Human Rights

The Digital Garage Group respects the human rights of all stakeholders. We have established “coexistence with society based on respect for human rights” as a key materiality issue, positioning the respect for human rights as a critical management priority. We have established the “Digital Garage Group Human Rights Policy,” which supports and respects major international human rights standards. We will continuously strengthen our human rights initiatives while considering the impact of our business operations, thereby aiming to contribute to a safe and equitable society.

To further promote sustainable management, the Group established the “Digital Garage Group Human Rights Policy” in September 2025. This policy is based on international norms such as the International Bill of Human Rights and the UN Guiding Principles on Business and Human Rights, and establishes provisions for prohibiting discrimination among all officers and employees, ensuring human rights considerations and privacy protection in the use of AI, promoting human rights awareness through education and training, and establishing appropriate response systems. The entire Group is committed to respecting these human rights principles.

Digital Garage Group upholds the purpose of “Designing ‘New Context’ for a sustainable society with technology.” Since the dawn of the internet, we have implemented technology not merely for profit, but from the perspective of contributing to society and making society better. We recognize respect for human rights as a critical issue in our business activities and hereby establish the “Digital Garage Group Human Rights Policy” to further advance this practice. This policy will be regularly reviewed under the supervision of the Board of Directors, taking into account changes in human rights circumstances and business environment, and revised as necessary.

About the Human Rights Policy

Digital Garage Group supports and respects international human rights standards, including the United Nations “International Bill of Human Rights,” “Guiding Principles on Business and Human Rights,” and “ILO Declaration on Fundamental Principles and Rights at Work,” with the objective of respecting the human rights of all people affected by our corporate activities and fulfilling our responsibilities.

Scope of Application

This policy applies to all officers and employees working at Digital Garage Group. We also expect our business partners and suppliers to support the content of this policy and respect human rights in the same manner as Digital Garage Group.

Respect for Human Rights

Digital Garage Group respects the diversity, equity, and inclusiveness of all officers and employees, and does not tolerate any discrimination or harassment based on race, ethnicity, religion, nationality, origin, gender, sexual orientation, gender identity, gender expression, age, disability, illness, or any other factors.

Ethical Use of AI and Respect for Privacy

Digital Garage Group understands that while the utilization of AI brings significant benefits to society, it may also have potential impacts on human rights. We also respect individual privacy and thoroughly protect it. We strive for the sound development and operation of AI technology and the proper handling of personal information.

Education and Awareness

Digital Garage Group will provide appropriate education to all officers and employees to ensure that this policy is integrated and established throughout our business activities, and that it is understood and effectively implemented.

Remediation, Framework, and Responsible Parties

Digital Garage Group has established consultation channels, and when consultations or reports regarding human rights violations are received, they are reported to our Compliance Committee. While ensuring the confidentiality of whistleblowers, we will respond appropriately through correcting violations, disciplining violators, and implementing recurrence prevention measures, taking fair and just remedial actions while considering and implementing future preventive measures. We strive to conduct appropriate human rights due diligence to prevent or mitigate negative impacts on human rights in our corporate activities. Human rights respect initiatives are the responsibility of the Head of the Corporate Division.

September 2025
Digital Garage, Inc.
Representative Director,
President Executive Officer and Group CEO
Kaoru Hayashi

In accordance with the Digital Garage Group Human Rights Policy, Digital Garage, Inc. and its domestic and overseas subsidiaries (collectively, the “Group”) engage sincerely with the opinions and requests received from customers and business partners.

1. The Group’s Basic Stance

The Group regards the opinions, requests and complaints received from customers and business partners as valuable opportunities to improve its products, services and the quality of its operations, and strives to respond to them sincerely and appropriately.
At the same time, conduct that goes beyond what is socially acceptable harms the working environment of the Group’s officers and employees and affects the Group’s ability to provide stable, high-quality services. The Group does not tolerate customer harassment; it will protect its officers and employees and respond firmly to such conduct.

2. Definition of Customer Harassment

The Group treats as customer harassment any conduct by customers, business partners, users, persons making inquiries, counterparties to contract negotiations and other persons connected with the Group’s business (collectively, “Customers and Counterparties”) that satisfies all of the following:
(1) the conduct is that of a Customer or Counterparty;
(2) its content, means or manner goes beyond what is socially acceptable in light of the nature of the business and other relevant circumstances; and
(3) the working environment of the Group’s officers or employees is harmed as a result.
Regarding legitimate opinions and requests:Legitimate complaints about products or services, requests for improvement and assertions of rights based on a contract are not treated as customer harassment.
Requests for reasonable accommodation under the Act for Eliminating Discrimination Against Persons with Disabilities (Japan) will likewise be handled appropriately in accordance with that Act.

3. Conduct That May Constitute Customer Harassment

The following are examples.
Whether particular conduct constitutes customer harassment is determined by considering its purpose, background, content, manner, frequency, persistence and other relevant factors as a whole.

• Physical attacks, such as violence or the infliction of bodily injury.
• Psychological attacks, such as intimidation, disparaging or defamatory remarks, insults, abusive language, or demanding that an officer or employee kneel in apology.
• Coercive conduct, or conduct that is repeated or persistent.
• Discriminatory conduct relating to gender, age, nationality, race, disability or other attributes.
• Conduct that restrains officers or employees, such as refusing to leave the premises, staging a sit-in, or detaining them for extended periods.
• Demands unrelated to the Group’s products, services or the terms of a contract, or demands that go significantly beyond the services contemplated by a contract.
• Demands that are extremely difficult or impossible to meet, or unjustified demands for refunds, price reductions or compensation for damages.
• Conduct that infringes the privacy of officers or employees, unauthorized photography or recording, the posting of personal information on social media or elsewhere, or any suggestion of doing so.

4. Response to Incidents

Where the Group determines that conduct may constitute customer harassment, it will not leave the officer or employee concerned to handle the matter alone; supervisors, managers and the relevant departments will work together in responding.
Depending on the nature and seriousness of the case, the Group may take the following measures.

• Organizational response: The Group may change the person in charge, have multiple employees handle the matter, change the method or location of the response, and keep written or audio records in order to establish the facts.
• Termination of response: Where demands or conduct that goes beyond what is socially acceptable continues after sufficient explanation has been given, the Group may end the telephone call, meeting or other response.
• Measures relating to services and transactions: In particularly egregious cases, the Group may suspend or restrict the provision of services, restrict access to its premises, or review the business relationship, in each case in accordance with applicable laws and contracts.
• Cooperation with external authorities: Where conduct may constitute a criminal offense, or where legal action is considered necessary, the Group will report the matter to the police, seek advice from legal counsel and take other necessary measures.
• Support for officers and employees: The Group maintains an internal contact point at which officers and employees can raise concerns. Following an incident, the Group will check on the physical and mental condition of the officers and employees concerned and provide prompt mental health care and support. In addition, the Group will not subject any officer or employee to disadvantageous treatment in employment on the grounds that they have raised a concern and will strictly protect the confidentiality of the matters raised and the privacy of the individuals concerned.

5. Prohibition of Comparable Conduct by the Group’s Officers and Employees

While protecting its officers and employees from customer harassment, the Group also prohibits its own officers and employees from engaging in conduct of a comparable nature toward customers, business partners and other stakeholders.
Under the Group’s internal rules (Harassment Prevention Regulations), officers and employees are prohibited from directing abusive language, insults or coercive conduct at stakeholders; from discriminatory conduct relating to gender, age, nationality, race, disability or other attributes; from making unjustified or excessive demands that go beyond a contract or the scope of business; from demanding unjustified apologies; from persistent contact or from detaining stakeholders for extended periods; and from infringing their privacy.
The Group provides education and awareness programs to prevent such conduct.
Where such conduct is confirmed, the Group will address it appropriately in accordance with its Rules of Employment.
Where a business partner or other party requests the Group’s cooperation in establishing the facts of such an incident, the Group will respond sincerely.
The Group strives to build sound and constructive relationships with all of its customers and business partners, based on mutual respect.

Established: September 25, 2026

In accordance with the Digital Garage Group Human Rights Policy, Digital Garage, Inc., DG Financial Technology, Inc., DG Business Technology, Inc. and SCORE, Inc. (collectively, the “Group” for the purposes of this policy) are committed to providing an environment in which every job applicant can take part in our selection process with confidence.
This policy applies to all recruitment activities, including new graduate recruitment, mid-career recruitment and internships.
The Group does not tolerate harassment in any form. This extends beyond the forms of sexual harassment defined by law to include power harassment (the abuse of a position of authority) and discriminatory conduct relating to race, gender, belief or similar attributes.

1. The Group’s Basic Stance

The Group conducts fair, impartial and honest　selection processes for all job applicants, regardless of the type of employment or the recruitment channel through which they apply.
The Group carries out its recruitment activities with respect for the human rights, dignity and diversity of applicants, and with due consideration for their privacy.

2. Rules for Interviewers and Others Involved in the Selection Process (Selection Rules)

The Group’s officers and employees shall comply with the following rules, and ensure that they are applied consistently, throughout all recruitment activities.
(1) Prohibition of inappropriate questions: Unnecessary questions or remarks concerning gender, race, religion or private matters (such as personal relationships, marriage or plans to have children) are prohibited.
(2) Prohibition of words and actions that cause discomfort or intimidation: Coercive language and actions that take advantage of one’s position; intimidating behavior; any conduct that the applicant would find offensive; pressuring an applicant to withdraw from another company’s selection process or to bring their job search to an end.
(3) Prohibition of contact through personal social media (for new graduate recruitment): Officers and employees are prohibited from communicating with applicants about the selection process, or arranging meetings with them, through their personal social media accounts.
All communications concerning the selection process must be made through the tools designated by the Group.
Officers and employees are also prohibited from registering for or using, in a personal capacity, applications that match students with alumni for informal career discussions (so-called “OB/OG visits”).
(4) Ensuring an appropriate setting for interviews (for new graduate recruitment): Interviews and meetings for new graduate recruitment shall be held at the Group’s own facilities (internal interview rooms) or using the online tools designated by the Group.
(5) Consideration when meals or other similar occasions are held : Where a meal or similar occasion is arranged, due consideration will be given to the time of day, the venue and the composition of participants , and measures will be taken to thoroughly prevent harassment.
No one will be pressured to drink alcohol, and the Group will ensure that applicants can decline food or drink, or leave, without hesitation.
(6) Internal training: The Group provides training on harassment prevention and on fair recruitment and selection to all officers and employees involved in its recruitment activities.

3. Response to Violations

Where an officer or employee of the Group violates this policy, the companies concerned will address the matter rigorously in accordance with their respective Rules of Employment.

4. Contact Point for Consultations and Inquiries

If you feel that you have been subjected to conduct amounting to harassment during our selection process, or if you have any questions or concerns, please contact us via the link below.
Neither the content of your consultation nor the fact that you have raised the matter will have any effect on the outcome of your selection process.
The privacy of anyone who contacts us will be strictly protected.

Harassment Contact Point for Job Applicants (Only in Japanese）

Established: September 25, 2026