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 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 FY2025, we conducted human rights training for all executives across the LOGISTEED Group (Japan and overseas). In addition, 414 full-time employees of LOGISTEED and Japan 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 FY2025, 29,127 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.

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 Japan 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 KPI, we conducted risk assessments for 81 Japan 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 FY2025, as part of our response to human rights issues, we worked to ensure compliance with human rights-related laws and regulations both in and outside Japan. In Japan, we conducted surveys on the management status of foreign technical trainees at different business sites than in the previous fiscal year and confirmed that they were being managed appropriately. Regarding foreign technical trainees, we will continue to work with supervisory organizations to maintain and improve appropriate training and work environments. Moving forward, we will continue to work on initiatives to build a framework for promoting human rights due diligence and 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 recognize that harassment is increasing in various settings and has become a significant social issue. We do not engage in any form of harassment against individuals affected by our business activities, including business partners, job applicants, and other stakeholders. We respect the dignity of our employees and, as an organization, take a firm stance against harassment by external parties, including business partners. Based on these principles, the Group promotes understanding of what constitutes harassment by displaying awareness posters on harassment prevention at business sites throughout Japan. We have also established consultation channels to respond to employee concerns and are working to create a workplace free from harassment. In FY2025, our Japan group companies placed particular emphasis on workplace harassment prevention training and conducted employee surveys to strengthen measures against harassment, which has become an increasingly significant issue in corporate settings. When incidents of harassment are confirmed, we provide appropriate support to those involved, take corrective action based on the facts, implement measures to prevent a recurrence, and strive to maintain a safe, healthy, and respectful work environment.

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 diversity, human rights, and harassment, 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^*.

*Group Code of Conduct Month: October has been designated the Group Code of Conduct Month, during which upper management takes the initiative to lead the entire Group by example in establishing corporate ethics and ensuring compliance with laws and regulations.

The Group 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 dialogue between labor and management, LOGISTEED 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.