Health management and labor safety

Promotion of health management

Promoting “health management*” and making health investments in employees and others based on our corporate philosophy are expected to revitalize the organization, such as increased vitality of employees and rising productivity, which are expected eventually to lead to improvements in �nancial performance and stock price.

We will continue to make efforts to create a better environment so that employees can devote themselves to their work in a safe and healthy way and achieve self-ful�llment through their work.

* Because Chubu Electric Power believes that the people who work for it are its most important asset and that they are the source that creates value in its business activities, we refer to them as our human assets instead of human resources.

M e s s a g e

In order for Chubu Electric Power to be selected by customers and to continuously develop, we believe that a diversi�ed

group of human assets* must be able to improve their abilities and perform. To help all these human assets play an active

role, we provide training and develop workplace environments so that women, the elderly, and the challenged can �nd

it easy to work at Chubu Electric Power.

Based on the recognition that helping employees work actively requires not only improvements in the work

environment but also the enrichment of their lives, Chubu Electric Power is promoting life-work balance. For health

promotion, we have been conducting comprehensive medical checkups for all employees for the purpose of prevention

and early discovery of serious illness and fostering a consciousness of health.

We will maintain a safe and healthy corporate atmosphere where human rights are respected and will continue to

develop “motivating” workplace environments where every single employee can perform to the best of his/her abilities.

External assessment regarding human assetsWe have received high ratings from both the national and local governments regarding our overall efforts for our human assets. These efforts include efforts for diversity including the utilization of our female employees, support for employees raising children, and health management support.

Management thatutilizes diversity

Promoting theutilization of women

Support forworking parents

Health management

To eliminate all workplace accidents

Key points of our health management

Example of our health promotion and support measures

Assuring the safety of our employees as

well as any workers from our contractors

working on our business is the top priority

of management at Chubu Electric Power.

To eliminate all workplace accidents,

we are proceeding with issue identi�cation

and resolution under the management

leadership through internal efforts we

have been making all along and also by

seeking advice from external experts.

With respect to traf�c safety, we are

working with a specialized external

organization to hold safe driving education

to foster a greater consciousness of safety

and to improve driving skills.

As for workplace safety, we conduct

risk assessments in order to mitigate

accident risks and work to improve

operation standards in consideration of

safety improvements.

In addition, we are actively providing

education targeting different levels of

employees designed to promote active

internal and external communication. * Number of injuries and deaths (leading to an absence of one day or more) caused by workplace accidents per one million work hours. Represents the frequency of accidents.

The effects of health management inside and outside companies

Effects inside a company

Effects outside a company

Improved imageof a company

PR aimed atclients

PR aimed atpeople seeking

employment

Comprehensive medical checkups for all employees for the purpose of prevention and early discovery of serious illness and fostering a consciousness of health

Measures to promote women’s health, such as women’s health action declaration

Measures to promote quitting smoking, such as the prevention of passive smoking

Analysis of the impact on corporate management of health management practices, such as measures to address (productivity declines at work due to a health problem)

Support to voluntary and ongoing health promotion efforts by employees through health promotion events in which employees can freely participate

Mental health measures including improvements in work environment based on the group analysis of stress check results

Careful health advice and consultation by industrial health staff

* A registered trademark of nonpro�t organization Kenkokeiei

We offer health promotion activities in our events such as Chubu Electric Power ekiden relay race. We provide employees with opportunities to participate in events with their families and raise health awareness together. We also plan and hold events that contribute to health promotion at each of�ce, also as an opportunity to develop the sense of togetherness in the workplace.

• Ministry of Economy, Trade and Industry: Best 100 Companies in Diversity Management (FY2014) First company in the electric power industry

• Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi (Japan Health Committee): “Excellent Health Management Company 2018 (White 500)”

• Ministry of Health, Labour and Welfare: Kurumin certi�cation (from FY2010 to date)

• Nagoya: Received the Award for Excellence of Childcare Support Company (from FY2009 to date)

• Nagoya City: Received the Award for Work-life Balance Promotion Company (FY2018)• Shizuoka Prefecture: Received the Award for Childcare Support Company (FY2018)

Certi�ed three years in a row

First company in the electric power industry

• Ministry of Health, Labour and Welfare: “Eruboshi” certi�cation (from FY2016 to date)

• Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange: Nadeshiko Brand (FY2015)

• Aichi Prefecture: Aichi Josei Kagayaki Company (Aichi Women’s Career Success Supporting Company) (from FY2016 to date)

• Nagoya: Received the Female-friendly Company Award (from FY2010 to date)

First company in Aichi Prefecture to receive this certi�cation

Motivationfor employees

to work

Improvedproductivity due

to assuring safetyand health

Workplace accidentfrequency rate*

0.461.83

for all industries

Fitness level test

• Examples of initiatives: Fitness level test in the Chubu Electric Power ekiden relay race, lunch-break walk events, etc.

Event for healthy workplace

Social

Human assets,Social contribution

Kazuhiro YoshidaExecutive Officer, General Manager of Human Resources Office and Human Resources Center

61

Foundation for Value Creation (ESG)

Social

Health management and labor safety

Promotion of health management

Promoting “health management*” and making health investments in employees and others based on our corporate philosophy are expected to revitalize the organization, such as increased vitality of employees and rising productivity, which are expected eventually to lead to improvements in �nancial performance and stock price.

We will continue to make efforts to create a better environment so that employees can devote themselves to their work in a safe and healthy way and achieve self-ful�llment through their work.

* Because Chubu Electric Power believes that the people who work for it are its most important asset and that they are the source that creates value in its business activities, we refer to them as our human assets instead of human resources.

M e s s a g e

In order for Chubu Electric Power to be selected by customers and to continuously develop, we believe that a diversi�ed

group of human assets* must be able to improve their abilities and perform. To help all these human assets play an active

role, we provide training and develop workplace environments so that women, the elderly, and the challenged can �nd

it easy to work at Chubu Electric Power.

Based on the recognition that helping employees work actively requires not only improvements in the work

environment but also the enrichment of their lives, Chubu Electric Power is promoting life-work balance. For health

promotion, we have been conducting comprehensive medical checkups for all employees for the purpose of prevention

and early discovery of serious illness and fostering a consciousness of health.

We will maintain a safe and healthy corporate atmosphere where human rights are respected and will continue to

develop “motivating” workplace environments where every single employee can perform to the best of his/her abilities.

External assessment regarding human assetsWe have received high ratings from both the national and local governments regarding our overall efforts for our human assets. These efforts include efforts for diversity including the utilization of our female employees, support for employees raising children, and health management support.

Management thatutilizes diversity

Promoting theutilization of women

Support forworking parents

Health management

To eliminate all workplace accidents

Key points of our health management

Example of our health promotion and support measures

Assuring the safety of our employees as

well as any workers from our contractors

working on our business is the top priority

of management at Chubu Electric Power.

To eliminate all workplace accidents,

we are proceeding with issue identi�cation

and resolution under the management

leadership through internal efforts we

have been making all along and also by

seeking advice from external experts.

With respect to traf�c safety, we are

working with a specialized external

organization to hold safe driving education

to foster a greater consciousness of safety

and to improve driving skills.

As for workplace safety, we conduct

risk assessments in order to mitigate

accident risks and work to improve

operation standards in consideration of

safety improvements.

In addition, we are actively providing

education targeting different levels of

employees designed to promote active

internal and external communication. * Number of injuries and deaths (leading to an absence of one day or more) caused by workplace accidents per one million work hours. Represents the frequency of accidents.

The effects of health management inside and outside companies

Effects inside a company

Effects outside a company

Improved imageof a company

PR aimed atclients

PR aimed atpeople seeking

employment

Comprehensive medical checkups for all employees for the purpose of prevention and early discovery of serious illness and fostering a consciousness of health

Measures to promote women’s health, such as women’s health action declaration

Measures to promote quitting smoking, such as the prevention of passive smoking

Analysis of the impact on corporate management of health management practices, such as measures to address (productivity declines at work due to a health problem)

Support to voluntary and ongoing health promotion efforts by employees through health promotion events in which employees can freely participate

Mental health measures including improvements in work environment based on the group analysis of stress check results

Careful health advice and consultation by industrial health staff

* A registered trademark of nonpro�t organization Kenkokeiei

We offer health promotion activities in our events such as Chubu Electric Power ekiden relay race. We provide employees with opportunities to participate in events with their families and raise health awareness together. We also plan and hold events that contribute to health promotion at each of�ce, also as an opportunity to develop the sense of togetherness in the workplace.

• Ministry of Economy, Trade and Industry: Best 100 Companies in Diversity Management (FY2014) First company in the electric power industry

• Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi (Japan Health Committee): “Excellent Health Management Company 2018 (White 500)”

• Ministry of Health, Labour and Welfare: Kurumin certi�cation (from FY2010 to date)

• Nagoya: Received the Award for Excellence of Childcare Support Company (from FY2009 to date)

• Nagoya City: Received the Award for Work-life Balance Promotion Company (FY2018)• Shizuoka Prefecture: Received the Award for Childcare Support Company (FY2018)

Certi�ed three years in a row

First company in the electric power industry

• Ministry of Health, Labour and Welfare: “Eruboshi” certi�cation (from FY2016 to date)

• Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange: Nadeshiko Brand (FY2015)

• Aichi Prefecture: Aichi Josei Kagayaki Company (Aichi Women’s Career Success Supporting Company) (from FY2016 to date)

• Nagoya: Received the Female-friendly Company Award (from FY2010 to date)

First company in Aichi Prefecture to receive this certi�cation

Motivationfor employees

to work

Improvedproductivity due

to assuring safetyand health

Workplace accidentfrequency rate*

0.461.83

for all industries

Fitness level test

• Examples of initiatives: Fitness level test in the Chubu Electric Power ekiden relay race, lunch-break walk events, etc.

Event for healthy workplace

Chubu Electric Power Company Group Integrated Report 2019 62

Home

Business trips

Mobile work

Working from home

Satellite of�ces

Work-style reform

Flexible work styles

Based on the understanding that life (bodily and mental health, rewarding life) is the prerequisite for employees to work actively, we are working to realize life-work balance. To realize this, we aim to introduce a variety of methods to enhance diverse work styles so that our employees can achieve a rewarding life, while also fully demonstrating their abilities through their work.

Education delivery to managers (DEMAE Jinji)DE for delivery, M for management, A for assistance, and E for evolution

As Chubu Electric Power faces a historic turning point, it is increasingly important for managers, who are in a position to play a key role in the workplace, to lead awareness raising and practice human asset management that leads to sustain-able development of the organization and people, in order to challenge themselves to respond boldly to changes we are facing. For this reason, since the second half of FY2017, we have been conducting

“DEMAE Jinji” on-site education sessions. In this program, managers of the Human Resources Center visit each operation site to provide basic education to managers to ensure their understanding of basic matters. As part of this program, we are also conducting exchanges of opinions on such themes as safety, work arrangements (�exible working hours, telecommuting), and the promotion of active participation by the elderly and women.

Cumulative number of sessions held since FY2017

260

We are promoting ICT-assisted �exible work styles with which employees can use time and place effectively. In October 2018, we introduced mobile work for the effective utilization of waiting time and transfer time during a business trip and working from home to reduce the commuting burden.

Introduction of telecommuting

• Promotion of �exible working hours to manage seasonal �uctuations in work load and consider the individual needs of our employees’ families

Company-wide adoption of �exible working hours • We have set up “go home early days” and “overtime instruction

cards.”

Work modulation

• Promotion of workplace communication and teamwork improvement

More workplace social events • Childcare leave system• Nursing care leave system• “Life-support leave” that can be used for social contribution

activities as well as when family members are ill

Support for balancing work with child-raisingand nursing elderly relatives

• Provision of career counseling for individuals• Helplines for LGBT, the challenged, and the elderly

Various helplines• Introduction of a universal layout for workplace• Consideration for LGBT and transgender persons

Improvement of the work environment

To promote life-work balance, each employee needs to work in a manner that is best for oneself and perform to the best of one’s ability within the constraints of given manpower and time. An Ikasu Boss is the key person to realize that. As part of efforts to promote the concept of Ikasu Boss, top management and managers have made an Ikasu Boss declaration.

An Ikasu Boss is a leader who can revitalize the workplace through the effective use of human assets, time, and systems.

Ikasu Boss: The key person in work-style reform

T O P I C S

In total, about 860 employees are working from home

Working from home has reduced the commuting burden, increased communication with one’s supervisor for advance arrangements, and raised operating ef�ciency. It has been instrumental in enriching both work and personal life and achieving a good life-work balance.

Working from home

Regular workplace

At client of�ces or at our of�ces near the residences of employees

April 2018

October 2018

Can raise labor productivity and respond quickly to customer needs by utilizing waiting time and transfer time during a business trip

Can reduce the commuting burden and use time effectively

Can respond quickly to customer needs and reduce commuting and transfer time by working at the destination during a business trip or at an operation site near one’s own home

My “Ikasu Boss” declaration

I believe that a ful�lling personal and family life directly leads to going all out at work. I not only encourage my colleagues and subordinates to take vacation and use �exible working hours and telecommuting, also try not to ask them to do a new task or send an email to them after 4:30 P.M.

My colleagues at the workplace are actively

using �exible working hours and other

arrangements and have come to behave more

consciously of productivity improvements.

We are encouraged to take anniversary

vacation on such occasions as the birthday of a

family member, and I feel that this is leading

not only to productive work but also to the

enrichment of my personal life.

(As of the end of March 2019)

Satoshi Kamei (a Member of the Group)

* The positions of individuals are as of November 2018.

Manager of Substations Group, Electrical Engineering Division, Gifu Of�ce, Power Network Company

Naoki Nishii

63

Home

Business trips

Mobile work

Working from home

Satellite of�ces

Work-style reform

Flexible work styles

Based on the understanding that life (bodily and mental health, rewarding life) is the prerequisite for employees to work actively, we are working to realize life-work balance. To realize this, we aim to introduce a variety of methods to enhance diverse work styles so that our employees can achieve a rewarding life, while also fully demonstrating their abilities through their work.

Education delivery to managers (DEMAE Jinji)DE for delivery, M for management, A for assistance, and E for evolution

As Chubu Electric Power faces a historic turning point, it is increasingly important for managers, who are in a position to play a key role in the workplace, to lead awareness raising and practice human asset management that leads to sustain-able development of the organization and people, in order to challenge themselves to respond boldly to changes we are facing. For this reason, since the second half of FY2017, we have been conducting

“DEMAE Jinji” on-site education sessions. In this program, managers of the Human Resources Center visit each operation site to provide basic education to managers to ensure their understanding of basic matters. As part of this program, we are also conducting exchanges of opinions on such themes as safety, work arrangements (�exible working hours, telecommuting), and the promotion of active participation by the elderly and women.

Cumulative number of sessions held since FY2017

260

We are promoting ICT-assisted �exible work styles with which employees can use time and place effectively. In October 2018, we introduced mobile work for the effective utilization of waiting time and transfer time during a business trip and working from home to reduce the commuting burden.

Introduction of telecommuting

• Promotion of �exible working hours to manage seasonal �uctuations in work load and consider the individual needs of our employees’ families

Company-wide adoption of �exible working hours • We have set up “go home early days” and “overtime instruction

cards.”

Work modulation

• Promotion of workplace communication and teamwork improvement

More workplace social events • Childcare leave system• Nursing care leave system• “Life-support leave” that can be used for social contribution

activities as well as when family members are ill

Support for balancing work with child-raisingand nursing elderly relatives

• Provision of career counseling for individuals• Helplines for LGBT, the challenged, and the elderly

Various helplines• Introduction of a universal layout for workplace• Consideration for LGBT and transgender persons

Improvement of the work environment

To promote life-work balance, each employee needs to work in a manner that is best for oneself and perform to the best of one’s ability within the constraints of given manpower and time. An Ikasu Boss is the key person to realize that. As part of efforts to promote the concept of Ikasu Boss, top management and managers have made an Ikasu Boss declaration.

An Ikasu Boss is a leader who can revitalize the workplace through the effective use of human assets, time, and systems.

Ikasu Boss: The key person in work-style reform

T O P I C S

In total, about 860 employees are working from home

Working from home has reduced the commuting burden, increased communication with one’s supervisor for advance arrangements, and raised operating ef�ciency. It has been instrumental in enriching both work and personal life and achieving a good life-work balance.

Working from home

Regular workplace

At client of�ces or at our of�ces near the residences of employees

April 2018

October 2018

Can raise labor productivity and respond quickly to customer needs by utilizing waiting time and transfer time during a business trip

Can reduce the commuting burden and use time effectively

Can respond quickly to customer needs and reduce commuting and transfer time by working at the destination during a business trip or at an operation site near one’s own home

My “Ikasu Boss” declaration

I believe that a ful�lling personal and family life directly leads to going all out at work. I not only encourage my colleagues and subordinates to take vacation and use �exible working hours and telecommuting, also try not to ask them to do a new task or send an email to them after 4:30 P.M.

My colleagues at the workplace are actively

using �exible working hours and other

arrangements and have come to behave more

consciously of productivity improvements.

We are encouraged to take anniversary

vacation on such occasions as the birthday of a

family member, and I feel that this is leading

not only to productive work but also to the

enrichment of my personal life.

(As of the end of March 2019)

Satoshi Kamei (a Member of the Group)

* The positions of individuals are as of November 2018.

Manager of Substations Group, Electrical Engineering Division, Gifu Of�ce, Power Network Company

Naoki Nishii

Seminars to help employees balance work with nursing care

“Ikasu Boss” declarations of top management (Photo taken in November 2018)

CHUDEN RUNNING FESTA 2018

Chubu Electric Power Company Group Integrated Report 2019 64

Foundation for Value Creation (ESG)

Social

V O I C ETo take advantage of diverse perspectives

I believe an environment in which all employees can work at ease despite individual differences is a prerequisite for full utilization of one’s potential and rewarding work. To create such an environment, I try to communicate the importance of an environment in which employees can talk freely about anything and mutual respect in the workplace. I try to listen to the opinion of others carefully, keeping in mind frank and easy-to-understand communication. Given my position as a sales team leader, I also strive not to forget to take an approach that is reasonable not only from the internal perspective but also from the external perspective.

Respect for human rights and promoting diversity

Human rights awareness and education policy

1. We carry out initiatives to deepen correct understanding and awareness among employees, etc., with regards to human rights issues (e.g., problems

of social integration and discrimination based on disability, nationality, gender, etc.).

2 We carry out awareness-raising initiatives on problems of social integration, understanding this to be an important part of human rights issues.

3. Our awareness-raising initiatives are systematic and continuous.

We conduct education targeted to all levels of employees, from newly hired employees to the management regarding human rights and the prevention of harassment. We also conduct presentations for the of�cers and management of our Group companies.

Chubu Electric Power has adopted the Human Rights Awareness and Education Policy to ful�ll its corporate social responsibility toward the realization of a society in which all human rights are respected. Chubu Electric Power has positioned the promotion of diversity as an important issue, and in 2007 we established the Women‘s Activities Promotion Of�ce. In 2013, we expanded this organization into the Diversity Promotion Of�ce, and in 2018, organization was expanded into the Human Assets Promotion Group. We have adopted various measures that will maximize the abilities of our diverse human assets and improve our corporate value.

Activities to promote female empowerment

Including those working at our special subsidiary Chuden Wing Co., Ltd. (established in 2001), about 350 challenged employees are working in our Group in various �elds (as of June 2019). Since its establishment, Chuden Wing has been involved in printing services, sales of novelty products, gardening work, and the like. In order to create more employment opportunities for mentally and intellectually challenged people, Chuden Wing engages in new businesses, such as clerical assistance work, cleaning work, and training assistance work. In February 2019, we established within Chubu Electric Power Gifu Building a base to support the clerical work of employees, which is performing such tasks as the sorting of postal items and inter-of�ce mails, collection and delivery, and conversion of documents to a PDF format.

With respect to our human assets, which are the fundamental core of our competitiveness, we are providing level-based training and taking other measures to educate them in a systematic way so as to maximize the qualities and abilities of each employee. We are developing human assets who understand the Chubu Electric Power Group’s mission, reason for existence, management challenges, and attitude and values to be shared at work and can put them into action in the current business environment that is undergoing major changes.

Promoting employment of the challenged

In order to allow re-employed people (who had retired once) to work in a wider range of jobs, we have introduced a system in which working conditions such as working hours are close to those of our employees. As of the end of March 2019, 663 re-employed people are working for us. We also conduct a “self-setup course” for employees who are 52 years old so that they can continue to actively work with vigor and maintain their ability once they reach their senior years.

Hiring seniors

2.4

2.6

2.2

2.0

1.8

0

(%)

(FY)2003 2008 2013 2017 2018 2019* As of June 1 of each year

2.102.10

1.81.8

2.042.04

1.81.8

2.072.07

2.392.39 2.402.40

2.22.2

2.02.02.02.0

Number of re-employed

663Activities for developing human assets

In the workplace, in addition to receiving instruction from their superiors in their daily work, all employees are interviewed every six months to con�rm their goals and issues for developing their abilities. In this way, we are developing human assets that will take on the responsibility of the next generation.

Development of abilities in the workplace

In order to obtain the necessary skills to create new values in new business �elds, we provide training in strategic planning, marketing, innovation, and �nance. We also provide business planning training using the action learning method.

Activities for strategic development of human assets

• Various training for women grouped by age, rank, whether they are raising children, and other factors with an emphasis on forming their careers

• Assigning work and transfer in order to accelerate growth and holding consciousness enlightenment education for all managers

• Creation of plans and a culture to help both men and women balance work with family

Changes in average number of years employed

250

200

150

100

50

0

(No. of people)

(FY)20202015 2016

133133

2017

145145

2018

162162

22.022.0

18.818.8

Target: Twice or morecompared with FY2014Target: Twice or more

compared with FY201425

20

15

10

5

0

(Years)

(FY)201820021991

WomenMen

2.442.44

2.22.2

118118

2014

109109

2019*

181181

* As of July 1 of each year

Changes in the number of female managers and numeric targets

Changes in the employment of the challengedPercentage employed at Chubu Electric PowerPercentage that is legally required

General Manager of Customer Service & Sales (Gifu Area) Division, Customer Service & Sales Company

Tamiko Ishikawa

65

V O I C ETo take advantage of diverse perspectives

I believe an environment in which all employees can work at ease despite individual differences is a prerequisite for full utilization of one’s potential and rewarding work. To create such an environment, I try to communicate the importance of an environment in which employees can talk freely about anything and mutual respect in the workplace. I try to listen to the opinion of others carefully, keeping in mind frank and easy-to-understand communication. Given my position as a sales team leader, I also strive not to forget to take an approach that is reasonable not only from the internal perspective but also from the external perspective.

Respect for human rights and promoting diversity

Human rights awareness and education policy

1. We carry out initiatives to deepen correct understanding and awareness among employees, etc., with regards to human rights issues (e.g., problems

of social integration and discrimination based on disability, nationality, gender, etc.).

2 We carry out awareness-raising initiatives on problems of social integration, understanding this to be an important part of human rights issues.

3. Our awareness-raising initiatives are systematic and continuous.

We conduct education targeted to all levels of employees, from newly hired employees to the management regarding human rights and the prevention of harassment. We also conduct presentations for the of�cers and management of our Group companies.

Chubu Electric Power has adopted the Human Rights Awareness and Education Policy to ful�ll its corporate social responsibility toward the realization of a society in which all human rights are respected. Chubu Electric Power has positioned the promotion of diversity as an important issue, and in 2007 we established the Women‘s Activities Promotion Of�ce. In 2013, we expanded this organization into the Diversity Promotion Of�ce, and in 2018, organization was expanded into the Human Assets Promotion Group. We have adopted various measures that will maximize the abilities of our diverse human assets and improve our corporate value.

Activities to promote female empowerment

Including those working at our special subsidiary Chuden Wing Co., Ltd. (established in 2001), about 350 challenged employees are working in our Group in various �elds (as of June 2019). Since its establishment, Chuden Wing has been involved in printing services, sales of novelty products, gardening work, and the like. In order to create more employment opportunities for mentally and intellectually challenged people, Chuden Wing engages in new businesses, such as clerical assistance work, cleaning work, and training assistance work. In February 2019, we established within Chubu Electric Power Gifu Building a base to support the clerical work of employees, which is performing such tasks as the sorting of postal items and inter-of�ce mails, collection and delivery, and conversion of documents to a PDF format.

With respect to our human assets, which are the fundamental core of our competitiveness, we are providing level-based training and taking other measures to educate them in a systematic way so as to maximize the qualities and abilities of each employee. We are developing human assets who understand the Chubu Electric Power Group’s mission, reason for existence, management challenges, and attitude and values to be shared at work and can put them into action in the current business environment that is undergoing major changes.

Promoting employment of the challenged

In order to allow re-employed people (who had retired once) to work in a wider range of jobs, we have introduced a system in which working conditions such as working hours are close to those of our employees. As of the end of March 2019, 663 re-employed people are working for us. We also conduct a “self-setup course” for employees who are 52 years old so that they can continue to actively work with vigor and maintain their ability once they reach their senior years.

Hiring seniors

2.4

2.6

2.2

2.0

1.8

0

(%)

(FY)2003 2008 2013 2017 2018 2019* As of June 1 of each year

2.102.10

1.81.8

2.042.04

1.81.8

2.072.07

2.392.39 2.402.40

2.22.2

2.02.02.02.0

Number of re-employed

663Activities for developing human assets

In the workplace, in addition to receiving instruction from their superiors in their daily work, all employees are interviewed every six months to con�rm their goals and issues for developing their abilities. In this way, we are developing human assets that will take on the responsibility of the next generation.

Development of abilities in the workplace

In order to obtain the necessary skills to create new values in new business �elds, we provide training in strategic planning, marketing, innovation, and �nance. We also provide business planning training using the action learning method.

Activities for strategic development of human assets

• Various training for women grouped by age, rank, whether they are raising children, and other factors with an emphasis on forming their careers

• Assigning work and transfer in order to accelerate growth and holding consciousness enlightenment education for all managers

• Creation of plans and a culture to help both men and women balance work with family

Changes in average number of years employed

250

200

150

100

50

0

(No. of people)

(FY)20202015 2016

133133

2017

145145

2018

162162

22.022.0

18.818.8

Target: Twice or morecompared with FY2014Target: Twice or more

compared with FY201425

20

15

10

5

0

(Years)

(FY)201820021991

WomenMen

2.442.44

2.22.2

118118

2014

109109

2019*

181181

* As of July 1 of each year

Changes in the number of female managers and numeric targets

Changes in the employment of the challengedPercentage employed at Chubu Electric PowerPercentage that is legally required

General Manager of Customer Service & Sales (Gifu Area) Division, Customer Service & Sales Company

Tamiko Ishikawa

Development of human assets that will take on the responsibility of the next generation (New employee on-boarding training)

Strategic human asset training

Chubu Electric Power Company Group Integrated Report 2019 66

Foundation for Value Creation (ESG)

Social