Policy for Preventing Harassment in Recruitment Activities

To ensure that all job applicants can participate in our selection processes with confidence and peace of mind, we have established the following policy for our recruitment activities. For the purposes of this policy, “recruitment activities” refers to recruitment advertising, selection processes, internships, visits with alumni or current employees, and any other recruitment-related activities.

• We regard “fair recruitment and selection,” as set out in the guidelines of the Ministry of Health, Labour and Welfare (“MHLW”), as a fundamental principle of our recruitment practices. We respect the human rights of all applicants and conduct selection based on fair criteria, taking into account each individual’s aptitude and abilities.

MHLW: “Toward Fair Recruitment and Selection” (Japanese text only)

• We provide training and awareness-raising activities on this policy, as well as guidance on the rules for meetings and business meals, to our officers and employees involved in recruitment activities (collectively, “Personnel”) to ensure full compliance with this policy.

• Prohibition of Power Harassment
• Prohibition of Harassment Related to Pregnancy, Childbirth, Childcare, and Family Care
• Prohibition of Sexual Harassment, Including Questions or Comments Concerning Sexual or Physical Matters and Conduct Based on Stereotypical Gender Roles

The following rules are mandatory for recruitment-related meetings, visits with alumni or current employees, and business meals other than recruitment interviews:

• In-person meetings should, in principle, be held at the office, using visitor meeting rooms or open spaces.
• If a meeting or business meal must unavoidably be held outside of the office and is conducted one-on-one between Personnel and an applicant, the use of private rooms is prohibited, and late-night scheduling must be avoided.
• When Personnel meet or dine with an applicant, they must submit an advance notification to the Human Resources Department stating the names of the participants, the date, time, and location of the meeting, and must also submit a report afterward.

• Applicants’ personal information will be used and managed only to the extent necessary for recruitment activities, in accordance with our Privacy Policy.
• Communications with applicants are limited to methods approved by the Company, including corporate email addresses, recruitment platforms (such as scouting websites and LinkedIn), and calls or messages, including SMS, made using business devices. Personnel are prohibited from using private communication channels.

• Although we provide Personnel with information and training on this policy, if you have any concerns or questions regarding harassment or related conduct in our recruitment activities, please contact the following:

The privacy of anyone who contacts us will be appropriately protected in accordance with our Privacy Policy.

• If a consultation or report concerning harassment is received, the Company will promptly and appropriately verify the facts and, as necessary, take due care of the affected person, impose strict measures against the person responsible in accordance with the Rules of Employment and other applicable rules, and implement measures to prevent recurrence. No applicant will be subjected to any disadvantage in the recruitment selection process or any other adverse treatment because they sought advice, made a report, or cooperated with an investigation concerning harassment.

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