Harassment Policy

This policy serves as the basic guideline for all recruitment activities of the Daiko Holdings Group.

1. 1.Purpose

   This policy aims to respect the character and dignity of students and job seekers in the recruitment activities of the Daiko Holdings Group (hereinafter "the Group"), and to ensure a fair and secure job-hunting environment. It establishes the basic principles and standards of conduct to prevent harassment in job-hunting settings (hereinafter "job-hunting harassment") and to respond promptly and appropriately should it occur.

2. 2.Scope of Application

   This policy applies to the Group's officers and employees (including full-time, contract, and dispatched employees) and to all parties involved in recruitment activities. It covers every recruitment-related setting, including information sessions, internships, group discussions, interviews, recruiter meetings, OB/OG visits, and online contact.

3. 3.Definition of Job-Hunting Harassment

   Job-hunting harassment refers to acts that, in connection with recruitment activities, cause mental or physical distress or disadvantage to students and job seekers through conduct such as the following.

   • Infringement of personal information and privacy (inappropriate questions about hometown, family circumstances, beliefs, nationality, gender, marriage or childbirth plans, etc.)
   • Discriminatory or insulting remarks, or intimidating attitudes
   • Sexual remarks or behavior, inappropriate contact, or coercion into relationships
   • Unfair demands or pressure that hint at job offers or selection results
   • Inappropriate contact via social media or private contact information
   • Any other act that fails to respect students and job seekers as equals

4. 4.Basic Principles

   Applicants are equal partners

   We always remember that students and job seekers are not merely "the evaluated"; they choose companies on equal footing with the Group.

   The recruitment setting is the face of the company

   We recognize that each person's words and actions in recruitment directly affect the reputation and trust of the entire Group.

   Communicate sincerely, based on facts

   Explanations and answers shall be accurate and fact-based; when sharing personal experiences, we make that clear.

   Prioritize students' dignity and peace of mind

   Under no circumstances will we engage in conduct that makes students or job seekers feel anxious or uncomfortable.

5. 5.Standards of Conduct in Recruitment

   (1) What you may do

   • Share, in plain language, the rewards and lessons of the job based on your own experience
   • Answer students' questions sincerely and based on facts
   • Refer questions that are difficult to answer to the HR department

   (2) What you must not do

   • Questions about hometown, family composition, beliefs, nationality, or views on gender roles
   • Remarks premised on gender or attributes (e.g., "a job suited to men," "tough for women")
   • Coercing the exchange of personal contact information
   • Restricting or steering a student's behavior by hinting at selection results or job offers
   • Arrogant, intimidating, or overly familiar attitudes

6. 6.Consultation and Reporting System

   If you witness or hear of an incident that constitutes, or may constitute, job-hunting harassment, students and employees alike may consult or report it to the following contacts.

   • HR Department (Recruitment)
   • Group-wide consultation desk

   * The privacy of those who consult or report will be strictly protected, and they will not be treated unfavorably in any way.

7. 7.Response When an Incident Occurs

   • Verify the facts promptly and fairly
   • Consideration and apologies to affected students and job seekers
   • Implementation of corrective and preventive measures as needed
   • Guidance and education for employees, or strict action based on work regulations

8. 8.Education and Awareness

   The Group continuously provides education and awareness on this policy and the prevention of job-hunting harassment to employees involved in recruitment. In particular, senior employees who take part in information sessions and internships are briefed on the relevant precautions in advance.

9. 9.Policy Review

   This policy will be reviewed as necessary in light of legal revisions and social expectations.