PERSOL Group Human Rights Policy
At the PERSOL Group, our mission is to create a future where anyone in the world can“Work and Smile.”
We also define “Work Well-being” as the happiness and satisfaction that people feelthrough their work, and we support the work of individuals with diverse values.
Lifestyles and workstyles are different from person to person. We believe it is importantthat all people can freely choose their own work, work comfortably, and challenge theirown potential, without suffering discrimination. We also believe that this will lead to therealization of a richer and happier life. For that purpose, we value equality of opportunityand diversity, do not tolerate any forms of discrimination or harassment, and protect thedignity and respect the rights of all people.
We have established the PERSOL Group Human Rights Policy in line with our aspirations
for a society where work is linked to smiles, and are advancing initiatives for the respect ofhuman rights.

1. Commitment
At the PERSOL Group (PERSOL HOLDINGS CO., LTD. and its consolidated subsidiaries,hereafter, “the Group”), we respect the human rights of all people concerned with theGroup’s business activities commencing with the Group’s officers and employees(including temporary staff, etc.) and individuals who utilize the Group’s services (including
registered temporary staff, job seekers, etc.).
We endeavor not only not to be directly involved with any violations of human rights, butalso not to be complicit indirectly in the Group’s business activities. We are committed tothe application of internationally recognized human rights contained below andimplement initiatives in accordance with the UN Guiding Principles on Business andHuman Rights.
•The International Bill of Human Rights (“the Universal Declaration of HumanRights,” “the International Covenant on Civil and Political Rights,” and “theInternational Covenant on Economic, Social and Cultural Rights”).
•“The ILO Declaration on Fundamental Principles and Rights at Work” of theInternational Labour Organization (ILO).

Across the Group’s operations we have refined our human rights approaches andframeworks to observe the related laws and regulations of each country and region wherewe operate. We aspire to ensure the conduct of our business activities is undertaken in afair and sincere manner in accordance with social norms. In cases where internationallyrecognized human rights standards and the related laws of each country and region
conflict, we seek to adopt the higher standard.

2. Scope of Application
This human rights policy applies to all officers and employees of the Group (includingtemporary staff, etc.). We expect business partners involved with the Group’s businessactivities (client companies, contractors, service and equipment suppliers, etc.) tounderstand and observe this policy.

3. Human Rights Issues of the PERSOL Group•

Equality of opportunity and prohibition of discrimination and harassment
We respect the rights of individuals to ensure that equal opportunities are provided toall, including the Group’s officers and employees (including temporary staff, etc.) as
well as individuals who utilize the Group’s services (including registered temporarystaff, job seekers, etc.).
We do not tolerate any form of discrimination based on gender, sexual orientation, age,race, nationality, creed, religion, disabilities, etc., and we do not tolerate behavior orharassment deemed to be inappropriate in the workplace such as sociallyunacceptable verbal or physical conduct or communications.

•Protection of privacy and considerations when using algorithms
We give consideration to the protection of privacy concerning the handling of personal
data and work to prevent and mitigate the negative effects that may emerge fromprivacy violation risk.*Also, when implementing data analyses and predictions using algorithms, we give

sufficient consideration so that individuals do not suffer unfair discrimination anddiversity is not lost.
*Risk that problems concerning the privacy of individuals (including discrimination and otherviolations of human rights) may manifest in society.

•Ensuring health and safety
Health and safety are an integral part of our daily operations. We strive to continuously
improve our workplace health, safety, and environmental performance. We think it ismost important for both the company and its workers to always strive to act safely,
and we work to ensure health and safety.

•Prohibition of forced labor, child labor, and human trafficking
We have a zero-tolerance policy against all forms of forced labor, child labor, humantrafficking, and other modern slavery and related activities.

•Appropriate payment of wages and appropriate working hours management
We adhere to the applicable laws and regulations associated with fair payment ofwages and working hours management.

•Respect of freedom of expression, freedom of association, and collective
bargaining rights
We respect expression, forming associations, and membership in organizations inaccordance with the free will of the individual, as well as freedom of the exercise ofcollective bargaining rights.

In addressing the above-stated issues, we pay special attention to the rights of people
who may be vulnerable, such as women, foreign workers, persons with disabilities,
LGBTQ+, indigenous and first nation peoples, racial and ethnic groups, etc.
Also, to prevent and mitigate the adverse impacts regarding the above-stated issues, as aprerequisite, we believe that the presence and efforts of individuals who can understandthe feelings, ways of thinking, and perspectives of many people is essential. To those ends,
we not only do not tolerate discrimination, harassment, and other actions that cause aloss of diversity, but also strive to foster a corporate culture that can understand andrespect diversity, and work toward the promotion of diversity (diversity, inclusion andequality [DI&E]) in order to provide these values to society toward achieving the Groupvision “Work and Smile.”

4. Governance
The supervisory responsibility regarding the respect of human rights is borne by theofficer in charge of compliance, and the division responsible for compliance coordinateswith the concerned divisions at each Group company as the core and advances initiatives
for the respect of human rights.
The division responsible for compliance compiles information on a scheduled basis andprovides updates on the status of application of this Policy to the Headquarters
Management Committee (HMC) via the Sustainability Committee and the Risk
Management Committee respectively. The Representative Director, President and CEO
reports these to the Board of Directors, which periodically oversees this process andissues directives for action as necessary.

5. Human Rights Due Diligence
We identify any potential and/or actual salient human rights impacts and are committedto implement the necessary actions to prevent and mitigate them. In cases where it
becomes clear that we have caused or contributed to an adverse impact on human rights,
we provide appropriate remedial and corrective measures.

6. Grievance Management
We have established grievance escalation frameworks across the Group so that all
stakeholders including employees, temporary staff, job seekers, etc. can escalate any
identified human rights issues.
On receipt of any Human Rights grievance, we take immediate action to confirm the facts,
consider measures to remediate the issue and prevent its recurrence. We also ensure thatthose who have adversely suffered are provided with the necessary support andleadership

7.

Stakeholder Consultation

We conduct dialog and consultations with both internal and external stakeholders on ourapproach and commitments to human rights and strive to promote our respect for humanrights.

8. Communication
Information regarding the status of initiatives for the respect of human rights is disclosed
on the Group’s website, Integrated Report, etc.

9. Human Rights Policy Dissemination and Education
We implement education and measures to raise awareness regarding activities on ourapproach to human rights management to promote understanding and firm
establishment of the human rights policy among officers and employees.

December 20, 2022
Takao Wada
Representative Director, President and CEOPERSOL HOLDINGS CO., LTD.

This policy was approved at the December 16, 2022 meeting of the Board of Directors ofPERSOL HOLDINGS CO., LTD.