Human Rights

Top Commitment / Human Rights Policy

Top Commitment Related to Human Rights

The Group designated “Respect for Human Beings” as its principle of management and has practiced “people-centered management” consistently since its founding. Essentially, respect for human rights is an indispensable foundation of management and should be prioritized in all decisions and actions. We have made this the Idemitsu Group Basic Human Rights Policy, which all executives and employees comply with.
Based on this policy, we continually address global human rights issues while referencing the cultures, customs, and social norms of different countries and regions. In addition, in response to human rights issues faced by the Group’s affiliates and supply chain in Japan and overseas in recent years, we have focused our efforts on conducting human rights due diligence and identifying where human rights violation risks exist within the Group and at relevant suppliers. We are also strengthening our efforts to mitigate risks and build a rescue mechanism.
Moreover, we formulated the Compliance Code of Conduct to instill and promote a compliance mindset within each employee working around the world, including in Japan and overseas. The code clearly states that we will create a sound and appropriate workplace free from harassment that accepts diversity in such areas as race, nationality, and gender and that does not tolerate any kind of human rights violation.
We regularly disclose to stakeholders these kinds of human rights-related initiatives and actions.

Idemitsu Kosan Co.,Ltd.
President and Representative Director
Shunichi Kito

Idemitsu Group Human Rights Policy

Idemitsu Group believes in the infinite possibilities of “the power of human beings”. By maximizing the full potential of all our employees, trusting, and cooperating with each other, we aim to contribute to the energy security of countries and regions around the world for the brightness and prosperity of the people who live there.
With this vision for Idemitsu Group, respecting human rights is at the core of everything we do and is the fundamental element of our business. 
This policy applies to all executive officers and employees of Idemitsu Group. We also expect all business partners, including our suppliers, to understand and comply with this policy.

  1. Respect for Human Rights
    Idemitsu Group seeks to work in harmony with both the international and local community, and does not allow discrimination against any individual or groups. In addition, we prohibit words or actions that could harm human dignity, be it physically or mentally.
    Idemitsu Group respects internationally recognized human rights as set out in the Universal Declaration of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work, as we conduct business both in Japan and worldwide. We also support the United Nations Guiding Principles on Business and Human Rights, the Voluntary Principles on Security and Human Rights, and the United Nations Global Compact.
    Idemitsu Group complies with the laws of the countries and regions where we operate. If local laws contradict internationally recognized human rights standards, we will seek ways to honor the principles of international human rights without violating local laws.
  2. Human Rights Due Diligence
    Idemitsu Group is committed to implement human rights due diligence in line with the United Nations Guiding Principles on Business and Human Rights. We work to assess human rights risks in our business activities and take actions to prevent and mitigate the identified negative impacts.
  3. Human Rights Priority Issues
    1. (1) Promotion of Diversity
      Idemitsu Group's vision is to become a Japan-based energy co-creation company that strives to create new values with customers and stakeholders while seeking harmony with the environment and society based on diversity and inclusion. As noted below, we have established the Diversity & Inclusiveness Policy to embed this vision and commitment within our company.
    2. (2) Prohibition of forced labor
      Idemitsu Group does not allow, nor will be complicit in or benefit from, forced labor. In cases where compliance with local laws alone is not sufficient to meet this commitment, Idemitsu Group will take into account relevant international standards.
      Idemitsu Group does not allow any form of forced or compulsory labor at any stage, including bonded labor, when planning or conducting business operations. Idemitsu Group also does not confiscate identification cards of any of our workers, nor restricts their freedom of movement outside working hours.
    3. (3) Prohibition of Child Labor
      Idemitsu Group does not allow the use of child labor. We prohibit assigning hazardous or harmful work to young workers.
    4. (4) Prohibition of Discrimination
      Idemitsu Group is committed to respecting the human rights of all people, creating a work environment that does not harm individual’s dignity, and is free from discrimination.
      We do not allow discrimination based on race, gender, religion, belief, disability, nationality, ethnic or social origin, sexual orientation, gender identity, age, educational background, marital status, job positions, employment type or any other distinctions irrelevant to business skills or experiences.
    5. (5) Prohibition of Harassment
      Idemitsu Group does not tolerate sexual harassment, power harassment, or other words or actions that constitute as physical or mental harassment, that could make a person feel degraded.
    6. (6) Freedom of Association and Recognition of the Right to Collective Bargaining
      Idemitsu Group respects employees’ rights to freedom of association, union participation, and collective bargaining. Idemitsu Group further prohibits any intimidation or retaliation against employees who exercise these rights.
      At domestic affiliated companies with labor unions, we have collective labor agreements with in-house labor unions where both parties should work to observe such agreements in good faith.
      At overseas affiliated companies, by the same approach, Idemitsu Group promotes communication between senior management and employees in order to deepen mutual understanding.
    7. (7) Maintaining our Working Environment
      Idemitsu Group complies with labor laws and regulations of the countries and regions where we operate, such as minimum wage and reasonable working hours. In addition, we will seek to create a comfortable working environment in consideration of the health and safety of our employees.
    8. (8) Land, Water and the Use of Natural Resources
      Where Idemitsu Group is involved in acquisition, leasing or use of lands, or development of natural resources, we work to mitigate negative environmental and social impacts resulting from such business operations. We also seek to give due consideration to the rights of the local people who use or live in or around the affected area. We will strive to ensure that living standards are not adversely affected, especially when the affected community is resettled. .
      We also work to prevent soil and water pollution so that our business does not negatively impact the local population’s access to safe and hygienic water.
    9. (9) Respect for the Rights of Indigenous Peoples
      Idemitsu Group respects the rights of indigenous peoples arising from their cultures, spiritual traditions, history, and philosophies, in the countries and regions where we operate. In addition, if a potential negative impact related to our business operations is identified, we will strive to avoid, mitigate or minimize such impact.
  4. Grievance Mechanisms
    Idemitsu Group promotes a culture of communication and feedback, and employees can consult with their supervisors on any concerns related to human rights issues discussed in this policy. Idemitsu Group has a whistle blowing system for executive officers and employees to raise concerns related to actual or potential violations of the Code of Conduct, including human rights-related matters. Idemitsu Group also has a reporting channel for any interested stakeholder to raise concerns related to our business activities. Idemitsu Group continues to enhance our capacity to effectively identify our human rights impacts and optimize our grievance mechanisms.
  5. Information Disclosure
    Idemitsu Group regularly reports our efforts to respect human rights, including through our website and other appropriate channels.

This policy has been approved by the Board of Directors of Idemitsu Kosan Co., Ltd.

Effective: December 17, 2019

出光興産, DFF Inc.

Basic Approach / Promotion System

Basic approach

The Group formulated the Idemitsu Group Human Rights Policy in 2019 and declared its respect for internationally recognized human rights as set out in the Universal Declaration of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work, as we conduct business both in Japan and worldwide. In addition, in line with the United Nations Guiding Principles on Business and Human Rights, we codified conducting human rights due diligence in our policy and launched specific initiatives in fiscal 2020. We clarified nine human rights priority issues and promoted in-house awareness-raising activities. We established a reporting and consultation desk for executives and employees to respond to violations of the code of conduct, overt or potential, including matters related to human rights. We established a desk for stakeholders to report concerns regarding business activities. These and other human rights-related initiatives are regularly disclosed on our website.

Promotion system

We promote human rights through the system shown below.

出光興産, DFF Inc.

Conducting Human Rights Due Diligence

We conduct human rights due diligence according to the Idemitsu Group Human Rights Policy. From FY2021 through FY2022, we used a questionnaire to survey affiliated companies about the status of response to human rights risks in each company. The questionnaire includes risk evaluation items related to on-site occupational problems, serving as a mechanism that enables us to swiftly identify where risks lie. Companies first respond to questions on the four issues regarded as particularly serious issues (force labor and human trafficking, child labor, discrimination, and freedom of association and collective bargaining rights) under the International Labour Organization’s (ILO) core labor standards. For affiliated companies that need further subsequent investigation, we confirm details to ascertain the actual status and draft and implement necessary measures. Regular checks will be subsequently performed in an effort to mitigate risks.

The survey results from 176 affiliated and related companies in Japan and overseas confirmed that performance of risk mitigation activities related to human rights is good overall, and many categories were scored as low-risk, at 90% or higher. The results also indicated the need for improvement on the following points and we will work to address these as issues in the future.

  • Thoroughly raising awareness of human rights policies
  • Strengthening supply chain management
  • Informing all employees and business partners of the reporting desks for complaints
Sustainable Procurement Guidelines

The Group has established a basic procurement policy based on the Management Philosophy and Action Mindset. We also established the Sustainable Procurement Guidelines and posted them on our official website. In these guidelines, we clarify the Group’s stance related to human rights, such as respect for basic human rights and the prohibition of forced labor, child labor, harassment, and discrimination. We revealed a policy of exchanging information on initiatives related to sustainability with business partners and working to mutually increase the level thereof.

Basic Procurement Policy

Sustainable Procurement Guidelines

出光興産, DFF Inc.

Harassment Prevention Initiatives

Basic Approach

The Idemitsu Group believes that respect for human rights must be the highest priority in all of its decisions and actions. Accordingly, we seek to maintain harmonious relationships with international society and local communities, and do not discriminate against any stakeholder group. Furthermore, we do not condone violence or words or deeds that are detrimental to human dignity, whether physically or mentally. To ensure sound, harassment-free work environments, we seek to deepen the understanding of all employees and have established a basic policy for harassment prevention measures and appropriately responding to incidents of harassment. By doing so, we aim to create and maintain work environments in which the human rights of all employees are respected and employees can utilize their abilities to the fullest. In addition, the Human Resources Department, General Affairs Department, and Corporate Sustainability Department engage in concrete cross-departmental initiatives.

Basic Policy on Harassment in the Workplace
  1. Purpose
    Idemitsu Group considers ‘respect for human rights’ as the highest priority in all decisions and actions; we will maintain harmonious relationship with the international and local communities and will not discriminate against any parties. In addition, we will not tolerate any words, deeds, or violence, both physical and mental, that may damage human dignity.
    Based on Idemitsu Group Human Rights Policy, this sets forth policies for preventing harassments and appropriately responding to harassments in order to ensure healthy work environments and free from all kinds of harassments. By deepening the understanding on ‘respect the human rights,’ we are committed to respect the human rights of all employees, and to create a workplace environment where all employees can demonstrate their abilities to the fullest. Moreover, we will also ask business partners, including suppliers, to understand and comply this policy.
  2. Basic Policy

    <Basic Policy on Harassment in the Workplace>

    1. Idemitsu will not tolerate harassment in the workplace nor action that harms dignity of individuals.
    2. Idemitsu will continue to implement the following measures to ensure all workplaces are free of harassments.
      • We will disseminate the "Guidelines on Prevention of Harassment in the Workplace" to all employees.
      • We have established Consultation Desk for Harassments in the workplace to respond to a wide range of inquiries and troubles. In addition, we will take measures such as trainings so that the person in charge of Consultation Desk can respond to any harassments promptly and appropriately.
      • In responding to consultations and troubles, the privacy of individuals (such as sexual orientation, sexual self-esteem, medical history and/or sensitive personal information such as fertility treatment) is well-protected and we will not use the consultation details as reason to treat all related individuals disadvantageously.
      • In the event of harassment in the workplace, HR manager of related department, Consultation Desk, and the Human Resources Department will cooperate to find facts and resolve the problem and prevent the problem from recurring promptly and accurately.
      • We will take a resolute stance in dealing with harassment in the workplace.
      • In addition to conducting training to promote the understanding and awareness of harassment prevention in the workplace, we will enhance preventive measures and countermeasures that reflect opinions of each employee.
    3. The director in charge of Human Resources affairs shall take a full responsibility to promote and develop workplace environments in alinement to this basic policy.
Specific initiatives
Building skills for responding to consultations about harassment

From October to November 2020, we provided training aimed at building skills for those responding to requests for consultation about harassment, including the HR managers of company departments and affiliates and officers in charge of responding to consultations. This training taught participants the skills to appropriately respond to consultations from employees about harassment. A total of 98 participants took part, deepening their understanding of the appropriate mindset and key points to keep in mind when fielding consultations as well as the perspectives and feelings of employees making such consultations.

Anti-harassment training

Beginning in December 2018, we have been holding anti-harassment training for management-level employees with the goal of eradicating all forms of harassment, including sexual harassment, abuse of authority over, and harassment related to maternity. A total of 1,065 members of management and management-level employees from the Head Office, complexes, and branches have participated in this training (as of September 30, 2020). The training has served as an opportunity for participants to deepen their understanding of workplace sexual harassment and abuse of authority and reflect on their role as managers in preventing such issues. Going forward, we will continue this training as we strive to ensure harassment-free workplaces.

Workplace harassment prevention guide

To create and maintain sound, harassment-free workplaces, we have prepared a guide to concrete prevention measures to help raise awareness among all employees, instructing them to not engage in or tolerate harassment.

出光興産, DFF Inc.