Respect for Human Rights
Toyo Seikan Group Human Rights Policy
The Toyo Seikan Group’s Management Philosophy, which was launched in 2016, states that the Group will aspire to achieve a sustainable society and contribute as a group to people’s happiness. We understand that respect for human rights throughout our business operations is a prerequisite for all endeavors to accomplish the intention of the management philosophy.
We have now formulated the Toyo Seikan Group Human Rights Policy (the “Policy”), which serves as a guide for us to drive our commitment to respecting human rights and to fulfill our responsibility, in accordance with the United Nations Guiding Principles on Business and Human Rights.
At the same time, however, we admit that we cannot completely eliminate the risk of adverse impacts that business activities may have on human rights. With this fact in mind, we will seriously address this issue to ensure greater respect for human rights.
1. Scope of Application
The Policy applies to all directors, auditors, officers and employees working within the Group.
We also expect all business partners who are associated with the Group’s products, systems and services to comply with the Policy.
2. Basic Perspective
We promote our commitment to respecting human rights based on the United Nations Guiding Principles on Business and Human Rights, with our support and high regard for the following international rules and agreements related to human rights.
- ・The United Nations International Bill of Human Rights (consisting of the Universal Declaration of Human Rights, the International Covenant on Economic, Social and Cultural Rights, and the International Covenant on Civil and Political Rights)
- ・The International Labour Organization’s Declaration on Fundamental Principles and Rights at Work
- ・The United Nations Declaration on the Rights of Indigenous Peoples
3. Responsibility to Respect Human Rights
We will not infringe on the human rights of those affected by our business activities, and if an adverse human rights impact occurs through our operations, we will take appropriate action to remedy the situation. This is the way we fulfill our responsibility to respect human rights and build a responsible supply chain.
4. Human Rights Due Diligence
We establish a human rights due diligence process to identify, prevent and mitigate actual or potential adverse impacts on human rights.
5. Communication and Consultation
While implementing the Policy, we have honest communication and consultation with our stakeholders, drawing on independent external expertise in human rights.
6. Education and Training
We provide appropriate education and training so that the Policy is embedded throughout our business operations and effectively implemented across the Group.
If our own activities cause adverse human rights impacts, or if it becomes clear that we are involved with adverse human rights impacts through our business relationships, we will provide remedies to redress the harm through communication and appropriate procedures based on international standards.
8. Director in Charge of Policy Implementation
We officially designate a director in charge of the Policy implementation and oversee the progress of the implementation.
We disclose the information on the progress and results of our human rights-related activities on our website and through other media.
10. Applicable Laws
We comply with laws and regulations of countries and regions where we operate. If there is any conflict between internationally recognized human rights and laws and regulations of a country or region, we will seek ways to honor international human rights principles to the greatest extent possible.
PDF files for download
English, Thai and Chinese versions are also available for employees of foreign group companies to understand and comply with the Human Rights Policy.
Quantitative Research on Human Rights Issues
To identify the most important issues to address, we conducted a research to quantitatively assess the significant impact that could be caused in each business domain and country with respect to the ten human rights issues that is closely related to our operations, based on the human rights database of Verisk Maplecroft, a global risk research and analysis organization. The results showed that the overall risk faced by the business domain in which the Group operates was at a medium-to-low level, and that the potential human rights issues to be given the highest priorities were those related to “labor health and safety”, “proper wage and working hours” and “the rights of indigenous peoples” in the “packaging container” and “iron and steel” industries.
We also conducted interviews with relevant people in the Group to identify supply chains and stakeholders that are deeply connected with the potential human rights issues. As a result, it was revealed that all of our entire supply chain is faced with the issues regarding the “labor health and safety”, “proper wage and working hours” and “the rights of indigenous peoples.”
As for the next step, each company in the Group will review and study the results of the human rights impact assessment and engage in specific measures to handle their identified issues.
Participating in Stakeholder Engagement Program
The Group joined the 2021 Human Rights Due Diligence Workshop (Stakeholder Engagement Program) conducted by non profit organization Caux Round Table Japan. The program for the year was conducted online using the Zoom platform under the influence of COVID-19.
In the first half session of the program for the “issues raised by experts,” there were discussions on ten topics to deepen understanding of human rights issues, including human rights issues in the Xinjiang Uyghur Autonomous Region and proposals from Generation Z on climate change.
In the second half session, members from the Group joined a review of the sector-specific human rights issues that were identified by the Nippon CSR Consortium in 2020, based on UNEP FI Human Rights Guidance (issued in 2011 and revised in 2014), together with other participants from manufacturing companies.
We will continue to engage in human rights-related activities with the knowledge we have gained in the program.
The report on the workshop is available through the following link.
Education on Human Rights Issues for Deeper Understanding
e-Learning on Human Rights
To improve understanding of human rights issues, all employees in the Group are provided with opportunities to learn about the Group’s Guidelines of Behavior, which prohibit any discrimination, harassment or abuse.
In fiscal 2021, following the previous two years, we conducted an e-learning program on business and human rights for a total of 850 members (officers and applicable employees of the group companies stated below) who had not yet taken the program. The program uses an online material co-developed by the Asia-Pacific Human Rights Information Center “Hurights Osaka” and Amnesty International Japan. (The completion rate of the program for fiscal 2021 was 99 percent.)
For the three years from fiscal 2019, the program was attended by a total of 5,806 members, who learned about the relationship between business activities and human rights, as well as international norms such as the Universal Declaration of Human Rights and the Guiding Principles on Business and Human Rights.
We will continue to engage in human rights education to ensure that respect for human rights becomes an integral part of our corporate culture.
|Group companies joining the program|
Compliance News Letter for Human Rights Education
We issue Compliance Newsletter on our intranet on a quarterly basis to raise awareness of compliance among officers and employees of the Group. The January 2022 newsletter presented a special feature on human rights.
The feature article focused on the importance of responsible supply chain management, discussing human rights issues by showing actual examples of child labor and forced labor mainly in emerging countries.
The newsletter also explains the Group’s Human Rights Policy and Procurement Policy to raise awareness of human rights among all group members.
Human Rights in Labor-Management Relations
The Toyo Seikan Group's Guidelines of Behavior state that "we understand and respect internationally recognized human rights, including freedom of association, the right to collective bargaining and living wages, as well as laws concerning human rights in countries where we operate." We are actively working on sharing information and discussing solutions to various issues with the labor union.
Labor unions have been organized at several group companies. (The union membership rate among the employees of the consolidated group companies is 51.9%.)
At labor-management meetings, we actively discuss various themes, such as work style reform, health and safety, and welfare, to build and maintain sound labor-management relations through communication among management, the union and employees.