SECOM Sustainability
Accounting Standards Board
Disclosure
SECOM SASB Report
For the fiscal year ended March 31, 2022

The information in this report is as of March 31, 2022 or for the fiscal year ended March 31, 2022,
unless otherwise stated.

Table of contents
SECOM SASB Index
Report on Accounting Metrics

SECOM CO., LTD. strives to create
services and systems that deliver safety
and peace of mind, as well as make life
more comfortable and convenient,whenever and wherever necessary, foranyone and everyone. Accordingly, theCompany is pushing forward with efforts torealize its Social System Industry vision,
which describes a framework of distinctive,
integrated services and systems.

2
3

Data Security

3

Workforce Diversity & Engagement

6

Professional Integrity

11

In line with fulfilling our responsibility tosociety through our business activities as
set forth in the Constitutions of SECOM
Group, we are working towards solving
various social issues and enhancing
corporate sustainability, acknowledging theimportance of sustainability for ourselves
and for society.
We also strive to disclose environmental,social, and governance (ESG) information,and in addition to our Integrated Report(SECOM Report) and online Sustainability
Report, we have prepared this report inaccordance with the disclosure standardsof the Sustainability Accounting Standards
Board (SASB) to communicate ourinitiatives to the stakeholders.
SECOM will continue to strive to provide
stakeholders with easy-to-understandinformation on sustainability going forward.

1

SECOM SASB Index
This is a SASB report on SECOM CO., LTD. (“the Company”), and the contents do not include information
on its consolidated subsidiaries, unless otherwise stated. SECOM delivers safety and peace of mind through avariety of services, including on-line commercial and home security systems. SECOM is aiming to realize its
Social System Industry vision together with Group companies that encompass security services, fire protection
services, medical services, insurance services, geospatial information services, business process outsourcing
and information and communications technology (BPO and ICT) services, and other services. Its consolidated
revenue for the fiscal year ended March 31, 2022 was ¥1,049.8 billion.

Professional & Commercial Services Sector Sustainability Indicators
TOPIC

CODE

Professional
Integrity

TOPIC

REFERENCE PAGE

SV-PS-230a.1

Description of approach to identifying and addressing data
security risks

Page 3

SV-PS-230a.2

Description of policies and practices relating to collection, usage,
and retention of customer information

Page 4

SV-PS-230a.3(1) Number of data breaches, (2) percentage involving
customers' confidential business information (CBI) or personallyidentifiable information (PII), (3) number of customers affected

Page 5

SV-PS-330a.1

Percentage of gender and racial/ethnic group representation for(1) executive management and (2) all other employees

Page 6

SV-PS-330a.2(1) Voluntary and (2) involuntary turnover rate for employees

Page 8

SV-PS-330a.3

Employee engagement as a percentage

Page 9SV-PS-510a.1

Description of approach to ensuring professional integrity

Page 11

SV-PS-510a.2

Total amount of monetary losses as a result of legal
proceedings associated with professional integrity

Page 14

Data Security

Workforce
Diversity &Engagement

ACCOUNTING METRIC

CODE

ACTIVITY METRIC

DATA

SV-PS-000.A

Number of employees by: (1) full-time and part-time,(2) temporary, and (3) contract(1) Full-time employees:
14,485(2) Temporary employees:
1,273(3) Contract employees:
1,794

SV-PS-000.B

Employee hours worked, percentage billable

Employee hours worked:
29,805,459
Percentage billable: N/A*

ACTIVITY METRIC*Because billing for electronic security services, our principal business, is based on
fixed monthly fees, not hourly fees, “percentage billable” is not applicable.

2

Data Security
SV-PS-230a.1
Description of approach to identifying and addressing data security risks
 Policy and system for promoting information security
With the rapid spread of IT, new value is being created in various fields. Yet at the same time, information
security risks have risen significantly, as can be seen from the increasing sophistication of cyber attacks.
Any leaks of personal or confidential information entrusted to us by a customer for whatever reason, has
the potential not only to seriously hinder our ability to provide security services, but also to cause various
damage or adversely impact the customer, and result in the forfeiture of our brand image and reputation
for reliability. Together with compliance, the SECOM Group views information security as a matter of utmost
importance, viewing them as fundamentals of our management. Accordingly, we have created andmaintain a robust information security system.
The SECOM Group has established the SECOM Group Information Security Basic Policy based on theconfidentiality stipulated in the SECOM Group Code of Employee Conduct (refer to SV-PS-510a.1), in
order to guide our efforts to promote stringent information security. When we outsource work, we also
require subcontractors to adhere to the spirit of the SECOM Group Information Security Basic Policy, enter
into appropriate contracts and provide guidance and supervision to them.
For the promotion and supervision of information security for the SECOM Group as a whole, we have
put an executive officer in charge of information security for the Company, who is responsible to the
President and Representative Director of the Company. In addition, executive officers in charge of eachbusiness area have been made responsible for information security-related matters for their particularbusiness area, as well as for collaborating with the executive officer in charge of information security toreport on issues and presenting proposals to the President and Representative Director of the Company
when necessary.
 Reducing information security risks
We have implemented powerful security measures to reduce risks associated with information leaks andcyber attacks. In addition, we have compiled a set of detailed rules that employees must follow in their
daily work, which serve as our information security rules. We work to ensure that all employees of the
SECOM Group comply fully with them, regardless of employment format. The information security rules
include rules governing the use of personal computers and cellular telephones that must be protected for
confidentiality reasons, the storage and carrying of information, as well as steps to be taken when an
information security-related incident arises or a violation of any information security rule is discovered.
Information system controls and audits are the responsibility of Secom Trust Systems Co., Ltd., an
information security subsidiary, and are conducted independently, fairly, and thoroughly, in accordancewith policies formulated based on SECOM standards and Japan’s Information Security Management
System (ISMS) standards under the guidance of the executive director in charge of information security.
We conduct regular assessments of vulnerability to external cyber attacks. Furthermore, Secom Trust
3

Systems monitors information systems around the clock to ensure we are prepared to respond to risks,
including those related to large-scale disasters and cyber attacks. We have also enhanced the cyber attack
monitoring system with the introduction of AI (Artificial Intelligence). During the fiscal year ended March
31, 2022, amid a global rise in cyber attacks, efforts were made to ensure stable operations, by reinforcing
the facilities at the data centers, enhancing security of network devices, among others, and by further
strengthening operations including monitoring and responses. Going forward, we will continue to promote,
operate, and manage information security more rigorously.
Secom Trust Systems has obtained the following certifications:●ISO/IEC27001
ISMS (information security management system)
Certified on March 20, 2003, registration number [I373]●JIP-ISMS517-1.0
ISMS (cloud security management system)(Based on ISO/IEC 27017:2015/JIS Q 27017:2016)
Certified on March 7, 2019, registration number [U010]●ISO9001
QMS (quality management system)
Certified on February 25, 2000, registration number [5084]●ISO22301
BCMS (business continuity management system)
Certified on January 9, 2015, registration number [B007]

SV-PS-230a.2
Description of policies and practices relating to collection, usage, and retention of customer
information
The SECOM Group Code of Employee Conduct (refer to SV-PS-510a.1) states that all information
obtained in the course of business is confidential and must not be leaked, a stipulation with which all
executives and employees must strictly comply. Furthermore, we obtain, use, and provide personal
information in an appropriate manner, taking into account the nature and scale of our business. We do nothandle personal information beyond the scope necessary to achieve the purposes of use, and we takemeasures to this end.
With respect to the handling of personal information held by SECOM, we comply with laws andregulations as well as guidelines prescribed by the Japanese government and other norms relating to thehandling of personal information. We have established and comply with our Privacy Policy, as well as the
SECOM Group Information Security Basic Policy and information security rules as internal regulations,and are working to protect personal information. We strive to prevent leakage, loss, and damage of the4

personal information we handle, through employee training and efforts to promote awareness as well as
by ensuring stringent management, in addition to taking safety control measures such as implementing
necessary and appropriate security steps. If improvements are required, we promptly make corrections
and take preventive action. For example, all employees are required to participate in e-learning programsand tests annually to confirm understanding of and adherence to basic procedures and rules. The internal
audit departments conduct periodic inspections of the handling of personal information, data management,
organization and access control at each site. In addition, we have established a contact point for queries
regarding the handling of personal information and for complaints and consultations regarding our system
for managing and protecting personal information, facilitating swift and appropriate responses.
The Company and Secom Trust Systems have been granted certification under Japan’s PrivacyMark by
the Japan Information Processing and Development Center (JIPDEC). The PrivacyMark is granted tobusinesses that handle personal information appropriately under a personal information protection
management system that complies with JIS Q 15001*. We will strive for continuous improvement going
forward.
*JIS Q 15001 refers to the requirements for personal information protection management systems.

The PrivacyMark certification of SECOM is as follows:●JIS Q 15001
PMS (personal information protection management system = PrivacyMark)
Certified on December 20, 2010, registration number [17000663]

The PrivacyMark certification of Secom Trust Systems is as follows:●JIS Q 15001
PMS (personal information protection management system = PrivacyMark)
Certified on September 20, 2006, registration number [10821728]

SV-PS-230a.3(1) Number of data breaches, (2) percentage involving customers’ confidential businessinformation (CBI) or personally identifiable information (PII), (3) number of customers affected
In the fiscal year ended March 31, 2022, there were no incidents concerning breaches of customer
privacy, leakage, theft, or loss of customer data. Also, there were no administrative directives, orcomplaints by external parties.

5Workforce Diversity & Engagement
SV-PS-330a.1
Percentage of gender and racial/ethnic group representation for (1) executive management and (2)all other employees
 Diversity policies and initiatives
Recognizing the importance of welcoming a broad spectrum of individuals with wide-ranging ideas forthe creation of new value, we actively promote diversity in our labor force, including by advancing career
opportunities for female employees, led by the Human Resources Department under the director in
charge of human resources.
[Initiatives up until now]
April 2013:

Announced the Declaration for Women’s Active Participation in the Workplace to raise awareness among
all employees, regardless of gender

June 2013:

Launched the Council on Promoting Women’s Participation in the Workplace, a dedicated section for
considering and promoting systems and measures necessary for active participation of women

March 2016:

Formulated the Action Plan for Fostering Career Opportunities for Female Employees with the main goalsof creating positive working environments conducive to active participation by female employees andincreasing the number of female managers

October 2017: Established the Declaration of Promoting Diversity and Inclusions (see below), and assigned diversity
and inclusion staff to the Human Resources Department. Promotes the creation of positive working
environments that respect each and every diverse employee to maximize the capabilities of all employees
regardless of gender, nationality, age, physical ability, sexual orientation or gender identity.
April 2021:

Formulated the new Action Plan for Fostering Career Opportunities for Female Employees (next page)

Declaration of Promoting Diversity and Inclusions
・Guided by a disciplined corporate culture rooted in SECOM’s Philosophy, we respect differences
and prioritize diversity in our human resources.
・We aim to be an organization in which all employees can work with drive, vitality, confidence andpride.
・We consistently pursue the creation of innovative value by supporting employee growth andenhancing synergies among the various strengths of individual employees.

6Action Plan for Fostering Career Opportunities for Female Employees
Date of formulation: April 1, 2021
As a corporation that provides society with safety and peace of mind, SECOM has formulated the following
action plan to create working environments where female employees can work with drive and vitality, and arefree from anxiety.
1.

PeriodApril 1, 2021–March 31, 2026

2.

Issues at SECOM
 Low ratio of female employees in management positions (especially section managers or higher)
 Lower average length of service of female employees than that of male employees

3.

Objectives
 Increase the number of female employees at manager level*1 to at least 200 and at supervisor level*2
to at least 400.
*1 Manager level: corporate headquarters, assistant manager or higher / regional headquarters and regional
office, manager or higher*2 Supervisor level: regional headquarters and regional office, supervisor






4.

Expand the scope of jobs available to women and increase the number of female employees bymore than 500 from 2,396 in 2016 (the year the previous management plan was formulated).
To prevent harassment, provide online training for all employees once annually and training for
newly appointed regional office general managers at least once.
Extend the average length of service of female employees by more than one year from 12.2 years
in the fiscal year ended March 31, 2020.
Increase the percentage of annual paid vacation days taken by employees by more than 10% from
53.2% in the fiscal year ended March 31, 2020.

Contents of initiatives
 Initiative 1: Active development of female leaders
In 2016, we partially revised our job qualification system based on seniority and transitioned to a system whereappointments to official posts could be made more flexibly, resulting in a steady increase in female managers.
Going forward, we will continue to promote and strengthen this direction in our initiatives and foster female
leaders by increasing the number of female managers.

Initiative 2: Expanding the scope of jobs available to female employees
We have been expanding the scope of jobs available to female employees to the sales of electronic security
services and security products to business customers, as well as security service operations including control
center work that operates security responses.
We expect an increase in the number of female employees as well as an increase in managers with broad
perspectives by having experienced a wide range of jobs.



Initiative 3: Creating positive working environments for female employees
(1)

(2)

Initiatives to prevent harassment
Annual e-learning programs for all employees and training for newly appointed regional office generalmanagers will be provided at least once. A dedicated consultation desk for various types of harassment
has been established.
Initiatives to promote work-life balance
1) Shorter working hours for childcare:
Applied to employees who have children who have not yet entered the second grade of elementary
school (at fiscal year-end) (Exceeds legal requirement, which is children under the age of three).
2) Life Support Program:
Supports flexible work styles specific to the situation of the individual such as childcare (after theapplication of the shorter working hours system has ended) and nursing care.

7With the aim of actively fostering female leaders, we are a member of the nonprofit organization Japan
Women’s Innovative Network (J-Win). We dispatch two female employees to participate in J-Win
programs, which are aimed at cultivating skills and helping female employees build networks.
Furthermore, we have the following systems for childbirth, childcare and nursing care to provide support
for employees that corresponds with their circumstances.










Maternity leave: Available for the six weeks prior to and eight weeks after giving birth; an additional
two weeks is available to employees who wish to start their maternity leave earlierChildcare leave: Can be taken by both female and male employees up until the day before thechild’s third birthday
Change in working hours/exemption (shorter working hours) for childcare: Available within certain
restrictions on request to employees who are pregnant or have children who have not yet entered
the fourth grade of elementary school (exceeds legal requirement, which is children under the ageof three). Previously, this system applied to “employees who are pregnant or have children who
have not yet entered the second grade of elementary school,” but from the fiscal year ending March
31, 2023, the applicable conditions have been expanded to “employees who are pregnant or havechildren who have not yet entered the fourth grade of elementary school.”
Nursing care leave or change in working hours/exemption (shorter working hours) for nursing care:
Full leave or adjusted working hours for up to six months (maximum of 186 days) for employees
providing nursing care to a family member and wish to return to work full-time after conclusion ofnursing care provision
SECOM Life Support Program: Allows employees to temporarily change work style and/or location
to which they are assigned to provide childcare or nursing care or to accompany a spouse who has
been transferred overseas and provides support for long-term career advancement
Job Return Program: Enables people who have left employment at the Company for unavoidable
reasons such as childbirth, childcare or nursing care to apply to return to work

Percentage of labor force by gender at the Company as of March 31, 2022 is as follows:

Male

FemaleExecutive management

89.6%

10.4%

Other

79.6%

20.4%

Total

82.8%

17.2%

SV-PS-330a.2(1) Voluntary and (2) involuntary turnover rate for employees
The turnover rate for employees at the Company during the fiscal year ended March 31, 2022 is asfollows:

Year ended March 31, 2022
Voluntary turnover

5.5%

Involuntary turnover

0.0%

Total

5.5%
8

SV-PS-330a.3
Employee engagement as a percentage■Employee satisfaction survey
We seek to achieve sustainable growth as a strong, flexible organization that is impervious to the impact
of changes in society and the competitive environment. We are thus working to create a virtuous circle,
recognizing the importance of enabling employees who share SECOM’s Philosophy to demonstrate theirpotential in a high dimension, which helps improve the services we provide, thereby enhancing customer
satisfaction and earning the trust of society, which in turn increases employees’ job satisfaction.
In order to realize this virtuous circle, the project team for increasing employee satisfaction, which waslaunched in 2016, cooperates with other departments to foster a vibrant and healthy corporate culture andto improve employee satisfaction through dialogue.
In addition, since 2016, the Company has conducted an employee satisfaction survey, which is ananonymous survey with multiple-choice questions in seven categories.The results of the survey aredisclosed to the employees on the intranet and are utilized for the implementation of improvement
measures.

Results of employee satisfaction survey (SECOM CO., LTD.)Year ended
March 31, 2018Year ended
March 31, 2019Year ended
March 31, 2020

83.5%

84.2%

85.5%

Employee
response rate

Year ended
Year ended
March 31, 2021 March 31, 2022

77.9%

82.1%

Categories for the employee satisfaction survey
Whether the employee finds his/her work fulfilling
Whether there is any problem which interferes with performing one’s work
Whether the employee is able to work with a positive attitude
Whether the employee receives positive feedback from work partners
Whether there is any problem regarding the amount of work
Whether there is any problem with the salary or welfare benefits at the Company
Overall satisfaction■Dialogue with employees through SECOM Lively Union
Reflecting our fundamental belief that the growth of our employees is inextricably linked to our prosperity,
SECOM Lively Union (the SECOM Employee Union Federation) was founded in 1964, two years after thefounding of the Company, by employees seeking to ensure sound growth of the SECOM Group. We signed
a union membership qualification agreement with SECOM Lively Union, and became a union shop,
meaning that in principle employees automatically become union members when they are hired. As aconsequence, our union membership rate for eligible employees is 100%, excluding section managers or
higher who are not eligible.
We place a priority on dialogue between labor and management. With the aim of boosting employee9morale, building a vibrant and healthy organizational culture imbued with the SECOM spirit and maximizingorganizational energy, the management representatives, including the President and Representative
Director, meet monthly with SECOM Lively Union to exchange views. Discussions are also held at SECOM
Group companies and branches across Japan to address issues such as improving workplaceenvironments and operating procedures and ensuring occupational health and safety. SECOM Lively
Union also exchanges views with management through meetings with employees on organizational culture
and the SECOM Employee Central Council.


Meetings with employees on organizational culture: This meeting is held every month, in principle, inregions throughout Japan. Company executives and directors of the SECOM Lively Union, who areemployee representatives, engage in frank and unrestrained discussion aimed at improving daily workand the workplace environment in each region. This contributes to the creation of a soundorganizational culture.



SECOM Employee Central Council: Council meetings are held every month, in principle, and arealways attended by the President and Representative Director, executive officers and managers incharge of human resources and operations as well as members of the Central Council from the
SECOM Lively Union. Opinions are exchanged on nationwide issues which cannot be resolved atmeetings with employees on organizational culture held in each region.

10

Professional Integrity
SV-PS-510a.1
Description of approach to ensuring professional integrity■Basic philosophy on compliance at the SECOM GroupWe provide security services, the objective of which is to protect the lives and assets of our customers
from legal violations or malfeasance by third parties. As such, we recognize that it is essential that we
conduct our duties in good faith and in a manner deserving of the trust of our customers and society. A key
feature of the security services business is that the employees who provide services are in a position ofregulating others. Because they are in this position of regulating others, employees must also conduct
themselves in a disciplined manner, discharging their duties in good faith and in compliance with the letterand the spirit of the law, to earn the trust of customers, which is critical to the security services business.
Accordingly, our basic policy has always been to promote systematic measures to ensure all employees’
unqualified compliance with the letter and spirit of the law.
■SECOM Group Code of Employee Conduct
The appropriate attitude and behavioral criteria as a SECOM employee, including The SECOM’s (Ten)
Principles and The Constitutions of SECOM’s Business and Operation, were formulated in accordancewith the basic philosophy defined at the time of SECOM’s founding. The content of the criteria is universal
and appropriate for any era from the perspective of compliance.
Subsequently, with the expansion of our business and the implementation of new laws, in the need ofclear understanding among all positions and all employees within the Group, we changed the title of theabove in December 2006 to establish the SECOM Group Code of Employee Conduct. The attitude as
SECOM Group employees and ways of thinking with regards to compliance, as the base of our business,
are indicated in the SECOM Group Code of Employee Conduct. It is included in the pocket-sized guide,
together with the appropriate attitude and rules as a SECOM employee.
The SECOM Group Code of Employee Conduct clearly defines specific behavioral criteria and corporate
ethics which must be followed by executives and employees during relationships with stakeholders suchas the community, customers, or suppliers. We have also defined a code of conduct related to cutting off
relationships with anti-social forces, prohibiting corruption and bribery, and complying with related laws.
For example, our code of conduct includes: “employees must not engage in personal transactions ormoney lending with customers or business partners,” “employees must not accept personal gifts from
customers or business partners,” “employees must constantly maintain healthy and transparent
relationships with government agencies or political organizations, and must never engage in any behavior
which may generate misunderstanding in regards to bribery,” and “employees must maintain moderationand dignity when providing gifts to customers, and must keep gifts within the appropriate scope to prevent
any unnecessary understandings.”
In the training for all new employees, training on the SECOM Group Code of Employee Conduct as well
as SECOM’s Philosophy is conducted to ensure that each and every employee has a clear understanding11

of the code of conduct. Subsequently, a variety of training programs and internal newsletters, among othermeans, are used to ensure that SECOM’s Philosophy and the code of conduct are thoroughly filteredthrough and rooted. Specifically, for staff such as emergency response personnel and static guards whotake up the field of security, events such as daily roll calls are used for ethical education. We also provide
guidance to employees so they comply with operational rules at work, and instruct managers on early
detection of signs of inappropriate acts. Whether or not employees comply with the SECOM Group Codeof Employee Conduct and perform their duties appropriately is included in the criteria for assessments
made by superiors every six months. In order to be promoted to higher positions in the annual qualification
examination, employees are required to pass an examination whose contents include our corporate
philosophy and the rules of the code of conduct. As such, we are making efforts in compliance by promoting
strict adherence to the SECOM Group Code of Employee Conduct. Moreover, we are considering the
introduction of new measures that utilize IT devices to confirm that emergency response personnel
conducting internal inspections at on-line security system subscribers are performing duties appropriately.
■System for promotion of compliance at the SECOM GroupWe recognize compliance as not only the observance of laws and regulations, and of SECOM’s Articles
of Incorporation, but also the foundation of the stringent management of our day-to-day operations.
Individual employees are responsible for promoting adherence to the SECOM Group Code of Employee
Conduct. Managers are charged with providing guidance regarding the SECOM Group Code of Employee
Conduct, including standards governing compliance, and supervising the actions of employees to ensurecompliance. Executive officers are responsible for overseeing the departments they supervise, while thePresident and Representative Director provides control for the Company as a whole.
Once annually, executive officers analyze and evaluate business and malfeasance risks in the businessfor which they are responsible and report their findings to the President and Representative Director andthe members of the Audit & Supervisory Board, as well as review established internal rules and various
manuals and make revisions as necessary.
The duties of the internal audit departments, i.e., the Internal Audit and Compliance Department and theGroup Governance Department, include inspecting each group, department and subsidiary,
recommending compliance with the laws and SECOM Group Code of Employee Conduct to improve
morale, and providing guidance on addressing matters requiring corrective action. The results of inspection
are reported to the President and Representative Director, as well as to relevant executive officers.
■Whistle-blowing system
The SECOM Group Code of Employee Conduct requires SECOM Group employees in Japan andoverseas to report to their superior should they discover that an employee, executive, or other individual
affiliated with a subcontractor is attempting to engage or has engaged in an action that violates the code.
In the event that no corrective measures are taken after a report has been made, or if circumstances makereporting to a supervisor difficult, employees may report directly to the Internal Audit and Compliance12Department via the Hot Helpline, or to the Human Resources Department and the Internal Audit andCompliance Department via the Harassment Help Desk. Executives and employees of subsidiaries mayreport violations via the Group Head Office Helpline directly to the Group Governance Department.
Whistle-blower’s names and the content of whistle-blower reports are kept confidential. As long as areport has been made in good faith, whistle-blowers are protected from any adverse impacts even if thereport is not borne out by the subsequent investigation.
Pertinent executive officers are obliged to swiftly take appropriate corrective measures to resolve thesituation based on the results of the investigation. Whistle-blowers are notified confidentially of the natureand outcome of investigations without exception.
Whistle-blower reports received
Year ended
March 31, 2018Year ended
March 31, 2019Year ended
March 31, 2020

Year ended
March 31, 2021

Year ended
March 31, 2022

60

48

56

74

92

Number ofreports

Note: Numbers represent the actual number of reports received across the SECOM Group. Beginning in the fiscal year
ended March 31, 2022, this includes reports received through the Hot Helpline, the Group Head Office Helpline and theHarassment Help Desk.

■Organizational Culture Committee
The Organizational Culture Committee is a standing committee chaired by the President andRepresentative Director that meets periodically or as necessary at the direction of the President andRepresentative Director, and examines important organizational culture-related issues and determines
important official commendations and punishments.
The Organizational Culture Committee also deliberates on matters related to compliance with and theadministration of the SECOM Group Code of Employee Conduct that have been reported to the President
and Representative Director by the Internal Audit and Compliance Department or the executive officer incharge. If necessary, the committee examines proposals for modifying the system for administering
compliance or amending the SECOM Group Code of Employee Conduct.
All such proposals must be deliberated by the Organizational Culture Committee, reviewed by the Audit& Supervisory Board members and approved by the Board of Directors.
■Global compliance training
To ensure our ability to provide globally the same sublime level of service as we do in Japan, it isimportant for each employee not only to perform business in accordance with manuals and rules, but also
to work based on an understanding of the reasons for such rules. Accordingly, we have translated
SECOM’s Philosophy, which defines employee attitude and behavioral criteria, and the SECOM Group
Code of Employee Conduct, which outlines the basic concept and specific standards for employee
behavior, into multiple different languages and work to advance awareness across the global SECOM
Group.
13

We also provide training to the senior management of overseas Group companies on key aspects ofcompliance, including observance of laws and regulations, the prevention of bribery and internal controls.

SV-PS-510a.2
Total amount of monetary losses as a result of legal proceedings associated with professional
integrity
There were no such monetary losses at the Company during the fiscal year ended March 31, 2022.

14