Human Resources. l Initiatives for LGBT and Sexual Minorities l System for Supporting Self-Development

Transcription

1 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform Reource Practice Right Promoting Diverity Management p. 6 9 Invetment Section Content Worktyle Choice Reource Development Client Service Reource Strategy DOCOMO Viion Content p. 0 Reource Reource Strategy...0 Reource Development... Promoting Diverity Management...6 Baic Policie and Philoophy Promoting Diverity Management...6 Baic Policie and Philoophy...0 Diverity Management Sytem...6 l Reource Development Management... 1 Nurturing Diverity Awarene...7 Program for Supporting the Development of Variou Abilitie... 1 l Initiative for LGBT and Sexual Minoritie...7 l Sytem for Supporting Self-Development... 1 l Focu on Expanding Employment Opportunitie for People with Diabilitie...8 l Buine Skill Development Program...2 Promoting Women Career...8 l Providing Opportunitie to Support Employee Motivation...3 l Empowering Female Employee...8 l Dipatch of Employee to Companie in Different Indutrie and Participation in Joint Training...3 l Support for Women Career Development (Promoting Women Career)...9 l Employee Development Program for Generating...3 Worktyle Choice... 0 l Development of Global Reource...4 l Overea Study...4 l Global On-the-Job Training...4 DOCOMO Worktyle Reform...5 Baic Policie and Philoophy...5 Effort for Worktyle Reform...5 l Diverity Management...5 l Worktyle Choice...5 l Health and Productivity Management...5 Baic Policie and Philoophy... 0 Promoting the Work-Life Balance... 0 l Balancing Work with Childcare... 0 l Family Day... 1 l Encouraging Male Participation in Childcare... 1 l Balancing Work with Nuring Care... 1 l Enhancing the Benefit Program and Supporting Employee Life Plan... 1 Sytem that Support Veratile Worktyle... 2 l Promoting the Work-Life Balance... 2 l Reducing Overtime... 2 l Tranition from Fixed-Term to Indefinite-Term Employment... 4 l Rehiring Program for Former Employee... 4 l Reemployment Program for Pot-Retirement Age Worker... 4

2 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform DOCOMO repect diverity in it myriad form diverity of gender, age, nationality and value. We trive to create a corporate culture in which all employee can feel comfortable and ecure in their job and demontrate their aptitude regardle of their divere attribute. Reource Practice Right Promoting Diverity Management p. 6 0 Invetment Section Content Worktyle Choice Reource Development Client Service Reource Strategy DOCOMO Viion Content p. 0 Reource Development Baic Policie and Philoophy Our ideal employee i omeone with high apiration who eek continuou growth, build relationhip with enthuiam and modety, and boldly take on challenge to teadily attain Reource Strategy our medium-term target and to realize tronger collaboration with our partner. With thi in A we trive to achieve our Declaration beyond Medium-Term Strategy to 20 by mind, we encourage each employee to trive for peronal growth and develop their kill. puruing new ervice creation/evolution, buine evolution with +d and the reinforcement and evolution of all foundation, it i important to co-create further value with our partner DOCOMO Ideal Employee companie. In order to do thi, we need to develop a work environment in which each of our An individual with high apiration who think deeply and take action independently divere employee can grow and be active. reource development program to bring out DOCOMO will trive to enhance it human Individual Growth Lead to Further Expanion of +d the abilitie of each individual by promoting it peronnel ytem and employee development An individual who i both curiou and modet, and i capable of working with other to create new value ytem a an integrated whole. To create new value for ociety through collaboration with +d partner companie, it i important to relate to other with interet and modety. In addition, in order to provide an environment in which every employee can creating workplace where employee can work in afety and good health. Continuou elf-development play an active role, DOCOMO i focuing on Peronal growth i a prerequiite for organizational growth. It i therefore important that each individual purue elf-improvement toward achieving their goal while alo viewing corporate challenge a peronal iue. An individual who trive for change and boldly take on challenge without fear of failure Since the Company growth currently depend on boltering it communication buine and further expanding it mart life buinee, we now need peronnel who can bring change and take on new challenge more than ever before. On-the-job training (include aignment) Taking tock of kill Skill checkup Off-the-job training (peronal growth) Centered on thee qualitie of an ideal employee, we offer educational program deigned to trengthen the capabilitie required by the Mobile, Smart Life and Global area of our buine.

3 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform l Reource Development Management In employee education, we emphaize a PDCA cycle that begin with learning and Reource Practice Right Promoting Diverity Management p. 6 1 Invetment Section Content Worktyle Choice Reource Development Client Service Reource Strategy DOCOMO Viion Content p. 0 Program for Supporting the Development of Variou Abilitie undertanding through training and i followed by practice and review. In all our training We implement a medium- to long-term development ytem through program deigned program, upervior eek to raie employee awarene of their role and then follow up with to upport ability development that follow the career path of each employee, while paying pot-training interview in which practical advice i offered. By linking off-the-job training and due conideration to individual aptitude. We particularly eek to repond to cutomer elf-improvement with on-the-job training, we have created an environment where the effect increaingly divere and ophiticated need by providing training program for pecific of training are enhanced and employee can apply at their repective workite what they purpoe, including program uited to each career level, training to develop pecific area of have learned. expertie and elective training program. We work to enhance thee program a neceary. On-the-Job Training Off-the-Job Training Before Employee Clarify a ene of purpoe During Learn and realize (at each workplace) After Review leading to practice In fical 25, we began conducting Group-wide employee training by integrating the training framework for DOCOMO employee and career track employee at DOCOMO Group companie to create an efficient ytem for organizing the training. Apply to practice Undertand the gap between what i ideal and what i conidered to be the elf Improve kill through buine Review In fical 26, we ought to further bolter the development of +d human reource by implementing +d training within the framework of elective training program organized by the Reource Management Department. We alo expanded training opportunitie for all Group employee to achieve corporate growth baed on the ucceful career of Interview Immediate Manager Raie awarene Interview Practical advice Practical upport Interview Undertand each individual (career viion, trength, weaknee) Provide growth opportunitie and daily guidance Feedback divere human reource. In fical 27, we revied our training program by identifying the competencie required for our employee to perform in line with our buine policie and the Medium-term Strategy, which were expreed in term of item for each career level. We came up with the neceary educational policy and devied a framework for human reource development that cloely follow the item of competency. Looking ahead, we will conduct training under a common Group policy. In fical 26, we introduced active learning, which boot learning and undertanding during eminar. To maximize the effect of Group-baed training, participant prepare for the l Sytem for Supporting Self-Development topic in advance and engage in a dicuion on that topic or take part in a demontration on We offer variou program to upport the elf-development of each employee under a unified the day of the eminar. menu for the DOCOMO Group. Alo, we provide upport for the acquiition of about 0 By reinforcing Group-baed training and on-the-job training at each workplace to provide opportunitie for appropriately evaluating the attitude and behavior of employee, encouraging individual development by helping to improve the quality of work, and upporting employee in realizing their dream. qualification, and approximately 2,200 DOCOMO Group employee acquired private and public qualification in fical 26. We offer 625 ditance learning program, upport kill check program aimed at enhancing language proficiency and provide emi-annual ubidie for language chool tuition a part of our effort to etablih an environment that encourage employee to actively engage in elf-development activitie.

4 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform We offer ix categorie of training and elf-development program baed on career poition Senior manager Manager Training for acquiring kill required by each career level (Common kill) Training for taking tock of current kill et (Common kill) Individual training for Group companie (Specialized kill) Support for language coure, ditance learning and acquiition of qualification E.g. Aitant manager Mid-career employee Self2 Development 1 Off-the-Job Training Introductory training for manager E.g. Leaderhip Skill Review I 3 4 Elective training to hone buine kill required by each career level (Common kill) Expert training to hone pecialized kill (Specialized kill) E.g. Offered by DOCOMO Creative approach to problemolving Offered by Group companie E.g. Right p. 6 2 Worktyle Choice Invetment p. 0 Implementation of Major Buine Skill Development Program Outline and Purpoe Participant (Approximate) 1. Training for acquiring kill required by each career level Training intended for new employee, newlyappointed enior manager, manager and aitant manager aimed at acquiring neceary kill. 2, Training for taking tock of current kill et Training aimed at gauging the current level of acquired kill. 1, Elective training to hone buine kill required by each career level Varied training coure that cater to individual kill need and kill required by each career level. Participant attend the coure of their choice. 3, Expert training to hone pecialized kill Training aimed at acquiring pecialized kill required by each area of operation. 2, Support for elf-development upport Support for language coure, acquiition of qualification, ditance learning and other program aimed at upporting elf-initiated ability development. 3,300 E.g. Language chool DOCOMO Sytem, Inc. E.g. ale and marketing Decription of Program and level of participant. Intended Participant Practice Promoting Diverity Management l Buine Skill Development Program Reource Section Content Reource Development Client Service Reource Strategy DOCOMO Viion Content New employee Implementation of Employee Training Category FY20 FY25 FY ,0 1,5 96,500 74,200 71, hour 50 hour 30 hour 3 On-the-Job Training Number of training program provided Cot of training per peron (yen/peron) Hour of training per peron (approx. hour/peron) Figure for FY26 were calculated baed on figure for companie including ervice ubidiarie.

5 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform Reource Practice Right Promoting Diverity Management p. 6 3 Invetment Section Content Worktyle Choice Reource Development Client Service Reource Strategy DOCOMO Viion Content p. 0 l Providing Opportunitie to Support Employee Motivation application from employee who wih to take part in generating new ervice. Alo, we DOCOMO pot job internally to provide opportunitie for ambitiou employee. Employee build a team that include outide taff a well a tudent and hold a boot camp to provide are free to apply for opening on their own initiative. The job that come up tend to require an overview of the program. We then invite an external lecturer to provide a more practical pecific kill or are aociated with new buine activitie. A total of 1,596 employee had program through which participant learn about the method and baic knowledge that are applied by the end of fical 26, and of thi total, around 274 are currently working in their neceary for creating ervice and conduct interview with target uer. Under the program, department of choice. we act a advior to upport development by each team according to their repective tatu of progre. l Dipatch of Employee to Companie in Different Indutrie and Participation in Joint Training ene of peed by continuing to focu it effort on developing human reource that can In April 26, we launched the DOCOMO Degeiko Project (OJT at companie in different conitently generate innovation. DOCOMO will eek to remain an enterprie that provide new value for ociety with a indutrie) with the objective of co-creating new value through co-creation with partner Create a buine ecoytem aimed at program growth by receiving feedback of participant experience of ucce or failure companie. Thi i a human reource development project in which employee are dipatched to companie in different indutrie, in principle for a one-year period, during which they are given an opportunity to work on a challenging new buine to gain freh perpective and kill that are unavailable at DOCOMO. We provide employee with the opportunity to develop forward-looking kill by dipatching employee to more companie where they can experience kill that they may one day need, uch a applying the big data owned by DOCOMO for marketing at thoe Preliminary Stage Selection of i.tudio member Internal Conider idea Divergence Convergence Hypothei Verification Releae Scrutiny Preentation Main program of innovationstudio haring their latet endeavor and new dicoverie through the in-houe ytem and at PoC Boot camp External companie. A a reult of the creening, even employee were dipatched and are currently Verify hypothei in the market Main program Conider buine model meeting for reporting on their activitie. We plan to expand thee opportunitie to further enhance our human reource development effort. Firt condition DOCOMO alo participate in joint training among everal companie from difference indutrie. Thee companie offer valuable opportunitie for employee to engage in friendly rivalry while realizing the ditinct culture and thinking of each company and imultaneouly exchanging information. In fical 26, we organized eight type of joint training with 62 participant. l Employee Development Program for Generating Since 25, DOCOMO ha been continuouly offering a practical development program within R&D Diviion to bolter the generation of freh idea that erve a the bai of new product and ervice. Under the tructure of thi program, we begin by eeking Growth Stage Logic of generating abundant idea Creative thinking Paion Acquire the logic of deign thinking Ability for verification and taking action Thinking beyond idea (prototype) Ability to create buine Generate trong peronnel and team capable of turning idea into buine and leading the way together with the concept of feaible idea for commercialization

6 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform Reource Practice Right Promoting Diverity Management p. 6 4 Invetment Section Content Worktyle Choice Reource Development Client Service Reource Strategy DOCOMO Viion Content p. 0 l Development of Global Reource l Overea Study To repond to the globalized need of our dometic operation, uch a product development DOCOMO eek to develop human reource uitable for global career by providing an with overea vendor and cooperation and negotiation with over-the-top player, we are overea tudy program in which employee with over four year of experience are enrolled in trengthening our global human reource program from it earlier focu on a elf-driven courework offered by overea graduate chool of buine (MBA) for one to two year. In acquiition of language kill baed on TOEIC to placing more emphai on practical kill. fical 26, we dipatched nine employee to attend one- to two-year coure at univeritie. We are upporting group tudie through which employee eek to enhance each other We plan to continue offering the program while cloely oberving the buine environment language kill, and we have alo added new program, uch a overea tudy and and ocial circumtance. exchange gathering with pat Global OJT participant a well a employee with overea l Global On-the-Job Training bae to boot employee motivation. Enhance practical kill Enhance language kill Overview Overea tudy Enrollment in MBA/LLM coure at top chool (1 to 2 year) experience are dipatched to overea local affiliate, ubidiarie, invetee companie and Global OJT Work experience at overea ubidiarie and local affiliate (6 month to 1 year) corporate partner. In addition to foreign language kill, the program i intended to nurture Skill check (TOEIC SW, Verant, TOEFL) Encourage aement of peaking and writing kill that cannot be meaured by TOEIC, to attain more advanced and practical Englih proficiency buine operation. In fical 26, we dipatched nine employee to everal overea Support for attending language chool Support matery of converational kill in area uch a litening and peaking Skill check (TOEIC LR) Encourage matery of baic kill by meauring litening and reading kill Ditance language learning Provide elf-learning opportunitie for litening kill, buine Englih, preparation for TOEIC Financial incentive for acquiring qualification Provide financial incentive according to TOEIC core Guidance on tudy method Provide information on recommended tudy method, textbook and app via the in-houe ytem to encourage a utained effort Language proficiency Raie awarene of the importance of language kill by taking check (career level training) exam in conjunction with the new training tage Enhance mindet DOCOMO eek to raie it negotiation kill amid an increae in it buine with overea Program Global Fielder Introduce carrier of employee on the frontline of global buine uing the in-houe ytem Exchange meeting Raie the motivation of employee eeking international career by providing opportunitie to meet employee through overea tudy or Global OJT experience and thoe working at overea ite vendor by providing a Global OJT program in which employee with over four year of buine kill, uch a international enitivity and buine practice by engaging in actual companie for an aignment. The program i provided acro a wide area that include ale, ervice planning and development, depending on the background of each employee, and offer an opportunity to gain valuable experience that cannot be obtained in Japan. We plan to continue offering the program by reviewing the companie to which employee are dipatched with cloe attention to the prevailing buine environment and trend.

7 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform DOCOMO eek to reolve variou iue concerning it employee, and ha been promoting the DOCOMO Worktyle Reform baed on three framework ince fical 27 to enure that everyone can work energetically at DOCOMO. Reource Practice Right Promoting Diverity Management p. 6 5 Invetment Section Content Worktyle Choice Reource Development Client Service Reource Strategy DOCOMO Viion Content p. 0 Effort for DOCOMO Worktyle Reform Diverity Management DOCOMO not only accept difference in race, nationality, gender (including gender identity and exual orientation), time contraint, and phyical or mental diability, divere profeional DOCOMO Worktyle Reform abilitie and value but alo eek to create a corporate culture in which each individual can fully demontrate their repective abilitie and contribute to management. Baic Policie and Philoophy To realize worktyle that promote autonomy and a fighting pirit in each employee and move l Worktyle Choice toward enhancing productivity and providing new value, DOCOMO i making an effort baed We are gradually expanding our worktyle option to raie productivity by incorporating liding on the three pillar of diverity management, worktyle choice, and health and productivity work chedule (allowing employee to move up or down the time they tart and end work management. to meet their parenting or nuring need) and promoting telework (working from home or at atellite office). Moreover, we are eeking to expand the cope of eligible employee and Three Framework Worktyle Reform increae the ue of thee option while alo applying flex time ytem to more organization. Worktyle Choice Health and Productivity Management Female career development program Slide work Internal competition for the mot tep walked Promoting undertanding of LGBT people Telework (work from home) Health promotion eminar Diverity Management DOCOMO Let Walk Campaign Change the way work i done Change the tyle of work Organization Recognized under the 27 Certified Health and Productivity Management Organization Recognition Program White 500 l Health and Productivity Management We are puruing initiative for raiing the vitality and productivity of our organization by enuring the mental and phyical oundne of our employee by holding competition for the mot tep walked, publihing the Health White Paper and improving the workplace environment to reflect the Group analyi reult of tre check.

8 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform Practice Right Promoting Diverity Management Promoting Diverity Management Reource p. 6 Pillar of the Initiative Keyword for Action DOCOMO promote diverity management to maximize the power of it divere human reource, generate innovation and create new value. We apire to achieve utainable corporate growth by paying repect to poitive heterogeneity and ue that growth to provide divere workforce that repreent different attribute including gender, age and nationality. Worktyle Choice p. 0 Family Day (workplace viit by family member) Eliminate Seminar to upport employee balancing work with nuring care and concern and to reform conventional male upervior awarene encourage male Tool for upporting employee in balancing work with nuring care and female Promotion of male participation in childcare (childcare eminar for participation father and mother, dpapa Project, etc.) Utilize ytem Conideration for veratile worktyle that enhance productivity and efficiency Telework: promote the Working from Home Program Shortened working hour Effective operation Sliding working hour (for childcare and nuring care) Life planning vacation (for childcare) Reengagement of former employee who left for childcare or poue tranfer and have been working on etablihing diverity, empowering women, helping employee 26, we continued to cultivate a corporate culture that repect diverity, collaborating with Communicating the top commitment (dipatch of meage) docomo EVERYDAY (intranet with meage from the head of the Diverity Promotion Office and introduction of employee from different department) Diverity awarene urvey and web-baed training for all employee Activitie of the Diverity Promotion Working Group Diverity Seminar for Upper Management Diverity training for each career level (for econd-year employee and aitant manager, manager and enior manager upon appointment) Promoting hiring of peron with diabilitie Undertanding diverity and upporting peron with diabilitie and LGBT, non-japanee and other employee Promote the work-life balance In July 20, we etablihed the Diverity Development Office a a dedicated organization balance work with childcare and nuring care and raiing awarene of diverity. In fical Decription of Activitie Promote women career Diverity Management Sytem diverity promotion manager at each regional office and Group company to purue common Worktyle Choice In doing o, we placed particular emphai on promoting women career, encouraging male developing a deeper undertanding of diverity. Invetment Set and dicloe numerical target for female management, monitor progre Win-d activitie (women innovative network at DOCOMO) (1) Win-d Firt (new employee) (2) Win-d Start (mid-career employee) (3) Win-d Next (manager) Raie awarene Diverity Forum (for manager, new employee, and tudent) Support for maintaining contact with the workplace during childcare of career leave (docomo Smile Relay) development (1) Information device rental, SNS, dipatch of in-houe magazine, additional interview prior to maternity leave and reintatement (2) Forum for employee on childcare leave Seminar to upport employee balancing work with parenthood (immediate manager and employee following reintatement) Career development training for female employee Diverity Management ha conitently purued diverity management, deriving our corporate trength from a participation in childcare, reforming worktyle through telework and other meaure and Mutual undertanding and creative thinking need and keeping ahead of the curve in a fat-changing competitive environment, DOCOMO Group initiative while alo addreing the iue that are pecific to each company or region. Nurture awarene of diverity new value. Seeking to continue providing attractive value for cutomer by meeting diverified market 6 Specific Initiative for Worktyle Reform (Priority Iue) Baic Policie and Philoophy Promoting Diverity Management Section Content Reource Development Client Service Reource Strategy DOCOMO Viion Content Enure occupational Health and health and Raie awarene Productivity afety of health Management Manage employee health Promote occupational health and afety Mental healthcare Internal competition for the mot tep walked (DOCOMO Let Walk Campaign) Health promotion eminar

9 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform Nurturing Diverity Awarene To encourage a greater undertanding of diverity, DOCOMO ha been puruing variou effort uch a dieminating commitment meage from top management, endoring the Women Empowerment Principle (WEP), obtaining the Kurumin certification mark, creating initiative for LGBT and exual minoritie and reducing overtime. In future, we will continue to trengthen our organizational activitie to enure that a corporate culture that recognize Reource Practice Right Promoting Diverity Management p. 6 7 Invetment Section Content Worktyle Choice Reource Development Client Service Reource Strategy DOCOMO Viion Content p. 0 In term of ervice for our cutomer, we apply family dicount to ame-ex partner and intend to continue promoting undertanding of exual minoritie. DOCOMO Receive Gold Rating in the PRIDE Index The PRIDE Index i a framework for evaluating corporate initiative related to LGBT and exual minoritie. DOCOMO received the Gold rating in October 26 in recognition of the following initiative. diverity a our Shared Value will firmly take root. Uing the keyword deeper undertanding of diverity and high quality working tyle, we will promote activitie aimed at increaing Reaon for the Rating: our undertanding of diverity acro the Group toward our goal of becoming a company that DOCOMO carrie out educational activitie through training targeting all employee and harnee the power of it divere workforce to continuouly provide new value to ociety. communicate it meage on exual minoritie through advertiement. l Initiative for LGBT and Sexual Minoritie Index 3: Inpiration In April 26, the NTT Group clearly expreed it tance of developing it organization and Since fical 25, we have carried out LGBT training for taff reponible for human reource, realizing a ociety in which everyone can live and work baed on who they are, regardle human reource development and hiring acro the NTT Group, which were attended by of their exual orientation or gender identity. We have been making progre in applying employee of 25 companie. In addition, NTT DOCOMO organized group-baed training program related to important life event, uch a marriage leave, bereavement leave, for employee in managerial poition. We alo publih reference material on LGBT on congratulatory/condolence money and the ending of congratulatory/condolence telegram, DOCOMO internal ytem, coniting of baic knowledge, cutomer ervice and quetion to ame-ex partnerhip. and anwer related to handling trangender iue in the workplace. Furthermore, we provide At DOCOMO, we have been organizing training for manager and web-baed training for all employee toward etablihing a working environment in which LGBT employee can be training aimed at promoting an undertanding of LGBT through web-baed training for all DOCOMO Group companie. themelve and work with vigor. Recognizing that human right iue are a top management priority, we ought to renew awarene of human right among member of top management, Index 5: Engagement/Empowerment including executive, the Executive General Manager of Regional Office and the head of We how our CSR advertiement For ONE, which contain reference to exual minoritie, organization. We alo promote human right-related educational activitie uch a by taking on our webite and a a televied commercial (a of November 26). up LGBT a a theme during the human right eminar for upper management in December 26 with the aim of etablihing a corporate culture rooted in human right. LGBT tand for lebian, gay, biexual and trangender.

10 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform Reource Practice Right Promoting Diverity Management p. 6 8 Invetment Section Content Worktyle Choice Reource Development Client Service Reource Strategy DOCOMO Viion Content p. 0 l Focu on Expanding Employment Opportunitie for People with Diabilitie l Empowering Female Employee DOCOMO proactively hire peron with diabilitie in line with it effort to enure diverity female employee can achieve a balance between life event uch a having and raiing in it human reource to create new value. A of June 1, 27, there were 430 employee children and their profeional reponibilitie. DOCOMO i working to realize a corporate culture and working environment under which with diabilitie* engaged in variou operation at DOCOMO, repreenting 2.17%* of our total A part of uch effort, in November 20, DOCOMO igned on to expre it upport of workforce. the Women Empowerment Principle Equality Mean Buine, which are advocated by * Include employee at pecial purpoe ubidiarie DOCOMO CS, Inc., DOCOMO CS Hokkaido Inc., DOCOMO CS the United Nation Entity for Gender Equality and the Empowerment of Women (UN Women), Tohoku, Inc., DOCOMO CS Tokai, Inc., DOCOMO CS Hokuriku, Inc., DOCOMO CS Kanai, Inc., DOCOMO CS Chugoku, Inc., DOCOMO CS Shikoku Inc., DOCOMO CS Kyuhu, Inc., DOCOMO PluHearty, Inc., DOCOMO Support Inc., DOCOMO Sytem, Inc., DOCOMO Technology, Inc. and MAGASEEK, a well a employee on loan. an organization that addree the extenion of women participation in economic activitie. Thee principle were jointly formulated in 20 with the United Nation Global Compact a a guide for helping corporation treamline exiting policie or etablih new policie and buinee o that women could participate in every level or field of economic activitie. The Promoting Women Career UN Women and the United Nation Global Compact appeal to corporation and organization Among all of our diverity-related effort, we have been making a particularly forceful drive around the world to ign onto thee principle. And with it igning of the principle, DOCOMO to promote women career toward achieving our goal of increaing the ratio of female i now triving to promote even greater diverity throughout the Group. manager to 7.5% by the end of fical 20 and appointing more than ten women to the pot of director (including Group companie) by fical 28. Female Employee in Managerial Poition FY20 Male Female FY20 FY25 FY26 3, % 4,7 97.0% 3, % 3, % 5 2.7% 5 3.0% 9 3.6% % Annual Number of New Managerial Appointment and Female Manager FY20 Male Female FY20 FY25 FY % % % % % % 27.0% 31.6% Women Empowerment Principle 1. Etablih high-level corporate leaderhip for gender equality. 2. Treat all women and men fairly at work repect and upport human right and nondicrimination. 3. Enure the health, afety and well-being of all women and men worker. 4. Promote education, training and profeional development for women. 5. Implement enterprie development, upply chain and marketing practice that empower women. 6. Promote equality through community initiative and advocacy. 7. Meaure and publicly report on progre to achieve gender equality.

11 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform Worktyle Choice General manager, director other indutrie and the Diverity Forum. Additionally, we et up Win-d Next for female build a tronger vertical pipeline. 0 * Women innovation network at DOCOMO (program for promoting the career of female manager) Senior manager Manager For myelf Expert Win-d Next Senior manager and above For other Participation in NTT Group manager eminar (%) Activitie by Win-d Member Aitant manager Activitie for giving back by nurturing ubordinate and younger employee Cooperate with Win-d Start exchange meeting Cooperate with New Win-d Firt a mentor Support for Win-d Firt added for the purpoe of developing ubordinate Exchange meeting with executive / Mentoring by organization head Expanded opportunitie for friendly competition among manager Manager Win-d Start Training aimed at peronal growth and raiing career awarene Firt year Second year Develop role model / Develop leaderhip Act a role model Career development Diverity Forum Mid-term report on the mentoring program for fifth-year female employee Meeting with director Leaderhip training added to raie career awarene New Win-d Firt General employee Other training (for women and men) Mentoring for younger employee New Aitant manager, other management role Win-d Activitie by Career Level Development of leader for the next-generation Invetment p. 0 (FY) created in 20 to provide optimal upport for the profeional development of women at manager who erve a role model in an ongoing effort to bolter career awarene and from the previou year) demontrate their abilitie. Specifically we organize activitie baed on the Win-d* framework executive, and Win-d Firt for younger employee in fical 26 to offer mentoring by female Excerpt from the Repone to Employee Awarene Survey for Fical 26 their awarene of career development, and develop an environment in which they can fully enior manager in fical 25 to offer mentoring by organization head and exchange with Right p. 6 9 Q. Which pot do you apire to attain? (Repone from female employee compared to thoe At DOCOMO we are accelerating our drive to promote ucceful career for women, raie each tage of their career, along with career development training, exchange meeting with Practice Promoting Diverity Management upport for Women Career Development (Promoting Women ls Career) Reource Section Content Reource Development Client Service Reource Strategy DOCOMO Viion Content Win-d activitie by career level Provide motivation for career development through dialogue with manager

12 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform DOCOMO Choen for the New Diverity Management Selection 0 DOCOMO launched it Diverity Development Office in 20 and ha ince purued the creation of a corporate culture and organizational climate that view diverity a a hared value. Subequently it wa choen for incluion in the fical 25 New Diverity Management Selection 0, an initiative run by the Japanee Minitry of Economy, Trade and Indutry (METI). Reource Practice Right Promoting Diverity Management p. 6 0 Invetment Section Content Worktyle Choice Reource Development Client Service Reource Strategy DOCOMO Viion Content p. 0 Worktyle Choice Baic Policie and Philoophy DOCOMO i eeking to enhance productivity by taking gradual tep to expand the worktyle choice that it offer it employee. Thee are centered on initiative for balancing work and parenting a well a on promoting divere worktyle. Promoting the Work-Life Balance l Balancing Work with Childcare DOCOMO apire to be a company and workplace where employee with children can Initiative DOCOMO Ha Won Recognition for: demontrate their maximum performance within a limited period of time and continue working P romotion of women career (program for upgrading the career of female manager, with vigor. To that end, we are creating program and framework that allow employee to etc.) E nhancement of the role of management and awarene-raiing among men (promotion of male participation in childcare, etc.) O ngoing medium- and long-term upport for flexible work tyle and career (liding work hour, etc.) purue veratile worktyle while alo eeking to change the perception of how we work and take vacation, which i the mot important part of the reform. One of thee program i the docomo Smile Relay, which aim to enable women returning from childcare leave to develop ucceful career by helping them maintain contact with the workplace while on childcare leave and then continue with their career. One example i the three-party meeting between the employee, her immediate manager and Incentive Award from the Japan Women Engineer Forum for a DOCOMO Employee the Diverity Development Office, held to dicu the ytem in place before the employee The Japan Women Engineer Forum (JWEF), ponored by METI, recognize young female applie for maternity leave and develop a common idea about her worktyle and career after engineer each year to encourage women contribution in ocial development. In October returning to work. During childcare leave, we provide upport for maintaining contact with 26, a DOCOMO employee received the JWEF Incentive Award for Young Female Engineer the workplace by renting mobile device, utilizing the in-houe community (SNS) and holding for her achievement, which included being the only Japanee panelit at the IEEE Women In related forum that enable the employee to hare in-houe information and remain in contact Engineering international conference. with her immediate manager. We conduct another three-party meeting after the employee return to work, with the aim of eliminating concern about balancing work and childcare and motivating the employee to develop her career.

13 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform Reource Practice Right Promoting Diverity Management p. 6 1 Invetment Section Content Worktyle Choice Reource Development Client Service Reource Strategy DOCOMO Viion Content p. 0 amily Day lf on a regular bai allow employee to develop their knowledge in thi area while encouraging Since 20, DOCOMO ha been holding Family Day, when family member of employee viit a deeper undertanding acro the entire workplace and thereby helping to enhance the the Company a part of an effort to trengthen the relationhip between them and workplace worktyle of employee who provide care for family member. by reconfirming a ene of mutual gratitude felt among the employee, their relative and coworker. Every year during ummer vacation, the family member Group l Enhancing the Benefit Program and Supporting Employee Life Plan employee are invited to Family Day. Thi include viit to workplace a well a an area We eek to enhance our benefit program to make them ueful for balancing work and family. that offer firthand experience product and project, martphone and Under DOCOMO benefit ytem, employee elect the program they need or that bet fit mobile phone afety clae, and tour of howroom, mobile bae tation, R&D facilitie their lifetyle from an aortment of benefit. In fical 26, we introduced a childcare upport and other area of interet. The event ha not only intilled a deeper undertanding among ervice to the benefit program to ubidize the cot of hiring babyitter. We alo run eminar family member of the work being done at DOCOMO; it ha alo promoted the balancing of and training coure to help employee map out their life plan. work with parenting. Moreover, it ha ignificantly benefited effort to create a comfortable Content workplace environment through direct communication between employee upervior, colleague and family member. In fical 26, 3,741 people, repreenting 1,279 familie participated acro Japan, and participation ha been riing every year. ncouraging Male Participation in Childcare le To dipel preconceived idea of gender role and accelerate initiative for male participation in Life Planning Seminar 4 eminar with 421 participant Life Deign Training Thi training program eek to motivate employee in their late 20 to tart thinking about their life plan. It pecifically teache them about inveting, penion plan and other apect of financial planning. 4 eminar with 163 participant Life Deign Office Thi office provide information and advice to employee on drawing up life plan. childcare and the promotion of the work-life balance, we ought to attain our target of 30% for the ratio of men taking childcare leave and a life planning vacation (for childcare), and 80% for the ratio of men taking day off to care for children. A a reult, we were able to achieve our target, a the ratio of men taking childcare leave and a life planning vacation roe to 37% and the ratio of thoe taking day off to care for children exceeded 90%. We alo engage in uch activitie a holding diverity training for younger employee oon after they join the Company to nurture an awarene of their life plan, which include marriage, family planning and career. We alo offer ABC Cooking Leon for learning about houework and parenting, primarily for male employee, and arrange lunch meeting and lecture. alancing Work with Nuring Care lb We regularly hold eminar on nuring care a part of our initiative to promote the balance of work and nuring care. We alo ditribute information on nuring care through our intranet ite and publih pamphlet with the aim of upporting nuring care. Offering the information FY26 Reult Life planning eminar are held for new hire and employee nearing retirement. They provide information on the variou benefit we offer and help employee plan for life after retirement. Ued by 234 people

14 NTT DOCOMO Group Sutainability Report 27 Sutainability DOCOMO Worktyle Reform by early morning hift (priority work) and working from home (telework), we have created a Childbirth program uch a peronalized hift (liding working hour), regular work hour augmented Right p. 6 working environment where employee can chooe from a broad range of option. Alo, we began applying the flextime ytem to more organization in fical 27, which increaed the cope of employee from about 400 in fical 26 to roughly 5,000. In 20, DOCOMO received the Kurumin certification mark from the Miniter of Health, Labour criteria for obtaining the certification wa revied, and DOCOMO i currently working to obtain Childcare Advancement of Meaure to Support Raiing Next-Generation Children. In April 27, the the Platinum Kurumin certification, which i only granted to enterprie that purue meaure Sytem In future, we intend to further promote the work-life balance by eeking further enhancement to our ytem in order to allow employee to chooe their worktyle from a wider range of option o that they can make full ue of the limited time available to each of l Reducing Overtime to our rule of leaving work on time but allow employee to make ue of morning when they need to work extra hour. By reviewing our lifetyle, we eek to prevent overwork and avoid the aociated rik of illnee. In addition, we have et regular no-overtime day to reduce extra working hour to appropriate level. Nuring care community and people outide the workplace. To that end, ince fical 25 we have adhered Invetment p. 0 Decription Meaure related to health examination, etc., during and after pregnancy Paid program that exempt employee from working to attend health guidance or a health examination during pregnancy or within a year after pregnancy Special leave (maternity leave) Six-week paid leave before childbirth ( week for multiple pregnancie) and eight-week paid leave after childbirth Childcare break Paid program that provide a break of up to 45 minute from work twice per day for female employee who need to care for a child under one year old Life planning vacation (for childcare) Paid program that enable employee with children up to high chool enior age to take more than one week off for childcare Childcare leave Program that enable employee with a child under three year old to take nonpaid leave for childcare Shortened working hour for childcare Program that offer hortened working hour for employee with a child below the third grade of elementary chool (option: four-hour, five-hour and ix-hour workday) Sliding working hour for childcare Program that offer individualized hift (moving up or moving down the tarting/ ending hour of the workday) to ecure time for dropping off and picking up children from daycare center up to the end of elementary chool Limit on overtime or overnight work Program that limit overtime, etc., for employee who need to care for a child below the third grade of elementary chool Reengagement of former employee who left for childcare Program for rehiring former employee who left to care for a child, within a certain period of time ince leaving the Company Reengagement of former employee Program for rehiring former employee who left to care for a child, within a certain who left for childcare period of time ince leaving the Company them. unrelated to work, uch a pending quality time with family or interacting with the local Worktyle Choice Paid program that exempt pregnant employee from working at the tart or end of the workday for up to 60 minute per day baed on even higher tandard. DOCOMO aim to enhance the work-life balance by increaing hour pent on activitie Mitigation of commuting during pregnancy romoting the Work-Life Balance lp and Welfare a an enterprie that implement meaure in accordance with Japan Act on 2 Repreentative Program Category A a major apect of our diverity management, we are eeking to offer more option in working tyle in repone to the hift to increaingly divere lifetyle. By introducing Practice Promoting Diverity Management Sytem that Support Veratile Worktyle Reource Section Content Reource Development Client Service Reource Strategy DOCOMO Viion Content Nuring care vacation Program that provide non-paid leave of up to five day per year to care for a family member (ick child, poue giving birth, etc.) Nuring care leave Program that enable employee to take non-paid leave to look after a family member in need of nuring care Shortened working hour for nuring care Program that offer hortened working hour for employee with a family member in need of nuring care (option: four-hour, five-hour and ix-hour workday) Sliding working hour for nuring care Program that offer individualized hift (moving up or moving down the tarting/ ending hour of the workday) to ecure time for nuring family member Limit on overtime or overnight work Program that limit overtime, etc., for employee who need to care for a family member Working from home Program that allow an employee to temporarily work at a location other than their regular workite a a mean of upporting the work-life balance, encouraging independence and creativity, or increaing productivity

15 NTT DOCOMO Group Sutainability Report 27 Sutainability 1 Year Old 3 Year Old Life Stage Practice Right Promoting Diverity Management p. 6 Statutory obligation Worktyle Choice p. 0 Female Employee Total Vacation and Leave % 96.7% 96.0% Maternity and childcare leave Paid Life Planning Vacation (childcare) (participation in chool event) High chool enior Maternity leave Childcare leave Shortened working hour for childcare Sliding working hour for childcare 3 year Nuring care Statutory obligation: up to 1 and a half year old Nuring care leave Short-term leave for nuring care Paid childcare 1-year-old break Working Hour, etc. Sytem for Balancing Childcare and Work Non-paid childcare leave Work leave to care for a child up to 3 year old Paid vacation day Average percentage of paid vacation day taken No tatutory obligation regarding alary Invetment Uage of Leave and Program (DOCOMO Group, Fical 26) Average number of paid vacation day taken Paid pecial leave (childbirth) 3 Male Employee Paid Life Planning Vacation (fertility treatment) Section Content Childbirth DOCOMO Worktyle Reform Reource Pregnancy Reource Development Client Service Reource Strategy DOCOMO Viion Content Shortened working hour for nuring care 3 7 Shortened working hour for childcare Third grade of Program offering hortened working hour to care for a child up to the third grade of elementary chool elementary chool (option: 4-hour, 5-hour or 6-hour workday) Sliding working hour for nuring care 5 7 Childcare Statutory obligation: up to the tart of elementary chool Nuring care Volunteering activitie Limit on overtime or overnight work Program limiting overtime work, etc., to care for a child up to the third grade of elementary chool Life Planning Vacation Third grade of elementary chool Rehiring program Statutory obligation: up to the tart of elementary chool Paid program for mitigating commuting during pregnancy Rehired after childcare leave Rehired after tranferring Rehired after nuring care leave No tatutory obligation regarding alary Paid program related to health examination, etc., during and after pregnancy No tatutory obligation regarding alary Other Program Reengagement of former employee who had left for childcare Family allowance Employee Utilizing Veratile Sytem (DOCOMO) Number of Employee Third grade of elementary chool Under 22 year old Sliding working hour 163 Flextime 387 Shortened working hour for childcare Working from Home Program 289 1,4