Under the corporate philosophy "to deliver high-quality services that will help make the world a better place for people and nature for generations to come", and taking into consideration the United Nations Guiding Principles on Business and Human Rights and the Based on the OECD Guidelines for Multinational Enterprises, the United Nations Global Compact, the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, and the Universal Declaration of Human Rights, we have formulated our human rights policy in April 2023. We have positioned this policy as the highest policy related to human rights, and will continue to promote initiatives related to human rights. This policy has been formulated after obtaining approval at the Board of Executive Officers' Meeting after receiving advice from an external specialized organization on human rights.

We also use the Group Code of Conduct as a manual, which includes "Respect for human rights" in the basic code of conduct to further deepen understanding of respect for human rights, and have been conducting employee training through e-learning, and training by rank for new employees, experienced workers, and for new assistant managers and new managers.
In FY2024, we conducted human rights training for 41 newly appointed executives across the LOGISTEED Group (domestic and overseas). In addition, 366 full-time employees of our company and domestic Group companies received training that included human rights topics as part of their rank-based training programs.

Furthermore, in "Group Code of Conduct Month" held every October, the President issued a message on "respecting human rights and adhering to compliance" and we also conducted compliance training in the workplace using case studies incorporating content on human rights within LOGISTEED and its (domestic) group companies. In FY2024, 21,617 employees participated in workplace training.

The Group conducts human rights impact assessments via third-party institutions to identify risks and issues, and implements measures to build a business foundation that respects human rights. Specific steps toward human rights impact assessments and responses are as follows.

Since FY2022, through RightsDD Limited. and with the support of the Global Alliance for Sustainable Supply Chain, which possesses deep insight into human rights issues, we have been conducting global desktop research on our overall efforts to date as well as on the logistics industry as a whole to identify and outline global human rights issues common to all industries and those of particular importance in the logistics industry.

Based on the results of Step 1, we conducted fact-finding surveys on forced labor under the technical intern training program, which has been identified as a high-priority risk in Japan, at the domestic group companies that employ the largest number of technical intern trainees. The results of these surveys, which included training site surveys and interviews with technical intern trainees and the organizations that supervise them, confirmed that the surveyed group companies are implementing appropriate management.

Next, with the desktop research implementation rate as a FY2023 KPI, we conducted risk assessments for 81 domestic and overseas consolidated subsidiaries (as of April 2023), from five perspectives: geography, products, industry, employment type, and laws and regulations. (Implementation rate: 100%) While particularly emphasizing the perspectives of geography and products from among these, we implemented individual SAQs at the 27 companies (33%) that were identified as high-risk overall, and based on the results, we will continue to implement measures tailored to the risks and issues faced by each company.

In FY2024, we responded to human rights issues identified in the previous fiscal year by complying with human rights-related laws overseas. In Japan, we conducted a survey on the management of foreign technical intern trainees and confirmed that appropriate management continues.
We will continue to work with supervising organizations to maintain and improve an appropriate training and work environment for foreign technical intern trainees. In addition, we will establish a system to promote human rights due diligence and implement measures to strengthen the foundation for "building a responsible supply chain that respects human rights."

With the establishment of the "LOGISTEED Group Human Rights Policy" in April 2023, the Group updated part of the "My Declaration of Human Rights" made in July 2021.

"My Declaration of Human Rights" is an initiative to realize a society in which everyone respects human rights by having companies, organizations, and individuals who participate in the "My Declaration of Human Rights" initiative administered by the Ministry of Justice declared that they will take actions respecting human rights. The "LOGISTEED Group Human Rights Policy" is the Group's highest policy on human rights, and the Group has positioned it as the premise for "respect for human rights" set forth in the fundamental guideline for action in the "Group Code of Conduct" established in 2016. We will take this update to "My Declaration of Human Rights" as an opportunity to further deepen our understanding of its intent of respect for human rights and business respecting human rights.

We are aware that harassment is increasing in workplaces, schools, and other places, and that it is becoming a social problem. To promote understanding of what harassment is, our group has hung posters in Japan to raise awareness of harassment prevention at offices. We have also set up a harassment consultation desk to respond to employee inquiries and otherwise promote harassment-free workplaces. In FY2021, we conducted video training on the prevention of harassment for all managers of domestic group companies and worked to strengthen measures against harassment, which has become an issue of increasing occurrence in companies. In addition, measures to prevent a recurrence are being taken at each business site where an incident has been confirmed.

The Group aims to be an organization where diverse human resources of different "gender," "race," "religion," "age," "disability," "sexual/religious/political orientation," "nationality," "social/cultural background" having various attributes, values, and backgrounds can fully demonstrate their potential and play an active role. In a society where it is difficult to predict the future, we will promote diversity and inclusion management so that diverse human resources can play an even more active role in the creation of added value and achieve growth of the company through contributions to society.

In order to raise awareness of human rights, harassment, and diversity, the Group provides repeated opportunities for training, with the goal of ensuring that all employees attend human rights training at least once a year. We continue to achieve this goal through the continuous implementation of educational measures focused on the key themes of each fiscal year, in addition to rank-based training and Code of Conduct Month^*.

The Company respects freedom of association, the right to organize, and the right to collective bargaining as workers' rights, and the Group Code of Conduct clearly identifies acts that hinder workers' freedom of association and right to collective bargaining as examples of prohibited conduct.

In addition, in an effort to improve the working environment through dialog between labor and management, the Company has also established a labor-management council and regularly organizes meetings to serve as venues for explaining important management matters to the labor union and for holding discussions between labor and management on benefits, wages, and other matters.

The Group strives to ensure appropriate working conditions by guaranteeing the minimum wage in the Group Code of Conduct and stipulating compliance with working hour limitations and provisions on equal pay for equal work as set forth in the laws and regulations of each country and region.

In addition, in accordance with established rules, all employees are treated fairly and appropriately based on the results of individual evaluations, and wage levels are determined by reflecting one's roles, abilities, and personal results, as well as the content of labor-management agreements.