Society

ARE Holdings Group has been committed to legal compliance and respect for human rights in all aspects of our corporate activities. As awareness of human rights increases worldwide, we will further strengthen our efforts to respect human rights in accordance with international human rights initiatives.

Human Rights Policy

ARE Holdings Group Human Rights Policy

In accordance with the Asahi Way, the ARE Holdings Group (hereinafter "the Group") is committed to compliance with all applicable laws and regulations and respect for human rights in all aspects of its corporate activities as a company of good people with high ethical standards and social conscience, thereby contributing to the development of a sustainable society.
This ARE Holdings Group Human Rights Policy (hereinafter "the Policy"), which clearly defines the Group's views on human rights, applies to all employees of the Group including directors and executives. We pledge to comply with the Policy in all of our corporate activities.
We also support and respect international norms on human rights, such as the International Bill of Human Rights (Universal Declaration of Human Rights and International Covenants on Human Rights), the ILO Declaration on Fundamental Principles and Rights at Work of the International Labour Organization (ILO), and the United Nations Guiding Principles on Business and Human Rights. Furthermore, we expect all the stakeholders involved in our business activities to work together to promote respect for human rights, by understanding and practicing respect for human rights in accordance with the Policy.

1.Prohibition of discrimination
In accordance with the basic principle that all people are entitled to respect for their individuality and human rights, to fair treatment, and to equal opportunity, we do not tolerate any form of discrimination or disadvantageous treatment based on age, gender, nationality, race, religion, ideological beliefs, sexual orientation, gender identity, or disability. We promote a workplace environment in which diverse human resources are empowered to participate energetically, with equal opportunity in terms of recruitment, assessment, training, assignments and postings, and pay rises and job promotions.

2.Prohibition of harassment
We do not tolerate any form of behavior such as sexual harassment and abuse of authority that offends the dignity of an individual or causes him/her discomfort. At the same time, we strive continually to prevent such harassment through employee education and other means.

3.Prohibition of forced labor and child labor
As part of our effort to defend fundamental human rights, we prohibit any form of forced labor, child labor, or hazardous work for children under 18 years of age in any place that we do business, making sure to always conduct our business activities in compliance with applicable laws and regulations.

4.Management of working hours and pay
In accordance with the Labor Standards Act, labor-management agreements, and all applicable laws and regulations, we endeavor to prevent overwork and limit overtime work by carefully considering appropriate working hours and rest periods, appropriate overtime work, work-life balance, and the maintenance and promotion of employee health. In compliance with all legal requirements regarding minimum wages, statutory benefits and deductions, overtime work, etc., we establish salary regulations to ensure that we pay minimum wage or higher remuneration, taking into account the income necessary to ensure a stable livelihood. We also pay our employees directly.

5.Ensuring employee health and safety
In accordance with all applicable laws and regulations relating to work safety and health, we strive to ensure and maintain a healthy and safe work environment so that each and every employee enjoys the peace of mind to work energetically and fully demonstrate their abilities.

6.Respect for freedom of association and the right to collective bargaining
In compliance with all applicable laws and regulations, we respect the freedom of association and right to collective bargaining of our employees.

The Policy was approved by the Board of Directors of ARE Holdings.

January 31,2024
Tomoya Higashiura
Representative Director,
President＆CEO
ARE Holdings, Inc.

Human Rights Due Diligence

　　　　　

In order to promote initiatives based on the Human Rights Policy, ARE Holdings Group is working to identify human rights risks that may cause human rights violations resulting from its business activities. For example, we have established a "Responsible Precious Metals Management Policy" with the aim of avoiding human rights violations in conflict zones, money laundering, fraudulent transactions, and funds going to terrorists. To achieve this, we have set up a responsible precious metals management system that complies with LBMA, LPPM and RJC guidance. This system is also maintained and improved by obtaining certification from a relevant third-party organization and by undergoing regular independent audits. To respond to one of our priority SDG-related goals "supplying precious metals in ways that are friendly to people, society, and the environment" we are striving to build and maintain the "Asahi Brand," which can be trusted by customers around the world, allowing them to procure precious metal products that help protect human rights and the environment.

Responsible Precious Metals Management Policy
https://www.asahimetalfine.com/en/responsible-sourcing/ 　　　　　　　　　

Dialogue

ARE Holdings Group will engage in dialogue and consultation with stakeholders who have actual or potential adverse effects on human rights resulting from our business activities.

Correction and Remediation

When it becomes clear that ARE Holdings Group has caused adverse effects on human rights through our business activities, we will work to remedy such impacts through appropriate procedures.

Education and Awareness

ARE Holdings Group posts human rights-related documents such as the Human Rights Policy, the Asahi Way, the Harassment Prohibition Policy, and the Asahi Hotline on the company intranet at all times for access and dissemination. In addition, to deepen understanding of the prohibition of discrimination and respect for human rights, we provide education and training on the prohibition of harassment and respect for diversity (e-learning/for all officers and employees).

Information Disclosure

ARE Holdings Group will disclose information on its efforts to respect human rights through its website and other means.

Governance and Promotion Structure

ARE Holdings Group will report to its Sustainability Committee and its Board of Directors regularly the status of compliance with the Human Rights Policy and our efforts to respect human rights.

Consultation and Reporting Desk

ARE Holdings Group has established the Asahi Hotline in accordance with the internal reporting system "whistle -blowing system" to directly receive reports from all employees in and outside of Japan regarding organizational or individual violations of laws and regulations, misconduct, and human rights violations, including harassment and to appropriately resolve such issues. The Asahi Hotline has internal and external contact points and the external contact point is an outside law firm to ensure independence and anonymous reporting is also accepted. The in-house consultation service is also readily available for the purpose of prevention. We will respond impartially to the reported case, conduct a prompt and appropriate investigation, and take appropriate corrective measures. No one will be disadvantaged as a result of reporting or consultation, and all information will be kept confidential. In addition, we have established a contact point on its website where internal and external stakeholders can anonymously report concerns or problems related to "Responsible Precious Metals Management.

While welcoming workplace diversity, the members of the ARE Holdings Group respect each other's individuality. We are engaged in various initiatives with the aim of creating inclusive workplaces where all employees can demonstrate their abilities.

Three-day weekend model / designated 10-day annual leave model

We introduced this program with the dual aim of maintaining and improving human productivity within our business activities and providing work styles that cater to the diverse lifestyles of our employees. This includes not only childbirth, childcare, school runs, nursing care, medical treatment, and clinic visits, but also actively encourages the effective use of newly created time for re-skilling--learning anew through personal development--as well as hobbies and leisure activities.

Rest Intervals and No Late-Night Work

To ensure the health of employees, we have introduced a work system that requires a rest interval of at least 11 hours before an employee can return to work the next day. The level of achievement is also checked using the system, and the goal is to reach 100% compliance. In addition, with the exception of shift workers, employees are prevented from working during the late night hours of 10 p.m. to 5 a.m.

Women in the Workplace

We aim to be a company where female employees can succeed in the workplace and demonstrate their full potential. Round-table discussions are held for female executives and employees. Through these discussions, we are working to raise awareness of career opportunities and to make workplaces more supportive for women.

Employment of People with Disabilities

We will strive to create rewarding work opportunities for people with disabilities that will allow them to utilize their abilities and experience to participate in the workforce.

Work-Life Balance Support

We are working to create a supportive environment for employees who need time off work for family reasons, such as those expecting a baby, raising young children, or caring for a family member.
Employees can receive shortened work hours after maternity leave and up until the child graduates from elementary school, which goes beyond legal requirements. Our system also makes it easy for employees to take other legally mandated leave and allows them to adjust their work to their personal situation.

Encouraging men to take paternity leave

Promoting a diverse work culture that accommodates the varied working styles and contributions of all our employees cannot be achieved solely by targeting female employees. In addition to disseminating information about paternity leave for male employees, we are also promoting the creation of an environment where men can comfortably engage in childcare by, for example, implementing in-house training programs targeting all managers.

Priority SDG-Related Goal Enhancement of work-life balance
and diversity promotion