Respect for human rights
- Formulation of human rights policy
- Promotion system
- Overall picture of efforts to respect human rights
- Roadmap
- Implementing human rights due diligence
- Initiatives to respect human rights in the supply chain
- Education and awareness activities
- A system for communication between employees and the company
- Wage Management
Formulation of human rights policy
We formulated our Human Rights Policy in fiscal 2020 and are committed to respecting the human rights of our stakeholders.
Promotion system
We are promoting human rights initiatives through the Human Rights Subcommittee under the Sustainability Committee and the Compliance Subcommittee under the Management Risk Committee. The Sustainability Committee and Management Risk Committee regularly report their activities to the Management Meeting and the Board of Directors, which oversee and direct their activities. We have been working to respect human rights, such as formulating the J-Oil Mills Group Human Rights Policy in 2020 and signing the United Nations Global Compact in 2021. In light of the growing social demand for companies to respond to human rights, the importance of human rights risks to our group, and the impact they may have when they become apparent, we have clarified "human rights risks" as management risks from fiscal 2022 and are focusing on managing them through the Management Risk Committee.
Overall picture of efforts to respect human rights
Roadmap
| ~FY2023 | 2024-2025 | From fiscal year 2026 | |
|---|---|---|---|
| policy |
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| Human Rights DD |
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| Relief |
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Implementing human rights due diligence
We conduct human rights due diligence to ensure the effectiveness of our Human Rights Policy.
Based on the "Guidelines for Respecting Human Rights in Responsible Supply Chains," we have identified issues and stakeholders in establishing a human rights due diligence process, and have organized our current situation and matters to be considered. Going forward, we will prioritize issues based on their urgency and importance, decide on countermeasures, and proceed with the initiatives.
| item | Stakeholders | Recognition of major issues | Direction of measures to address issues | FY2023 results | |
|---|---|---|---|---|---|
| Human Rights DD | Impact and Evaluation | employee | No impact assessment of direct approaches to employees | Dialogue with rights holders on impact assessment | Continuing support |
| Overseas Group Companies | Investigation of Malaysian corporations not yet conducted | Understanding the actual situation of overseas corporations in impact and evaluation | Conducting a survey to grasp the actual situation of Malaysian corporations | ||
| supplier | Responses to requests for improvement and monitoring based on the results of the SAQ* analysis conducted in fiscal 2022 | Creating a mechanism for continuous impact and evaluation | Engage in dialogue with some suppliers based on the results of the SAQ analysis | ||
| Foreign technical intern trainee | Lack of direct dialogue with foreign technical intern trainees | Addressing vulnerable stakeholders | Understanding the actual situation from working conditions to the working environment | ||
| Prevention and Mitigation | supplier | ESG considerations are not included in the criteria for deciding on new transactions | Impact assessment when entering into new business activities or business relationships | Continuing support | |
| Information disclosure and literacy improvement | All Stakeholders | Build a monitoring function to check the progress of issues | Evaluation of the effectiveness of human rights due diligence | Monitor the implementation and progress of each issue identified in the gap analysis | |
| Enhancement of disclosure regarding human rights | Continuously expanding information disclosure | Disclosed in the J-Oil Mills Report 2022 and on our website | |||
| Remedies | Overseas Group Companies | Confirmation of whether the consultation desks of overseas group companies are sufficiently publicized | Thorough awareness | Provide English helpline information | |
| External Stakeholders | Establishment of a consultation desk and system that external stakeholders can access | Establishment of a grievance mechanism | Continuing support |
Initiatives to respect human rights in the supply chain
We have established our "Sustainable Procurement Policy and Procurement Standards" and are working with our suppliers to promote sustainable procurement that takes human rights and the environment into consideration.
In order to ensure responsible procurement of palm oil, one of the raw materials that support our business activities, we have joined the Roundtable on Sustainable Palm Oil (RSPO) since 2011 and formulated the Palm Oil Sourcing Policy in 2020. Similarly, for soybeans, we joined the Roundtable on Responsible Soy (RTRS) in August 2022 and formulated the Soy Sourcing Policy. We will strive to procure soybeans in a transparent and responsible manner. We will share these Sustainable Sourcing Policy and Procurement Standards, Palm Oil Sourcing Policy, and Soy Sourcing Policy with our business partners and promote transparent and responsible efforts that consider human rights and the environment throughout the supply chain. As a mechanism to ensure the effectiveness of the policy and to continuously assess human rights impacts, we will conduct SAQs for suppliers from 2022 and provide feedback, including dialogue. In addition, in 2024, we visited and engaged in dialogue with local palm oil refineries and loading ports as part of a human rights impact assessment of palm oil in Malaysia, and confirmed that no serious human rights violations were found within the scope of this inspection.
Education and awareness activities
We provide training to employees to explain the meaning of corporate human rights initiatives, including introducing examples of the business impact of human rights violations, and to promote human rights awareness and the creation of a culture of respect for human rights. In fiscal 2023, we conducted human rights e-learning for all employees of our group, both in Japan and overseas, to raise awareness of our human rights policy, address issues extracted from human rights due diligence, and deepen understanding of future LGBTQ+ initiatives. We also conducted sustainability e-learning to incorporate it into daily work and foster a sense of ownership.
To prevent harassment, we are working to protect the human rights of employees through measures such as thoroughly publicizing the internal reporting system (helpline consultation desk) and the Cassiopeia W Project to promote DE&I. We also provide education on harassment prevention as part of a training program for newly appointed managers. This training includes actual cases, with the aim of enabling managers to recognize the risks of harassment and respond appropriately.
A system for communication between employees and the company
We respect the right of employees to join labor unions, freedom of association, and collective bargaining. Based on the labor agreement concluded between our company and the J-Oil Mills Labor Union, labor and management discuss various working conditions and cooperate to create a comfortable working environment. Our company has 727 labor union members, and the labor union membership rate is 100% (2023).
Wage Management
Our company complies with the statutory minimum wage based on the Labor Standards Act and labor-management agreements.