About the Human Rights Policy
We regard respect for human rights as one of the fundamental requirements of our business activities, as reflected in our corporate philosophy. In light of changes in the social environment surrounding human rights, we revised our Human Rights Policy in June 2024 and continue to review it regularly while advancing appropriate initiatives. In line with this Policy, we respect the human rights of all people involved in our business activities and seek the understanding of our stakeholders, thereby contributing to the realization of a society where everyone is respected.
S-Pool Group Human Rights Policy
1. Scope
The Policy applies to all executives and employees working at the S-Pool Group. The Group expects all its stakeholders, including customers and business partners, to understand and uphold the Policy.
2. Compliance with applicable laws and regulations
The Group has declared its commitment to the International Bill of Human Rights; the International Labour Organization's Declaration on Fundamental Principles and Rights at Work, which include freedom of association and the right to engage in collective bargaining; and the United Nations' Guiding Principles on Business and Human Rights. Additionally, the Group complies with applicable laws in the regions in which it operates. Where differences exist between internationally accepted standards and local laws, the Group complies with the stricter standards; where inconsistencies exist between internationally accepted standards and local laws, the Group prioritizes upholding international human rights principles.
3. Human rights issues related to business activities
The Group seeks to address human rights issues, including the following:
Based on the laws and regulations in place in the respective countries and regions, the Group makes every effort to eliminate discrimination and violations of human rights from the business activities in which it is involved, whether due to race, skin color, language, creed, religion, sex, sexual orientation, gender identity, nationality, age, birthplace, mental or physical disorder, or illness. The Group is committed to eradicating bullying and harassment as well as demonstrating respect for the dignity of each person as an individual.
The Group prohibits forced labor, child labor, and human trafficking in any form, and demonstrates its respect for children's rights through adoption of the Children's Rights and Business Principles.
The Group respects the right to freedom of association and collective bargaining for all employees as provided by the Constitution and appropriately handles employee disaffection and grievances. In Japan, the Group has concluded an agreement governing off-hours work and work on days off (Article 36 Agreement) with employee majority representatives at each site, pursuant to the Labor Standards Act. This agreement applies to all employees other than managers.
The Group strives to promote gender equality, ensure equal opportunities and treatment for men and women in employment and other matters, and achieve a better work-life balance.
The Group strives to manage the working hours of its employees and to maintain wage levels that not only meet the legal minimum but leave employees feeling rewarded for their efforts.
The Group promotes its business activities with due consideration to the human rights of local residents.
The Group strives to demonstrate its respect for the privacy and preserve and the freedom of expression of all stakeholders, including employees, customers, and business partners.
4. Initiatives to prevent human rights violations
The Group undertakes regular surveys of and interviews with employees to grasp and pinpoint potential risks. Based on the survey results, the Group determines whether any human rights violations exist and the challenges in embedding and ensuring compliance, and takes any risk reduction measures necessary to prevent substantial damage while reflecting findings through employee educational activities and training.
5. Correction and remedy
If the Group identifies any potential adverse human rights impact resulting from its business activities or finds that it has otherwise been involved in such impact, it works to correct and remedy the situation through appropriate internal processes. The Group strives to establish a system for handling inquiries and complaints concerning any actions within the Group that have an adverse impact on human rights.
6. Disclosure of information
The Group discloses the status of its initiatives related to respect for human rights based on the Policy through its website, Integrated Report, and other means.
7. Initiatives to embed respect for human rights
The Group plans to educate and train all executives and employees working within the Group to ensure they are adequately acquainted with the Policy.
Revised: June 18, 2024
Sohei Urakami
Chairman of the Board, President and Representative Director
Response to Harassment
We recognize harassment as a human rights issue that undermines the dignity of employees and impairs the working environment, making it an issue that cannot be overlooked. We maintain a zero-tolerance policy toward all forms of harassment and bullying, and are committed to creating a safe and comfortable workplace where all employees respect one another.
Harassment Training
As part of our compliance initiatives, we regularly provide education and training for all employees to prevent conduct that infringes on human rights, including power harassment, sexual harassment, and bullying.
Harassment Consultation Desk
We have established a dedicated consultation desk to handle a wide range of harassment issues, including power harassment, sexual harassment, and maternity harassment. In line with our basic policy of “do not commit, do not tolerate, and do not ignore,” we take swift and appropriate action to ensure the early detection and correction of problems.
To promote an environment where everyone feels comfortable raising concerns, we have set up a dedicated email address for consultations. The privacy of both complainants and related parties is strictly protected, and any disadvantageous treatment for seeking consultation is strictly prohibited.