Sustainability | KRAFTON

KRAFTON develops plans to create a sustainable future focused on the environment, social and governance to grow the value of company and various stakeholders in the short and long term, and realizes them. In addition, KRAFTON practices sustainability by managing not only financial risks but also non-financial risks.

Environment

Environmental

Items

Detailed items

Activities

1.1

Environmental management system

Environmental information disclosure

•

Disclosure of information on the green management organization, water and energy usage, waste generation, etc. for 2022 on the Environmental Management Information System

1.2

Operational environmental impact and eco-efficiency

Energy consumption

•

Energy consumption by location over the past 3 years

Category		Location	Unit	2021	2022	2023
Direct energy	Gas	Yeoksam (Office)	TJ	0.40	1.00	1.60
Direct energy	Gas	Seocho (Office)	TJ	0.75	0.59	1.16
Subtotal			TJ	1.15	1.59	2.76
Indirect energy	Electricity	Yeoksam (Office)	TJ	9.89	41.46	46.65
		Seocho (Office)	TJ	6.01	5.50	7.60
		Pangyo (Office)	TJ	11.51	9.43	6.97
		Seongsu (Office)	TJ	1.99	0.91	0.28
		Pangyo (Data Center)	TJ	6.62	8.02	7.29
		Seongsu (Rental)	TJ	N/A	2.64	4.75
Subtotal			TJ	36.01	67.97	73.55
Total			TJ	37.17	69.56	76.31
Energy intensity(*1)			TJ/Rev.	0.002	0.004	0.004
Annual reduction rate(*2)			%	(-)72.1%	(-)87.2%%	(-)9.7%

(*1)

Calculation based on consolidated revenue (unit: hundred million)

(*2)

Reduction rate

–

Increase in energy consumption in 2021 due to the opening of the Yeoksam office

–

Increase in energy consumption in 2022 due to shift from telecommuting to office work after COVID-19

–

Increase in energy consumption in 2023 due to additional real estate in Seongsu-dong and the expansion of cafeteria facilities in Seocho office

1.3

Energy conservation

•

Encouragement of an energy-saving culture among employees through resource-saving campaigns.

•

Automatic power-off settings

–

Large display in front of elevator: 22:00

–

Air conditioners in meeting rooms (during summer): 1st shutdown at 20:00, full shutdown at 23:50

•

Lighting

–

Use of LED lights (Pangyo, Yeoksam: Dimming function / Seocho: Only On-Off is allowed)

–

Lighting in meeting rooms: automatic power-off using sensors when not in use

1.4

Resources recycling

•

Use of recyclable paper bags for employees

•

Use of recycled A4 paper

–

Reduction of greenhouse gas emissions in the ‘pre-manufacturing stage’ by using ‘recycled pulp’ made from waste paper instead of ‘natural pulp,’ excluding the process of ‘wood harvesting, cutting, and processing’ during paper production

•

Cafeteria food waste management

–

Campaign for Zero Food Waste Days

–

Recycling of food waste (organic compost, feed ingredients, bio-oil, etc.)

1.5

Carbon emissions reduction

•

Commuter buses

–

Commuter bus use rate: approximately 68 users as of December 2023

•

Shuttle buses

–

By hub (office buildings): Yeoksam, Seocho, Pangyo

–

Between stations: Gangnam Station, Yeoksam Statio

•

No operation of company-owned passenger cars (corporate vehicles

1.6

Resources conservation and environmental protection

•

Employee campaign (HUB notice)

–

Upload of at least one post per quarter

–

Upload of posts or ads about resource saving and environmental protection

•

Collection of Nespresso coffee capsules

–

Participation in the recycling program run by Nespresso

•

Encouragement of tumbler use at the in-house cafe

–

Coupons provided for tumbler use

1.7

Green building plans

•

New office building set for completion in 2028, with green building plans focused on sustainability

–

Installation of renewable energy systems

–

Use of eco-friendly building materials

–

Application of high-efficiency energy systems

1.8

Management of climate-related risks and opportunities

GHG(Greenhouse Gas) emissions

•

GHG emissions by location over the past 3 years

Category	Location	Unit	2021	2022	2023
Scope 1	Yoksam(Office)	tCO2eq	20.35	50.55	80.36
Scope 1	Seocho (Office)	tCO2eq	37.61	29.85	58.61
Subtotal		tCO2eq	57.96	80.40	138.96
Scope 2	Yoksam(Office)	tCO2eq	489.06	2,050.05	2,306.72
	Seocho (Office)	tCO2eq	297.11	272.18	375.88
	Pangyo (Office)	tCO2eq	568.91	466.26	344.79
	Seongsu (Office)	tCO2eq	98.58	45.12	14.01
	Pangyo (Data Center)	tCO2eq	327.20	396.68	360.27
Subtotal		tCO2eq	1,780.86	3,230.30	3,401.65
Scope 3	Seongsu (Rental)	tCO2eq	N/A	130.46	235.11
Total		tCO2eq	1,838.82	3,441.16	3,775.73
GHG Emission intensity(*1)		tCO2eq/Rev.	0.098	0.186	0.198
Annual reduction rate(*2)		%	(-)72.1%	(-)87.1%	(-)9.7%

(*1)

Calculation based on consolidated revenue (unit: hundred million)

(*2)

Reduction rate

–

Increase in GHG emissions in 2021 due to the opening of the Yeoksam office

–

Increase in GHG emissions in 2022 due to shift from telecommuting to office work after COVID-19

–

Increase in GHG emissions in 2023 due to additional real estate in Seongsu-dong and the expansion of cafeteria facilities in Seocho office

1.9

GHG reduction

•

No operation of in-house data centers, utilizing cloud services for game server

–

Approximately 9,000 cloud (A**, M**) VM instances in use as of June 2024

–

Cloud service providers plan to achieve 100% renewable energy use by 2025

–

Reduction in greenhouse gas emissions due to the use of cloud services for game servers

•

Few physical servers for in-house information systems located in third-party data centers with lease

Social

Items

Detailed items

Activities

2.1

Industrial safety and health

Employee safety and health

•

Operation of Industrial Safety and Health Committee (employee representatives, employer representatives/ quarterly meetings

–

Annual air quality measurement (covering all offices)

–

Bake-out procedure conducted when moving into the Seocho office

–

Company-wide training on AED heart defibrillators

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Annual fire evacuation drills (Yeoksam and Pangyo in 2022 / Yeoksam, Seocho, and Pangyo in 2023)

–

Detection of wiretapping, eavesdropping and illegal filming (in closed spaces, meeting rooms, restrooms, etc.)

–

Risk assessment activities (industrial safety and health activities)

▪

Making improvements based on evaluation results (ex. expanded posting of safety and health signs)

–

ISOS services that provide comprehensive safety management services during overseas business trips (covering both business travelers and dispatch employees, 859 business trips in 2023)

•

Company regulations on industrial safety and health management

2.1-1

Safety and health for partner companies

•

Support for compliance with safety and health obligations for subcontractors

–

Monthly operation of consultative meetings with full attendance of subcontractors

–

Provision of venues and materials for the safety and health education of subcontractors

–

Encouragement of subcontractor employees to use sanitary facilities

2.2

Human resources development

Employee status

•

Diversity of employees

Category				2021.12.31	2022.12.31	2023.12.31
Employees(*1)	Team members	Male	Head count	901	989	827
		Male	Ratio	68.0%	67.1%	64.6%
		Female	Head count	424	484	453
		Female	Ratio	32.0%	32.9%	35.4%
	Managers(*2)	Male	Head count	207	212	205
		Male	Ratio	81.5%	80.9%	77.7%
		Female	Head count	47	50	59
		Female	Ratio	18.5%	19.1%	22.3%
Foreign employees			Head count	52	61	50

(*1)

KRAFTON, Inc. members as of December 31, 2023 (excluding registered executives)

(*2)

Team leaders and above

•

Employee turnover(*1)

Category		2021
		Male		Female		Total	Ratio by type of turnove
		Head count	Ratio	Head count	Ratio	Total	Ratio by type of turnove
By type	Voluntary turnover(*2)	104	75.9%	33	24.1%	137	89.0%
	Non-voluntary turnover(*3)	7	77.8%	2	22.2%	9	5.8%
	Relocation to affiliates	7	87.5%	1	12.5%	8	5.2%
Total		118	76.6%	36	23.4%	154	100.0%

Category		2022
		Male		Female		Total	Ratio by type of turnover
		Head count	Ratio	Head count	Ratio	Total	Ratio by type of turnover
By type	Voluntary turnover(*2)	128	71.9%	50	28.1%	178	94.2%
	Non-voluntary turnover(*3)	2	66.7%	1	33.3%	3	1.6%
	Relocation to affiliates	5	62.5%	3	37.5%	8	4.2%
Total		135	71.4%	54	28.6%	189	100.0%

Category		2023
		Male		Female		Total	Ratio by type of turnover
		Head count	Ratio	Head count	Ratio	Total	Ratio by type of turnover
By type	Voluntary turnover(*2)	127	69.0%	57	31.0%	184	40.9%
	Non-voluntary turnover(*3)	4	66.7%	2	33.3%	6	1.3%
	Relocation to affiliates	194	74.6%	66	25.4%	260	57.8%
Total		325	72.2%	125	27.8%	450	100.0%

(*1)

Based on regular employees

(*2)

An individual-led decision to leave the organization with all reasons except non-voluntary turnover and relocation to affiliates, regardless of the organization’s intention

(*3)

Termination of employment initiated by the organization, including recommendation to resign, dismissal during probation, etc

•

Voluntary turnover rate in 2023: 11.1%, at the industry average level

2.3

Employee health promotion

•

Programs for promoting employees’ health (for all employees including regular and contract workers)

–

Health check-ups (employee and one family member)

–

Group insurance enrollment

–

Exercise expense support

2.4

Work and life balance

(For all employees)

•

Selective working hours policy

–

Flexible working hours, excluding core time from 11:00 AM to 4:00 PM

•

Telecommuting policy

–

Telecommuting at least once a week at the discretion of the team unit

•

KRAFTON daycare center (Yeoksam, Pangyo)

–

Little Fore (max. 180)

•

Approved leave system

–

Refresh leave, long service leave, health check-up, moving leave, birthday leave, paid sick leave, etc.

•

Self-Approval Leave System

–

96.27% of annual leave used (as of end-2023)

2.5

Pregnancy support program

•

Reserved parking spots for pregnant employees

•

Nursing rooms

•

Maternity leave before and after childbirth and parental leave

•

Reduced working hours during pregnancy

•

Leave for prenatal health check-up

2.6

Employee family care

•

Congratulations and condolence for all employees

–

Provision of support and extensive leave for events such as weddings, funerals, births, and children’s elementary school admissions

2.7

Employee housing support

•

Interest-free housing loan

•

Housing loan interest support

•

Assistance for new employees adapting to the company

–

Shared housing

2.8

Fair recruitment

•

Establishment of anti-discrimination policy

–

Stated in Articles 4 and 5 of the Work Rules

2.9

Employee communication

•

Active communication with employees

–

Feedback and opinion gathering through the Board of Communication(labor-management council) meeting every month from 2018 to the present(2023)

▪

12 meetings in 2021, discussing and dealing with 44 agendas

▪

12 meetings in 2022, discussing and dealing with 26 agendas

▪

12 meetings in 2023, discussing and dealing with 22 agendas

2.10

Employee satisfaction survey

•

Execution of employee satisfaction surveys across multiple categories

–

Resigned employees: Survey on workplace satisfaction and experience at the time of resignation

–

New employees: Satisfaction survey three months after join

–

Welfare satisfaction: Satisfaction survey on employee welfare benefits

–

Overall workplace satisfaction: Satisfaction survey on work environment

2.11

Employee training

•

Employee training system:

Category	Details
External training support system	• Support for job competency enhancement and certification attainment for all employees, including regular and contract workers – Annual education expenses up to KRW 2M per person – Job training / Foreign language training / Self-improvement training – Partnerships with approx. 5 external foreign language training institutions to enhance employees’ language proficiency – Support for exams and certifications to enhance job expertise
Leadership training	• Programs to strengthen leadership capabilities – Leader Onboarding Program: Support for new leaders in recognizing their changed roles and performing basic leadership tasks – MDC (Manager Development Camp): Development of unique leadership based on self-awareness and enhancement of leadership capabilities – Senior Executive Training: Education on the latest management trends and the role of senior executives • Performance measurement(satisfaction surveys) of training programs
New employee training	• Onboarding program ‘HELLO, KRAFTON’ – A four-stage onboarding process over three months to facilitate soft landing for new employees – Understanding of the organization’s vision and values, internal policies, and mastering key work tools
Internal seminars	• KRAFTON Development Conference (KDC) – Regular conferences for voluntary knowledge and experience sharing within the organization – Invitation of external experts for lectures to share industry knowledge – Regular publication of industry insights reports, such as GDC reviews • AI Seminars: Education on using AI tools and AI ethics to improve work efficiency • UGA (User & Game Analysis) : Information sharing to improve insights into game development and publishing

2.12

CEO & key leadership succession planning & development program

•

Comprehensive succession planning to identify and systematically develop potential CEO candidates

–

A dedicated support organization, along with relevant internal departments such as HR, collaborate to establish and implement succession planning and development program

•

Strengthening of managerial and leadership capabilities of internal CEO candidates through external executive education program

•

Provision of tailored training to share practical management strategies suited to each candidate’s needs

•

Delivery of in-depth content on leadership, management, and economics, with participation from various domestic and international experts

2.13

Legal compulsory education

•

Annual legal compulsory education

–

Prevention of workplace sexual harassment

–

Personal data protection

–

Prevention of workplace bullying

–

Promotion of disability awareness

–

Retirement pension education

2.14

Employee Stock Ownership Plan

•

Operation of Employee Stock Ownership Plan(ESOP) together with the KOSPI listing in August 2021

•

Operating status of ESOP (as of end of 2023)

Corporate name	Number of ESOP Union Members by Corporation (A)	Total Number of Employees by Corporation (B)	ESOP Union Membership Rate by Corporation(*1) (A)/(B)	Proportion of ESOP Union Members to Total Employees (A)/(C)
KRAFTON	897	1,589	56.45%	43.00%
Bluehole Studio	127	167	76.05%	6.09%
RisingWings	83	122	68.03%	3.98%
Flyway Games	42	72	58.33%	2.01%
ReLU Games	26	36	72.22%	1.25%
Dreamotion	10	31	32.26%	0.48%
Thingsflow	10	69	14.49%	0.48%
Total	1,195	(C)2,086	–	–

(*1) Includes individuals who applied for membership at the initial establishment of the employee stock ownership association but currently do not hold any ESOP shares

2.15

Employee performance evaluation and reward

•

Individual Performance Evaluation

–

Annual evaluations (yearly assessments) along with mid-year reviews and irregular feedback for ongoing performance management and feedback provision

▪

Setting individual work goals/plans at the beginning of the year

▪

Mid-year reviews – self-assessment and organizational leader reviews

▪

Evaluation of performance results at the end of the year and considering evaluation outcomes for compensation decisions

•

Performance-based stock compensation programs for all employees

–

RSU

–

Stock options

–

ELI

2.16

Talent acquisition pipeline

•

Industry-Academic Cooperation program

–

KAIST Jungle

▪

Annual recruitment in progress through this program since April 2021

•

Internship program

–

AI Fellowship: An internship program for undergraduate students from top domestic/international universities (Jun-Aug)

–

AI Research Internship

▪

An internship program for master’s and Ph.D. students from top domestic/international universities (Jun-Aug)

▪

Conducted research in 2022 with the goal of achieving results through intern recruitmen

–

Internship on a rolling basis

▪

Open recruitment on a rolling basis at the request of the team, with consideration for regular conversion if necessary

2.17

Job creation

•

Recognition as a leading company for job creation

–

Selected in 2019, 2020, 2022, and 2023

2.18

Human rights management

Respect for fundamental rights

•

Human rights management policy

–

Code of Conduct Chapter 4 ‘Promise to Colleagues’

▪

4-A. Respect for diversity and anti-discrimination

▪

4-B. Workplace bullying and sexual harassment

▪

4-C. Respect for the privacy of our employees

▪

4-D. Feedback based on careful considera

▪

4-E. Protection of our members

2.19

Employee grievance report

•

System for addressing employee harassment issues

–

Report collection and counseling by the Culture Team (workplace harassment, sexual harassment, etc.)

▪

Issues are received via internal portal or email, with procedures announced on the portal.

–

Employee harassment issues are addressed based on the company policy (prevention and response to workplace sexual harassment/bullying)

–

Formal investigations are conducted by the Compliance Dept, with results and review committee’s feedback shared with internal directors

•

Operation of Speak Up

–

Coverage: all employees of Krafton, including those working at subsidiaries and overseas offices, as well as external stakeholders such as business partners, suppliers, and contractors can report

–

Principles: protection of reporters, anonymous reporting allowed

–

Procedures:

▪

Filing of reports through the internal portal or company website

▪

Initial review by the Business Assessment Office, with a request for review by the Compliance Department if necessary

▪

After review, disciplinary actions and measures to prevent recurrence are discussed if necessary (consultation with HR)

▪

Final investigation results are reported to management (Chairman)

–

In 2023, 12 cases were received and resolved (100% resolution rate)

2.20

Employee Mind Care

•

Mind care for all employees

–

Psychological counseling program to help employees address issues such as job and interpersonal stress, mental health, personal concerns, addiction, etc.

–

Outsourced mind care program through a specialized organization with 280 centers nationwide

2.21

Fair competition

Unfair competition or anti-competitive

•

Company policy on unfair competition or anti-competitive

–

Code of Conduct Chapter 5 ‘Promise to partners’

▪

5-A. Compliance with fair trade and competition laws, etc.

▪

5-B. Pursuit of cooperative relationships

•

Risk management related to unfair competition or anti-competitive

–

Identification of risk-related business sectors and relevant departments

–

Analysis of legal risk and understanding the status of compliance control

–

Implementation of detailed compliance checks for major legal risks

–

Incorporation of changes in relevant laws and Fair Trade Commission practices into business processes

•

Education on unfair competition or anti-competitive

–

Education for large enterprise groups

▪

Targeting relevant departments and affiliated companies

▪

Education on the implications of the enterprise group designation system, definition of internal transactions and regulations on unfair support, precautions for disclosures and various reports

–

Education on subcontracting transaction precautions

▪

Targeting business departments and affiliated companies

▪

Education on the definition and types of subcontracting transactions, regulatory trends, and pre-checklist for subcontracting transactions

2.22

Improvement of consumer satisfaction

Protection of consumer rights and interests

•

Company policy on consumer rights and interests

–

Code of Conduct Chapter 1 ‘Promise to fans’

▪

1-A. A game made with craftsmanship

▪

1-B. A healthy game

▪

1-C. Continuous and stable service

▪

1-D. Open communication with fans

▪

1-E. Protecting personal information

•

Consumer rights protection activities

–

Processing of civil complaints in the event of a dispute over consumer rights and interests(187 cases handled in 2023)

–

Promotion of consumer rights and interests protection by providing information on suspects in the case of investigative agencies(37 cases handled up to 2023)

–

Response to complaints from the Korea Consumer Agency to protect consumer rights and interests(11 cases handled up to 2023)

2.23

Local community engagement and development

Social contribution

•

Refer to CSR page

–

Company policy on CSR

–

Details and achievements of community contribution activities

2.24

Data protection and cyber security

Data protection system

•

Company policy on information security and privacy

–

Code of Conduct Chapter 1 ‘Promise to fans’

▪

1-E. Protection of Personal Information

•

Operation of the security and privacy departm

–

Designation of a Chief Information Security Officer (CISO) based on Article 45-3 of the Act on Promotion of Information and Communications Network Utilization and Information Protection, and Article 36-7 of the Enforcement Decree of the same Act.

–

Designation of a Personal Information Protection Officer (CPO) based on Article 31 of the Personal Information Protection Act and Article 32 of the Enforcement Decree of the same Act

–

Establishment and operation of a dedicated organization to systematically oversee and implement the company’s information security activities.

•

Risk management plan

–

Identification, evaluation, improvement, and management of administrative, physical, technical, and legal risks for information and personal information protection.

•

Education and awareness enhancement programs

–

Privacy protection and data security training

▪

For new employees (once a month upon hiring)

▪

For all employees including contract workers (once a year)

–

IT/Privacy and Security Job-specific Training

▪

For engineering positions (at least once a year)

2.25

Information security management system certifications

•

External audit for IT security (once a year)

•

ISMS-P certification (Information Security and Personal Information Protection Management System certification

–

A system where the Korean Internet & Security Agency (KISA) or certification bodies verify that a series of measures and activities for information security and personal information protection comply with certification criteria, based on Article 47 of the Act on Promotion of Information and Communications Network Utilization and Information Protection

▪

The initial certification is valid for 3 years (subject to annual post-assessments to evaluate the effectiveness of the certification), and subsequent assessments are conducted for either initial or renewal certification.

–

Current certification status for ISMS-P:

▪

KRAFTON: ISMS-P-KISA-2022-005 (2022.03.02. ~ 2025.03.31.)

▪

Rising Wings: ISMS-P-KISA-2022-004 (2022.02.16. ~ 2025.02.15.)

2.26

Creation of an environment for data protection

•

Campaigns related to data protection

–

Provision of a pocket guide to data protection

2.27

Data protection activity

•

Management and revision of information security policies and guidelines (once a year or as needed)

•

Information security audits and inspections to validate and improve the effectiveness of security regulations and activities (once a year)

•

Regular vulnerability assessments and improvements for information security and personal information protection (at least once a year, as needed)

•

Simulations for incident and IT disaster response to ensure service continuity (once a year)

•

Management and supervision of contractors handling personal information (once a year)

•

Notification of personal information usage history (once a year)

•

Subscription to personal information protection liability insurance (ongoing

•

Implementation of technical, administrative, and physical security measures for personal information protection (ongoing)

–

Establishment and operation of account and authorization management processes

–

Application of secure authentication/access methods

–

Encryption policy and management

–

Log retention and management, review

–

Designation and management of secure areas

•

Management of personal information processing records (ongoing)

•

Disclosure of matters related to personal information processing outsourcing, third-party provision, and overseas transfers (ongoing)

•

Selected as an Excellent Company for Information Security Investment by KISA for four consecutive years from 2020 to 2023

Year	Information Technology Sector Investment Amount in KRW (A)	Information Security Sector Investment Amount in KRW (B)	The Ratio of Information Security Investment (B)/(A)
2019	42,820,009,906	1,160,862,906	2.71%
2020	54,410,540,138	2,354,056,056	4.3%
2021	202,174,339,648	4,061,590,356	2.0%
2022	250,368,422,140	6,443,565,101	2.6%
2023	232,448,350,136	6,649,298,992	2.9%

Governance

#	Items	Detailed items	Activities
3.1	Corporate governance	Corporate governance	• Corporate governance – ‘Governance’page – Refer to ‘Corporate Governance Report‘ disclosed on May 30, 2024 • Board Skills Matrix – Refer to ‘Governance’ page
3.2	Corporate governance	Shareholder Return	• Establishment of a three-year shareholder return policy for 2023-2025 through a board resolution on February 7, 2023. – Acquisition of treasury shares within a limit of 40% of the amount excluding investment from the previous year’s Free Cash Flow (FCF) each year – In 2023, 100% of the acquired treasury shares were retired – In 2024, 60% of the acquired treasury shares were retired – Plan to retire at least 60% of the treasury shares acquired in 2025
3.3	Business ethics	Speak Up policy	• Operation of Speak Up – Filing of reports through the internal portal or company website ▪ After review, necessary cases are discussed by the HR committee ▪ Final investigation results are reported to the management (Chairman) ▪ In 2023, 9 cases were received and resolved (100% resolution rate)
3.4		Compliance activities	• Annual compliance control audits – Legal risk assessments and compliance control checks for 10 key items, including governance, ethics, fair trade, and information protection • Control activities regarding compliance and ethics in each operation • Annual compliance control system report and a semi-annual compliance report to be submitted to management
3.5		Employee ethics improvement	• Spreading the Code of Conduct • Code of ethics training for all employees, including regular and contract workers – Regularly providing training videos on key topics to address key issues on ethical standards • Compliance training on the prevention of insider trading activities
3.6		Practice and promotion of gaming ethics	• Code of Ethics Chapter 1 ‘Healthy Gaming’ • Compliance training on the prevention of insider trading activities • Ethical appropriateness review of vendors when pursuing collaborations • Campaigns to prevent gaming violence
3.7		Fraud prevention	• Prevention of bribery and corruption – Review and responses to inquiries from employees related to: ▪ Code of Ethics (gifts, entertainment, unfair trade, conflict of interest, etc.) ▪ Revision and interpretation of company regulations ▪ Various compliance-related systems such as the pre-notification of stock trades by officers and employees • Fraud prevention activities through the Business Assessment Office, an independent internal audit department – Conducting diagnostics and investigations – Communication of the Business Assessment Office’s role, responsibility, authority, independence, objectivity and work scope to all employees through the Business Assessment Charter • Anti-bribery and embezzlement policy – Code of Conduct Chapter 2 ‘Promise to the company’ ▪ 2-D. Prohibition of illegal solicitation/bribery – Code of Conduct Chapter 3 ‘Promise to investors’ ▪ 3-B. Embezzlement and breach of trust

ESG Grade

MSCI Ratings

Year	Grade
2025	AA
2024	BBB
2023	BB
2022	BB

KCGS Ratings

Year	Grade	Enviromental	Society	Governance
2024	B+	C	A	A
2023	B+	C	A	A