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## Global Educational Activities to Promote Compliance 

To foster compliance awareness throughout the company, Nissan has established groups and placed officers in charge of promoting compliance policy in each region where it operates. We focus particulary on education to give that all employees correct understanding of the Code of Conduct and, as a result, make fair, transparent judgments in the course of their duties. 

To ensure full understanding of the code in Japan all employees, including executives, take an e-learning or video training course based on the Japanese version of the Nissan Code of Conduct—“Our Promises,” revised most recently in 2010 – after which they sign an agreement to abide by it. In this way we seek to ensure across the board understanding, making all our people most aware of compliance issues. 

A number of education programs to promote compliance are held regularly for all employees in North America, and a set of universal guidelines has been drawn up for each country in Europe. Compliance- related training is also being carried out in other regions and markets based on guidelines that take into account conditions in each of those countries. Moreover, all Group-affiliated companies have introduced their own codes based on the Nissan Code of Conduct. The code is reviewed every three years, and the latest version was updated in fiscal 2010. Additionally, we have created sets of internal regulations globally covering the prevention of insider trading, personal information management, records management and prevention of bribery and corruption. With these regulations in place, Nissan is working to prevent compliance infractions. 

## Our Stance Against Discrimination and Harassment 

Item 6 of Nissan’s Global Code of Conduct, “Value Diversity and Provide Equal Opportunity,” is our requirement to accept, value and respect the diversity to be found among our employees, business partners, customers and communities where we do business, and to reject discrimination and harassment in all their forms, no matter how minor they may be. Nissan executives and employees must respect the human rights of others, and may not discriminate against nor harass others based on race, nationality, gender, religion, physical capability, age, place of origin or other reason; nor may they allow such a situation to go unchecked if discovered. We also work to ensure that all employees, both male and female, can work in an environment free from sexual and other forms of harassment. 

## Internal Reporting System for Corporate Soundness 

Nissan employs an internal reporting system to promote the spirit of compliance among employees and facilitate sound business practices worldwide. This mechanism allows employees to submit opinions, questions or requests directly to the company, and it has played an instrumental role in creating a self- managed, compliance-oriented corporate culture. This system, which offers full protection to any persons offering information in accordance with Japan’s Whistleblower Protection Act of April 2006, is known as the Easy Voice System and has been put in place in all Nissan Group companies in Japan. 

Nissan has established a global internal audit unit, an independent department under the direct control of the Chief Operating Officer (COO), to handle internal auditing tasks. Under the control of the Chief Internal Audit Officer (CIAO), audit teams set up in each region carry out efficient and effective auditing of Nissan’s activities on a group-wide and global basis. 

## FISCAL 2011 GLOBAL COMPLIANCE COMMITTEE ORGANIZATION 

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