Sustainability

The Company strives to continue to increase its corporate value by establishing a fair, highly transparent management system while considering the social nature of companies. This is the Company's basic policy on corporate governance.Under this policy, the Company enhances its management monitoring functions while separating them from its business execution functions. This approach is the foundation of the Company's efforts to establish a governance system.

The Company positions its Board of Directors as the organization that approves the Group's basic policies and monitors its execution of business. The Company strives to ensure prompt decision-making in the execution of business and establish a system that enables the improvement of the effectiveness of audits and the supervision of the decision-making by the Board of Company Auditors.

The Company has established the Nomination and Compensation Committee to be a non-statutory advisory body to the Board of Directors, to increase the fairness, transparency, and objectiveness of procedures related to the nomination, remuneration, etc. of Directors and further enhance corporate governance. To advise the Board of Directors, the Nomination and Compensation Committee deliberates on matters related to the nomination, remuneration, etc. of Directors and reports to the Board of Directors. The Nomination and Compensation Committee is composed of at least three members including the President and Representative Director and Independent Outside Directors, with a majority of the members being Independent Outside Directors.

The composition of the Company's Board of Directors is as follows.
The attendance rate of each director is stated in the notice of annual general meeting of shareholders.株主総会招集通知

The Company's Board of Directors began to conduct questionnaires of the Directors and Company Auditors in FY2016 to analyze and evaluate the effectiveness of the Board of Directors from the viewpoint of appropriate decision-making regarding the execution of business and the board's supervisory functions.

As a result of the analysis and evaluation for the fiscal year ended March 31, 2021, it was judged that the Board of Directors' composition, the topics it deliberates, and other details are generally appropriate and that the Company's Board of Directors is functioning effectively in light of its roles and duties. However, points needing improvement were identified in the composition of Directors and in other matters. Therefore, the Company will improve these in its efforts to enhance the effectiveness of its Board of Directors.

The Company believes that, to ensure compliance with laws and regulations, it is extremely important to take measures to increase recognition among all officers and employees of their responsibilities, to create necessary measures for it, and to create a corporate culture enabling the implementation.

The Company has established rules including the Rules Regarding Administrative Authority and the Rules Regarding the Division of Duties, and thus has built a system enabling all employees, including Directors and other officers, to execute business in compliance with laws, regulations, and rules.Further, the Company has taken measures such as the establishment of a committee supervising the status of compliance and the establishment of guidelines based on the Rules for Compliance Management to enable all employees to ensure compliance as they forge ahead with operations.

The Company has established its Basic Policy on Antisocial Forces and declared that it will not trade with or establish any relationships with antisocial forces.（Basic Policy on Antisocial Forces）

The Company and Group companies in Japan strive to collect information about new business partners before beginning transactions with them to investigate if they are considered antisocial forces.

In addition, the Company has instructed Group companies to include a clause on the elimination of antisocial forces in its contracts, so that they can immediately stop transactions with a business partner when the business partner is found to be an antisocial force after the beginning of transactions with that partner.

The Company has also established a workflow, in which questions arising about transactions are reported to the Legal Compliance Office. The Legal Compliance Office works together with external experts, including former police officers and lawyers, to handle the matters in question.　

The Relo Group has formulated a basic policy to prevent bribery and has declared that it will never engage in any act that is or could be suspected of being bribery.（Basic Policy for the Prevention of Bribery.pdf）

To ensure the effective implementation of this basic policy, our Group has established an anti-bribery system which includes the Compliance Committee composed of directors of Relo Group, Inc. and members appointed by the Board of Directors of Relo Group, Inc. We also provide education and training to all of our officers.

We carry out many different actions to prevent bribery. They include periodical monitoring to check that the anti-bribery system functions and to encourage the improvement of operations.（Specific measures for effectively implementing Basic Policy for the Prevention of Bribery.pdf）

The Company and Group companies in Japan provide all employees with e-learning training programs on compliance. Comprehensive compliance training is provided two times a year and training on the protection of personal information is provided nine times a year.In addition, warnings are published on the internal intranet as appropriate, mainly regarding corporate scandals in the news, so that the same events do not occur within the Relo Group.

n addition to the above, initial compliance training is provided to new employees of the Group, and training on the prevention of insider trading and on practical tasks regarding contracts are provided as appropriate.　

The Company has established Compliance Guidelines, under which it provides not only Group companies in Japan but also overseas subsidiaries with thorough instructions to comply with laws, regulations, internal rules, and other rules in corporate activities and sales activities, through the Legal Compliance Office as the responsible department.

The Company has established Compliance Guidelines to accept employees' whistleblowing about internal acts in violation of laws, regulations, and rules.

The Company has established a system, under which officers and employees who have found acts in violation of laws or regulations or any other acts of incompliance report them under the above Guidelines via a special line for the whistleblowing system. Such acts are reported normally to the Legal Compliance Office, and acts of sexual or power harassment are reported to the Human Resource Development Office.

The department which has received a report is supposed to have the problem investigated and discussed by the Hotline System Committee and report the final result to the whistleblower.In addition, people involved in the investigations have a confidentiality obligation, to prevent disadvantages for the whistleblower.

The Company strives to ensure compliance with laws and regulations, so that events involving illegal, unjust acts, which should be subject to whistleblowing, will not occur. The Company has established and operates a whistleblowing system just in case such an event occurs.

The department which has received a report is supposed to have the problem investigated and discussed by the Hotline.

The Company has also established system to enable officers or employees who have uncovered an illegal act by another officer or employee to directly contact the Legal Compliance Office to report the act.

As of September 30, 2021, no such events have occurred. If one should occur, the Company will respond following the workflow described above.

We understand that a very important obligation that we bear is ensuring that the information we possess, including information from customers, is protected and properly handled.

To comply with all laws, regulations and social norms related to our businesses in accordance with our understanding of this obligation, we have established an information security management system. In this system, the Management Advisory Council of Information Security consisting of officers responsible for departments related to information security, presidents and other personnel from the principal operating companies deliberates issues and the Group systematically collaborates with outside experts and information security management bodies to ensure the confidentiality, integrity and availability of the information we possess.

In addition, we regularly provide information security training to our officers and employees with a constant focus on maintaining and increasing their awareness to advance our information security management.（Specific measures for effectively implementing Information Security Protection Policy.pdf）

（１）Principles regarding the collection of personal information

In the Rules Regarding the Protection of Personal Information, which apply across the Group, the Relo Group has stipulated the principle that the purposes of use shall be clearly shown to the person and their consent shall be obtained before collecting personal information, and it operates under these rules accordingly.

（２）Clarification of the purpose of use

The Relo Group announces the types of personal information that it collects and retains, the purposes of use of this information, and other details in the information about the handling of personal information published on each company's website and in other locations, etc. The Company has also stipulated in its rules that, where personal information is collected individually in writing or by other methods, the purpose of use of the information shall be explained as specifically as possible and the consent of the person whose information is being collected shall be obtained, and it operates under these rules accordingly.

（３）Prohibition of use for other purposes

The use of personal information indicated as above, and acquired for purposes other than those for which consent has been obtained as described is prohibited under the rules and the rules specify penalties for violations.

（４）Management of personal information

The Relo Group has created and manages the Personal Information Asset Management Ledger, in which information including the purposes of use, managers, and methods for the management of the collected personal information is summarized.

（５）Safety management measures for personal information

The Relo Group has established its Rules Regarding the Protection of Personal Information and Information Security Standards, which are common across the Group, and operates its safety management measures in accordance with them.The status of operations is regularly inspected by each company and audited by the Internal Audit Office of Relo Group, Inc. once a year.

The Company complies with laws, regulations, government guidelines, and other norms related to handling of personal information, has established common rules and bylaws for the Group companies in Japan based on the requirements of JIS Q 15001 (Personal Information Protection Management System) in its efforts to protect personal information, and strives to protect personal information accordingly.The privacy policy is summarized in the Group companies' Personal Information Protection Policy and Handling of Personal Information in line with the form of the individual Group company's business and published on their websites and in other locations.

The operating companies handling a significant amount of personal information, such as information about the employees of corporate customers and the customer information of member organizations, have obtained the Privacy Mark certification.(As of September 30, 2020, nine companies have obtained the certification.)

The Company and the Relo Group have established Personal Information Consultation Desks within the individual companies, and information on these desks is disclosed on Group company websites and in other locations, etc. The Personal Information Consultation Desks disclose, correct, and delete personal information, stop the use or provision of the information, respond to related complaints and requests for consultation, and strive to resolve matters related to personal information.

Corporate Management Office

In addition to providing monthly information security training (themed on the rules for business operations and operations security), the Company provides annual PMS training (aimed at the establishment of a management cycle).

Along with its provision of training, the Company takes measures such as recommending that employees take examinations for the grade 1 protection of personal information qualification (Kojin Joho Hogo Jitsumu Kentei), to improve employees' knowledge and skills and increase their awareness of issues related to personal information.

E-Learning programs focused on personal information protection are intended for all of the employees of the Company and the Group (including officers, part-time employees, fixed-term employees, and contract employees). All employees have taken one of the courses, including the paper-based makeup class.

We offer job opportunities to young job seekers every year.

We have formulated the Compliance Guidelines to push ahead with the creation of workplaces that are free of discrimination based on place of birth, nationality, race, faith, religion, gender, age, disability, academic background or any other reason, where a diverse workforce respects one another as partners and individuals are able to display their potential without stress or constraint.

To prevent harassment and similar behaviors we have established the Anti-Harassment Action Policy as a part of staff rules. Our Work Rules provide for disciplinary actions to be taken when a violation is uncovered.

In addition, we provide regular e-learning training programs focused on the prevention of sexual harassment and other gender discrimination and the prevention of abuse of authority to all personnel to provide fair and energetic workplaces.

At the Relo Group, two operating companies employ 301 or more people: Relo Club and Relocation Japan. They have developed action plans based on the Act on Promotion of Women's Participation and Advancement in the Workplace. They have taken steps to help working women balance work with their family lives, including revisions of childcare leave programs and programs enabling shorter working hours.

The percentage of women in positions that are at or above the level of department manager or the equivalent are above the national average. (Calculated based on the percentage people in positions at or above the level of department manager or the equivalent that are women, which is 6.9%, from the Basic Survey of Gender Equality in Employment Management for FY2019)

Preparations for the introduction of initiatives concerning, for example, revisions of laws regarding equal pay for equal work, have been made by holding briefings for all people in positions at the level of department manager or the equivalent within the Group, explaining to them the content of revisions, the Company's policies for responding to revisions, points that must be kept in mind, and other matters.In addition, differences in the content of operations, scope of responsibilities, and treatment of regular employees and non-permanent employees in all departments were identified, and reasons for these differences were analyzed. The results of this investigation enabled the Company to determine that there are presently no unreasonable differences in treatment of its employees. Of course, the treatment of employees will change if necessary in response to future changes in social situations or other changes.

When employees working actively leave the Relo Group because of the birth of a child, the Relo Group loses a valuable resource. In addition, society has recognized the recent problem of the declining birthrate, and it is believed that the improvement of the childcare environment available to employees is a duty borne by companies.

The Company has established an environment that facilitates employees' ability to continue working. For example, employees who have fulfilled certain conditions are able to take advantage of programs enabling them to work shorter working hours after returning to work from childcare leave and other adjustments. The period for this has been extended from the period until their child is three years old, which is required by law, to the period until their child starts school.

Aside from this, we have formulated the Anti-Harassment Action Policy to ensure that no staff member is disadvantaged because of a pregnancy, the birth of a child, childcare or nursing care leave or other reasons to establish fair, worker-friendly workplaces.

We take care of our employees and ensure that our employees' work-life balance is considered. For example, people meeting all of the requirements below are entitled to extend the period for shortened working hours for childcare to a maximum of three years from the date when their child starts school.

（１）They have worked for the Company for three or more years

（２）Their immediate manager has approved the extension

In accordance with labor legislation and labor-management agreements, including collective agreements, in different countries, we have established rules regarding working hours, break periods, overtime, days off work, leave and other matters in the Work Rules and the Pay Regulations.

In Japan, we have higher standards than prescribed by law. For instance, we pay premium wages for working hours in excess of 7.75 hours per day, our prescribed working hours.

We check and record the start and end times using time cards and computer use times. We give any employee working long hours access to industrial physicians so they can discuss their issues if any safety considerations are deemed necessary based on our standards. Thus, we are working on the management of employees' physical and mental health.

We are also engaged in many different initiatives aimed at reducing long working hours and enhancing productivity. They include IT investments to increase work efficiency and the introduction of programs enabling people to telework and commute outside of rush hours to prevent COVID-19 infection.

Relo Group, Inc. and the Relo Group have formulated the Pay Regulations to provide for proper wages, commuting and other allowances, bonuses, extraordinary pay and retirement allowances in accordance with the Labor Standards Act. We have also introduced a performance-based pay program to increase our staff's skills and motivation. There does not exist salary disparity between men and women.

The Pay Regulations have provisions regarding minimum wages, statutory insurance benefits, off-hours work and other matters in compliance with all laws and regulations related to wages. We implement them to maintain and improve our staff's standard of living.

Starting salary of employees who were hired by the Relo Group as new graduates (monthly salary of people hired by the Group as a new graduate of a four-year university in April 2021): JPY 201,000 Percent of minimum wage: 116% (calculated based on the FY2021 revision of the Tokyo regional minimum wage of 1,041 yen by the Ministry of Health, Labour and Welfare)

Since its foundation, the Relo Group has promoted partnership management, under which all employees participate in management as people involved in the management of the company. It is recommended that employees be employees of their companies and also become involved in the management of the Company as shareholders and managers.

All employees, including contract employees, except employees in their probation period, are able to join the employee shareholding association.

Further, the Company began to implement J-ESOP in May 2020.

The Company and the Relo Group have discussed matters related to employee health and hygiene in their workplaces and established the Health Management Committee for the maintenance of good health, the prevention of occupational injuries, and other purposes.

The objectives of the Health Management Committee are to create a stress-free workplace environment, ensure that employees are able to maintain and improve their health and prevent diseases and injuries. It holds regular monthly meetings and shares the minutes of meetings with all staff members to disseminate important matters about industrial injuries and their health and hygiene.

We introduced the stress check program in fiscal 2016. Since then, we have been conducting a companywide stress check for the collective analysis of individual organizations within the company and the encouragement of health in the workplace.

The results of stress checks are used to help staff members realize their own stress statuses. They are also shared with the heads of departments and used to enable measures for the prevention of mental disorders.

People with long working hours and people for whom safety considerations are needed according to regular health checkup results are to be interviewed by an industrial physician in accordance with our standards. We then apply appropriate work-related measures and other actions to prevent the impairment of health.

We also have a dedicated helpdesk for employees to prevent and respond to mental and physical stress.

To prepare for a diverse array of emergency situations, we have established an emergency response policy and system and other basic matters in the Risk Management Regulations, the Disaster Control Measures Regulations and other related manuals.

Relo Group, Inc. and the Relo Group have formulated the Anti-Harassment Action Policy to prevent sexual harassment, the abuse of authority and other kinds of harassment related to pregnancy, childbirth, childcare and nursing care leave and other issues. We are ready to respond to any consultation regarding these issues.

When consulted, we are careful about the privacy of the people consulting us and respond carefully while examining their intention. Neither the people consulting us nor those involved in the checking of facts will be treated disadvantageously. If facts indicating harassment are confirmed, the internal Committee on Discipline will take strict disciplinary action.

In addition, to prevent recurrence, an internal notification is published to increase employee awareness, the incident is announced in an internal notice, and instructions regarding preventive measures are given, via the responsible people in the corporate planning office or other departments of subsidiaries.

Several instances of harassment are identified every year, and employees are strictly punished after the facts have been confirmed.

As part of initiatives for the prevention of harassment, the Company provides all employees with information about matters that are prohibited related to harassment, has established a consultation desk, and provides training to managers.

Calculation method: The number of employees of the Company at the end of the previous fiscal year that retired this fiscal year ÷ employees of the Company at the end of the previous fiscal year x 100

Based on the idea of management where employees are given a stage to demonstrate their abilities, the Company proactively promotes human resources, regardless of gender, promoting employees with high aspirations to managerial positions and positions close to management at an early stage.

（１）Programs supporting personal development
1)Training programs related to career paths
　- Creation of a career vision and interviews with superiors (intended for all employees)
　- Provision of group training for current executives (conducting 360 surveys)
　- Provision of group training, before taking on officer positions, to employees selected as executive candidates

2) Training for the acquisition of operational knowledge and skills
　- Job-class-specific group training
　　Training for new graduate employees, first-year training, second-year training, third-year training, new manager training, UM training
　- Theme-specific training
　　Skills training on specific themes in specialized fields such as finance, legal affairs, and IT, training to enable understanding of the founding philosophy
　- Training for all employees through e-Learning and other means
　　Training to improve the skills of all employees, such as skills regarding information security, compliance and the protection of personal information

3) Sharing the management philosophy with employees who worked and were developed at companies with different corporate cultures
　As a result of mergers and acquisitions, the number of employees worked on personal development at companies with different corporate cultures has been increasing. Partly reflecting this, the Company is more determined than ever to enhance its training programs and measures to ensure that its management philosophy takes root.

4) Programs supporting the development of globally competitive human resources
　 Moving toward its Global Start-up Stage, the Company launched several programs in March 2019. The goal of these programs is to encourage employees of the Group companies in Japan to acquire foreign language skills to increase their global competitiveness.

（２） System supporting employees taking on challenges
The Company believes in the importance of management where employees are given a stage to demonstrate their abilities. A related initiative is the Company's introduction of an intra-Group job posting system providing opportunities for employees who are willing to take on new challenges to leap forward. Support for employees transferring to the Company or Group company is provided to regular employees who at the time of the transfer will have served the Company for two years or longer since their last transfer or since they were hired by the Company.