ESG data

Environment

GHG emissions (Scope 1 and 2)

Notes: 1. This covers Maruka Furusato Corporation and its consolidated subsidiaries including overseas entities (as of December 2024).
2. We have revised figures for our past emissions from the perspective of connectivity with our financial reporting (e.g., aligning our fiscal reporting period and the period over which GHG emissions are calculated). This means that figures for emissions in 2022 and 2023 have gone down by 47 tCO₂e and 90 tCO₂e, respectively, from figures for our past emissions listed in previous disclosures.

GHG emissions (Scope 3)

Notes: This covers Maruka Furusato Corporation and its four direct subsidiaries—Furusato Industries, Ltd., Maruka Corporation, G-net Corporation, and Security Design Inc. (as of December 2024). Emissions are calculated by multiplying the amount (excluding tax) spent on purchased products and services by the emission factor based on the industry input-output table (“GLIO: 2005 Table”) published in the “Basic Guidelines on Accounting for Greenhouse Gas Emissions Throughout the Supply Chain ver 3.4,” and then adding 5% consumption tax from 2005. Future changes to references and calculation methodologies due to revised laws and regulations may affect our reported greenhouse gas emissions.

Society

Status of employees

Notes: 1. This covers Furusato Industries, Ltd., Maruka Corporation, G-net Corporation, and Security Design Inc.
2. These figures are as of December 31, 2024.

Employment status by age group

Notes: 1. This covers Furusato Industries, Ltd., Maruka Corporation, G-net Corporation, and Security Design Inc.
2. These figures are as of December 31, 2024.

Number of new hires (FY2024)

Notes: This covers Furusato Industries, Ltd., Maruka Corporation, G-net Corporation, and Security Design Inc.

Number of retirees (FY2024)

Notes: This covers Furusato Industries, Ltd., Maruka Corporation, G-net Corporation, and Security Design Inc.

Gender wage gap

Notes: 1. This covers the period from January 1, 2024 to December 31, 2024.
2. These calculations were based on provisions of the “Act on the Promotion of Women’s Active Engagement in Professional Life” (Act No. 64 of 2015).
3. Within our Group, there is no wage gap between men and women in the same job category and grade, whether they are permanent full-time employees or part-time/temporary employees. We promote and reward employees based on their abilities and achievements in areas such as promotion, salary increases, and hiring criteria. The reason for the wage gap between men and women is that a higher proportion of male employees are in the upper grades, which also tend to be occupied by older workers. The disparity among part-time and temporary employees is due to the fact that many male temporary employees are re-employed after retirement as contract employees, while a larger proportion of female temporary employees are younger part-time employees.

Number of employees taking childcare leave

Notes: This covers the period from January 1, 2024 to December 31, 2024.

Governance

Composition and meetings of the Board of Directors

Notes: The number of Directors represents the headcount as of December 31st of each year.

Composition and meetings of the Audit & Supervisory Board

Notes: The number of Audit & Supervisory Board members represents the headcount as of December 31 of each year.

Remuneration of officers

Directors (not including Outside Directors)

Audit & Supervisory Board Members (not including Outside Audit & Supervisory Board Members)

Outside Officers

Notes: 1. The figures for 2023 include one Director who retired upon the conclusion of the second Annual General Meeting of Shareholders. In addition, the figures for 2024 include two Directors who retired upon the conclusion of the third Annual General Meeting of Shareholders.
2. Totals for Director remuneration and other benefits do not include remuneration for duties performed in the capacity of employee in the case of individuals serving as both Director and employee.
3. The performance metric for performance-linked remuneration is consolidated operating profit. We chose this metric to further direct our officers’ focus toward improving Group-wide performance each fiscal year.
4. Our performance-linked stock compensation is carried out by means of a Board Benefit Trust, a stock compensation system. Under this framework, Directors are awarded points on the basis of the degree to which the performance targets set at the beginning of each fiscal year were achieved over that year. When a Director retires, he or she is issued, via the Trust, with Company stock corresponding to their accumulated points.
5. Figures for performance-linked remuneration and other benefits include funds set aside for officer bonuses in the fiscal year for which remuneration is being calculated.
6. Figures for non-monetary remuneration and other benefits include funds set aside for the granting of shares to officers in the fiscal year for which remuneration is being calculated.