Disclosure of information is the foundation for dialogue. Regular dialogue and information disclosure are essential for dispelling distrust of the Company. In line with the Kansai Electric Power Group Code of Conduct, the Company is engaged in sharing information and conducting direct dialogue, among other activities. However, satisfactory explanations and further information are asked to be disclosed. At last year’s General Shareholders’ Meeting, executives reported 128 employees taking time off for mental illness and several cases of power harassment per year. As things stand now, even when the facts are clear internally, it took more than ten years to respond to shareholders. At General Shareholders’ Meetings, the highest decision-making body, deep dialogue is prevented because follow-up questions in response to executives’ replies are not allowed. The Company is avoiding direct dialogues outside General Shareholders’ Meetings and has also not disclosed the status of conducting dialogues. While executives have stated that no problems exist as long as legal requirements are satisfied, what members of the general public and shareholders want first is dialogue with the Company. Therefore, it is proposed to introduce mechanisms that identify the concerns and opinions of stakeholders and at the same time enhance the quality of dialogue