Social Initiatives for the Asset Management Company’s Employees

Human Rights Policy

The Samty Group recognizes that its business activities may have potential or actual impacts on human rights.
We respect the human rights as set forth in the internationally recognized "International Bill of Human Rights" and the International Labour Organization's (ILO) "Declaration on Fundamental Principles and Rights at Work." We also conduct our business activities in accordance with the "United Nations Guiding Principles on Business and Human Rights."
We commit to understanding and complying with laws and regulations relevant to our business operations in all countries and regions where we conduct our activities. In the event that local laws and regulations differ from or conflict with international human rights standards in a given country or region, we will seek to respect internationally recognized human rights to the fullest extent possible within local laws and regulations.

Capacity Development, Personnel Training, and Comfortable Working Environments

Support for Obtaining Qualifications

For the purpose of self-development and improvement of the quality of work, we have instituted a system to support employees obtaining qualifications.

Number of qualified asset managers (Note 1)

Item	Number of qualified employees
Real Estate Transaction Agent (Note 2)	83
ARES Certified Master	23
Real estate appraiser	4

(Note 1)As of July 31,2026

(Note 2)Includes those who have passed the examination but not completed the qualification process.

Employment of Athletes by the Asset Management Company

In order to become a company that values people, we have established a basic sustainability policy and respect human rights and prevent discrimination and harassment.
The Asset Management Company hire athletes based on the Samty Group's basic sustainability policy and our sustainability policy. We support athletes so that they can be successful on the world stage and strive to create an environment in which they can compete with peace of mind.

Jun. 2015	Lake Saroma 100km Ultra Marathon and World Championship Preliminary Rounds 2nd Place
Sep. 2015	IAU 100km World
Feb. 2021	Biwako Mainichi Marathon
Sep. 2021	Tokyo 2020 Paralympic Games Marathon 3rd Place
Feb. 2022	Beppu Oita Mainichi Marathon
Jun. 2024	Asia Triathlon Para Championships (men’s PTS5) Winner
Mar. 2025	World Triathlon Para Cup 5th Place
May 2025	World Triathlon Para Series 3rd Place
Oct. 2025	Asia Triathlon Para Championships 2nd Place
Mar. 2026	World Triathlon Para Series 8th Place
Apr. 2026	World Triathlon Para Cup 6th Place
Jul. 2026	World Triathlon Para Cup 7th Place

Creating Comfortable Working Environments

Conducting employee satisfaction surveys
The Asset Management Company conducts an annual employee satisfaction survey and strives to create a comfortable working environment based on the results.
Improving comfort in working environments
To improve productivity and staff satisfaction, we have installed break spaces and an open desk assignment system.
Encouraging diverse work styles
We have established a telework policy and implemented a hybrid work system combining remote and in-office work, along with staggered working hours and hourly paid leave. In addition, we have also adopted a flextime system.
Support for training and providing in-house training
We encourage our officers and employees to participate in various training programs in the interest of capability development and talent cultivation.

Other Initiatives

Whistleblowing system “Samty Asset Hotline“ and Establishment of “harassment consultation desk” within the Asset Management Company
A contact point has been established to detect and correct various problems at an early stage, including internal violations of laws and regulations such as fraud and harassment.
Periodic health checkups
Once a year, regular health checkups are conducted for all officers and employees in the interest of health maintenance.
Support for work-life balance
To help employees achieve a better work-life balance, we encourage the use of a variety of work styles that suit individual lifestyles and work characteristics. Efforts here include providing laptops and smartphones to all officers and employees, and introducing a web conferencing system. At the same time, we are constantly updating our internal systems to strengthen information security.
Establishment of a Health Committee
A Health Committee has been established to improve the level of occupational health and to maintain and promote the health of officers and employees. The committee meets monthly to check the labor conditions of all officer and employees, the comfort and safety of the work environment, and to stream a lecture by an industrial physician after the meeting.
Formulation and implementation of an action plan to promote women's empowerment and support the next generation
To promote the continuous employment of women, enable our officers and employees to balance work and childcare, and ensure that everyone can fully demonstrate their abilities, we have formulated an action plan that includes initiatives such as improving the uptake rate of childcare leave and reducing overtime hours.
For details, please refer to “Initiatives for Employees” on the Samty Asset Management Co.,Ltd. website.

Personnel Evaluation Structure

For each officer and employee, the Asset Management Company evaluates their contribution to performance, ability to perform, and work attitude over a certain period of time based on certain standards. The results of this evaluation are reflected in personnel treatment, skill development, and training to promote fair and equitable management of personnel affairs.

Goal Setting: The evaluatee shall enter their performance goals for the evaluation period into the Performance Evaluation Sheet and submit it to the primary evaluator. Furthermore, at least one goal related to sustainability initiatives must be included. The primary evaluator will hold a meeting with the evaluatee to approve the goals, and then submit the Performance Evaluation Sheet to the Business Management Department. If an evaluation assistant is assigned, the sheet will be shared with them.
Self- Evaluation: The evaluatee shall enter their self-evaluation into the Performance Evaluation Sheet, the Behavioral Evaluation Sheet, and the Activity Evaluation Sheet, and submit them to the primary evaluator.
Assistance with Primary Evaluation: The evaluation assistant designated by the Business Management Department shall enter reference information for each of the evaluatee's evaluations into the Evaluation Assistant Sheet, and submit it to the primary evaluator.
Evaluation Meeting: The primary evaluator shall hold a meeting with the evaluatee to review their work initiatives and confirm the contents of their self-evaluation.
Primary Evaluation Secondary Evaluation: The primary evaluator and the secondary evaluator shall sequentially enter the evaluatee's performance, behavioral, activity, and overall evaluations into their respective evaluation sheets. The primary evaluator shall submit the sheets to the secondary evaluator, and the secondary evaluator shall submit them to the Business Management Department. If an Evaluation Assistant Sheet has been received from an evaluation assistant, it shall be submitted to the Business Management Department at the same time.
Final Evaluation: The Representative Director shall determine the overall evaluation by taking into account the results of each evaluation, and enter it into the Overall Evaluation Sheet.
Feedback: The primary evaluator shall hold a meeting with the evaluatee to provide feedback and issue the Notice of Employment Conditions. Furthermore, the primary evaluator shall provide developmental guidance based on each evaluation, establish a mutual understanding with the evaluatee, and advise on the next goal setting.

Benefits

The Asset Management Company supports the work-life balance of executives and employees in multiple aspects by establishing various benefit programs, and strives to further enhance corporate value through the improvement of labor productivity.

Social insurance programs (employee pension insurance, unemployment insurance, workers' compensation insurance)	Special leave (congratulation/condolence leave)	Family care leave
Staggered working hours and Flextime system	Maternity leave system	Reduced working hours for childcare
Congratulation/condolence allowance system	Childcare leave system	Reduced working hours for family care
Annual paid leave	Family care leave system	Defined contribution pension plan
Investment unit accumulated investment program	Leave for sick child care	Group insurance

Data on Officers and Employees

Item		FY2021	FY2022	FY2023	FY2024	FY2025
Number of officers and employees (Note 1)	Overall	59	91	96	104	131
	Male	42	61	64	65	87
	Female	17	30	32	39	44
Number of Managers (Note 2)	Overall	14	31	37	37	43
	Male	11	24	26	26	33
	Female	3	7	11	11	10
Rate of paid leave taken(Note 3)	Overall	75%	47%	75%	81%	58%
Average monthly overtime hours(Note 3)	Overall	7.8 hours	10.5 hours	10.1 hours	9.5 hours	14.5 hours
Number of persons taking childcare leave	Overall	0	0	2	5	6

(Note 1)Includes officers (full-time/part-time) and employees on secondment (excluding Temporary employees and those on secondment to other entities).

(Note 2)Includes those at manager level and above (excluding officers).

(Note 3)Includes employees on secondment (excluding those on secondment to other entities).