Specifying Numerical Targets as a Business Performance Index

To ensure workplace diversity, from April 2005 Mazda has had in place specific numerical targets for the number of new female recruits, the number of female managers, and the percentage of employees with special needs, and is using these as a business performance index.

In FY2006, all these targets were met. Given these results, we will raise the target levels in FY2007, and add "years of service for females" as a new numerical target.

Providing a Comfortable Work Environment for Employees with Special Needs

Mazda strives towards maintaining a stable 1.8% ratio of employees who have special needs, as is stipulated by law. As of the end of FY2006, the ratio of employees who had special needs was 1.87%.

In FY2006, Mazda continued with our improvements to the working environment. These included the installation of toilets for people with physical disabilities and the widening of passageways.

• Employment of People with Special Needs

Increasing the Number of Female Employees and Positions for Women

Since 1998, Mazda has run the Women's Counseling Desk and reviewed its treatment of female workers; abolished the practice of hiring women merely for general-purpose jobs; began employing women for engineering and other technical positions; increased the number of mid-career recruits; and promoted a forward-looking approach toward hiring women. Additionally, Mazda is striving to provide a comfortable working environment for both men and women in order to promote a balance between work and personal life for its employees regardless of gender.

In FY2006, the "Active Life Project" was launched within the Human Resources Department. This project implements activities aimed at increasing motivation in order to provide a working environment in which female employees can enjoy their work and where they can perform to the best of their ability.

• Number of Female Recruits (Assistant Manager or Above, Non-Consolidated Basis)

Promoting Employment of Seniors, and Passing on Skills

Mazda is promoting the employment of seniors and facilitates the transmission of their skills and know-how. In February 1991, we established the Senior Family system, starting the rehiring of technical employees engaged in automobile manufacture, and who had reached the mandatory retirement age. Furthermore, in April 2006, we established the "Family of Experts System" which redefines the above. This system has been expanded to over 300 job types, and we have put in place a mechanism by which the know-how of a range of experts can be passed on to their successors.

Additionally, this system has been adopted not only at Mazda, but also at affiliated companies, and promotes the transmission of skills and techniques.

• Employment of Personnel over 60 (unconsolidated)