1H FY2025 Results Materials

Governance Reform

1

Established a Nomination and Compensation Committee and are

considering transitioning to a company with a Nomination Committee, etc.

• Established a Nomination and Compensation Committee in June with a majority of independent outside directors

• Decided to link executive compensation to management targets, such as the engagement score, and to increase the ratio of stock-based remuneration in order to clarify accountability for driving organizational culture reform

• Made it possible for independent outside directors to serve as chairperson of the Board of Directors

2

Introduced executive retirement age and term limits, and secured

diversity in the Board of Directors

• Introduced a mandatory retirement age and term limits for officers in April and abolished the Executive Managing Advisor/Advisor system in June

• Increased the ratio of female directors to over 30% and lowered the average age

• The ratio of female executives (total of employees at the general manager level or above and officers) increased to 24.6% (19.6% in the previous year), and we are also encouraging the promotion of young people

3

Initiated the formulation of a succession plan

• Started developing a succession plan to ensure fair and highly transparent selection of future

  management

• The Nomination and Compensation Committee considered the requirements for key positions and potential candidates, and have initiated the development of training programs designed to provide diverse skill sets and experiences

4

Established the Risk Policy Committee to strengthen oversight

functions, including those related to human rights risks

• Established the Risk Policy Committee in July and held the first meeting in September, and appointed Takashi Sawada, an independent outside director, as chairperson

• Requested each company to complete a basic questionnaire survey in October to create a risk register, and are now preparing the FMH management risk register based on the responses

Enhancing awareness of human rights and compliance, and strengthening the organizational framework

5

Launched the Group Human Rights Committee and began

implementing continuous human rights due diligence

• Launched the Group Human Rights Committee, with the President of FMH serving as chairperson, an external lawyer as vice chairperson, and the Presidents of each Group company as members

• Will continue human rights due diligence and maintain discussions on solutions and measures to prevent recurrence

6

Positioned the enhancement of human rights and compliance

awareness as the top priority in Group management

• Made it mandatory for each company to report on human rights and compliance issues at Group

  Presidents' Meetings

• Revised and announced the Fuji Media Holdings Group Human Rights Policy on September 30 to

  enhance human rights and compliance awareness and strengthen the governance structure

• Made training mandatory for all executives and employees to create a work environment that never tolerates harassment or human rights violations

7

Created a safe and supportive environment for victims to seek

consultation and relief

• Established the 'FMH Group Whistleblower Hotline,' enabling not only officers and employees of group companies but also external stakeholders such as business partners to directly report or consult with lawyers regarding violations, and began operations in August

• Fuji TV engages in continuous dialogue with stakeholders, including employees and business partners, and conducts various surveys to proactively prevent harassment incidents

8

Incorporated engagement score improvement into management

goals and published progress updates

• The Nomination and Compensation Committee has decided on a framework for performance-based compensation that includes non-financial factors such as the promotion of human capital management

• A survey on gender awareness and related issues was conducted among our employees and a selected group of Fuji Television employees

• A monthly engagement survey has been introduced at Fuji TV to monitor trends in employee

satisfaction and swiftly execute improvement initiatives