Human Rights Policy

Respecting the human rights of all stakeholders is an essential responsibility for the sustainable development of the Company and earning society’s trust. The Oiles Group recognizes that creating an environment where the human rights and diverse traits of all people are respected is a fundamental requirement for a company, and it actively promotes initiatives that consider human rights.

The Oiles Group has established the Oiles Group Human Rights Policy in accordance with international standards, including the International Bill of Human Rights and the International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work. This basic policy is thoroughly disseminated to all Oiles Group officers and employees through its posting on our website and human rights training. Moreover, we request that our suppliers understand and cooperate with the Oiles Group Sustainable Procurement Guidelines, which stipulate human rights and labor provisions including the elimination of discrimination and the prohibition of child labor and forced labor. We are working to ensure respect for human rights throughout our entire supply chain.

The Oiles Group Human Rights Policy

Oiles Group Sustainable Procurement Guidelines

Promotion Structure

As part of the Oiles Group’s human rights initiatives, the Human Rights and Human Capital Sub-Committee monitors the implementation of human rights initiatives and the incidence of human rights violations involving Group employees in Japan, while the Procurement Sub-Committee monitors those aspects among suppliers in Japan and overseas. Findings are reported to the Sustainability Committee (Chair: Director in charge of sustainability) and the Sustainability Promotion Council, which includes all directors and operating officers.

Human Rights Due Diligence

The Oiles Group maps the negative impacts (including potential impacts) on human rights that all of the Group’s business activities might have based on their likelihood and severity. This enables the identification and assessment of the risk of human rights violations requiring priority attention by the Oiles Group. The specific risks of human rights violations are as follows. We implement measures to prevent, mitigate, and remedy negative impacts and also assess residual risks after implementing those measures. We monitor the effectiveness and implementation status of our human rights risk mitigation efforts through post-implementation surveys, internal audits, and discussions within the Human Rights and Human Capital Sub-committee and the Sustainability Committee. These efforts are continuously reviewed and refined.
Starting in FY2024, the harassment survey was expanded beyond our own staff to include domestic Group employees and was conducted to assess the incidence of harassment.

Prevention, Mitigation, and Remediation Measures

The Oiles Group implements various measures to prevent human rights violations. In FY2024, there were zero incidents of human rights violations occurring within the Oiles Group.

Prohibition of Child Labor and Forced Labor

The Oiles Group explicitly prohibits child labor and forced labor in its Oiles Group Compliance Handbook. The minimum age requirement for employment is set at 18 years. In addition, new hires are required to present official identification upon joining to ensure accurate age verification.
Internal audits (conducted annually at major sites and Group companies, and every three years at other locations) include the following audited items to confirm that no human rights violations have occurred: employment of persons under 15 years of age, night work or hazardous work for persons under 18 years of age, and confiscation of identification documents from foreign employees against their will.

Prohibition of Discrimination

The Oiles Group prohibits unfair discrimination against employees. Employee hiring is handled by personnel to promote fair hiring and awareness of human rights who undergo regular training. These personnel respect the fundamental human rights of applicants and make hiring decisions based on the individual's aptitude and abilities. In addition, evaluators receive training upon their appointment to ensure that they provide fair treatment based on clear evaluation criteria.

Prohibition of Harassment

To prevent all forms of harassment within the domestic Group, we conduct lectures on harassment prevention as part of various training programs, and we regularly include topics on preventing harassment in our monthly compliance training. We are increasing the effectiveness of our efforts to prohibit harassment, via initiatives such as conducting questionnaires on harassment every spring and holding anti-harassment training programs based on the results of those questionnaires.

Remedial Measures

The Oiles Group has established a whistleblowing system as a remedial measure in the event of human rights violations. All Oiles Group employees worldwide can anonymously seek consultation or report any human rights violation, including harassment.
In Japan, we have established a confidential Oiles Group personnel consultation desk to support domestic Group employees facing work-related or harassment concerns, as part of proactive efforts to prevent harassment.

Healthy Labor-Management Relations

The Oiles Group respects employees’ freedom of association, union membership, collective bargaining, and the right to participate in peaceful gatherings under international treaties and decrees. We ensure labor-management dialog that allows employees to communicate openly with management without fear of discrimination, retaliation, intimidation, or harassment and uphold collective bargaining agreements and other arrangements. Through constructive dialog, labor and management are working together to realize our corporate philosophy. The Company and some of our Group companies have their own respective labor unions. These companies and labor unions maintain a stable relationship, supported by over 60 formal agreements and regular discussions on working conditions and human resource systems. All regular employees at our company are union members, resulting in a 100% labor union membership rate.