Human rights

Basic approach and policy

We will respect human rights and diversity, work to improve the welfare of employees and realize a safe and comfortable workplace. In addition, we will promote respect for human rights in our business activities in accordance with our Basic Policy on Human Rights.

The Group has established the Compliance Regulations and the T. Hasegawa Corporate Code of Conduct to be followed by all employees as they engage in business activities, including those related to respect for human rights. We strive to make sure that all of our employees are aware of the Code of Conduct to spread awareness of respect for human rights and prevent issues related to these rights.

Basic Policy on Human Rights

Our Group will support international human rights standards, such as the Universal Declaration of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, the United Nations Global Compact, and the Children’s Rights and Business Principles (CRBP). We will act in accordance with the policy below, which is based on the United Nations Guiding Principles on Business and Human Rights.

  1. We never engage in child labor, forced labor or human trafficking.
  2. We will comply with the working hours and holidays stipulated by the laws and regulations of the countries and regions where we conduct business activities, and work to reduce excessive working hours. In addition, we will comply with the principles of minimum wage and equal pay for equal work between genders, ensuring that the wages we pay exceed the minimum wage or meet the living wage.
  3. We do not discriminate against people on the basis of race, religion, nationality, gender, age, disability, or any other factor in terms of hiring, promotions, and career advancements.
  4. We will comply with laws and regulations applicable to the countries and regions where we conduct business activities, respect individual privacy, and strive to handle personal information appropriately.
  5. We do not tolerate any form of harassment that harms workers or the workplace environment.
  6. We endeavor to prevent accidents and disasters by prioritizing the health and safety of the workplace and workers.
  7. We respect the right of workers to freedom of association and collective bargaining, and will have proper and faithful discussions with labor representatives.
  8. We will give due consideration to ensuring that our decision-making, business activities, and products and services do not support or promote human rights abuses against consumers and indigenous peoples in local communities.

We will check the status of compliance with items 1-8 of the above policy and work to build a system for identifying, preventing, and mitigating any negative impact on human rights related to the Company’s business activities. In the event that it becomes clear that the Company has caused or contributed to a negative impact on human rights, we will work to remedy or correct the situation through proper procedures.

The above human rights policy was approved by the Board of Directors of our Group on April 25, 2025.

Governance and risk management

Promotion system

Human rights are the foundation of compliance and essential elements for improved corporate value. As such, the Compliance Committee (which is chaired by the Representative Director, Chairman & CEO and consists of directors in charge of internal management control, officers in charge of the respective divisions, and others) collaborates across divisions to ascertain issues related to human rights and the labor environment and make improvements. The Committee also reports to the Board of Directors as necessary.

Strategies

Risks

Identification of human rights risks

The risk survey of divisions conducted jointly every year by the Risk Management Committee and the Compliance Committee incorporates the viewpoint of human rights risks. Human rights risks extracted by the survey are categorized, and businesses and divisions that are at risk are identified.

Evaluation of human rights risks

Currently, our Group organizes and responds to the following significant human rights risks in the business we handle. In addition, when assessing human rights risks, we identified significant human rights risks after obtaining the views of our employees, who are stakeholders of our Group. We will continue to engage with stakeholders in the process of identifying human rights risks.

Significant human rights risks in the businesses handled by our Group

Significant human rights risks in the businesses handled by our Group
Implementation of supplier assessment

To promote responsible procurement, the Group conducts supplier assessments, including human rights and labor, through questionnaires.
For more details, “Procurement”.

Response to human rights risks

The Group identifies human rights risks that should be addressed to prevent or mitigate the negative impact of business activities on human rights. We take measures for identified risks and regularly monitor and disclose information to improve our efforts.

Process for responding to human rights risks

Process for responding to human rights risks
Measures and monitoring of human rights risks

Having developed internal rules, we analyze, manage, and consider measures for risks, mainly for relevant divisions. In addition, the relevant divisions and the Risk Management Committee analyze, manage, and consider measures for risks that require a response from the Company or the Group based on the risk management rules.

Establishment of a whistleblowing service

As part of our complaint handling mechanism, we have established the person responsible for general affairs, the person responsible for human resources, an outside lawyer, and a full-time auditor for each site as the whistleblowing/hotline service contact. The service can be accessed from multiple locations both inside and outside the Company from the dedicated banners on the intranet and direct e-mail address. Confidentiality will be maintained, and personal information regarding the consultant and the content of opinions and consultations are strictly controlled and will not be divulged inside or outside the Company without the consent of the consultant.

We will conduct appropriate investigations based on the content of any whistleblowing reports or consultations received. If human rights violations such as discrimination or harassment are confirmed, we will take disciplinary actions, which may include warnings, reprimands, or salary reductions.

Providing harassment prevention training

Harassment in the workplace not only damages the personality and dignity of the person who is harassed, but it also results in a loss of desire to work or self-confidence or may even cause mental health to deteriorate. Based on the Company’s conviction that harassment shall not be allowed, we provide a wide range of training intended to enlighten employees and prevent harassment.

In FY2024, we conducted compliance training, including our harassment prevention program, for all employees using e-learning. This is an expansion of the training from previous years, which had targeted only newly appointed managers.

In FY2025, we will enhance the effectiveness of our current training for managers by adding content on communication channels and procedures for responding to whistleblowing reports and consultation requests.

Indicators and targets

Our Group defines human rights violations that violate laws as “serious human rights violations” and monitors them. No such cases occurred in FY2024.
For more details, please refer to the T. Hasegawa Group ESG Data Book (PDF) .