More specifically, we have stipulated that we will be proceeding with the following initiatives.

■Human Rights Due Diligence

We perform human rights due diligence to identify, assess, prevent and mitigate human rights issues relating to our business activities. Implementation of human rights due diligence began in FY2023, initially targeting employees at JTB Corp. In FY2024, the scope of implementation was expanded to include JTB Group companies within Japan, and going forward, it is intended that it will be further expanded to include Group companies outside Japan and business partners in JTB's supply chain.
We will be implementing transparent disclosure of information by making public the results obtained through these activities on a regular basis on the JTB Group website.

■Grievance Handling and Redress Mechanism (Grievance Mechanism)

We have established various contact windows that internal and external stakeholders who may be directly affected by JTB Group's business activities can use to request human rights related consultations and submit complaints (hereinafter referred to collectively as "reports"). We take reports seriously, and we have implemented measures so that persons submitting reports can obtain redress. In cases where it is determined that JTB Group has a problem that needs addressing, we strive to make improvements.

• About the JTB Group Code Hotline
• Consultation hotline for customers
• JTB Group External Stakeholder Hotline

■Dialogue with Stakeholders

We strive to engage in dialogue with relevant stakeholders in order to properly identify negative impacts on human rights that are related to the JTB Group's business activities, and to realize improvements.

• ・Liaison with stakeholders
• ・Dialogue with stakeholders

■Education

The JTB Group provides education and training regarding JTB Group Policy, including the Human Rights Policy, and implements measures to make JTB Group Policy more effective.

＜Management system for realizing respect for human rights＞

By steadily implementing relevant measures, we aim to contribute toward promoting respect for human rights in society through our business activities.

■Governance System

The Chief Compliance Officer (CCO) exercises overall supervision of matters relating to human rights, while the Management Committee and Board of Directors monitor the progress made.

■Human Rights Due Diligence Implementation and Related Measures

To monitor human rights risk within the JTB Group, we implement human rights due diligence, aiming to identify, prevent and mitigate human rights risk, and to provide explanations and information disclosure in relation to the effectiveness of related initiatives and the methods used to handle human rights issues.

(1) FY2024 Human Rights Survey

① Survey overview

We implemented a questionnaire survey, documentary survey and diagnostic survey targeting employees within Japan.

• ・Implementation period: December 9-23, 2024
• ・No. of responses
  JTB Corp.: 8,393 people
  Response rate: 69%
  (Previous survey: 8,564 people, 72%)
  JTB Group companies in Japan (19 consolidated subsidiaries): 4,736 people
  Response rate: 83%
• ・Documentary survey of the actual no. of cases and of the management system
• ・Diagnostic survey of human rights risks, the management system, and preventive and corrective measures, conducted by a specialist external firm

② Identifying human rights risks based on the survey results

• ・Changes between FY2023 and FY2024
  The percentage of survey respondents who reported having been aware of instances of harassment fell from 10.70% in FY2023 to 1.49% in FY2024; however, this change was partly due to a change in the wording of the question in the FY2024 survey (with respondents only being asked to report instances of harassment within the past year), and as respondents still mentioned instances of harassment in the "Remarks" section of the questionnaire, it cannot be said for sure that there has been an improvement. Furthermore, while there was no significant change in the results relating to occupational health and safety and work hours, problems continued to be noted in these areas.
• ・Analysis and assessment, and identification of human rights risks that need to be prioritized
  Regarding the results obtained by the assessment of individual human rights risks and assessment of vulnerabilities in the JTB Group, while we have put in place a management system in relation to this, based on employee awareness surveys, etc. we have also identified certain risks as risks which are particularly likely to emerge, which could have a particularly serious impact if they do emerge, and which continue to become actualized, specifically: harassment and abuse, occupational health and safety, and work hours (including the right to rest periods and days off).
  We also identified child labor and safeguarding the rights of indigenous people and local residents as latent risks that should be prioritized, based on the results of analysis that showed that there was potential for these risks to emerge, and that a suitable system for managing these risks had not yet been put in place.

(2) Concrete Measures and Goals with Respect to Human Rights Risk

With regard to harassment and abuse, besides aiming to expand our education and awareness-raising activities, we are also continuing to monitor the results obtained in employee surveys.
For concrete measures targeting occupational health and safety and work hours (including the right to rest periods and days off), see this webpage.

① Implementation of education and awareness-raising activities

• ・Provision of Human Rights Policy e-learning (provided to 707 employees in FY2024)
• ・Learning using seminar videos to deepen understanding of human rights initiatives, including those relating to harassment
• ・Human rights education for managers
• ・Providing employee education regarding the Code of Conduct which is the foundation for employee behavior, and obtaining employees' declaration of their willingness to abide by the Code of Conduct
• ・Addressing of specific themes in the workplace discussions held on Compliance Day (in November)
• ・Providing of DEIB training for line managers
• ・Holding of LGBTQ+ seminars (in the "Management Board," "Summer Festival of Learning," and DEIB Week)
• ・Formulation of a customer harassment prevention policy, establishment of a supporting contact window, and spreading awareness of the existence of this contact window

② Targets (KPIs)

In collaboration with each department, we promote initiatives that contribute to respect for human rights, monitoring progress based on KPIs for each area.

With regard to child labor and safeguarding the rights of indigenous people and local residents, we have begun to hold meetings with related companies in regard to certain areas where there is thought to be a particularly high possibility of risks emerging, and we are working to identify risks and formulate corrective measures.

(3) Expanding the Scope of Human Rights Due Diligence in the Future

We are expanding the scope of application of human rights due diligence as outlined below.

• ・Employees: Scope being expanded to include employees of overseas Group companies, starting from FY2025 (exact scope of application has not yet been finalized).
• ・Supply chain: FY2025 - We plan to conduct interviews with selected suppliers in specific areas where risks are anticipated.
  FY2027 - We intend to start conducting human rights due diligence simultaneously with sustainability surveys to support the implementation of the JTB Group Sustainable Procurement Policy.

■Grievance Handling and Redress Mechanism (Grievance Mechanism)

Establishment of the JTB Group External Stakeholder Hotline

The JTB Group has for many years now had a Customer Service Office that receives comments from customers, and a JTB Group Code Hotline to which all JTB Group employees can submit reports or requests for consultation.
In addition, starting from June 2025, we have put in place a framework for provision of remedies by rapidly implementing corrective measures, with the establishment of a contact window through which external stakeholders, including business partners and people in the local community, can submit reports, complaints and requests for consultation. When using the External Stakeholder Hotline, reports can be submitted anonymously (insofar as permitted by law), so that the reporting party's identity does not become known by third parties. The company's internal controls team responds to reports by contacting the related units, and takes appropriate action; depending on the case, the team may contact an attorney from outside the company to ensure that the case is handled fairly. Steps are taken to ensure persons who have submitted a report using the hotline do not suffer adverse treatment as a result.

JTB Group External Stakeholder Hotline

• ・Reception hours: Regular business hours at JTB (09:30-17:30, excluding weekends, public holidays, and other designated company holidays)
• ・Inquiry Form

■Implementing Dialogue with Stakeholders

In August 2024, we held a panel discussion, for viewing by all employees, on the topic of "Our Business and Human Rights - Aiming to Respect the Human Rights of Affected Stakeholders in the Tourism Industry," together with Mr. Ryusuke Tanaka, Programme Officer at the International Labour Organization (ILO) Office for Japan, with special responsibility for external affairs and labor standards, and Ms. Hiromi Takizawa, Regional Director of Human Resources, Japan, Korea and Micronesia, Hilton Hotels & Resorts.
The participants discussed the complexity of human rights issues in the tourism sector and the importance of ongoing measures for addressing these issues; the discussion stimulated a renewed awareness of the importance for JTB of "making an effort to learn" in relation to respect for human rights, and of the need for dialogue with stakeholders. Looking ahead, we will be working to strengthen human rights due diligence, expand human rights education for employees, and implement measures in preparation for promoting respect for human rights throughout the supply chain as a whole. We will also be continuing to engage in dialogue with stakeholders, working to deepen understanding of human rights issues in the tourism sector, and formulating concrete strategies to resolve issues.