SUSTAINABILITY

*The target is limited to emissions from the office activities and certain business operations of ENECHANGE Ltd.

*There are no Scope 1 emissions (as our company does not use direct combustion equipment such as gas).

*Scope 2 emissions are calculated using market-based emission factors, based on electricity and heat consumption at our main office (WeWork Tokyo Square Garden) and electricity consumption at our Shinjuku satellite office.

*The main office has contracted with Tokyo Electric Power Company's Green Basic Plan, resulting in zero emissions for electricity according to market criteria. The emissions are calculated using the market standard emission factors based on the electricity and heat consumption of the WeWork Tokyo Square Garden office and the electricity consumption of the Shinjuku satellite office.

*The heat consumption of the main office, attributed to the district heat usage by air conditioning equipment at WeWork Tokyo Square Garden, is calculated using an emission factor of 0.0000456 t-CO₂/MJ (FY2024 alternative value: 2.05 t-CO₂/1,000 m³) based on the assumption that city gas is the heat source, resulting in approximately 5,922 kg-CO₂ emissions.

*The energy contract details for the Shinjuku satellite office are currently under confirmation, and if there are no Non-Fossil Certificates attached, there is a possibility that emissions could occur based on market criteria at the same location.

*The emissions related to our use of the cloud service Amazon Web Services (AWS) are estimated at 69 kg-CO₂ (market-based) for the period from January 2024 to February 2025. Currently, we have not calculated the total emissions for Scope 3, and this figure is a disclosure limited to cloud usage.

*The number of employees refers to the workforce, including those seconded to us from outside the company and excluding those seconded from us to other companies. This includes executive officers by delegation. The number of temporary employees, including part-timers, temporary workers from staffing agencies, and seasonal workers, is omitted from the report since their annual average total is less than 10% of the total number of employees.

*The average annual salary includes bonuses and non-standard wages.

(note)Hirata, Tosaka, Suzuki was appointed on July 30, 2024. The number of meetings since their appointment is 11.

Kiguchi, Fujita, Yokoyama, Tam was resigned on July 30, 2024. The number of performances until resignation is 10. Furthermore, Fujita will be reappointed effective June 24, 2025.

Maruoka, Sogano was appointed on August 3, 2024. The number of meetings since their appointment is 9.

(note) Tosaka, Suzuki was appointed on July 30, 2024. The number of meetings since their appointment is 12.

Our main business is to develop innovative services using technology from a market neutral position, focusing on the 4Ds of Energy including decarbonization, and we believe responding to climate change itself will lead to business growth.

Our Platform business for liberalization, and our Data business for digitization, decarbonization, and decentralization

Because it is important to become a highly sustainable corporate entity in response to the long-term vision of the energy industry, and to grow by flexibly adapting to changes in the external environment and technological innovation.

Developing a Platform business that focuses on recurring revenue with positioning in the energy vertical

To actively expand partnerships across multiple industry fields, both domestically and internationally, and to promote the resolution of issues in the energy industry, which will lead to a unique positioning and strong barriers for competitors to entry.

Partnership strategy for Platform business, collaboration involving investment in overseas ventures for Data business, etc.

As a responsible custodian of a large amount of data, including personal information, it is essential to maintain a robust data protection system at all times in order to prevent damage to corporate value caused by information leaks.

Disclosure of information security guidelines (planned), efforts toward DX certification

To create a comfortable working environment by actively promoting human resources with diverse backgrounds and values, and to provide appropriate compensation for value creation, which will lead to long-term organizational competitiveness.

Remote work,  Employee Stock ownership system, etc.

Because it is in the common interest of shareholders to have effective governance by knowledgeable outside directors who support appropriate risk-taking, and to construct and operate a compensation design in line with fair standards.

Skills matrix disclosure, Nomination and Compensation Committee, etc.

To become an organizational entity that maintains high ethical standards and compliance awareness and continues to learn the necessary lessons to achieve them and protect corporate value.

Formulation of Compliance Risk Management Committee, Compliance Hotline, and Values and linking them to evaluation

In order to ensure management transparency, we must ensure fair disclosure and provide prompt and proactive information disclosure to the capital markets based on accuracy, fairness and continuity, which will build shareholder trust.

Disclosure in English, proactive IR activities by CFO to institutional and individual investors, detailed disclosure of KPIs and risks