For Those Participating in Our Recruitment Process

Prevention of Harassment During Recruitment Activities

Wovn Technologies Inc. prohibits all forms of harassment during its recruitment activities. To ensure that our officers and employees conduct fair and appropriate recruitment practices, we have established the following policy and are committed to ensuring awareness and compliance.

1. Scope of Application

This policy applies not only to individuals who have formally applied for positions at our company, but also to those who are considering applying through interactions such as informal interviews or company information sessions.

This policy applies to the following situations:

• Informal interviews, interviews, reference checks, recruitment dinners, and offer meetings

• Company information sessions, alumni visits (OB/OG visits), and internships

• Emails, social media, phone calls, and online communications related to the above activities

2. Prohibited Conduct

Our officers and employees must not engage in any of the following conduct during recruitment activities. In addition to the examples listed below, any other conduct that constitutes harassment is also prohibited.

• Sexual Conduct or Harassment

  Asking about sexual experiences or private matters of a sexual nature, making sexual jokes or remarks, making sexual comments about a person’s appearance or body, engaging in unnecessary physical contact, requesting a sexual relationship, or similar behavior. This also includes non-physical sexual conduct, such as showing or sending sexually explicit images or messages.

• Intimidation, Insults, or Attacks on Personal Dignity

  Yelling at or threatening candidates, ridiculing their background, experience, or opinions, making statements that harm their dignity or self-respect, or otherwise engaging in insulting or intimidating behavior based on their responses or differing viewpoints.

• Requests That Abuse a Position of Authority in the Recruitment Process

  Requesting personal favors, gifts, money, or private relationships by implying preferential treatment in the selection process or employment opportunities. This also includes pressuring candidates to comply by suggesting or implying that refusing such requests may negatively affect their selection outcome.

• Pressure to Drink Alcohol or Participate in Social Activities

  Continuing to encourage alcohol consumption after someone has indicated that they cannot or do not wish to drink, encouraging excessive drinking or forced drinking, ordering or pouring alcohol without confirming the person’s wishes, criticizing someone for declining alcohol, preventing someone from leaving when they wish to do so, or repeatedly requesting participation in after-parties despite refusal.

• Non-Recruitment-Related Contact, Personal Invitations, or Solicitation

  Sending personal messages using contact information obtained through recruitment activities, inviting candidates to personal relationships or private meals/outings unrelated to the recruitment process, or using recruitment-related interactions to solicit participation in organizations, activities, events, or the purchase of products or services unrelated to recruitment.

• Requesting or Sharing Personal Information Unrelated to Job Qualifications

  Asking candidates to disclose information unrelated to their skills, experience, or ability to perform the job, such as family members’ occupations or income, family circumstances, religion, or political affiliation, or pressuring candidates to answer such questions. This also includes sharing personal information learned through recruitment activities for personal interest or disclosing sensitive personal information, such as sexual orientation, without the individual’s consent.

3. Interviews, Recruitment Dinners, and Communications

• Interviews and Meetings

  We will inform candidates in advance of the date, location, or online format for interviews and meetings. For in-person meetings, we use appropriate locations for recruitment activities, such as meeting rooms at our offices. Interviews and meetings will not be conducted at employees’ private residences, hotel rooms, or similar private locations.

• Recruitment Dinners

  When recruitment dinners are held, we will provide information regarding the date, location, and participants in advance. Whether or not to drink alcohol, as well as the amount consumed, is entirely at the candidate’s discretion. Candidates will not be treated unfavorably for declining alcohol.

• Communications and Reference Checks

  Regardless of the communication method, including email and social media, contact information obtained through recruitment activities will not be used for personal communication or solicitation unrelated to recruitment. Recruitment-related communications will generally be conducted through recruiters, hiring representatives, or HR leadership.

  Reference checks are conducted only after obtaining the candidate’s prior consent. We will not disclose the fact that an individual has applied or is considering a career change to their current employer without their consent.

4. Contact for Consultation

If you experience any of the above behavior from our officers or employees, or if you have concerns regarding interviews, recruitment dinners, or communications during the recruitment process, please contact the following consultation desk. We also accept inquiries where it is unclear whether a particular situation constitutes harassment.

You may contact us before applying, during the selection process, or after the recruitment process has concluded. You do not need to notify your recruiter or interviewer before contacting this desk.

When contacting us, please provide, to the extent possible, the date and time of the incident, location or communication method, name of the person involved, and details of the conduct. If you have records such as emails or messages, please include them as well. You may still contact us even if no records are available.

Anonymous consultations are also accepted. However, please note that it may be difficult to conduct a full investigation or take specific actions in cases where the identity of the person making the report cannot be confirmed.

5. Response After Receiving a Consultation

Upon receiving a consultation, we will confirm the details of the matter and the individual’s preferences, and investigate the facts through interviews with relevant parties as necessary. Depending on the circumstances, we may take measures such as changing interviewers or suspending contact from the relevant employee.

If inappropriate conduct is confirmed, we will take appropriate disciplinary action against those involved and implement measures to prevent recurrence.

Information related to consultations and the personal information of individuals involved will be strictly managed and shared only to the extent necessary for handling the matter.

We will not take any unfavorable action, such as rejecting an application or lowering an evaluation in the selection process, because an individual has made a consultation, provided information, or cooperated with a fact-finding investigation.

Wovn Technologies Inc.

October 1, 2026

Notice regarding language versions

This document is provided in both Japanese and English. In the event of any discrepancy or inconsistency between the Japanese and English versions, the Japanese version shall prevail.