo Osaka, based in Osaka where our headquarters is located, we signed a platinum partnership agreement in February 2026. Furthermore, we have entered into a gold partnership agreement with the professional basketball team KOBE STORKS, part of the B.LEAGUE, starting in February 2026. Through these partnerships, we deepen our connections with the local community and promote regional revitalization as well as contribute to next-generation development through sports. Moving forward, we will continue to enrich people’s lives and contribute to the realization of a sustainable regional society through activities rooted in the community.

○Inviting business partners to complimentary concerts and donating to musical performances

We help promote music through our ongoing co-sponsorship of cultural arts performances hosted by the Japan Philharmonic Orchestra. The Company also has held and co-sponsor the Beethoven 9th Symphony Special Concert every December since 2012, and provided many people with complimentary invitations to attend the events. In addition, the company also has held and sponsored annual special pipe organ concerts since 2021.

Initiatives in support of the next generation

○Eastern Kishu Children’s Garden Project

ELECOM supported and made donations to a project for the construction (which began in July 2023) of the first orphanage in the Eastern Kishu area of Mie Prefecture. The Eastern Kishu Children’s Garden completed on April 1, 2024, consists of the orphanage in which the children live, and a child and family support center, which has been opened in the community to provide opportunities for consultation by those with concerns, etc. about children. Regarding an issue that is frequently raised in relation to the employment of those who have come through the orphanage system, we are investigating the provision of training them as programmers at System Integrator companies of the ELECOM Group, with the objective of enabling them to obtain stable income that is still rooted in the local community. Our hope is that the children will have a relaxed upbringing in a comfortable facility surrounded by the natural beauty of Eastern Kishu, interacting with the people of the local community, and moving forward into a healthy future.

Photo of Eastern Kishu Children’s Garden Project
○Inviting children living in orphanages to our recreation facility

Since 2019, ELECOM has been inviting children living in residential child welfare facilities to visit its recreation and training facilities. Since 2024, we have also been inviting the children to the LecTore Hayama Shonan-Kokusai-mura facility in cooperation with TKP Corporation,
which operates ELECOM’s training facilities. In this way, we are strengthening communication with the local community while supporting fun and reassuring experiences for the children.

Initiatives for contribution to healthcare

○Spreading the use Saving baby, a neonatal resuscitation training simulator

ELECOM has been engaged in the development and practical application of this device based on our desire to assist the medical professionals who are saving the lives of babies all over the world. We will contribute to saving the life of even just one more baby by providing aid devices that support practical and effective simulator training to help doctors acquire reliable skills.
Neonatal resuscitation training using Saving Baby has been carried out in the six countries of Laos, Cambodia, Mongolia, Nepal, Democratic Republic of the Congo, and Japan. To date, a total of 132 training sessions has been attended by 1,376 medical professionals. In FY2024 and FY2025, we were selected as an implementing organization for the Ministry of Health, Labour and Welfare’s Project for Global Growth of Medical Technologies (organization of execution: National Center for Global Health and Medicine). In this project, we are collaborating with The Japan Society of Perinatal and Neonatal Medicine’s Neonatal Cardio-Pulmonary Resuscitation (NCPR) Project and the Mongolian Perinatal Society to provide Mongolian neonatologists with training both in Japan and onsite in Mongolia. This will contribute to reducing infant mortality rate by enhancing the quality of neonatal resuscitation training in Mongolia and reducing the disparity in medical technology between urban and regional areas. This project was showcased at the 11th Japan-Mongolia Government and Business Sector Joint Committee, an international meeting held by the Ministry of Economy, Trade and Industry to facilitate talks that expand trade and investment and strengthen the relationship between the two countries, as well as the 60th Annual Meeting of the Japanese Society of Perinatal and Neonatal Medicine.

<Track record of training utilizing neonatal resuscitation training simulators>

Unit FY2022 FY2023 FY2024 FY2025*
Country in which training offered Country 1 3 7 7
Number of times training implemented Times 3 45 31 53
Number of persons trained Persons 35 583 303 455
  • From FY2025, due to the transition of our form of support to sales with regard to our activities in Japan, we only disclose donation achievements outside Japan as part of our social contribution activities.
Photo of Neonatal resuscitation training

Neonatal resuscitation training using our simulators
(Top: Laos, bottom: Mongolia)

Initiatives for local communities

Coexistence with society has been a core management value of the ELECOM Group since our founding. We are committed to promoting initiatives that ensure regional safety and security and improving quality of life by utilizing our products, technology, and management resources. Going forward, we will continue to pursue the realization of a better society based on our purpose of "Better being."

○Collaborating with regions over disasters

Since 2024 we have been concluding agreements with communities connected to the ELECOM Group to facilitate collaboration during times of disaster.
Smartphones are essential for modern life and in times of disaster, they become a crucial source of information as a tool for communicating with the people important to you. As a company that specializes in digital devices such as chargers, we are donating these products to local communities in order to improve the living conditions in evacuation shelters. In addition, LecTore Hayama Shonan-Kokusai-mura, a large-scale training center owned by ELECOM, is open to citizens of Hayama, Kanagawa Prefecture, as an evacuation center in the event of a disaster. We plan to install solar power generation equipment in the future to provide a safe and comfortable setting, even during a disaster.

○Collaboration with communities during normal times

Starting from FY2025, we have newly established comprehensive partnership agreements not only for response in times of disaster but also to address regional issues. We are promoting collaboration that leverages mutual resources in areas such as medical care, wellness, and next-generation development through digital technologies.

Concluded in Local communities Type of agreement
July 2024 Hayama Town, Miura District, Kanagawa Agreement enabling use of facilities during times of disaster, etc.
October 2024 Yokosuka City, Kanagawa Disaster preparation agreement
November 2024 Kumano City, Mie Agreement to provide supplies during times of disaster, etc.
December 2024 Ina City, Nagano Agreement to provide supplies during times of disaster
January 2025 Matsumoto City, Nagano Agreement to provide information devices, etc., during times of disaster
March 2025 Tachikawa City, Tokyo Agreement to provide supplies, etc., during times of disaster and normal times
June 2025 Nagahama City, Shiga Prefecture Comprehensive partnership agreement
August 2025 Ama Town, Shimane Prefecture Comprehensive partnership agreement
November 2025 Hannan City, Osaka Prefecture Comprehensive partnership agreement
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