Nagaoka-based Macoho Receives 'Platinum' White Company Certification for Second Consecutive Year

Macoho Co., Ltd., a specialized manufacturer of wet blast equipment, received the 'Platinum' class award in the 'White Company Certification' issued by the Japan Next Generation Enterprise Promotion Organization (White Foundation) on January 14, 2026, marking its second consecutive win.

To maintain long-term sound management, the company utilizes the White Foundation's framework, which defines a 'White Company' as one that is 'supported by families and society and should be left to the next generation.' Moving beyond nominal compliance, Macoho has implemented substantive measures such as revising work rules for diversity and designing systems to support career realization, aiming to be a company where employees can work comfortably.

Moving forward, the company intends to create an environment conducive to flexible working styles that adapt to the times, aiming to become a company where employees can work with vitality and take pride.

1. White Company Certification Status (as of May 12, 2026) Nationwide: 78 Platinum companies / 348 total certified companies Niigata Prefecture: 3 Platinum companies / 13 total certified companies

2. What is the 'White Company Certification'? The White Foundation is an organization that discovers 'wonderful companies that should be left to the next generation' and evaluates and commends their efforts. A 'White Company' does not simply mean 'not a black company'; it refers to a company supported by families and society. It is considered to have the following three elements: (1) Excellent business that allows for long-term sound management (2) Excellent corporate governance to ensure employees can work with peace of mind (3) Maintaining high employee engagement tailored to the needs of the era

3. Key Priority Areas and Initiatives this Year (1) Diversity Initiatives - Revision of work rules to create an environment where women can work easily - Appointment of a diversity representative to improve employment, retention, and skills of foreign nationals (2) Work-Life Balance Initiatives - Annual employee surveys followed by effective countermeasures and follow-ups based on changes - Implementation of 'No Overtime Days' (3) Human Resource Development / Career System Formulation - Formulation of career enhancement programs to support employee career independence and cultivate global talent - Establishment of career interviews providing opportunities for employees to reflect on their future and desired work paths As a result of these efforts, the company received full marks in three out of the seven evaluation categories.