Maintaining the Integrity of Management with the Code of Conduct at the Core

Based on the Philosophy of Incorporation, ASICS Principles, and ASICS Vision described on page 6, we aim to enhance the corporate governance and maintain our integrity of management. In addition, proper enforcement of the ASICS Code of Conduct and the ASICS Behavioral Guidelines and enhancements on compliance programs have been employed as driving forces for operating our business, backed up by an appropriate set of values as a corporate citizen.

　The company established the ASICS Corporation Code of Conduct in April 2003. The Code is based on the ASICS Principles and ASICS Vision (established in 2003), both of which lay down the fundamental concepts of our business operation, and explain how the company should act to be accepted and respected by all people. In particular, it sets a model for the business operation and a set of values to be shared by all employees from the perspectives of compliance and corporate ethics.


＜the ASICS Corporation Code of Conduct＞

　In order to comply with the ASICS Code of Conduct, the company has established the "ASICS Behavioral Guidelines" and has been promoting adherence to it to all our employees.

　In order to ensure the speed and transparency of managerial decisions suitable for a trustworthy corporation to its stakeholders, the company has defined a mechanism for enforcing corporate governance. The company also tries to reflect the views of shareholders and other stakeholders on its management, enhance the auditing functions of corporate management, enforce compliance with laws and regulations, and improve employee awareness of corporate ethics to assure the transparency of corporate management.

　The ASICS Group set up in November 2003 a "Speak-up Line". It is a section dedicated to providing consultation on compliance issues, which prepares for various problems related to corporate ethics and compliance with laws and regulations. This section accepts reports and inquiries from employees by telephone call, e-mail, or by letter if they discover doubtful conduct in the light of Behavioral Guidelines, or possible risks to individuals and the business. We take full precautions to protect the identity of the person making the report or inquiry to prevent any abusive treatment. The contents of the report or inquiry shall be reported to the compliance committee in the form of a follow-up report without disclosing the identity or affiliation of the employee.