Sustainability of the SoftBank Group

Environment

Society

Governance

Respect for Human Rights

Human Rights Policy

Respect for
Human Rights
With the development of information
technology and the advance of
globalization, companies have an
increasing impact on people’s lives.
Respect for human rights is afundamental responsibility for eachcompany, and it is a critical part ofachieving the SoftBank Group’s vision of
becoming the corporate group needed
most by people around the world.
The SoftBank Group respects humanrights across its businesses and is working
to develop and implement appropriate
systems to protect human rights. In
addition, we are working to raiseawareness of respect for human rights
throughout the Group, and we require
our investees and business partners to act
in compliance with all laws andregulations related to human rights.

The SoftBank Group has established its “Human Rights Policy” that acts as the minimum standard with which all directors,
officers and employees of the Group must comply.
The policy calls for respecting the human rights of all stakeholders, treating them with dignity and respect, always complying
with laws and regulations, and acting with the utmost respect for international human rights principles. The policy also
strictly forbids discrimination, harassment, forced labor, and child labor.

Key points in our Human Rights Policy
We support the international standards regarding human rights such as the International Bill of Human Rights,
while promoting group-wide measures to respect human rights.
We will comply with human rights laws and regulations and respect international human rights principles to thefullest extent possible.
We will not engage in any acts of discrimination, directly or indirectly, on the basis of characteristics that define anindividual’s identity.
We will not engage in harassment of any kind.
We will not engage in any human rights violations or illegal activities, including forced labor, child labor, slave labor,or human trafficking.
We will strive to maintain a safe, sanitary, and healthy working environment.
We will respect fundamental labor rights.
We will strive to pay competitive, above-living-wage monetary compensation and benefits.
We will identify human rights risks and work to reduce them.
See our corporate website for the full text of our Human Rights Policy.

Supplier Code of Conduct
The SoftBank Group conducts business in various areas and sectors across the globe and has built a diverse supply chain inorder to become the corporate group needed most by people around the world. The SoftBank Group places importance onsustainability in these supply chains, and believes that it is essential not only to comply with laws, but also to conductbusiness based on high ethical standards. Therefore, the SoftBank Group has formulated the “Supplier Code of Conduct,”which sets forth what we expect our suppliers to comply with, and requires them to work in accordance with the ethicalstandards set forth in that code.
See our corporate website for the full text of our Supplier Code of Conduct.

Sustainability Report 2021

25

Sustainability of the SoftBank Group

Environment

Society

Governance

Respect for Human Rights

Improving Awareness of Human Rights
In order to disseminate our Human Rights Policy to directors, officers and employees andraise awareness of human rights, the SoftBank Group conducts ongoing education andawareness activities through training and other programs. In addition, we require ourexternal stakeholders, including investees and business partners, to act in compliance withall laws and regulations related to human rights.

Stakeholder Engagement
In order to prevent and reduce the negative impact on human rights that may occur in thecourse of its business activities, the SoftBank Group identifies specific human rights risks ateach Group company as part of its human rights risk assessment, works to prevent andmitigate occurrence of such risks, and promotes the establishment of a system that enables
the Group to promptly take appropriate measures.
SoftBank Corp. conducted two stakeholder-dialogue events in 2020, inviting experts todiscuss human rights issues related to the company’s business, based on the information
provided by the experts. The first session focused on the role that telecommunicationcompanies should play in respecting privacy, and the second session on human-rights issues
brought about by technological development. In each case, the participants engaged invigorous discussion to identify what human rights issues should be recognized andprioritized as the responsibility of a company leading the Information Revolution.
The SoftBank Group will continue to communicate with its stakeholders on an ongoingbasis to strengthen its commitment to respect for human rights.
Outline of stakeholder dialogues (SoftBank Corp.)
1st stakeholder dialogue

2nd stakeholder dialogue

Keiichi Ushijima; Part-time Lecturer, Graduate
School of Tohoku University
The role of communication carriers in promoting
respect for privacy

Daisuke Takahashi; Attorney, Shinwa Sohgoh
Law Offices
Human rights issues brought about by technology development
Effects of AI and other technologies on humanrights (e.g., the human rights of socially vulnerable people, privacy, freedom of expression)
The importance of promoting activities
targeting human rights issues(human rights due diligence, mechanisms forresponding to complaints)

Current trends surrounding human rights issues
Potential human rights risks identified by
SoftBank Corp.
Ideas for SoftBank Corp’s future activities

Sustainability Report 2021

Training to Raise Awareness of Human Rights
In order to raise awareness of human rights and with the goal of creating a better humanresources system and a stronger corporate organization, SoftBank Group Corp. holds
periodic roundtable discussions between the human resources department and employees.
Furthermore, in light of the enforcement of the “Revised Act on Comprehensive Promotionof Labor Measures,” SoftBank Group Corp. holds regular meetings for line managers
organized by the human resources department, to provide them with not only basic
information but also the latest trends in harassment and detailed points to keep in mind,
and to instruct them on how to respond appropriately.
SoftBank Corp. stipulates respect for human rights and prohibition of discrimination andharassment in the “SoftBank Code of Conduct”. In addition to training for each level, such as new
employee training and newly appointed manager training, all employees in management positions
and above undergo both regular training and training upon receiving promotions, regarding
methods for responding to consultations and reports on bullying or harassment incidents.
List of training programs conducted in FY2020 (SoftBank Corp.)
Name

TraineesType of training

Compliance training for new hires

Mid-career hires/
New employees

e-Learning

Pledging adherence to the SoftBank Code of Conduct

All employees

Other

Compliance training (orientation for mid-career hires)

Mid-career hires

Group training

Harassment prevention course(on abuse of power, sexual harassment)

All employees

e-Learning

Course on prevention of harassment (LGBT version)

All employees

e-Learning

Work instructions in remote work/
training on remote harassment

All employees

e-Learning

Compliance magazine(cautions regarding remote harassment)

All employees

Other

Training for newly appointed managers

Newly appointed
managers

e-Learning

Compliance training for management executives(on harassment)

Managers; General
Manager level and above

Group training

Compliance test

All employees

e-Learning

26

Sustainability of the SoftBank Group

Environment

Society

Governance

Human Resources Strategy

Development of Professionals
The SoftBank Group strives to create a diverse work environment where everyone can thrive, regardless of age, gender,
nationality, disability, sexual orientation or gender identity.

Professional Recruitment and Career Development

Human Resources
Strategy
For the SoftBank Group, which continues
to develop innovative businesses, humanresources are the source of innovation,and the employees who work for theGroup are important stakeholders that
support sustainable growth. As acompany that leads the Information
Revolution, we are working on
development and promotion of humanresources. This is based on the belief thatcreating an environment where diverse
talent can take on challenges and play anactive role while making the most of
their individuality and maximizing thepotential of individuals andorganizations, will increase corporate
value.

Sustainability Report 2021

SoftBank Group Corp. hires professionals based on the “Three Core Competencies” - Smart, Professionalism, and Relation.
Our basic policy is to hire the best person for the position regardless of age, gender, nationality, and other factors and we arecommitted to a more diverse workforce. In addition, from the perspective of human resource development, the company has
established a system for self-driven career development so that each employee can enhance their Three Core Competencies
aforementioned. We provide internal education and training services, including English conversation courses, and also
allocate education budgets to each department so that employees can independently select and attend external training
programs of their choice. We have also established a dual-employment system, under which employees may engage in asecond job to promote personal growth through diverse experiences and lead it to their career development.
“Three Core Competencies” we seek in our employees

Smart

Professionalism

Relation

Capacity to think logically and tackle
unprecedented challenges using numbers
and reasoning

High level of expertise in relevant field

Communication skills required to engage
in business with leading companies
in the world

Support System for Career Realization
The SoftBank Group emphasizes the importance of self-driven career development and encourages employees to think about
their future goals and career plans, and understand the experience, knowledge and skills they need. By providing
opportunities and helping them to achieve their own career plans, we aim to develop professionals with rich individuality.
SoftBank Corp. has established a job posting system for in-house recruitment of members to start up new businesses andcompanies, a free agent system that enables ambitious employees to transfer to the department of their choice, and a system
to support the acquisition of certifications as opportunities for career development, providing an environment where anyone
can take on the challenge of personal growth and self-realization. The company allows secondary jobs as long as it does nothave an impact on the company’s business, based on the belief that skill enhancement and growth through such experiences
will lead to the revitalization of its business and innovation. The company has also introduced a SoftBank-style internal
secondary job system, which allows employees to experience work outside of their own departments. This system expands
opportunities for employees to utilize their abilities and brings organizational vitality to the workplace through interdepartmental exchanges.

27

Sustainability of the SoftBank Group

Environment

GovernanceSociety

Human Resources Strategy

Diversity & Inclusion
Advancement of Women in the Workplace
The SoftBank Group believes the driving force for growth across the Group is theempowerment of women in the workplace, and it is actively advancing the hiring andpromotion to management positions of female employees. SoftBank Corp. provides female
employees with workshops on career development and a mentoring program for leaders toreceive advice from female managers who serve as role models. In addition, to enable
employees to raise their children with peace of mind and to balance work and childcare
after returning to work, the company allows employees to take childcare leave and to work
shorter hours beyond what is stipulated in the law. As a result, the rate of female
employees returning to work after taking childcare leave was over 98% as of the end of
March 2021.

Support and Promotion of Appreciation of Foreign Employees
Based on the belief that each employee fully demonstrating their individuality and ability ina diverse workplace will be the driving force behind the growth of the entire Group,
SoftBank Group Corp. advances the hiring and promotion of employees to management
positions regardless of nationality. In addition, as an effort to support the active
participation of foreign employees, official documents such as notices, internal training
contents, and internal systems are provided in Japanese and English as a general rule tofacilitate communication.
In order to deepen the understanding of foreign employees within the company and tostrengthen ties among employees, SoftBank Corp. conducts enlightenment activities
through internal events suchas the “Diversity Week” andtraining programs. By
continuing these activities inparallel with developing its
internal systems, the company
is working toward the creationof a more accepting working
environment for all employees.

Advancement of Promotion of People with Disabilities
The SoftBank Group makes no distinction between potential employees in the hiring
process or after they join the Company and aims to create a work environment where all
employees can work to the best of their capabilities. As part of this effort, SoftBank Corp.
introduced a full-scale short-time work system in May 2016. This system enables people
with mental or developmental disabilities who have difficulty working long hours, even if
those disabilities are not a hindrance to the execution of duties, to work less than 20 hours
per week. The company will continue to collaborate with companies and municipalities
help create a society in which anyone can actively contribute their unique attributes.

Support for LGBTQ Employees
The SoftBank Group promotes LGBTQ inclusion in the workplace. Since October 2016, theSoftBank Group Corp. and SoftBank Corp. have defined a spouse in their internal
regulations to include same-sex partners, and have provided the same benefits to those
employees’ spouses, such as special leave and congratulatory and condolence payments. In
addition, SoftBank Corp. has established a consultation desk for LGBTQ employees, theircoworkers and superiors, and provides LGBTQ-related training for employees, and supports
the activities of the “Colorful Project,” an internal community launched jointly by employee
volunteers and the human resources department. Through these activities, the company isworking toward the creation of a more accepting working environment for everyone.

Human resources and diversity data (SoftBank Group Corp.) *1
Ratio of female
employees

Ratio of female employees
in management

Ratio of female
in new hires

42.3%

23.9%

33.3%

Ratio of mid-career hires

Ratio of foreign employees

90.0%

6.2%

Average years of employment

8.8 years
Women: 8.9 years
Men:*1 As of March 31, 2021

See our corporate website for human resources and diversity data.

Internal event with foreign employees

Sustainability Report 2021

28

Sustainability of the SoftBank Group

Environment

Society

Governance

Creating a Supportive Working Environment

Work-style Reform
The SoftBank Group encourages the work-life balance of its employees and has established programs to help ensure thatbalance. We also take various measures to reduce long working hours, including the use of technology.

Examples of measures to promote work-style reform (SoftBank Group Corp., SoftBank Corp.)

Creating a Supportive
Working Environment
We aim to create a working environment
where all employees of the SoftBank
Group can maximize their abilities, workwith enthusiasm, and take on thechallenge to achieve further growth.
In addition to respecting the rights of
employees and striving to ensure equal
opportunities as well as occupationalsafety and good health, we aim forbecoming the corporate group needed
most by people around the world bypromoting internal communication andcreating a working environment where
each employee can maximize theirabilities.

Company-wide introduction of Work from Home
Company-wide introduction of the super flextime system* 1
Attendance management linked to the office entry-exit management system using facial recognition
Periodic delivery of attendance alert e-mails using an RPA* 2 system(understanding of the attendance registration status, long-working-hour alerts based on a predictive simulation ofworking hours, and encouragement of taking annual leave)
Promotion of “Premium Friday”*3*1 Flextime system without core time
*2 RPA stands for robotic process automation, a technology that automates business processes and tasks carried out on computers previously performed by humans.
*3 A private-public initiative aimed at revitalizing consumption and changing lifestyles by moving the end of the workday forward on the last Friday of each month.

New Office Aiming to Transform Work-styles
With the aim of further transforming work-styles and strengthening our business continuity plan (BCP), in September 2020,
the SoftBank Group Corp. and some of its Group companies began relocating their headquarters to the “Tokyo Portcity
Takeshiba Office Tower,” an office building that opened in the Takeshiba area of Minato-ku, Tokyo, and completed the movein December 2020.
The new office was designed by the Group company, WeWork, and employees working there are able to freely choose alocation where they can work efficiently according to their objectives at the time, such as when they want to concentrate on
their work or have discussions withmultiple people. In this new office,we aim to create open innovation
across departments and practice amore innovative and creative workstyle that is not bound by location,
space, or community.
LoungeSustainability Report 2021

Counter area

Open meeting space29

Sustainability of the SoftBank Group

Environment

Society

Governance

Creating a Supportive Working Environment

Industrial Safety and Health

Employee Engagement
Once a year, the SoftBank Group conducts an employee satisfaction survey (ES survey) forall employees in order to better understand employee sentiment with the aim of building astronger organization and enhancing employee motivation. This survey was developed
based on the characteristics of the Group, and in fiscal 2020, it was conducted at 26 Group
companies.
The ES survey provides a score for each item on the level of satisfaction with theorganization (job, workplace, superiors) and the company, allowing for comparison overtime. In addition, continuous monitoring of the results of the survey enables early
identification and improvement of organizational issues. In the fiscal 2020 ES survey of
SoftBank Group Corp., each item received a high score of 3.60 or higher, indicating aparticularly high level of satisfaction with superiors and the workplace. We will continue
proactive employee engagement to create a more comfortable workplace going forward.

Safety Measures in the Event of an Emergency, Including a Pandemic
SoftBank Group Corp. has systems in place to ensure the safety of employees whenever an
emergency strikes, including natural disasters such as an earthquake or a typhoon andpandemics. With the government declaring a state of emergency in response to the spreadof COVID-19 in April 2020, we required all employees in principle to work from home.
Further showing our commitment to creating an environment in which employees can workwith peace of mind, we introduced measures designed to prevent the spread of the virus in
August 2020, including periodic saliva PCR tests and a temperature-sensing entry system.
With an eye toward ongoing changes in how our employees work, we are promoting thedevelopment of an office automation system allowing work at any time or place, the use ofcloud computing for systems and information, and enhanced security measures.

SoftBank Group Corp. employee satisfaction survey (ES survey)* 1
Satisfaction

Identifying and Addressing Labor Risks
To prevent the occurrence of occupational accidents and ensure compliance withestablished labor practices, SoftBank Group Corp. conducts labor risk assessments, which
include regular employee stress checks, monitoring and forecasting of long working hours,
and checks for harassment as part of employee satisfaction surveys. As part of its effort to
optimize working hours for employees, we also simulate monthly and annual working
hours for individual employees by using an attendance tracking system, take action in
response to employees expected to work long hours, and continuously report working
hours to management.

4.10

Very high
4.00

High
3.90
3.80
3.70
3.60
3.50

Normal
3.40
3.30
3.20
3.10

FY16

FY17

*1 Organizational satisfaction (overall satisfaction for surveys before FY18)

Sustainability Report 2021

FY18

FY19

FY20
Facial-recognition entry-exit system with a temperaturesensing function

Displays temperature simultaneously with facial recognition30

Sustainability of the SoftBank Group

Environment

Society

GovernanceParticipation in Our Community

TOMODACHI SoftBank Leadership Program (SoftBank Group Corp.)— Development Program for Leaders Charged with Recovery from Great East Japan Earthquake —Participation in
Our Community
It is essential for a company’s sustainablegrowth to be a good corporate citizen
that walks together with society andresponds to society’s expectations
through participation in the community.
Under the corporate philosophy,“Information Revolution — Happinessfor everyone,” we at the SoftBank Groupwill contribute to the resolution ofvarious societal issues and help support
the realization of a prosperous society bybuilding good relationships with local
communities and stakeholders.

Sustainability Report 2021

The “TOMODACHI SoftBank Leadership Program”
is a program conducted by the SoftBank Group
Corp., which expressed its support for the“TOMODACHI Initiative,” an initiative led by the
U.S. Embassy in Japan and the U.S.-Japan Council,
that invites high school students from Iwate,
Miyagi, and Fukushima, areas affected by the
March 11, 2011 Great East Japan Earthquake, to a
fully-paid three-week intensive course at the
University of California, Berkeley in the U.S., andencourages them to engage in community activities
after returning home. Students actively take part in
Program participants at the University of California, Berkeley (4th year)
various projects in their local areas by leveraging
the knowledge of community service and problem
solving they have learned in the program. By helping them improve their leadership skills through activities in the real world,
we are developing community members who will support the future of Tohoku.
See our corporate website for further details.

Pepper Social Contribution Program (SoftBank Group Corp.)— Supporting Programming Education in Elementary Schools —SoftBank Group Corp. is conducting the “Pepper
Social Contribution Program,” lending its
humanoid robot “Pepper,” with the goal of
supporting education and society. For programming
education in elementary schools, which became
compulsory in 2020, we also provide the “RoboBlocks School Template,” which allows teachers toeasily formulate lesson plans, to support theeducational field and improve the logical thinking
and problem-solving skills of students. These
support activities for educational institutions using
Pepper are not limited to Japan, but are also being
implemented in the U.S. and China.

Elementary and junior high school students participating in the program

See our corporate website for further details.

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Sustainability of the SoftBank Group

Environment

Society

GovernanceParticipation in Our Community

Future Energy Project (SB Energy Corp.)— Providing Opportunities for Children, the Future Leaders of the World,to Think Independently and Creatively about Energy Issues —SB Energy Corp., a renewable energy business
operator, offers a hands-on environmental education
program, the Future Energy Project, for elementary
school students living near its power plants. This
program was launched in 2012 to create opportunities
for children to independently and creatively think
about energy by using video materials and tablet
Elementary school students participating indevices, and to deepen their learning about energy
the hands-on environmental education
programthrough discussions and presentations. The company
will continue to provide opportunities for children,
who will lead the future, to think for themselves about environmental and energy issues.
See the project website for further details (available only in Japanese).

Providing Equal Learning Opportunities (Cyber University Inc.)— Online Higher Education for Everyone —Cyber University, Japan’s first full online four-year university dedicated to advanced IT
education, is working on activities to eliminate gender, age, and regional disparities in
education so that all people can have equal learning opportunities. To promote theadvancement of women into professional and management positions, where theproportion of men has been high in the past, the company is focusing on eliminating the
disparity in the ratio of male to female students in higher education in information
technology. As a result, the percentage of female student body has increased from about
15% in 2007 to over 25% in 2021.Going forward, the company aims to further increase
this ratio to 35% by 2030.

Employment of Local Talent (SB Logistics Corp.)— Contributing to the Local Community through Employment and Human Resource Development —SB Logistics Corp., which operates logistics-related businesses, actively recruits people fromthe surrounding region for employment in customer support and warehouse operations.
The Ichikawa Logistics Center is equipped with the world’s most advanced robot
technology, including automatic packaging equipment. By having locally hired employees
handle advanced technologies through its operations, the company believes that it cancontribute to the local community through talent development. In the future, the company
will also contribute to the local community in ways other than employment, such asproviding opportunities for local residents and educational institutions including
universities to observe its cutting-edge technology.

Sustainability Report 2021

Fight! Kyushu (Fukuoka SoftBank HAWKS Corp.)— Initiatives for Disaster Recovery and Community Revitalization Rooted in Kyushu Area —“Fight! Kyushu” is a project launched by Fukuoka SoftBank HAWKS Corp.
in April 2016 to support the recovery from the
Kumamoto and Oita earthquake. Since its launch, thecompany and the Fukuoka SoftBank HAWKS Players
Association have continuously carried out many
recovery support activities. In the midst of COVID-19
pandemic where there was little to be cheerful about,the company pursued what as a baseball team rooted
in Kyushu area should do, and redefined the purpose
Fight! Kyushu project websiteof this project not only as recovery support but also as
the “HAWKS’ activities to make Kyushu brighter,” andcontinuing these activities. The company will continue to work with the HAWKS players to
involve the whole of the Kyushu area in activities to make society brighter and morevibrant.
See the project website for further details (available only in Japanese).

Next Action → Social Academia Project (SoftBank Corp., Yahoo Japan Corporation)— Project to Support Human Resource Development and Business Creation in Areas Affected by the Great East Japan Earthquake —On March 10, 2021, the 10th anniversary of the Great East Japan Earthquake, SoftBank
Corp. and Yahoo Japan Corporation, together with General Incorporated Association
Pionism, launched the “Next Action → Social Academia Project” for the recovery of
Minamisoma City in Fukushima Prefecture.
This project will promote the development of the next generation of leaders and thecreation of businesses from 2021 to 2030 by maximizing the expertise, resources, andassets of the three parties in entrepreneurship and commercialization. The project is callingfor a wide range of projects, including responses to issues faced after the disaster, and will
create opportunities to maximize synergies while encouraging interaction and collaboration
among participants and with companies, organizations, and local governments in andoutside of the prefecture. By creating more businesses and producing talented people withworld-class skills over the next 10 years until 2030, the project aims to become a modelcase for sustainable recovery.
See the project website for further details (available only in Japanese).

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Sustainability of the SoftBank Group

Environment

Society

GovernanceParticipation in Our Community

Emerge (SBIA)

SB Oppor tunity Fund (SB Opportunity Fund Manager LLC)

— Accelerator to Support Underrepresented Founders —— Investment Fund to Support Underrepresented Founders —The technology and venture capital communities are not yet representative of thecommunities they serve. As an industry, we’re missing out on the diverse perspectives andinnovative thinking that can lead to the next world-changing companies.
In2020, SBIA launched Emerge, an accelerator aiming to improve diversity in tech andentrepreneurship by supporting and investing in innovative underrepresented founders andtheir start-ups.
Emerge founders participated in an eight week intensive curriculum consisting ofworkshops, access to mentors from across our ecosystem and sessions with SoftBank
executives. The accelerator culminated in June 2020 with a showcase event whichconnected founders with over 150 investors. The SBIA Emerge Accelerator has sinceinvested in 13 Emerge companies and launched the second Emerge program in Europe thisJune 2021.

To help diversify the tech sector, the SoftBank Group established the $100 million fund, SB
Opportunity Fund, to invest in businesses led by Black, LatinX and Native American
founders in the United States.
The primary goal of the SB Opportunity Fund is to generate exceptional returns,
demonstrating that there is no trade-off between racial diversity and investment
performance. Through this fund, we have invested in 54 companies,*¹ and the fund willcontinue to seek out and invest in exceptional underrepresented founders.
Fund portfolio companies (partial)
PlayVS

Operates an eSports platform to organize high school and collegiate
esports

Eight Sleep

World’s first sleep fitness company redesigning sleep with cuttingedge AI and machine learning models

Career Karma

Helps people to navigate their careers in technology and throughcareer advice and job training

Praxis Labs

Reimagines corporate bias training, integrating research-backed
curriculum with cutting edge VR technology

Zoe Financial

Helps people find independent, fiduciary financial advisors

Emerge cohort 1 program participants

Emerge cohort 1 (from March to May 2020)
Program highlights

Founder demographic

Mentors

40

Female9

Accelerator curriculum (hours)

80

Black

7

Investors attended showcase

150+

Latinx2

Delane Parnell
PlayVS

Alexandra Zatarain
Eight Sleep*1 As of the end of June 2021

Ruben Harris
Career Karma

Elise Smith
Praxis Labs

Andres Garcia
Zoe Financial

See the website for details of the SB Opportunity Fund.

See the website for details of the Emerge.

Sustainability Report 2021

33

Disclaimers
This report provides relevant information about the Group and does not constitute or form any solicitation of investment, including any
offer to buy or subscribe for any securities in any jurisdiction.
This report contains forward-looking statements, beliefs or opinions regarding the Group, such as statements about the Group’s futurebusiness and future position, including estimates, forecasts, targets and plans for the Group. None of the Group nor its management gives
any assurance that the estimates expressed in these forward-looking statements will turn out to be correct, and actual results or
performance could materially differ from expectations.

Inquiries
SoftBank Group Corp.
https://group.softbank/en/contact

SoftBank Group Corp.
https://group.softbank/en/
Copyright © 2021 SoftBank Group Corp. All Rights Reserved.