-2024: Reduce the market-based greenhouse gas emissions (Scopes 1 and 2) of Casio Group by 16% compared toFY2019 -2025: (Scope 1 and 2) Reduction of 19% or more vs. FYE 3/2019 -2026: (Scope 1 and 2) Reduction of 22% or more vs. FYE 3/2019 -2025: (Scope 3) Reduction of 15% or more vs. FYE 3/2019 -2026: (Scope 3) Reduction of 17% or more vs. FYE 3/2019 -2031: (Scope 1 and 2) Reduction of 38% vs. FYE 3/2019 -2031: (Scope 3) Reduction of 30% vs. FYE 3/2019 -2051: Scope 1 + Scope 2 combined target: Virtually zero emissions

-Reducing virgin plastic use, mainly in compact products such as timepieces, calculators, etc. FYE 3/2026 target vs. FYE 3/2021: Products -10%; packaging -70% -2024: Reduce the amount of waste (including valuable waste)generated by entire Casio Group byat least 4% compared to FY2020 -2024: Achieve a landfill disposal rate for Casio Group site waste of at least 4% -2024: Reduce water usage for CasioGroup by at least 4% compared to FY2020 -2025: Reducing 5% or more in business base waste emissions vs. FYE 3/2020 -2026: Reducing 6% or more in business base waste emissions vs. FYE 3/2020 -2025: Reducing 5% or more in water consumption vs. FYE 3/2020 -2026: Reducing 6% or more in water consumption vs. FYE 3/2020

-2024: Implement CSR education at Casio sites and at suppliers, and implement onsite audits at a total of 12 suppliers in China and Thailand -2024: Conduct CSR surveys of all suppliers, and collect surveys from all of them -2024: Implement human rights checkups and feedback at all sales group companies -2025: Implement human rights checkups and feedback at all sales group companies -2025: Conducting human rights education for employees once a year or more -2026: Implementing checks and feedback on human rights issues All Group production companies -2026: Conducting human rights education for employees once a year or more -unclear: 2024: Implement human rights education for Sustainability Leaders -unclear: 2025: Implement human rights education for Sustainability Leaders -unclear: Continuing audit of conditions at primary suppliers (100%) and establishing improvement cycle -unclear: Conducting CSR training once a year (every fiscal year)

-Casio is committed to the goal of zero occupational injuries and operates regular safety programs with the aim of maintaining an accident-free record at all Casio work sites -Reduce percentage of days off from labor production year-on-year -ongoing: Reduce underperforming employee rate (21 points or higher on Wfun presenteeism test) to less than 20% -2024: Percentage of employees taking regular heath checkups: 100% -2024: Percentage of employees taking reexaminations recommended after regular health checkups (None because this item was newly added in 2023): 80% -2024: Percentage of employees maintaining an appropriate weight(None because this item was newly added in 2023): 70% -2024: Percentage of employees who smoke(None because this item was newlyadded in 2023): 13.1% -2025: Rate of regular heath checkups: 100% -2025: 84.3% or more of employees taking recommended reexamination after regular health checkups -2026: Health check follow-up implementation rate 86.9% -2031: Health check follow-up implementation rate 100% -2025: Proportion of employees with healthy body weight: 70.8% -2026: Proportion of employees with healthy body weight: 72.4% -2031: Proportion of employees with healthy body weight: 80% -2025: Smoking rate 13.0% -2026: Smoking rate 12.5% -2031: Smoking rate 10% -unclear: 2025: Reduce the actual mental illness rate -unclear: 2025: Reduce the rate of employees with high stress -unclear: 2025: Improve stress check participation rate

-2024: Fostering independent personnel Career training coverage rate (full-time employees): 38.2% -2024: Number of women who are candidates for training as future managers: 17 -2024: Percentage of managerial positions held by women: 7% -2024: Difference in wages for men and women who are full-time employees: 75% -2024: Percentage of newly hired graduates who are women: 25% or more -2024: Legally mandated employment rate of people with disabilities: 2.5% and more -2025: Take-up rate of childcare leave and annual leave among male employees: 85.1% -2026: Take-up rate of childcare leave and annual leave among male employees: 87.6% -2031: Take-up rate of childcare leave and annual leave among male employees: 100% -2025: Proportion of regular employees covered by career training program: 45.0% -2026: Proportion of regular employees covered by career training program: 59.8% -2031: Proportion of regular employees covered by career training program: 100% -2025: Number of participants in future female manager candidate cultivation program: 27 -2026: Number of participants in future female manager candidate cultivation program: 38 -2031: Number of participants in future female manager candidate cultivation program: 90 -2025: Ratio of female managers: 6.8% -2026: Ratio of female managers: 7.4% -2031: Ratio of female managers: 10% -2025: Regular employee gender wage disparity 76.3% -2026: Regular employee gender wage disparity 76.9% -2031: Regular employee gender wage disparity 80%