We undertake measures to respect human rights in accordance with the International Bill of Human Rights (comprising the Universal Declaration of Human Rights and the International Covenants on Human Rights), the ILO Declaration on Fundamental Principles and Rights at Work, the Ten Principles of the United Nations Global Compact, and the Guiding Principles on Business and Human Rights. In consideration of the human rights of the children who will be responsible for the future, we support the Children’s Rights and Business Principles established by international organizations and work to protect and promote the rights of children through our business.

We promote respect for human rights throughout the entire DmMiX Group, making a clear reference to the matter in our Code of Conduct and stipulating the Human Rights Policy. To facilitate thorough publicity to all employees, the Code of Conduct is posted on the Company intranet in Japanese and English.

To respect the human rights of the people who are affected by the Company’s business activities, we implement the human rights due diligence described below in accordance with the United Nations Guiding Principles on Business and Human Rights.

We assessed the degree of negative impact on human rights from the Company’s business activities and identified human rights risks that will be addressed with priority hereafter. We plan to review the details of human rights risks in the future as necessary.

Human rights risks relating to business activities	Specific examples
Working environment	・ Occupational health & safety ・ Insufficient or non-payment of wages, living wage ・ Excessive or inappropriate working hours
Privacy	・ Protection of personal information ・ Violation of privacy
Discrimination	Types of Discrimination ・ Gender, sexual orientation, gender identity ・ Disability, illness ・ Discrimination on the basis of social class (against buraku) ・ Nationality ・ Religion, political beliefs ・ Employment status (regular, non-regular) Forms of Discrimination ・ Human resources aspects such as hiring, placement, and wages ・ Internal rules and employee benefit programs ・ Communication ・ Facilities, equipment
Harassment	・ Power ・ Sexual ・ Moral ・ Maternity ・ Paternity ・ No children ・ Single ・ Age ・ Reduced working hours ・ Relationship status ・ Marriage ・ Alcohol ・ Odor ・ Gender ・ SOGI (Sexual Orientation and Gender Identity)
Compliance	・ Bribery paid to clients, suppliers, other business partners, public officials ・ Political contributions

We believe that human resources are our greatest assets. In accordance with our corporate philosophy of "Take on what our society needs now," we don’t choose human resources, but rather, based on our value of establishing a diverse workforce and assigning the right person to the right position, we achieve diversity by hiring people without sorting them according to gender, age, nationality, or the hours when they can work. Our objective is that as a result of this effort, we will be a company that continues to be selected by human resources. This is our fundamental value concerning human resources and is also a strength for handling a diverse range of products and goods in our business.

Direct Marketing MiX has recognized individual differences and fostered a culture of using diversity to promote diversity and inclusion, and will continue to do so in the future.

We evaluate the abilities of executives and employees objectively in accordance with a fair evaluation system and, while respecting their skills and independence, assist their career formation by, for example, assigning the right people to the right positions.

Furthermore, in addition to group training and on-the-job training for executives and employees to acquire the specialized skills required in each field of business, we provide opportunities for them to be even more active through, for example, correspondence courses for self-study, e-learning, an in-house qualification system to measure the results of these activities, and assistance in the acquisition of qualifications.

	By rank				By objective		Common training
	Promoted employees	Current employees			Top management development	Women's empowerment
Top management		Awareness improvement training		Compliance training	Future top management development training	Women's empowerment training	Business skills ・PDCA cycle ・Marketing ・Communication ・Business etiquette ・Presentations ・Leadership ・Goal management ・Quantitative  management Other ・Insider trading  regulations ・Career design ・Diversity ・Corporate philosophy ・Information  management
Executive employees
	New manager training		Profitability awareness improvement training
Leaders	New SV training
	New TR training
General employees		General employee training
		New employee training
		Mid-career employee training

Under the responsibility of the President and CEO, Representative Executive Officer, who serves as chairman of the Sustainability Committee, the Company’s relevant divisions collaborate to promote diversity and inclusion throughout the Group. Action policies, plans, progress, and other matters are deliberated on by and reported to the Sustainability Committee as appropriate. Key matters relating to diversity deliberated on by the Sustainability Committee are referred and reported to the Board of Directors.

We set gender diversity targets in decision-making levels as a part of the management strategy for the entire Group. As of the end of March 2023, two of ten members of the Board of Directors were women, and we have set a target of raising the ratio to 30% by the end of March 2025. In addition, we aim to raise the ratio of women in the top of executive departments to 20% by the end of December 2025; as of December 31, 2022, the ratio is 16.7%.

We do not place restriction on the type of people we recruit ("Restriction-free recruitment.") Based on our value of establishing a diverse workforce and assigning the right person to the right position, it is our unique recruitment policy and human resource strategy, which entails hiring from a wide range of backgrounds and circumstances without screening by gender, age, nationality, working hours, or other similar factors. Our commitment to this policy allows us to become a company that is selected by human resources and also gives us access to an ample and diverse pool of human resources.

People from all kinds of backgrounds and circumstances, including people raising children or providing nursing care, non-Japanese people, people with disabilities, and people who have dreams they wish to pursue outside of their job, work at DmMiX, regardless of whether they are regular or non-regular employees. We have also created an environment where employees can work sustainably with systems that allow employees to be compensated according to results and to advance their careers according to their individual abilities, even if a full-time employee seeks to work reduced hours. These efforts to realize diversity have been highly supported by employees in terms of work-life balance, and have led to improved employee performance.

We believe that functioning as a platform for those who have difficulty working in other companies for various reasons is our social role to be performed through business. Against the backdrop of flexible work schedules such as working one hour a day or one day a week and partnerships with company-led childcare centers is the desire to enable people with diverse social backgrounds, such as single parents, to work regardless of various restrictions. In recognition of these efforts, we have been certified as a Single-Family Support Certified Employer.

We believe that the ability of executives and employees to make full use of their skills regardless of gender enhances corporate value, and we actively support this.

We are taking measures throughout the Group including subsidiaries to enable diverse work styles that give due consideration to the work-life balance including telecommuting, reduced working hours, and flextime tailored to the details of work of each employee with a focus on woman, who are more likely to be subject to limitations on work styles due to variation in lifestyles. In addition, our benefits programs include BaBee Mama, partnerships with company-led childcare centers to support employees who are returning to work by providing an environment where women with children can work with peace of mind by enabling them to leave their children at daycare centers near their workplaces.

In March 2021, we were placed second in the ranking of best companies for women within the Best Workplaces in Japan 2021 by the Great Place to Work^® Institute Japan. In the future, we will continue to develop work environments that empower women and make it easy for them to select flexible work styles tailored to the individual life conditions.

We promote understanding of and support for sexual minorities including LGBTQ individuals.

We hire a diverse workforce regardless of gender, age, and nationality and strive to create an environment where all employees can work with mutual respect for one another's values and circumstances. In 2019 we received Bronze certification under the Pride Index, a measure of workplace initiatives concerning sexual minorities including LGBT individuals established by work with Pride.

We are taking measures throughout the Group to create employment opportunities and support the empowerment of persons with disabilities. With the aim of enabling all executives and employees to demonstrate their full capabilities regardless of disability, we strive to enable individuals to perform work according to the disability classification and personal abilities. In addition, subsidiary satellite offices have full-time support staff, and daily life and work support systems have been established including management of physical condition, confirmation of doctor visits, and regular interviews to provide an environment that facilitates work by individuals with disabilities. We will continue to provide support so that all personnel can work comfortably regardless of disability.

We respect the diverse individuality and values of our employees and are working to create an organizational culture where each individual can maximize their aptitudes and abilities. As one aspect of this effort, we provide training on diversity for all employees to promote understanding of differences in the attributes of women, older workers, individuals with disabilities, and others, basic knowledge concerning LGBTQ individuals, and a good work-life balance including childcare and nursing care. Through this training, we are promoting the development of an organization in which all employees develop an awareness regarding acceptance of diverse values and in which diverse human resources can work to their full potential.

By arranging an environment and means under which all employees of the DmMiX Group (including full-time, part-time and contract employees) are able to choose from diverse and flexible work styles, we are endeavoring to support the realization of a work-life balance.

We promote activities for occupational health and safety of the entire group under the Occupational Health and Safety Policy established by the board of directors, making efforts for continuous improvement.

We recognize that securing of occupational health and safety of all parties involved including executives and employees, business partners, and contractors is the important foundation of corporate activities, developing our business in accordance with this policy to promote prior prevention of disasters, ensuring of physical and mental health, and creation of comfortable work environment.

１．We comply with international standards (ISO45001, etc.) and domestic laws (Industrial Safety and Health Act, etc.) related to occupational health and safety in each country and region where we conduct business activities, and also advance the preparation of related internal regulations depending on the degree of risk.

２．We reduce risk levels and prevent industrial accidents by carrying out risk assessment to take control measures after identifying hazard sources and the magnitude of risk.

３．We make efforts for raising awareness by carrying out education, training and others on safety and health in a planned manner and also promote the creation of a comfortable workplace through vitalization of voluntary activities to prevent injuries and mental or physical illnesses.

４．We build and operate an occupational health and safety management system through consultations with employees and their involvement in decision making.

５．We make efforts for continuous improvement of this management system after building an occupational health and safety management system for the entire group under the Safety and Health Management Committee.

We believe that enabling executives and employees to perform their work in good health and safety and to demonstrate their full potential leads to corporate growth.

We endeavor to build workplace environments in which executives, employees, and cooperating persons can work safely, securely, and comfortably, enjoy good health both physically and mentally, and get lots of job satisfaction.

Furthermore, we arrange an environment that enables them to work flexibly and balance their job with parenting, nursing care, medical treatment, and so on, thereby helping everyone to work enthusiastically and fully display their abilities and achieving both corporate development and individual well-being.

Our business activities are supported by a variety of stakeholders including shareholders and investors, customers, business partners, creditors, local communities, and employees. The trust from these stakeholders is the foundation that enables the company to perform its mission as a business enterprise and achieve sustainable growth.

Based on this awareness, we fulfill our obligations as a member of society such as ensuring compliance and transparency. Furthermore, we respond to the expectations of stakeholders concerning our business activities to strengthen their trust while contributing to the development of a sustainable society and prosperous future and fulfilling our social responsibility as a company.

To raise corporate value over the long term, we respect the interests not only of shareholders, but a wide range of stakeholders including employees, customers, business partners, creditors, and local communities.

• •We proactively and dynamically address issues relating to social and environment problems.
• •We promote diversity including the empowerment of women and foster a corporate culture that sees diversity as a strength.
• •To quickly identify and rectify violations of laws and regulations by executives and employees, we established an whistle-blowing system, set up a reporting desk operated by an outside law firm, and properly operate both.

In addition to disclosures pursuant to laws and regulations, we properly disclose all information deemed to be material to stakeholders, such as management plans, management strategies, and management issues and strive to disseminate information that will contribute to constructive dialogue with shareholders, investors, and others.

We strive to create employment opportunities throughout our business.

In addition to hiring mid-career employees and part-time workers throughout the year, we also recruit recent graduates year-round. We also provide two opportunities for non-regular employees to become regular employees each year. We actively inform employees about registration as a regular employee and job opportunities for recent graduates via the company intranet and on the company's official social media accounts.

We post our Code of Conduct in Japanese and English in the company intranet and inform employees about it.

The Code of Conduct expressly indicates labor standards in 2. Respect for Individual and Job Satisfaction.

To raise employees' awareness of human rights, the Human Resources Department leads training sessions on discrimination and harassment for all employees. In addition, training is also provided for managers and executives to learn about trends and countermeasures based on specific cases of harassment reported internally, thereby reinforcing our human rights efforts.

In FY 2022, there were 72 consultations and reports. The number of incidents reported is high because we intentionally created systems that facilitate reporting by anyone, but none of these incidents resulted in disciplinary measure. In half of the cases, employees were instructed to make improvements, and for the other half, no violation was found. To mitigate risks, guidance on improvement is provided even in cases of minor infractions.

					FY2020			FY2021			FY2022
					No. of reports			No. of reports			No. of reports
						No. of discipl inary measures	No. of guidance on improve ment		No. of discipl inary measures	No. of guidance on improve ment		No. of discipl inary measures	No. of guidance on improve ment
Overall		Total no. of reports			102	0	51	87	0	50	72	0	37
			Compliance violations		51	0	51	50	0	50	37	0	37
				Breaches of the Code of Conduct and other in-house rules	51	0	51	50	0	50	37	0	37
				Legal violations	0	0	0	0	0	0	0	0	0
			No violation		51	-	-	37	-	-	35	-	-
	1.Harassment	Total no. of reports			30	0	20	34	0	27	33	0	21
			Compliance violations		20	0	20	27	0	27	21	0	21
				Breaches of the Code of Conduct and other in-house rules	20	0	20	27	0	27	21	0	21
				Legal violations	0	0	0	0	0	0	0	0	0
			No violation		10	-	-	7	-	-	12	-	-
	2.Work attitude	Total no. of reports			15	0	12	11	0	9	8	0	4
			Compliance violations		12	0	12	9	0	9	4	0	4
				Breaches of the Code of Conduct and other in-house rules	12	0	12	9	0	9	4	0	4
				Legal violations	0	0	0	0	0	0	0	0	0
			No violation		3	-	-	2	-	-	4	-	-
	3.Work	Total no. of reports			25	0	3	13	0	4	10	0	5
			Compliance violations		3	0	3	4	0	4	5	0	5
				Breaches of the Code of Conduct and other in-house rules	3	0	3	4	0	4	5	0	5
				Legal violations	0	0	0	0	0	0	0	0	0
			No violation		22	-	-	9	-	-	6	-	-
	4.Salary and commuting expenses	Total no. of reports			4	0	0	10	0	0	6	0	0
			Compliance violations		0	0	0	0	0	0	0	0	0
				Breaches of the Code of Conduct and other in-house rules	0	0	0	0	0	0	0	0	0
				Legal violations	0	0	0	0	0	0	0	0	0
			No violation		4	-	-	10	-	-	6	-	-
	5.COVID-19 related	Total no. of reports			16	0	12	12	0	9	6	0	4
			Compliance violations		12	0	12	9	0	9	4	0	4
				Breaches of the Code of Conduct and other in-house rules	12	0	12	9	0	9	4	0	4
				Legal violations	0	0	0	0	0	0	0	0	0
			No violation		4	-	-	3	-	-	2	-	-
	6.Other	Total no. of reports			12	0	4	7	0	0	9	0	3
			Compliance violations		4	0	4	0	0	0	3	0	3
				Breaches of the Code of Conduct and other in-house rules	4	0	4	0	0	0	3	0	3
				Legal violations	0	0	0	0	0	0	0	0	0
			No violation		8	-	-	7	-	-	6	-	-

We strive to create work environments where employees, our greatest assets, can demonstrate their maximum capabilities, and we are proud of our high employee retention rate. In the future, we will continue to reinforce bidirectional communication and undertake a variety of measures to create work environments where employees can experience job satisfaction.

The prosperity of local communities and society is fundamental to the sustainable development of the Company.

Knowing this, we engage in social contribution activities deeply rooted in these communities, steered by our corporate philosophy, “Deliver What Society Needs Now.” These activities have a particularly close connection to “job creation and human resource development,” as well as “diversity and inclusion,” both of which are material issues identified by the Company. For DmMiX, a company rooted in person-centric business, cultivating human resources of all types and allowing them to flourish is a key part of corporate activities. Accordingly, efforts to communicate with various members of the community and offer support are closely tied to business, and are therefore an important part of corporate strategy. Of these efforts, we have set two priority categories, one being local sports and urban development, and the other being social welfare to support children, with our work concentrated primarily in Osaka where the Company’s head office is located.

We support and uphold the social importance of local job creation and local procurement in accordance with ISO 26000 and other standards. Based on this concept, we strive to contribute to the economy and society through business activities such as local employment and procurement, and to achieve sustainable development with local communities. In fiscal 2022, Company expenditures related to social contribution activities amounted to approximately ¥32.7 million.