ethical management

Through responsible and transparent business practices,
we strive to contribute to a healthier and more beautiful world.

[ 01 ]

Message on Ethical Management

OLIVE YOUNG, inspiring healthier and more beautiful lifestyles
As always, our journey begins with integrity and transparency.

OLIVE YOUNG, which began as Korea's first health & beauty store, has grown on a foundation of ethics and trust to become Korea’s leading beauty & lifestyle retailer in both reputation and standing. With this strong foundation, we aim to evolve into a leading global lifestyle platform.

In support of this goal, OLIVE YOUNG has established a compliance system aligned with international standards and is working to embed ethical business practices not as a one-time initiative, but as a fundamental principle of sustainable management and an integral part of its corporate culture.

Building on our Code of Conduct, we have established compliance policies and standards to lay the groundwork for ethical management, and through the Compliance and Shared Growth Management Committee and the Compliance Coordinator system, all executives and employees work closely together to foster an environment in which every employee can practice ethical management in their day-to-day work.

Alongside these efforts, we are fostering a culture of proactive compliance across the organization through continuous and systematic training and a range of compliance activities.

Going forward, OLIVE YOUNG will continue to grow as a truly leading company by demonstrating ethical responsibility alongside business performance, and meeting the expectations of our customers, partners, investors, employees, and the global community,

Every small step we take with you and every moment we share reflects our commitment to ethical conduct, and we believe that the change created through these efforts will help build a better everyday life for tomorrow.

CEO Sun Jung Lee

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[ 01 ]

Code of Conduct

The CJ People's Promise

In accordance with CJ's management philosophy, OLIVE YOUNG will uphold the highest standards of conduct and sound judgment in its relationships with customers, shareholders, colleagues, partners, and the global community, play a vital role in social and economic development, and actively practice ethical management.

  • Our promise to customers

    We are committed to delivering ethical and honest ONLYONE products and services to our customers and ensuring secure protection of their personal information.

  • Our promise to shareholders and investors

    We adhere to disclosure principles, strictly manage insider information and comply with and protect policies regarding confidential business information.

  • Our promise to CJ employees

    We seek to create a healthy and safe workplace, striving for a balance between respect for colleagues and protection of privacy.

  • Our promise to partners

    We compete fairly to reinforce trade order and deal with partners honestly for a mutually beneficial industrial ecosystem.

  • Our promise to global community

    We strive to realize social values through respecting human rights and protecting the environment, while respecting the international trade order and the relevant laws of each country.

[ 02 ]

Internal Policies and Standards

Compliance Policy

We have established detailed directives and guidelines to carry out our commitments to customers, partners, investors, employees, and the global community, as set out below.

Compliance Standards

OLIVE YOUNG practices proactive compliance management that extends beyond legal obligations.
OLIVE YOUNG has voluntarily adopted the compliance control standards that the Commercial Act requires only for listed companies above a certain size, along with the detailed guidelines and mechanisms needed to support their implementation, and continues to strengthen its compliance framework by systematically integrating these measures.

  • Compliance Control Standards

    These standards set out the criteria and procedures that all OLIVE YOUNG employees must follow when carrying out their duties, in support of ethical management.

  • Compliance Control Guidelines

    These guidelines define employees' roles and responsibilities in relation to compliance activities, along with the details of how the compliance program is operated.

  • Compliance and Shared Growth Management Committee Operating Guidelines

    These guidelines define the composition and operation of the Compliance and Shared Growth Management Committee and its subcommittees.

  • Compliance Coordinator Operating Guidelines

    These provisions govern the designation of compliance coordinators, their roles and responsibilities, the composition of the consultative council, and related matters.

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[ 01 ]

Compliance Organization

Organizational Chart

OLIVE YOUNG is building a compliance organization in which employees, external experts, the Compliance Support Organization, and each business division work closely together in a practical and organic way, centered on the business front line.

  • CEO
    • Compliance Officer - Compliance Support Organization
    • Compliance and Shared Growth Management Committee
      • Compliance Coordinator Council - Compliance Coordinator
      • Shared Growth Subcommittee
[ 02 ]

Key Components

Compliance Officer

Although the Commercial Act requires only listed companies above a certain size to appoint a Compliance Officer, OLIVE YOUNG voluntarily appointed one in December 2024 in recognition of the importance of ethical management and a transparent corporate culture. This has enabled OLIVE YOUNG to establish a compliance system aligned with global standards and to further strengthen the foundation for sustainable management.

Compliance and Shared Growth Management Committee

OLIVE YOUNG's Compliance Management Committee, first established in July 2019, sets future work plans and improvement measures for the compliance program and carries out the role of reviewing and evaluating management activities.

In 2025, the Compliance Management Committee was expanded and reorganized as the Compliance and Shared Growth Management Committee, with new subcommittees established under it (the Compliance Coordinator Council and the Shared Growth Subcommittee), external members were brought onto both the Compliance and Shared Growth Management Committee and the Shared Growth Subcommittee to strengthen their expertise and objectivity.

  • 1st Compliance and Shared Growth Management Committee Meeting
    (September 17, 2025)

    Report on Olive Young's compliance management activities, the ISO 37301 surveillance audit, shared growth activities, and publication of the 2025 Impact Report; the establishment and organization of subcommittees, and a resolution to appoint the subcommittee chairs

  • 2nd Compliance and Shared Growth Management Committee Meeting
    (March 30, 2026)

    Changes to the Compliance Support Organization; report on 2025 compliance and shared growth management activities and 2026 plans Amendment of the Compliance and Shared Growth Management Committee Operating Guidelines

  • Main Committee
    • Establishing compliance and shared growth management goals and long- and short-term plans, and setting policy direction
    • Deliberating on, advising on, and making recommendations regarding key agenda items related to compliance and shared growth management
    • Reviewing and evaluating compliance and shared growth management activities
    • Reviewing reports on monitoring results, and offering proposals and advice on follow-up measures
  • Compliance Coordinator Council
    • Reviewing the compliance system, assessing its effectiveness, and proposing improvements
    • Identifying monitoring and process improvement tasks, coordinating their progress, and sharing results
  • Shared Growth Subcommittee
    • Conducting detailed reviews of, consulting on, and proposing shared growth policies and systems
    • Gathering external feedback on shared growth policies and systems, and engaging in external communication

Compliance Coordinator

To enable each department to proactively comply with laws and regulations, and to practice ethical management, OLIVE YOUNG operates a Compliance Coordinator system comprising employees across its business divisions. Compliance coordinators identify risks through monitoring of day-to-day operations and lead practical compliance activities suited to the specific characteristics of each business and work site.

In addition, the Compliance Coordinator Council has been formed as a subcommittee under the Compliance and Shared Growth Management Committee. By incorporating feedback from the field and actively reflecting it in system improvements, OLIVE YOUNG is building a more effective compliance culture.

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[ 01 ]

External Certification

ISO 37301

To embed a culture of compliance throughout the company and establish an ethical management system that meets global standards, OLIVE YOUNG obtained ISO 37301 certification in October 2024, and maintained its certification with an excellent conforming result in the September 2025 surveillance audit.

Building on this foundation, OLIVE YOUNG continuously monitors changes in domestic and international laws and regulations, and works to steadily advance its compliance system by reviewing and strengthening its compliance program.

[ 02 ]

Key Programs

  • Building a Compliance Culture

    OLIVE YOUNG makes ongoing efforts to create a compliance culture that reflects its identity and to embed it throughout the organization.

    Through a company-wide contest that invites direct employee participation, we create compliance slogans together and incorporate them into everyday items, helping compliance take root not as something distant or difficult, but as a familiar part of daily life.

    The slogan "All Young, All Right," selected through the 2025 contest, captures the spirit of "Ol-Young": all OLIVE YOUNG employees, with youthful energy and an open mindset, working together to do what is right and build a compliance culture that is uniquely OLIVE YOUNG.

    All Young, All Right All Young, All Right

  • Monitoring

    OLIVE YOUNG operates systematic inspection and management processes to prevent compliance risks before they materialize.

    It regularly identifies and monitors key risks to detect potential issues at an early stage and, when a risk is identified, establishes and implements specific corrective actions to drive meaningful improvement. The results are transparently reported to the Board of Directors and management, enabling compliance risks to be managed strategically.

  • Compliance Training

    OLIVE YOUNG provides compliance training tailored to the nature of each role, embedding a sound culture of compliance across the organization and steadily enhancing employees' awareness.

    By incorporating compliance training into its regular training system and operating it not as a one-time program but as an institutionalized process, OLIVE YOUNG is building a solid foundation for sustainable management.

  • Newsletter Publication

    We publish a compliance newsletter for employees on a regular and as-needed basis, sharing key laws and regulatory trends along with a variety of reference cases to help employees stay informed of the latest issues and proactively uphold a culture of compliance.

    Notably, we address not only compliance as a whole but also content specialized by region and by field, such as global and intellectual property (IP); by covering these together, we further strengthen employees' expertise and practical capabilities.

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[ 01 ]

Whistleblowing Policy

Our reporting system provides executives, employees, and all external stakeholders with a trustworthy channel for reporting misconduct. Executives, employees, and all external stakeholders can report not only through the internal system but also through K-Whistle, an external reporting channel.
All data is encrypted, and K-Whistle is operated by the Korea Business Ethics Institute (KBEI), an independent third-party organization. All reported content is handled independently under the management of CJ's responsible department, and both the identity of the whistleblower and the contents of the report are kept confidential.

[ 02 ]

Reportable Matters

  • Fraud and Corruption

    Matters involving breaches of legal or ethical standards by executives or employees, including embezzlement or misuse of public funds; theft or misuse of assets; tax or accounting fraud; insider trading; infringement or leakage of confidential information such as trade secrets and personal data; conflicts of interest such as dual employment or equity investment; violations of anti-corruption laws such as improper solicitation; and violations of international trade regulations

  • Partner Grievances and Unfair Trade Practices

    Matters that are inconsistent with shared growth principles, such as collusion; unfair trade practices; a lack of transparency in supplier selection; the improper giving or receiving of money or entertainment; preferential treatment; coercion involving the disclosure of trade secrets; misuse of technical information; and human rights violations

  • Harm to Organizational Culture

    Matters that undermine organizational culture, such as workplace harassment; physical or verbal violence; sexual harassment; acts that undermine diversity or constitute discrimination; conduct that impairs work engagement, such as inappropriate financial transactions, gambling, or drinking; unauthorized outside activities; and breaches of whistleblower protection

  • Product Quality and Service Improvement

    Matters involving inconvenience or harm arising from the use of products or services

  • Safety Management

    Safety, health, and environmental risks at worksites—including the head office, factories, offices, and partner facilities—such as hazards that may result in workplace accidents, fires, or environmental incidents, as well as violations of applicable laws, including the Serious Accidents Punishment Act, the Occupational Safety and Health Act, the Fire Services Act, the Wastes Control Act, and the Malodor Prevention Act

[ 03 ]

Reporting Policies

  • Whistleblower Protection Policy

    • We thoroughly protect the identity and confidentiality of whistleblowers.
    • We rigorously maintain the security of any supporting evidence submitted.
    • We strictly prohibit any inquiry aimed at identifying a whistleblower.

  • Prohibition of Detrimental Action against Whistleblowers

    • Whistleblowers do not face any discrimination or disadvantage in connection with their report.
    • If a whistleblower experiences any disadvantage in connection with a report, they may request restorative measures, such as reinstatement to their previous position or status.

  • Reward Policy

    • Where a report contributes to the company’s management activities or helps prevent or eliminate misconduct, a reward may be paid following a resolution by the internal review committee.
    • However, no reward will be granted if the report is found to be false, if the matter has already been confirmed through other channels, such as an investigative authority or media report, or if the review committee otherwise determines that a reward would be inappropriate.
[ 04 ]

Reporting Process

  1. Report Submission

    • Whistleblowers may submit the evidence and facts relating to their report, either anonymously or under their real name, following the 5W1H principle (who, what, when, where, why, and how).

  2. Receipt by the Officer in Charge and Investigation

    • Receipt by the Officer in Charge: The officer in charge receives and processes the submitted report.
    • Review of the Report: The report is reviewed, and any additional information needed is requested.
    • Investigation: Cases proceed in the order received, and the investigation period may vary depending on the subject and scope of the investigation.
    • Completion of Investigation: The investigation is completed once objective evidence has been secured and the facts of the report have been verified.

  3. Investigation Results

    • You can view the outcome of the matters investigated.
    • For reports submitted through the website, the outcome is available under "View Report Results" menu. (For reports submitted through K-Whistle, results are available on the K-Whistle website.)
[ 05 ]

How to Report

  • Anonymous Report Go to

    You may submit a report anonymously if you are concerned about the disclosure of your personal information.
    (However, if the content of the report is unclear, an investigation may not be carried out.)

  • Real-Name Report Go to

    We collect the whistleblower’s personal information with their consent. We strictly protect the confidentiality of the whistleblower’s identity.

  • K-Whistle Go to

    You may submit a report through K-Whistle, an external reporting service provided by the Korea Business Ethics Institute (KBEI), an independent third-party organization.

  • Report by Email Go to

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