NEO is committed to conducting business with integrity, transparency, and respect for stakeholders, guided by its group-wide policies. The Company upholds principles of non-discrimination and equal opportunity, ensuring that all individuals are treated fairly regardless of race, gender, age, religion, or other status, while promoting diversity and inclusion across the organization. At the same time, the Company adheres to fundamental human rights, including freedom of association, the right to collective bargaining, and protection against forced and child labor, in alignment with international standards such as the UN Guiding Principles and ILO conventions. The Company is also committed to providing fair labor conditions, including equal pay for equal work, fair wages in compliance with legal requirements and striving toward living wage standards, safe working conditions, and accessible grievance mechanisms with whistleblower protection. Through these policies, the Company aims to create a responsible, ethical, and sustainable workplace that supports long-term societal and business value.

For further information, please refer to the policies available at:

• Human Rights and Labor Practices Policy
• Whistleblowing Policy
• Corporate Social Responsibility (CSR) Policy

The Company has established a structured governance framework to ensure effective oversight and implementation of human rights commitments. The Board of Directors holds ultimate responsibility for setting policies, providing oversight, and monitoring performance to ensure that operations align with human rights and fair labor principles. At the operational level, the Executive Committee and Human Rights Working Group manage the human rights system, assess risks, and drive continuous improvement, while the Human Resources Division provides dedicated resources through policy implementation, training, communication, and grievance mechanisms, and reports progress to the Board. Managers and supervisors reinforce these efforts by promoting a culture of respect, and all employees are responsible for compliance and reporting concerns. This structure ensures that both oversight accountability and sufficient resources are in place to uphold human rights across the organization.

Human Rights:

Human Rights Due Diligence (HRDD)

The Company has established a Human Rights Due Diligence (HRDD) framework to identify, assess, prevent, mitigate, and remedy human rights risks across its operations and value chain. This framework is aligned with internationally recognized standards, including the UN Guiding Principles on Business and Human Rights (UNGPs) and ILO conventions. The scope of the assessment covers employees at all levels, contractors, suppliers, business partners, communities, and other stakeholders potentially affected by the Company’s activities. Human rights risk assessment is conducted on an ongoing basis, with formal reviews performed at least once every three years to ensure continuous monitoring and responsiveness to emerging risks.

Key Steps in the HRDD Process:

1. Policy commitment and governance
2. Risk and impact assessment (HRIA)
3. Integration and action planning
4. Stakeholder engagement
5. Grievance and remediation mechanisms
6. Monitoring and performance evaluation
7. Communication and reporting

To avoid, prevent, and mitigate human rights risks, the Company has implemented a range of measures embedded within its business processes. These include the development and enforcement of internal policies, the integration of human rights considerations into procurement and human resource management, and the delivery of training and awareness programs for employees. In addition, corrective action plans are established for identified risks, with progress tracked and monitored to ensure effective implementation and continuous improvement.

In cases where human rights impacts occur, the Company is committed to providing appropriate and timely remediation. This applies where the Company has caused or contributed to impacts, including through its business relationships. The Company investigates reported cases, engages affected stakeholders, and implements corrective and preventive measures. Its remediation and grievance processes are accessible, transparent, fair, and impartial, and are safeguarded against retaliation, corruption, and undue influence.

Stakeholder Engagement on Human Rights issues

The Company actively engages with internal and external stakeholders, including employees, suppliers, customers, communities, investors, regulators, and civil society organizations, through various channels such as meetings, interviews, workshops, and consultation sessions. These engagements provide insights into stakeholder expectations, concerns, and potential impacts. Feedback collected from stakeholders is analyzed to identify human rights risks and impact, which are used to identify the salient issue and integrate into actionable measures, including improvements to policies, operational processes, and risk management strategies.

Summary of Stakeholder Feedback

Grievance Mechanism

The Company has established formal grievance mechanisms for both internal and external stakeholders to report human rights violations and other misconduct through QR codes and whistleblowing channels. All complaints are handled confidentially in accordance with the Company’s policies, with protections for complainants. External cases are reviewed by a fact-finding committee appointed by the Audit Committee, with substantiated issues escalated within 7 business days. The Company commits to prompt action, implementing corrective or remedial measures within 1–3 days as appropriate, while ensuring privacy and collaboration between relevant functions. In 2025, no complaints related to human rights violations were reported through these channels.

Community:

The Company believes that sustainable business growth must be carried out in parallel with responsibility toward society, communities, and the environment. The Company aims to create shared value through engagement with communities, the creation of economic opportunities with a commitment to local employment , the development of education, and continuous environmental stewardship, in order to strengthen resilience and build trust between the organization and stakeholders in the long term.

Community and Social Management Plan:

1. Career and Livelihood Support
2. Education and Sustainable Learning Support
3. Community Engagement and Environmental Stewardship
4. Alignment with the Sustainable Development Goals (SDGs)

These principles are reflected in the Company’s business strategies and community investment focus areas as outlined below:

Management Approach

The Company has established the Employee Volunteer Program (EVP) Policy to encourage active participation among employees in creating shared value for society, communities, and stakeholders. Aligned with the Company’s commitment to Environmental, Social, and Governance (ESG) principles and human rights, the policy provides a structured framework that supports, recognizes, and tracks employee participation in volunteering activities. Through clearly defined processes, roles, and performance indicators, the EVP aims to foster a culture of collaboration, inclusivity, and responsible citizenship while delivering measurable positive impacts for communities and stakeholders. In addition, the program promotes employee development by strengthening leadership, teamwork, and social awareness.

Activities in FY2025