Basic Policy on Human Rights

DTRIC Insurance Company, Limited (“Company”) is committed to respecting international human rights standards. We are also committed to enhancing the enterprise value and contributing to the creation of a sustainable and resilient society.

The Company recognizes our responsibilities to understand the human rights impacts of our business and to apply human rights standards to our operational policies and procedures. This Basic Policy outlines our respect for human rights and our intent to prevent or mitigate human rights risks in our business operations.

A. Compliance Laws, Regulations, and Norms Related to Respect for Human Rights

1. The Company respects international norms on human rights such as the United Nations International Bill of Human Rights1, the corporate code of conduct in the United Nations Global Compact2, and the principles concerning fundamental rights set out in the International Labor Organization Declaration of Fundamental Principles and Rights at Work3.

2. The Company conducts business in the United States (“US”), specifically the State of Hawaii. We comply with all laws, regulations, and norms relating to respect for human rights, including but not limited to rights related to civil rights, employment, workplace safety, health care, fair housing, voting rights, and education. Should federal and state laws and regulations conflict with internationally recognized human rights principles, the Company will strive to find ways to mitigate differences while considering circumstances in the US.

1 International Bill of Human Rights consists of the Universal Declaration of Human Rights and the main instruments through which it has been codified: the International Covenant on Civil and Political Rights and the International Covenant on Economics, Social and Culture Rights.

2 Ten Principles on human rights, labor, environment, and anti-corruption. The principles of Human Rights and Labor include: (1) support and respect for the protection of human rights, (2) non-complicity in human rights abuses, (3) recognition of freedom of association and the right to collective bargaining, (4) elimination of forced labor, (5) effective abolition of child labor, and (6) elimination of discrimination in employment and occupation.

3 Fundamental Principles and Rights at Work in five categories: (1) freedom of association and the effective recognition of the right to collective bargaining, (2) elimination of all forms of forced or compulsory labor, (3) the effective abolition of child labor, (4) elimination of discrimination in respect of employment and occupation, and (5) safe and healthy work environment.

B. Non-Discrimination
The Company respects basic human rights in all business activities and does not discriminate based on age, race, religion, color, sex, ancestry, citizenship, national origin, marital status, disability, sexual orientation, arrest and court record, veteran status, a victim of domestic or sexual violence, or other grounds protected under state and federal laws.

C. Corporate Culture that Respects Human Rights

1. Human rights are the foundation of a just and equal workplace. The Company’s commitment to human rights is the basis of our corporate social responsibility and is at the heart of the Company’s Code of Ethics. Through understanding fundamental human rights, we are able to foster a corporate culture where everyone in a diverse and inclusive workplace is treated with dignity, respect, and fairness.

2. The Company is also committed to a law-abiding work environment. Federal and state laws protect workers from discrimination, harassment, unfair labor practices, unsafe working conditions, and other workplace concerns.

The Company’s business operations adhere to the United Nations Guiding Principles on Business and Human Rights4.

A. Assessment and Prevention
In addition to complying with federal and state laws and regulations, Company business projects and activities are assessed for any actual or potential adverse human rights impacts. If the assessment identifies adverse impacts that the Company may cause, contribute to, or be directly linked to, the Company will take steps to mitigate and prevent them.

4 The United Nations Guiding Principles on Business and Human Rights are the global standard for preventing and addressing the risk of adverse impacts on human rights involving business activity. It consists of principles for implementing the UN “Protect, Respect and Remedy” framework.

B. Remedy, Remediation and Dialogue
If the Company causes adverse human rights impacts, we will take appropriate action to remedy the impact, prevent recurrence, and track the effectiveness of the measures taken. Moreover, if it is found that the Company is involved in such impacts, the Company will engage in dialogue with stakeholders.

C. Education and Training
The Company will engage in a broad range of activities and opportunities to raise awareness of human rights. Education and training reinforces respect for human rights and ensures that our officers and employees have a deeper understanding of global, country-specific, or regional human rights issues and their involvement with our business activities.

A. Protection of Privacy
The Company recognizes the importance of personal information and our duty to protect the security and confidentiality of personal information. In accordance with our Personal Information Management policy, the Company will manage personal information to ensure that there is no adverse impact on human rights, including privacy.

B. Reflection in Business Processes
The Company will consider environmental, social, and governance aspects in our insurance underwriting and investment decision-making processes to meet our responsibility to respect human rights. We expect the same commitment from our agents, outsource service providers, and suppliers.

The Company encourages its employees to report any issues and/or concerns about improper or unethical business practices, misconduct, corruption, and other illegal activity within the organization. It is everyone’s responsibility to speak up if they learn of any potential or actual violations of our Basic Policy on Human Rights.

All such reports are governed by the Company’s Whistleblower Policy which is in the Employee Handbook and on the Company Intranet Portal. The Whistleblower Policy provides internal and external (anonymous) reporting contact information and explicitly states the Company’s prohibition of any form of retaliation. If employees experience, witness, or suspect retaliation, it should be reported immediately. The Company takes all claims of retaliation seriously and will investigate and take prompt action.

Any revision or repeal to this policy shall be made by the decision of Human Resources or the President/CEO.

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