Human Rights

Concept of Human Rights

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 our 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 our group. We also expect all business partners, including our suppliers, to understand and comply with this policy.

We seek 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.

We respect 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. In addition, we comply with the laws of the countries and regions where we operate, and 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.

We promote a culture of open communication and feedback so that employees can discuss human rights concerns with their managers. In addition, to deal with violations or potential violations of the Code of Conduct, including human rights issues, we have a reporting and consultation service (Internal and External Contact Points on page 56) for executives and employees. Also, we have a contact point (Customer Service Center on page 13-14) for external stakeholders to report concerns about our business activities. We also disclose information on our efforts to respect human rights on our website as needed.

Our group's Human Rights Policy has been approved by the Management Committee, which deliberates on important matters relating to the execution of business, and the Board of Directors, which is the decision-making body for the execution of business, with the advice of outside experts.

Human Rights Priority Issues

  1. Promotion of Diversity
  2. Prohibition of Forced Labor
  3. Prohibition of Child Labor
  4. Prohibition of Discrimination
  5. Prohibition of Harassment
  6. Freedom of Association and Recognition of the Right to Collective Bargaining
  7. Maintaining our Working Environment
  8. Land, Water and the Use of Natural Resources
  9. Respect for the Rights of Indigenous Peoples
出光興産, DFF Inc.

Initiatives Related to Human Rights

FY2020 Initiatives
  1. Conducting human rights due diligence
    We score all of our 241 affiliates in Japan and overseas (risk mapping) by using around 80 ESG-related queries. These queries are based on various international standards formulated to identify human rights risks. Based on the results of our risk identification, we will take countermeasures, mainly in high-risk businesses.
  2. Instilling our basic human rights policy in executives and employees
       We have started human rights awareness activities for all officers and employees aiming to foster fundamental knowledge of human rights and to provide understanding on our company’s human rights priority issues. As the first step, we created learning materials (Japanese and English) focusing on child labor issue faced by other company as an example, and at the same time promoting prohibition of forced labor, discrimination, and harassment as stipulated in the Idemitsu Group Human Rights Policy. Through this, we seek to raise our employees’ awareness of the existence of human rights risk upon any business. 
      The number of responses toward survey we put within the learning materials exceeds our expectation. This indicates our employees have a high level of interest in human rights issues. We will analyze the survey responses and turn the results into specific themes or concrete initiatives that our company must focus on in the future.
Human Rights Due Diligence Process
Figure
出光興産, DFF Inc.

Stance and Basic Policy on Workplace Harassment

The Group’s stance is that respect for human rights should be prioritized in all decisions and actions. We strive to achieve harmony with international and local communities, and do not take discriminatory actions toward any stakeholders. In addition, we do not condone words, actions, or violence that damages human rights in a physical or psychological way. With the aim of maintaining healthy work environments free from harassment, we formulated measures to prevent harassment, as well as basic policies on appropriate responses when harassment does occur. We want to create a work environment where all employees can deepen their understanding of human rights, where their rights are respected, and where they can tap their full potential.

The Group upholds diversity and inclusion in its management vision. We regard work-life balance and training of the next generation as key measures for promoting diversity and inclusion, taking various measures to achieve these goals. We foster a work culture where employees who balance work and life (including childcare and caregiving) can work freely and feel a sense of purpose. This helps to create an environment where all employees realize their full potential. We aim to be a company that can co-create new value with various stakeholders and an employer where a diverse team of employees thrives.

Basic Policy on Harassment in the Workplace
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.

Photo
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.

Cover image
出光興産, DFF Inc.