Environmental Data/Social Data

• Environmental Data

• Social Data

Last updated: October 2026

Environmental Data

Main energy consumption

CO₂ emissions

Renewable energy generated

Water and sewerage usage

Waste plastic volume

Electricity

44,139.9MWh

Gasoline

160.9 kL

City gas

52.71000 m³

CO₂排出量

19,739.2t-CO₂

（SCOPE 1: 591.5 t-CO₂）
（SCOPE 2: 19,147.8 t-CO₂）

再生可能
エネルギー発電量

2,000.9MWh

上下水道使用量

49,533.8m³

廃棄プラスチック量

863.5t

Period: April 1, 2025 to March 31, 2026
Scope: The Company on a non-consolidated basis and its Group companies in Japan (including Simmons)

*1 Only sites certified to ISO 14001
*2 Scope: The Company on a non-consolidated basis and its Group companies in Japan (excluding Simmons)
Please note that historical CO₂ emissions data have been recalculated following a review of data collection and aggregation methods associated with the introduction of an environmental data management system. As a result, some figures differ from those previously disclosed.

Social Data

(As of the end of March 2026)

Total employees of the Nifco Group (persons)

• *

  The number of employees is the number of full-time employees (excluding those seconded from the Group to outside the Group, but including those seconded from outside the Group to the Group and regular part-time workers). The figures in parentheses ( ) indicate the annual average number of temporary employees (including part-time workers, workers dispatched from staffing agencies and casual workers, but excluding regular part-time workers), which are presented separately and are not included in the employee figures stated outside the parentheses. In addition to the above, there are 14 employees seconded to associates and others.

All of the following figures are for the Company on a non-consolidated basis in Japan

Employees

• *

  The number of employees represents the number of full-time employees (excluding those seconded from the Company to entities outside the Company, but including those seconded from outside the Company to the Company, as well as regular part-time employees). The figures in parentheses indicate the annual average number of temporary employees (including part-time workers, workers dispatched from staffing agencies and casual workers, but excluding regular part-time employees), which are presented separately and are not included in the employee figures stated outside the parentheses. In addition to the above, there are 14 employees seconded to associates and others.

Hiring and Turnover

• *

  The turnover rate is the ratio of the number of employees who left the Company during the fiscal year to the average number of employees during that fiscal year.

Appointment to Managerial Positions

Ratio of Non-Japanese Employees

Composition of Officers

• *

  Transitioned to a company with an Audit & Supervisory Committee in FY2021.

Wage Differences between Male and Female Workers

• *

  (Note)
  1. The percentage of female workers in managerial positions (%) was calculated in accordance with the provisions of the “Act on the Promotion of Women’s Active Engagement in Professional Life” (Act No. 64 of 2015). However, for the purpose of calculating the Company’s figures, the definition of workers in managerial positions includes professional employees at the managerial level. In addition, the figures have been changed to reflect actual results, excluding the quasi-management level, whose preparation for promotion to managerial roles has been finalized under the new personnel system implemented in April 2024.
  2. The percentage of male workers taking childcare leave (%) shows the percentage of male workers taking leave for childcare, etc., stipulated in Article 71-6, Paragraph 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), based on the provisions of the “Act on the Welfare of Workers Who Take Care of Children or Other Family Members Including Child Care and Family Care Leave” (Act No. 76 of 1991).
  3. Wage differences between male and female workers were calculated in accordance with the provisions of the “Act on the Promotion of Women’s Active Engagement in Professional Life” (Act No. 64 of 2015) (standards of the Ministry of Health, Labour and Welfare). While there is a disparity in wages per employee between genders influenced by factors such as the gender ratio among managers, there are no differences in treatment based on gender in our systems, such as personnel structure, compensation, evaluation and human resource development.
  4. The standard for the disparity in annual income is based on the standards provided by the Ministry of Health, Labour and Welfare, and full-time permanent support staff are included in regular workers.
  

Annual Total Actual Working Hours per Employee

Percentage of All Employees Covered by Collective Bargaining Agreements

• *

  Note regarding fiscal 2024: The number of eligible employees will increase due to personnel system revisions in April 2024.

Employment of Employees with Disabilities

• *

  Part-time workers are counted as 0.5 employees.

Health-related Indicators

Use of Childcare and Family Care Programs

• *

  The number of employees newly covered by the programs in the relevant fiscal year.

Return to Work after Childcare and Family Care Leave