Daiseki Group Human Rights Policy

At the Daiseki Group, we support and respect internationally recognized human rights standards, including the Universal Declaration of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, and the Ten Principles of the United Nations Global Compact. We respect internationally recognized human rights and ensure compliance with related laws and regulations of countries and regions where we do business. This policy forms the basis of all business activities of the Daiseki Group as a part of the Daiseki Group Code of Ethics.

1. Scope of application

This policy applies to all officers and employees (including non-regular employees, part-time employees, temporary employees, and fixed-term employees; hereafter, “Officers and Employees, etc.”) of the Daiseki Group.

2. Responsibility to respect human rights

We will not violate the human rights of others and will address the negative impacts on human rights generated in our business activities. We will also work to create physically and mentally healthy, safe, and comfortable workplace environments where Officers and Employees, etc. respect the individuality of each person and provide support to each other. Further, Officers and Employees, etc. will earn the trust of society as professionals while achieving personal development and aim to build a company that their families can be proud of.

3. Implementation of human rights due diligence

In accordance with the UN Guiding Principles on Business and Human Rights, we will build a system for human rights due diligence and take continuous initiatives to prevent or mitigate negative impacts on human rights.

*Human rights due diligence refers to preventing and mitigating human rights violations to reduce the risk of damage to corporate value.

*A negative impact on human rights refers to an act of impairing the dignity of an individual with an unlawful act conducted in disregard for human rights, as well as the results of such an act.

4. Correction and remedy

We will establish a whistleblowing system aligned with international standards and take appropriate measures to provide remedies to persons who were subject to negative impacts related to human rights. We will operate a consultation hotline that Officers and Employees, etc. can consult about harassment, human rights violations, and workplace environments. Use of the consultation hotline is kept strictly confidential, and users will not receive any disadvantageous treatment on the grounds of whistleblowing. Where there was whistleblowing, the Compliance Committee will investigate and take corrective or remedial action as necessary.

5. Education

To implement this policy, we will provide training to Officers and Employees, etc. when they join the company and regularly thereafter.

6. Dialogue/discussion with stakeholders

At the Daiseki Group, our purpose is to be “an environment-creating company contributing to society through the environment by making the best use of limited resources,” and we believe that our mission is to contribute to a sustainable society. We will respond sincerely to any negative impacts on human rights related to our business activities through dialogue with our stakeholders.

May 9, 2025
Approved by the Board of Directors of Daiseki

[Appendix] Priority issues related to human rights

• ・Respect the basic human rights of Officers and Employees, etc. Do not engage in any form of discrimination based on race, ethnicity, nationality, religion, faith, place of origin, gender, sexual orientation, gender identity, age, presence or absence of disabilities, or other attributes, or engage in acts of violating human rights such as harassment.
• ・Reject any child labor, forced labor, slave labor, and labor involving human trafficking.
• ・Respect the freedom of association and basic labor rights of workers, including the right to organize and collective bargaining rights.
• ・Comply with relevant laws and regulations of countries and regions where the Daiseki Group engages in business activities and ensure appropriate work hour management and payment of wages.
• ・If a business partner is associated with a negative impact on human rights, encourage the business partner not to violate human rights.
• ・Comply with the Act on the Protection of Personal Information and other relevant laws and regulations, and ensure appropriate handling of personal information.
• ・Build a corporate culture of mutual respect and trust.