Euglena Group considers its employees (hereinafter referred to as "our colleagues"*) to be one of the cornerstones of sustainable business growth, and will promote management that respects our colleagues and all stakeholders involved in our business. *Our group refers to our employees as "our colleagues."
Euglena Group's Declaration of Human Rights
Our group adheres to the Universal Bill of Human Rights (Universal Declaration of Human Rights, International Covenant on Economic, Social and Cultural Rights, International Covenant on Civil and Political Rights), International Labor Organization's Fundamentals of Work, etc. We endorse the ten principles of the United Nations Global Compact, the United Nations Declaration on Principles and Rights, and the United Nations Guiding Principles on Business and Human Rights, and promote respect for human rights.
We eliminate all discrimination based on race, religion, gender, age, sexual orientation, disability, nationality, etc. We do not tolerate any harassment. Child labor and forced labor are not permitted. We respect the freedom of association and the right to collective bargaining. Occupational health and safety is paramount and we ensure the health and safety of workers. We will also work to reduce overwork hours and pay wages above the minimum wage set in each country. We will pursue ways to respect internationally recognized basic human rights even in countries and regions where basic human rights cannot be protected.
Our group's purpose is to "make people and the earth healthy." Recognizing that it is a company's social responsibility to not have a negative impact on children, who will live in the future, we support "Children's Rights and Business Principles" so that children can live a healthy life. We respect children's rights.
Under our group's philosophy of "Sustainability First," we work together as a group to promote respect for human rights and work together with our suppliers and other stakeholders to ensure the health of people and the planet around the world. We will promote business activities with respect.
human capital management
Policy
Our group will continue to grow sustainably with colleagues who share our philosophy and work together to realize our purpose of ``Making people and the planet healthy.'' To this end, we will work to form and develop ``a group of professional human resources who have experience in diverse industries and occupations, are highly specialized, and are committed to results'' who will take on the challenge of non-continuous growth across businesses and divisions. We strive to foster individual diversity, an organizational culture that encourages innovation, and a sense of initiative in solving problems.We create an organization that can overcome unexpected changes in the environment in the VUCA era, and create colleagues to realize management strategies. Let's connect.
Initiatives to enhance the power of individuals and organizations
To enhance the knowledge and abilities of colleagues To support the performance of colleagues working within our group, we have created a "Nakama Book" to share the company's overall vision and policies, thereby promoting a better understanding of the company among our team members. Furthermore, we conduct group general meetings, company history, materials, and organizational understanding courses, compliance training, and management training. The total training hours for these programs in fiscal year 2025 amounted to 3,111 hours, with an average training time of 14.2 hours per person.
*Specific training content: Management training, onboarding training, online training on business skills, etc.
Enhance knowledge and skills as a business person We provide self-development (or ability development) training to improve business skills so that employees can play an active role as business people who can be used anywhere.
Creating an organizational culture of mutual growth Operational support for mutual learning study sessions *1 and external guest lectures *2 We are actively implementing the following.
[Main training content and systems]
Category
Content
Main training content
①
Group general meeting
- Held once a year as a place to share group-wide policies and new initiatives, and to recognize colleagues and initiatives.
Onboarding training
・Providing support for newly joined members to gain a deep understanding of the company and its philosophy, and to improve the situation so that it is easy to achieve results quickly.
2. To help new employees adapt to the company more quickly and thrive in their own way, we have implemented a system where two supporters (parents) are assigned to each new employee, regardless of age or position.
Compliance training
・Required training on harassment, information security, insider issues, etc. that should be protected as colleagues
Training at promotion
・At the time of promotion, based on the expected role required for each promoted role grade, we will provide support to convey and enhance the required awareness and behavior changes.
・Inform new managers about the roles and duties required of them as managers, and provide support to carry out those roles.
Management training
・Support to formulate organizational policies based on our group's policies, support and develop colleagues, and convey and improve the knowledge, skills, mindset, etc. necessary to improve organizational performance. carried out
New employee training / Follow-up training
・Convey the necessary knowledge, skills, mindset, etc. to change from a student to a member of society, and build a foundation for a good start as a member of society
・Through the three years of working life, we will provide opportunities to reflect on your own growth so that you can be promoted to an appropriate level, and provide support for growth.
Skills training
・Provide skill training on problem-solving, communication, documentation, and accounting (more training will be added from time to time)
②
Support for study groups
・Lectures by external lecturers
・Support for study session management and teaching material costs
③
Support provided through employee benefit points
・Buying books to improve skills, taking courses, and providing financial support for acquiring qualifications
Assistance for company-recommended plans
・Regarding external training, we have set up a “company recommended plan” that can be used with a reduced personal burden.
*1 We provide support for the management of study groups and the cost of teaching materials so that there will be many opportunities and study sessions within the organization where colleagues with common issues can gather and grow through friendly competition while learning from each other. *2 Please see "Related Links" for details.
Company-wide morning meeting We regularly hold events (once a month) where management directly communicates company policies, the current state of the company, and the latest topics to our employees.
Holding of career planning training By reflecting on my own career—past, present, and future—and engaging in dialogue with my colleagues, I'm able to articulate where my own motivations lie, why I joined our group, and what I want to do in the future. This helps improve my engagement with the company and with my colleagues.
Challenge back system Colleagues who left the company for reasons such as volunteering, international cooperation activities, obtaining a doctorate or MBA, etc. are allowed to return to work within three years after leaving the company (provided that they have been with the company for at least three years). We call this system the “Challenge Back System,” and it is used to support fellow employees' participation in charitable activities and career advancement.
Diversity, Equity & Inclusion (DE&I) management practice
Policy
In order to realize our group's philosophy of "Sustainability First" and grow our business, we must practice DE&I management and not only accept diversity, but also transform diversity into innovation. I think it's important. Under this policy, we will prevent discrimination and harassment, will not tolerate discrimination of any kind in hiring, training, or promotion, and will pay equal wages for equal work for both genders. In order to realize this way of thinking, we have established a system that makes it easy for colleagues from various backgrounds to work, regardless of gender or generation.
Initiatives to improve DE&I management (non-consolidated)
In order to realize DE&I, we have introduced the following system.
Lively work style system Telework allowance, morning/night shift *1, a culture that encourages leaving work on time and taking vacations
*1 Morning shift, in which the start time can be moved up to 2 hours in 30-minute increments, and night shift, in which the start time can be changed to 12:00 noon, depending on the nature of the work (for example, when a business meeting is held outside of business hours due to customer circumstances). We are hiring.
System for child-raising generation Promotion of male childcare leave, nursery school fees, partial support for babysitter service usage fees, early return congratulatory money system, introduction of morning shift (moving up work hours)
respect for one's religion Permission for worship during working hours, etc.
Systems for employees with disabilities Working full-time
Career support for senior personnel Introduction of re-employment system
System for future generations Providing internship opportunities to domestic and foreign students
System for foreigners Setting up a foreign mentor
Nursing care support system Encouraging nursing care leave, promoting individually customized working styles according to individual circumstances (full remote work, relaxing the number of days to work, utilization of the challenge back system for changing employment status, etc.)
Mental health system We have established an internal HR consultation service and introduced an external mental health consultation service.
Data related to DE&I, etc. (standalone) *1
Item
2022/12 term
2023/12 term
2024/12
2025/12 term
Percentage of women among all employees (full-time employees)
37.6%
37.5%
49.2%
50.9%
Percentage of women in all management positions *1
20.0%
17.5%
16.3%
17.6%
Percentage of women taking childcare leave
100%
100%
100%
100%
Rate of childcare leave taken by men *2
60%
85.7%
33.3%
0%
Percentage of employment of people with disabilities *3
2.3%
2.28%
2.40%
1.12%
Percentage of contract employees / dispatched employees
*1 The change in the number of employees in the fiscal year ending December 2025 is due to a one-time effect of the voluntary retirement program implemented as part of the business structure reforms for the current fiscal year, and does not indicate a permanent outflow of personnel. *2 Management positions include department heads and above, excluding directors. *3 The rate of men taking childcare leave is based on those who took leave for one week or more. *3 The ratio is calculated as of June 1st each year. *4 The numerator is the number of employees who left the company during the period, and the denominator is the figure at the end of the period. *5 Starting from the December 2023 fiscal year, employees based on annual income are also included.
Our Group's basic policy is "Safety First." In order to ensure the occupational safety and health of not only our group colleagues, but also our contractual partners, business partners, and all other parties involved in our business, we have established an implementation plan for safety and health activities and strive to continually monitor progress and improve our efforts.
Target
Our group has set a target of zero workplace accidents across the entire group each year.
In order to achieve our goal of zero occupational accidents every year, we have set the following specific initiatives.
Thorough awareness of the Group's basic safety policy
Continued development of occupational safety management activity leaders
Raise safety and health awareness among colleagues
Promotion structure
Based on the above policy, the Group has established a Group Safety and Health Committee, chaired by the Representative Director. The Group Safety and Health Committee requires each base and group company to report on their safety and health activities every six months in order to identify safety risks. The committee also compiles case studies and safety-related activities, and disseminates and shares them among each base and group company. In addition, training sessions on the Industrial Safety and Health Act are held to develop leaders who will be responsible for safety and health activities.
Initiatives
Our group implements safety and health activities tailored to the specific business activities of each of our locations and group companies. We also use risk checklists to evaluate workplace environments, training, and management systems related to safety and health. In fiscal year 2024, we held six training sessions on occupational safety, with a total of over 105 participants. In fiscal year 2025, due to business structure reforms, we shared information and discussed preventative measures against workplace accidents among group companies as needed. Furthermore, we strive to improve the safety and health awareness of all group members by implementing measures such as awarding best practice prizes and holding votes for the group's safety and health slogan at our group's general meetings as needed. In the event of a work-related accident, the safety and health manager at each location and group company is required to report it to the Group Safety and Health Committee using a prescribed form. Subsequently, the Group Safety and Health Committee Chairperson may establish an accident investigation committee to investigate the cause of the accident and formulate measures to prevent recurrence. Through these efforts, we strive to prevent accidents by regularly assessing the risks of occupational safety and health in our existing businesses and continuously improving them. Furthermore, every year, we incorporate training on occupational safety and health into the initial training program for new employees to promote understanding and raise awareness.
(Achievements) The number of work-related accidents (accidents resulting in lost work time*) over the past three years (FY2023-2025) is as follows:
* This also applies to employees of group companies and partner companies who are absent from work for one day or more due to an accident.
FY2023: 2 projects
2024: 7 projects
FY2025: 3 cases
With the Group Safety and Health Committee at the helm, we are working to improve the situation by investigating why the accident occurred and considering and implementing measures to prevent recurrence.
Reduction of long working hours
Euglena The Group complies with international standards and local laws and regulations regarding working hours, rest periods, and vacations, and strives to reduce long working hours and achieve a work-life balance so that employees can maintain their physical and mental health and work with high motivation. Specifically, we send out alerts to employees who work long hours and confirm the appropriate division of work. In addition, we have established agreements regarding overtime and holiday work at each site. Overtime work of employees is monitored on a monthly basis. In addition, as a forum for dialogue to improve the working environment, employee representatives are elected at each business site to express their opinions when concluding labor-management agreements and establishing and revising work rules. In addition, overseas Group companies in Bangladesh (Grameen euglena) and Malaysia (Euglena Malaysia Sdn. Bhd.) regularly explain and monitor their employees on employment rules in accordance with local laws and regulations.
Health check/stress check
Every year, we conduct health checkups for all our employees. In 2024, the health checkup participation rate was 97.6% (standalone). We also encourage consultations with industrial physicians and follow-up examinations, and as a company, we strive to improve the health of our employees. We also conduct stress checks as part of our health initiatives. We have also established external consultation services, such as counselors. In 2025, the stress check participation rate was 93.3% (standalone).
Dealing with Customer Harassment
Under our purpose of "Making people and the planet healthy," we listen sincerely to the valuable opinions we receive from our customers and promote our daily business activities with the support and cooperation of our partner companies. "People" naturally include our executives and employees, and "health" includes not only physical health but also well-being - mental health. With this in mind, we have formulated the "Euglena Basic Policy on Customer Harassment" as part of our efforts to ensure that all "people" involved in our business activities are "healthy."
We recognize that the opinions and requests we receive from customers and others are essential to improving the quality of our products and ultimately to the growth of our company, so we will respond to them as sincerely as possible and strive to thoroughly implement this policy as an initiative for the physical and mental health of our executives and employees.
Thorough assurance of safety, security and quality
Our basic thinking
Our group has established a quality assurance policy to provide fair and honest quality assurance in the supply of products and to ensure the benefit and safety of our customers. We consider one of the greatest objectives of our business activities to be to ensure that our customers can use our products and services safely and with peace of mind, and that they are satisfied.
We will also promote our quality assurance system while making continuous improvements so that we can continue to meet our customers' expectations while striving for accurate and sincere communication.
Example of InitiativesMembership with external organizations
The Japan Health and Nutrition Food Association (JHFA) is a public interest incorporated foundation that certifies and certifies safe, secure, and high-quality health foods, and a general incorporated association that promotes collaboration with various stakeholders to realize a healthy and long-lived society. We are a member of the Health Food Industry Association (JAOHFA).
Example of Initiatives Obtained "FSSC 22000 (food safety) *" certification
In November 2015, Yaeyama Shokusan, a group company that produces and manufactures powdered microalgae Euglena (Japanese name: Midorimushi) and powdered chlorella, obtained the food safety management system "FSSC22000" certification. The production plants of group companies Q'SAI and Epora have also obtained the same certification.
*FSSC 22000: An international certification standard for food safety management approved by the Global Food Safety Initiative (GFSI), established primarily by global food manufacturers and distributors. Based on the ISO 22000 management system standard for food safety, it includes content such as the PAS 220 “Prerequisite Programs on Food Safety for Food Manufacturing,” which is a standard for general hygiene management in food production.
Example of initiatives Acquisition of Halal and Kosher certifications
Ishigaki Island Euglena and Yaeyama Chlorella have also obtained halal certification from a Japanese halal certification body (Japan Muslim Association), which is approved by the Malaysian government's halal certification body (JAKIM). This makes it possible to deliver Euglena-containing cookies that children in Bangladesh can eat with peace of mind. Furthermore, in 2025, the Izumo factory of our group company, Epola, also obtained halal certification.
Related images
Halal certification indicating compliance with Islamic law
*Halal certification: The Islamic religion forbids the consumption of pork and alcohol, and Halal certification refers to the certification mark displayed on the packaging of foodstuffs that have been certified as being processed according to the appropriate methods prescribed by Islam.
In addition, Ishigakijima Euglena and Yaeyama Chlorella produced by Yaeyama Shokusan have acquired Kosher certification *, which proves that they meet Jewish food regulations.
Related images
Kosher certification indicating compliance with Jewish requirements
*Kosher certification: Meaning “appropriate” or “suitable” in Hebrew, “Kosher” refers to items that have been prepared in accordance with Jewish laws (the Torah) pertaining to food.
Initiatives to thoroughly improve the safety and quality of biofuels
Example of Initiatives: Obtaining "ISCC EU *" certification
In September 2021, we obtained the "ISCC EU" certification, which guarantees the sustainability of biomass and recycled raw materials. By complying with ISCC EU requirements and maintaining its certification, we will ensure the sustainability of the biofuels we sell.
*ISCC EU: A sustainability certification system developed with the support of the German Federal Ministry of Food and Agriculture and the German Agency for Renewable Resources. It is widely used by companies around the world as a global certification system to guarantee the following three items regarding biomass and recycled raw materials: - Sustainability in raw material production -Traceability of sustainable raw materials throughout the supply chain ・Confirmation of reduction in greenhouse gas (GHG) emissions such as CO2
Example of Initiatives Co-creation with customers
Our group listens to the voices of customers who use our products one by one, and works every day to review and improve our products and services. From September 2022, we have set up a special page on Euglena official mail order site "Euglena Online Shop" called "Euglena Created with You" to introduce examples of how we have reflected customer feedback in products and services. The special page features examples of improvements in food, cosmetics, and services, such as efforts to improve the particle size of Euglena for the body for the Body and the creation of a flowchart that allows you to select items that suit your skin from a variety of ``one'' all-in-one cosmetics ``one'' items. . We will continue to place importance on customer feedback and strive to provide products and services based on their requests.
Our group's business is made possible by the support of our many suppliers. Our group recognizes our suppliers as important business partners, and aims to build relationships of trust and grow together with them. We uphold "Sustainability First" as our philosophy and conduct business activities with the purpose of "making people and the earth healthy." To achieve this, we need to share our philosophy with our suppliers and respond to society's expectations throughout the supply chain.
Based on the above recognition, our group will work throughout the entire supply chain to promote responsible procurement that is fair, socially and environmentally friendly, based on human rights and environmental considerations, and in compliance with laws and regulations.
fair and just transactions The selection of business partners is based on the principles of fair, just, and free competition, and is based on fair evaluations from the viewpoints of price, quality, delivery time, stable supply capacity, technological capabilities, reliability, etc.
A cooperative relationship based on mutual trust We uphold the principles of faith and integrity, and strive to build mutually cooperative relationships with our business partners based on the philosophy of coexistence and mutual prosperity. Information obtained through transactions will not be disclosed to third parties without permission.
Compliance with laws and social norms We comply with the laws and regulations of each country and conduct business in accordance with corporate ethics and social norms.
Environmental consideration In order to prevent environmental pollution, preserve the global environment, and contribute to the realization of a sustainable society, we ask our business partners to understand Our "environmental philosophy" and take the following initiatives.
Energy saving, reduction of greenhouse gas emissions
Reduction of water usage
Conservation of biodiversity
Appropriate management of wastewater and exhaust gas and reduction of generated amount
Reduction of waste generation
Sustainable and efficient use of resources
Consideration for human rights In order to be considerate of human rights and contribute to the realization of a healthy society, we ask our business partners to understand Our ``human rights philosophy'' and take the following initiatives.
Eliminate all discrimination based on race, religion, gender, age, sexual orientation, disability, nationality, etc. and do not tolerate harassment
Do not allow child labor or forced labor
Respect freedom of association and the right to collective bargaining
Reduce overwork hours and pay more than the minimum wage
Develop a healthy and safe working environment
Pursue ways to respect these internationally recognized basic human rights, even in countries and regions where the above basic human rights are not protected.
Animal experimentation We require that contractors and partners who raise animals or conduct animal experiments comply with animal welfare laws and the 3Rs (Replacement, Reduction, Refinement) policy, and only carry out experiments that have been approved by the Animal Experiment Committee and/or Ethics Review Committee.
Initiatives to enhance responsible sourcing
Our group considers sustainable procurement that takes the environment and society into consideration as one of Materiality in order to deliver safe and secure products to our customers for many years to come. To achieve this, our group not only builds a sustainable production system for Ishigakijima Euglena and Yaeyama Chlorella, which are the main raw materials, but also supplies supplies, including packaging materials and printed matter for delivering products. We are promoting initiatives throughout the chain.
partnership declaration
In order to build sustainable relationships with business partners, in December 2022, we announced our "Partnership Building Declaration" in agreement with the purpose of the "Partnership Building Declaration" by the Cabinet Office, Small and Medium Enterprise Agency, etc. In order to promote sustainable procurement more effectively, we recognize that collaboration with stakeholders both inside and outside the industry related to raw materials and container manufacturing for food and cosmetics will become increasingly important, and we will continue to promote initiatives going forward. I will continue to do so.
Example of initiatives Environment considerations for printed items and product packages
In order to achieve a sustainable raw material supply, we have changed the paper used for leaflets delivered to customers, the packaging used for promotional materials and shipping boxes to FSC* certified paper, and changed the ink used for promotional materials and shipping boxes. We have a policy of changing to plant-based inks and flexographic inks, and we are moving forward with our efforts.
* FSC (Forest Stewardship Council) certification: Awarded to the procurement of sustainable and responsibly managed forests and forest products. Consumers purchase products with the FSC® mark. A system to support global forest conservation.
Supporting communities
way of thinking
For our group, which has a philosophy of "Sustainability First" and aims to "make people and the earth healthy," coexistence with the community is essential for carrying out sustainable business activities. I think that it is an element. In particular, we consider young people, who will lead the future, and regions that are deeply involved in business, such as production bases, as important stakeholders and communities, and we will work with young people and local communities in various ways to develop a sustainable society.
Through our engagement with key stakeholders, we hope to increase empathy for the direction and initiatives of Euglena group, increase the number of fans who support Euglena group's business, and strengthen the driving force of our business.
In fiscal year 2025, we invested approximately 37.61 million yen in local communities.
Specific initiatives toward coexistence with the community
[Initiatives with future generations]
Bangladesh: Solving the Problem of Poverty
With the aim of solving the nutritional problems of children in Bangladesh, which was the impetus for starting our business, we distribute cookies containing the nutrient-rich microalgae Euglena to children free of charge. The "Euglena GENKI Program" began in April 2014. The total number of cookies distributed has exceeded 21.8 million (as of the end of December 2025, cumulative total since April 2014). We have received feedback from school teachers and parents saying things like, "My child has become less prone to illness," and "My child started going to school because there are cookies there." Click here for details
Japan: On-site classes for future generations
As a company committed to "Sustainability First," we conduct outreach programs to teach children, who will lead the next generation, about sustainability. By creating opportunities for children to learn about and experience sustainability, we aim to encourage awareness and behavioral changes in as many children as possible, and to realize a sustainable society. Up until now, researchers Our have visited schools on Ishigaki Island, our production base, to conduct science experiment classes * for the purpose of environmental education. Starting in fiscal year 2024, we have evolved this initiative and expanded our activities to include not only science experiment classes but also explanations of our business aimed at solving social issues, targeting future generations throughout Japan through both outreach classes and company visits.
Reach to future generations
(unit: person)
Off-site lessons
company visit
FY2024
3,002
645
FY2025
801
72
[Specific initiatives]
Held in collaboration with other companies
Held by Euglena in direct collaboration with schools
Parent-child experiment class at Our office
[Efforts with local communities]
Ishigaki Island, Okinawa Prefecture: Coexistence with the local community
For Euglena Group, which has its production base on Ishigaki Island, Ishigaki Island is an irreplaceable home. Through our business activities and collaboration with the local community, we aim to further develop the local economy and create a sustainable and healthy lifestyle for the people who live on these islands embraced by abundant nature.
[Specific initiatives]
Naming rights for “Euglena” We have acquired the naming rights (facility naming rights) of Japan's southernmost shopping district on Ishigaki Island, and have been operating it as "Euglena Mall" since March 14, 2010, working on regional revitalization and regional development activities.
Naming rights of "Euglena Ishigaki Port Remote Island Terminal" With the acquisition of naming rights, the remote island terminal, which is the land gateway to the Yaeyama Islands, was renamed "Euglena Ishigaki Port Remote Island Terminal" in April 2018. The "Euglena Ishigaki Port Remote Island Terminal" is used by many tourists from Japan, Taiwan, China, etc., and is an important lifeline for residents of the Yaeyama area, with more than 2 million people using it annually. I have. Through the acquisition of naming rights, we are working on regional development activities in the Yaeyama area and improving services for terminal users.
Introduction of school lunches at Ishigakijima Elementary School School lunch menu for June 2024 "Euglena Minaminu Pork Salad Noodles"With the aim of promoting children's health and nutritional education, menu items containing "Ishigaki Island Euglena and Chlorella" have been adopted for school lunches at elementary and junior high schools on Ishigaki Island from June 2024. Menu items such as "Euglena Minami-nu Pork Salad Noodles," an adaptation of the popular Okinawa cold noodle dish, and "Euglena Furikake," an easy-to-consume nutritious dish, are popular among children. Starting in September, the product will also be available on Iriomote Island and other parts of the Yaeyama Islands, and will continue as a sustainable initiative of local production and consumption.
Factory tour at Yaeyama Shokusan Yaeyama Shokusan office building
Yaeyama Shokusan, a manufacturing base of Euglena Group, offers factory tours to the general public. We aim to inform local residents and tourists visiting Ishigaki Island about the potential of algae and the charm of Ishigaki Island, thereby contributing to the development of the local economy.
Bangladesh: Creating local jobs
Bangladesh has had a deep connection with our company since its founding, and we continue to conduct business there today. In Bangladesh, the economic gap between urban and rural areas is widening, and improving the income of small-scale farmers is one of the social issues. In addition, the Rohingya, an Islamic minority group living in Myanmar, have faced numerous discrimination and persecutions as "illegal immigrants," and many Rohingya have abandoned their country and fled to neighboring Bangladesh as refugees, making humanitarian support for refugee camps a major issue. In order to resolve the social issues faced by small-scale farmers and Rohingya refugees in Bangladesh, we have taken the lead in implementing the following projects:
We expanded the number of contracted farmers for the cultivation of agricultural products, including mung beans, from 2,000 in 2020 to 6,500 in 2023. Through our second business partnership with the United Nations World Food Programme (WFP), we ensured a stable supply of food (mung beans) to Rohingya refugee camps, supplying 185 tons of mung beans in 2022. In 2023, we carried out support activities to create jobs for Bangladeshi residents living around the refugee camps through the operation of a mung bean processing plant.
In order to improve the productivity of local agricultural products and reduce costs, we plan to provide technical guidance on cultivation, sorting and processing, as well as invest in equipment, thereby providing long-term, ongoing support to local farmers with the aim of helping them become self-sufficient.
In addition, we have signed memorandums of understanding on business collaboration with the United Nations World Food Programme (WFP) twice, from 2019 to 2021 and from 2022 to 2023, to support the improvement of livelihoods of small-scale farmers in Bangladesh and provide food assistance to Rohingya refugees. This is the first time that a Japanese company has undertaken such an initiative.
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Naming rights of "Euglena Ishigaki Port Remote Island Terminal"
