Social

Protecting the safety and security of elevators is the mission of the JES Group and its greatest impact on society. As urbanization progresses, buildings and condominiums are becoming taller and taller, and elevators and other means of vertical transportation have established themselves as social infrastructure, as a means of transportation used on a daily basis.
The number of maintenance contracts for the JES Group continues to increase steadily to 120,870 units in September 2025, from 113,520 units in March 2025, with an estimated market share of approximately 10% in Japan. This means that the JES Group's services are increasingly supporting the lives of its users.
In this business environment, the JES Group has set "quality and safety" and "occupational safety and employee engagement" as materiality, and as a corporate group that constantly supports safety and security, we will continue to turn the wheels of both the sustainable growth of society and sustainable growth of the company. In addition, we will work with all stakeholders, including customers, users, partner companies, suppliers, and local communities, to revitalize and develop society throughout the supply chain of our business.

Elevators operate 24 hours a day, 365 days a year as a social infrastructure that many people use every day in commercial and residential facilities. Through its elevator maintenance business, the JES Group monitors the daily accessibility of elevators and their safe operation. Quality and safety is an important issue, and we are working to improve our organization and workforce, improve our quality and technical capabilities, strengthen our research and development, and develop the human resources necessary for that purpose, in order to improve the satisfaction of our users. Among all, the remote inspection service "PRIME" has been developed using several patented technologies. It constantly monitors the operating status and condition of elevators to detect signs of failure, enabling the prevention of trouble and quick recovery. We strive every day to develop services that can only be provided by the JES Group but not by other independent maintenance companies. Maintenance is performed out of sight of the users. However, based on our corporate philosophy of "No Cutting Corners," we work tirelessly behind the scenes of social infrastructure, for the daily lives of our users, to resolve their concerns and inconveniences, and to make them smile.

We believe that the most important foundation supporting our business is our human resources, and by ensuring the safety of our employees and creating an environment in which each employee can perform his or her duties with sense of comfort and fulfillment, we can lead to the sustainable development of the JES Group. The number of employees at the end of March 2025 was 2,028, and the headcount is increasing due to the hiring of new graduates and mid-career workers in line with business growth. At the same time, we promote the improvement of technical skills through various training programs, such as our own in-house training program "STEP24”. To ensure that employees can work with peace of mind, we have established rules and regulations preventing harassment and focus on human rights through an internal reporting system. In addition, we are executing business with the well-being of our employees in mind by enhancing our human resources system.
Our efforts include ensuring the safety of our employees, creating a system that allows for a variety of comfortable work styles, accepting a diverse workforce, and training programs that allow all employees to play an active role in the company.

The JES Group is in the elevator maintenance business and has established an occupational safety and health management system for the safety and health of its employees.
Always aiming for "zero occupational accidents," we manage frequency and intensity rates as indicators and report regularly to the Board of Directors.
The Board of Directors of operating companies also requests reports on occupational accidents, and when events requiring improvement occur, the Safety Promotion Department discusses them with each company and implements group-wide risk countermeasures.

The JES Group is in the elevator maintenance business and has established an occupational safety and health management system for the safety and health of its employees.
Always aiming for "zero occupational accidents," we manage frequency and intensity rates as indicators and report regularly to the Board of Directors.
The Board of Directors of operating companies also requests reports on occupational accidents, and when events requiring improvement occur, the Safety Promotion Department discusses them with each company and implements group-wide risk countermeasures.

The JES Group holds a safety and Health promotion meeting once a year for JES Group companies and partner companies.
It is a place to reaffirm safety, such as the importance of compliance with safety regulations, the importance of accident countermeasures, and the importance of life, through peace talks, safety awards, and reports on various activities from outside experts.
In addition, we hold video training sessions on topics such as sustainability initiatives, health management, and compliance. In order to fulfill our corporate social responsibilities and contribute to a sustainable society together, we are conducting educational activities to gain the understanding and cooperation of the JES Group.

The JES Group supports and respects internationally agreed human rights protections as a fundamental principle of its business activities. The JES Group "Code of Conduct" stipulates that it will ensure a healthy work environment free from harassment or discrimination on the basis of race, creed, ethnicity, gender, religion, nationality, language, physical characteristics, property, or place of origin.

The Group shall ensure a healthy work environment free from harassment or discrimination on the basis of race, creed, ethnicity, gender, religion, nationality, language, physical characteristics, property, or place of origin. In particular, the company will not tolerate sexual harassment or acts using one's authority as a shield (power harassment).

The JES Group has established the Hotline Regulations as an internal reporting system that employees can use. It is expected to contribute to improving the working environment, preventing harassment, and respecting human rights. In addition, the Group has established a system for the appropriate handling of consultations and reports on illegal activities and violations of laws and regulations to ensure the early detection and correction of such activities and to secure social trust. Reports received by the Board of Auditors are reported to the Full-time Audit & Supervisory Board Members after appropriate processing.

We are fully aware that lack of thorough compliance, including harassment, can shake the foundation of our business, and have established "Harassment Prevention Regulations." We have established a Compliance Committee to prevent compliance violations and respond to any violations that do occur.
To create an environment where harassment does not occur, we conduct harassment training and strive to prevent harassment.

As part of its growth strategy, the JES Group is promoting overseas business, particularly in the ASEAN region. We have consolidated subsidiaries in Indonesia, Vietnam, Malaysia, Hong Kong, and India, and we ensure a healthy work environment that values respect for human rights. Special attention is given to managing gender, children, the elderly, indigenous peoples, immigrants, ethnic minorities, and other vulnerable individuals and groups in society because of the high risk they pose to human rights.

The JES Group believes that the recruitment and development of human resources with diverse values and abilities is extremely important for sustainable growth and development for the Group, and places particular emphasis on the following initiatives.

The JES Group is strengthening its recruitment of human resources, particularly technical personnel, to increase the number of maintenance contracts and expand its market share in Japan. We have been maintaining balance between new graduates and mid-career hires, and as of March 31, 2025, we had 2,028 employees, an increase of 160 from March 31, 2024.
The JES Group contributes to job creation in rural areas by establishing offices and other facilities in each area of Japan and conducting recruitment activities. For example, we have established an environment where employees who were born in a rural area and work in Tokyo can go back to the area where they were born.

A personnel system that allows employees to work with peace of mind for a long time is important for a company to continue to develop and grow sustainably. The JES Group have designed the personnel systems to support stable promotions and pay raises, giving back to those who have achieved results, and support for child-rearing generations. We are committed to making necessary revisions and adaptations as two shifts and social trends changes.

Stable Promotion and Salary Increase
A grading system (grades J8 to M0) has been established to compensate employees according to their duties and job functions. Salary ranges are established for each grade, and raises are given according to personnel evaluations (in principle, raises are given once a year in April). In addition, managers and supervisors, such as general managers, section managers, and branch managers, are paid position-based allowances according to their positions. To accommodate the diversity of careers, we have also created specialized positions that focus on training and mentoring rather than organizational management.

Giving Back to Those Who Achieve Results
The amount of bonus paid twice a year is determined according to the personnel evaluation. Evaluations are divided into six levels, and calculations are made by multiplying a higher coefficient for employees with higher evaluations, thereby establishing a system whereby higher bonuses are paid to employees who have achieved higher results.

Child Rearing Generation Support
Based on the social context, we are enhancing our support for households raising children.
Until the end of the fiscal year when the child reaches the age of 18, a monthly allowance of 12,000 yen per child is provided as a "child allowance”.
In addition to the above, a separate "childcare allowance" of 5,000 yen per month per child is provided until the end of the fiscal year in which the child reaches the age of 3 years old, for the purpose of supporting childcare during the childcare period.

JES Group conducts personnel evaluations twice a year, in the first and second half of the year.

Evaluation is based on two axes: outcome evaluation (results) and role evaluation (process). The performance evaluation is mainly reflected in bonuses (short-term compensation) and the role evaluation is mainly reflected in salary increases and promotions, and each is quantified numerically to enable employees to realize their own growth.

In addition to the retirement allowance system, the company offers a property accumulation savings plan, an employee stock ownership plan, and a defined contribution pension plan (401k) as benefit packages. Although asset building is a matter of personal choice, and therefore membership and premiums are at the discretion of individual employees, we have introduced a system that contributes to asset building, thereby enhancing wellbeing.
In 2022, we will grant Restricted Stock (RS) for Employee Stock Ownership Plan to increase loyalty and business motivation as JES Group.

As in fiscal 2024, when we raised the starting salary for new graduates, increased the housing allowance, and provided an inflation allowance, we continue to provide an inflation allowance in fiscal 2025.

In accordance with the "Guidelines for Equal Pay for Equal Work" issued by the Ministry of Health, Labor and Welfare, we strive to ensure that there are no unreasonable differences in treatment based on employment status.

The JES Group aims to create a community in which each and every employee can live a rewarding and vibrant life as a provider of high-quality services.
Diversity & Inclusion is the source of sustainable growth in a changing society, and we promote D&I as part of our management policy.
Diversity means respect for diversity in terms of race, nationality, gender, age, beliefs, values, and work style.
The JES Group believes that respecting diversity and enabling individuals to thrive with their will and skills is the source of enhancing corporate value.
We will promote employees to respect diversity, recognize each other, and support each other to overcome various challenges together.

In accordance with laws and regulations such as the Equal Employment Opportunity Law and the Law for the Promotion of Women's Advancement and the spirit of gender equality in the SDGs set forth by the United Nations, the number of female employees has increased since the company was listed, creating an environment of gender equality.
The JES Group provides maintenance services for elevators and other equipment, with technical personnel accounting for more than 60% of its workforce.
Due to the nature of the business, most of the technical positions are held by men, resulting in a female employee ratio of 14.4%.
This trend is expected to continue, as the increase in the number of technical personnel is proportional to the increase in the number of maintenance contracts. However, the number of female employees in sales and administrative positions is increasing, and we are striving to create work opportunities and a work environment that allows employees to play an active role regardless of gender.
We have established personnel systems for childbirth and childcare in accordance with laws and regulations, as well as personnel systems such as "Childcare Allowance" and "Child Allowance" to provide support after childbirth.
After returning to work, we offer flexible work arrangements, including reduced hours or telecommuting, to support flexible work styles.

The number of female managers in the JES Group (excluding companies made subsidiaries through M&A) is 21, and the percentage of female managers is 6.1%.

As mentioned above, the JES Group has a high ratio of technical personnel. For the time being, the Group will not set a target for the ratio of women in management positions, but will make sure the number of female managers increase year-on-year as an indicator of the Group strengthening human resource development and internal environmental improvement.

To achieve this goal, we aim to have human resources who can play an active role in management positions by implementing the general action plan based on the Law for the Promotion of Women's Advancement.

Number and Ratio of Female Managers

Japan's declining birthrate and aging population have led to the utilization of foreign nationals in a variety of industries. The government is taking the lead in promoting the employment of foreign nationals in order to secure the labor force for the declining working population, and it is hoped that this will help solve this problem.

We recognize that there is no labor shortage in our business in Japan at this time due to our efforts to recruit and develop human resources, but we will consider employment of foreign nationals to address this issue, which becoming increasingly serious.

Activities of Foreign Nationals Abroad
The JES Group is expanding overseas, mainly in ASEAN.
We have appointed five non-Japanese (including two women) to the management team of our consolidated subsidiaries in the ASEAN region. Based on the characteristics of each country's business, we promote business development mainly by local nationals.

Although the Company hires people of all nationalities, we have not set a goal for the appointment of foreign nationals to management positions, but will consider this issue based on its business plan.

The JES Group (excluding companies made subsidiaries through mergers and acquisitions) currently sets the retirement age at 60. However, employees who wish to continue working after retirement are rehired as contract employees, and some continue to work beyond the age of 70.

Although age affects each person differently in terms of thinking and health, we promote the creation of a comfortable work environment as a form of employment and job descriptions suited to diverse personalities and abilities so that employees who have reached retirement age can continue to work while maintaining their motivation and health.

The JES Group respects the performance of diverse human resources and aims to build a society where people can work regardless of their disabilities, making the most of their own wishes and skills.

As of March 2025, there are 32 employees with disabilities, and we are promoting the development of a work environment where all employees help each other while working, and where everyone working for the JES Group can play an active role.

Society has shifted from the era of lump-sum hiring of new graduates to comprehensive recruiting activities that include mid-career hires.
The JES Group hires new graduates and mid-career professionals. Mid-career hires cover a wide range of technical, sales, and clerical positions, and we actively hire experienced workers. As a result of our efforts to improve work environment and training programs, the percentage of mid-career hires in management positions is at a high level. The Company does not set specific targets for the promotion of mid-career hires to management positions, as it is the Company's policy to promote suitable personnel to management positions, regardless of whether they are new graduates or mid-career hires.

The Company regularly informs employees about the benefits such as childcare leave benefits and the details of the childcare leave system, and conducts educational activities to raise awareness so that not only female employees but also male employees can take childcare leave with peace of mind.
In the fiscal year ended March 2025, 29.3% of our male employees took childcare leave.

The JES Group aims to coexist with local communities through various social contribution activities.
 

Located in Wako, Saitama Prefecture, JIC/JIL is an innovation center with a high-rise elevator test tower that contributes to society through the following initiatives.
Based on the Regional Future Investment Promotion Act, Saitama Prefecture's "Regional Economic Traction Business Plan" was formulated and approved in August 2019.

● Strategically develop an environment in which companies in the prefecture with superior technological capabilities can enter growth fields and make further progress
● Further promote the location of cutting-edge and next-generation industries with large economic benefits, and food manufacturing and distribution processing industries with large employment benefits

Wako City, Saitama Prefecture, where JIC/JIL is located, certified us as a Wako City Corporate Citizen in May 2018.

• Environmental Preservation ︓Management of plantings along the north sidewalk
• Outsourced part of the plant management to people with disabilities through the Wako City Council of Social Welfare
• Bus service is provided jointly with neighboring facilities
• Vending machines for disaster vendors have been installed to provide free drinking water even in times of disaster

Cooperation with Neighboring Fire Departments
In cooperation with the local fire department, we conducted rescue drills for nearby fire departments, opened the test tower for training, and conducted evacuation drills under the guidance of the Wako City Fire Department.

Establishment of "Baby Stations"
To ensure that parents and guardians with infants can go out with peace of mind, we have set up "baby stations" that can be easily used for "nursing" and "changing diapers". 

Since October 2022, in support of the "Regional Creation Support Project," we have been broadcasting PR videos of regional creation projects (tourism, hometown tax payment, immigration, etc.) on the "LiftSPOT" digital signage installed in elevators nationwide, using audio and video to provide information on the attractions that each municipality has to offer.
 

JES Judo Club
The JES Judo Club, established in April 2023, operates under the philosophy of "working with sincerity," "demonstrating the potential of judo," and "contributing to the development of society," and its approach to human resource development based on the spirit of "vigorous good use" and "mutual prosperity for oneself and others" with an emphasis on civility, self-reliance, integrity, and dignity is the same as the JES Group company name, " We believe that our attitude toward human resource development based on the spirit of "vigor for goodness" and "mutual prosperity with self and others" is common to the corporate philosophy and the desire that "maintenance is a service business," which is incorporated in the company name of JES Group.
Through the Judo Club, we aim to become a group of engineers who are trusted not only for their technical skills, but also for their common sense and business manners as members of society, and we will work to further foster a sense of unity among Group employees. We are also committed to contributing to society through sports, major national and international competitions, and the development of diverse human resources who can play an active role on the international stage.

Yokohama FC Official Partner
Our corporate philosophy is similar to that of Yokohama FC, which continues to grow through the relentless efforts of its players, coaches, and staff toward the goal of victory.
As a member of the official partner, we support Yokohama FC's new challenge with our supporters.
 

Through health management, we aim to be a company that contributes to economic development by enabling our employees to lead active, prosperous, comfortable, and healthy social lives. To achieve these goals, the following indicators and targets will be set and performance will be checked over time to identify health issues and make continuous improvements.

Stress Checks
By analyzing the stress levels of each employee for each department and division (organizational diagnosis), we are working to improve the work environment by assigning personnel to departments and divisions with high stress levels in proportion to the quality and quantity of work, improving the work environment, and correcting long working hours and other problems.

E-Learning for Health Promotion
To improve employees' health knowledge, we distribute videos on various health issues, contributing to employees' proactive health promotion.

Distribution of Smoking Cessation App
To encourage employees to quit smoking, we provide a smoking cessation application to each employee's company cell phone, and are working to achieve the smoking cessation target by encouraging as many employees as possible to quit smoking.

Provision of Subsidies for Influenza Vaccinations
Each year, the actual cost subsidies are provided to those who have received influenza vaccinations.

Establishment of a Free Consultation Service at the Clinic
To address women's specific health issues, we have established a free consultation service with a counselor in cooperation with a clinic to help resolve mental and physical concerns.
In addition, health support services are available for employees as well as their families and partners for health counseling and fertility treatment.

Establishment of Health and Nursing Care Consultation Desks by External Specialists
In cooperation with general counseling centers operated by hospitals, we have set up counseling centers on health and nursing care for employees and their families. We strive to provide support so that employees can balance work and personal life by providing the necessary information and information desks for various personal life events.

Installation of sanitary products
As part of our efforts to address "women-specific health issues," we have installed sanitary napkins at our Nihonbashi Head Office and other locations, and are working to create a comfortable working environment. 

Organizing Walking Events
Walking events are held to promote employee health and communication.
Currently, the event is only open to JESHD employees, but in the future, we aim to have each operating company and subcontractors participate in the event, with the goal of holding the event on a group-wide basis.

Health promotion support for subcontractors, suppliers, etc.
Our health management aims to bring "safety" and "health" not only to our employees but also to our customers, subcontractors, suppliers, and other on-site workers.
The Safety and Health Committee will take the lead in creating opportunities to share our health management initiatives at the Safety and Health Promotion Conference, and anyone will have the opportunity to participate in our health events and other activities.

In addition, we endorse the aims of the "Conference on Promoting Partnership Building for the Future" promoted by the Cabinet Office, the Ministry of Economy, Trade and Industry, and the Small and Medium Enterprise Agency, and has published a "Declaration of Partnership Building".