(August 30, 2024)

Article 1 Purpose

　　Livzon Pharmaceutical Group Inc. (hereinafter referred to as the “Company”) believes that the diversity of its board of directors (hereinafter referred to as the “Board”) contributes significantly to improving the Company’s performance. The purpose of the Board Diversity Policy (hereinafter referred to as the “Policy”) is to outline the Board’s approach to achieving diversity among its members.

Article 2 Scope of Application

　　The Policy applies solely to the Board.

Article 3 Policy Statement

　　The Company considers the diversity of members of the Board as one of the key factors that maintain the Company’s competitive strength and promote the Company’s sustainable development. When determining the composition of the Board, the Company considers diversity from various factors, including, but not limited to, gender, age, cultural and educational background, professional experiences, skills and knowledge, race and ethnicity, region, nationality, length of service, and any other factors that the Board deems relevant and applicable from time to time. On this basis, the Company shall make decisions based on objective conditions such as the comprehensive values a candidate can deliver to the business and development of the Company, contributions a candidate can make to the Board, alignment with the Board’s succession plan and development, while ensuring the diversity of the Board.

　　The Company’s nomination committee (hereinafter referred to as the “Nomination Committee”) will review the structure, size, and composition of the Board and make recommendations or suggestions to the Board for the appointment of new directors. Such reviews, recommendations, or suggestions will take full account of the benefits of Board diversity.

Article 4 Measurable Objectives

　　In selecting candidates for the Board, the Company will consider the benefits of Board diversity and the needs of the Board and use a range of diversity criteria as benchmarks, including, but not limited to, gender, age, cultural and educational background, professional experiences, skills and knowledge, race and ethnicity, region, nationality, and length of service. The Company aims to achieve an appropriate balance of gender representation on the Board and makes ensure that the Board includes at least one female director to achieve gender diversity in the Board.

Article 5 Review and Monitoring

　　The Nomination Committee will review and assess the Policy and the composition of the Board in terms of diversity at least once a year to ensure that the Policy is working effectively. The Nomination Committee will discuss and revise the Policy as necessary.

Article 6 Disclosure of the Policy

　　The Policy will be published on the Company’s website for public access. An overview of the Policy, together with the measurable objectives the Company has set for its implementation and the progress made towards achieving these objectives, will be disclosed annually in the Company’s Corporate Governance Report.