Page 12 - "To help our employees understand their rights and train managers and relevant departments on the implementation of human rights into business practices and everyday activities Samsung conducts every year a range of different labour and human rights trainings tailored to different target groups. Those include trainings to HR professionals and procurement teams on human rights more broadly and conflict minerals management more specifically. We also lead internal global networks supporting us in further embedding human rights across the organisation--ranging from a global Human Rights Champion network of more than 50professionals to drive human rights awareness and activities within the organisation to a global network of 150 HR Diversity & Inclusion Managers driving local buy-in, initiatives, projects and engagement.In 2022, general human rights training was developed and delivered to Samsung employees at both leader and worker levels. The leader-level training, which was delivered online to professionals at Samsung’s regional offices, production sites, R&D centers and sales subsidiaries, covered legislative updates, stakeholder expectations, our human rights commitments, how to put our commitment into practice, and access to remedy. The worker-level training focused on workers’ rights, informing workers about our commitment and what it means for them in practice, and access to remedy. The offline training was delivered by internal trainers to the workers in production sites in a localised form, with local examples and in the local language, while office workers received an online version of the training. The overall

training completion rate was 93.7%, with online and offline training reaching 95% and 90.2% respectively.In June 2022, two human rights train-the-trainer workshops were organised in our own production sites in Mexico and Vietnam. The workshops provided a peer-learning platform among professionals from own production sites around the world to learn best practices from colleagues in other regions and to increase their knowledge on human rights to enable them to conduct human rights training in their subsidiaries. The aim of the workshops was to share the training methods and the knowledge on human rights with a total of 24 professionals from 18 of our own production sites. Each workshop lasted over two days and covered topics such as legislative requirements and stakeholder expectations on business and human rights, Samsung’s human rights framework and activities in each area, a deep dive session into our salient human rights risks and the overall human rights due diligence approach. Theoretical content was complemented by practical roundtable discussions sharing local best practices on topics such as lessons learned from an externally conducted human rights salient risk assessment and a human rights impact assessment, responsible management of migrant workers,management of grievance channels, local capacity building initiatives, mental health, and employee engagement.The participating professionals either delivered human rights training directly to production workers in their respective subsidiaries or trained a number of additional internal trainers to deliver face-to-face training at production sites with significant numbers of workers.Furthermore, in 2021, Modern Slavery training was provided to SEUK’s senior leadership team. The training, delivered by Samsung’s Global Human Rights Senior Manager, outlined what constitutes as modern slavery, the risks and impacts of modern slavery and hidden exploitation, Samsung’s due diligence process and activities, provided insights into improvement opportunities and challenged managers to consider human rights in their daily decisions.

Modern Slavery and Ethical Recruitment

From 2019 to 2021, we organised workshops for the executive management and HR staff of our production sites and suppliers employing migrant workers and recruitment agencies, with the International Organisation for Migration (IOM), to raise awareness on the importance of the protection of migrant workers’ rights within our supply chains."

Page 16 - "Based on our 2022 audits, none were found to have recruited child workers. However, some of the audited suppliers failed to implement recruitment practices of importance, such asthe lack of facial recognition for identity authentication, and failure to include child labour prohibition provision in the employment contract.We took immediate action to have the respective suppliers remedy these issues.We plan to develop and distribute a compliance guidebook which specifies the appropriate recruitment processes and country-specific legal requirements, and ensure our suppliers conduct training for their staff on this guidebook."

Psge 18 - "Our organisational unit dedicated to grievance handling handles grievances in line with our internal protocol and timeline and monitors respective suppliers to ensure that they take remedial actions. Training and other measures are taken with the respective suppliers to support the prevention of reoccurrence."

Page 18 - "In 2021, we established the Responsible Recruitment Procedure training course to improve our suppliers’ understanding of the procedure, help them eliminate relevant risks, and offer a self-diagnosis tool. In 2022, we expanded the group of countries subject to training to include Hungary, Slovakia, Poland, and China and provided training on recruitment criteria, risk identification and assessment, risk improvement, risk prevention and mitigation, etc., for 505 labour and human rights staff at 213 suppliers. The training sessions were conducted in local languages (English, Chinese,Thai, and Malay) to ensure the understanding of local employees.

This training course will soon be designated as a mandatory training course for suppliers located in countries with migrant workers."