Osaki Group Human Rights Policy

The Osaki Group regards respect for human rights as the foundation of its business activities, and declares in the “Osaki Group Charter of Corporate Behavior," which is the Osaki Group's Guidelines for Corporate Behavior that "We respect the human rights of all people in a global society and do not discriminate in any way."

In order to ensure that these policies are put into practice, we have established the following policies for respecting human rights.

 

 

I. Scope of the Application of This Policy

  • This policy applies to all business activities of Osaki Group.
  • This policy applies to all persons engaged in our business activities, including all executives and employees (including contract employees) of the Osaki Group.

 

 

II. Support of International Norms

In establishing, revising, and implementing this policy, Osaki Group supports the following international codes.

  •  United Nations Universal Declaration of Human Rights
  •  UN Guiding Principles on Business and Human Rights
  •  United Nations Global Compact (Ten Principles)
  •  ILO Declaration on Fundamental Principles and Rights at Work
  • ILO Guidelines on Occupational Safety and Health Management Systems
  •  OECD Guidelines for Multinational Enterprises
  •  Children’s Rights and Business Principles

 

III. Initiatives for Respect for Human Rights at Osaki Electric

1. Observance of Law to Be Applied

  • Osaki Group will comply with local laws and regulations relating to respect for human rights in the countries and regions in which it operates.
  • If local laws and regulations and regulations of the country or region in question differ from international human rights standards and principles, we will consider ways to respect international human rights standards and principles while complying with local laws and regulations.

 

 

2. Respect for Employees' Human Rights

Osaki Group respects the human rights of all those engaged in our business activities.

(1) Prohibition of Forced Labor

  • We will not force all employees to work, and will protect the right of employees to leave their jobs and to terminate their employment.
  • Do not use the labor force obtained by forced, binding, non-humanistic prisoner labor, slavery or human trafficking

(2) Prohibition of Child Labor and Consideration for Young Workers

  • Children under minimum working age will not be allowed to work
  • Do not force employees under 18 to engage in dangerous jobs that could harm health and safety

(3) Consideration for Working Hours and Reduction of Long Working Hours

  • Respect international standards and not allow employees to work beyond the limits stipulated in the laws of each country or region.
  • We will also appropriately manage working hours and holidays, taking into account international standards.

(4) Appropriate Wages and Allowances

  • Compensation paid to employees in each country and region, including minimum wages, overtime pay, and legally mandated allowances and wage deductions, shall comply with all applicable laws and regulations.
  • Payment of wages (living wages) that meet the standard of living needs shall be considered.

(5) Prohibition of Harsh or Inhumane Treatment

  •  We respect the human rights of our employees and do not engage in inhumane treatment such as mental or physical harassment, abuse or coercion, or any conduct that could lead to such treatment.
     

 (6) Prohibition of Discrimination

  • Do not discriminate or harass on race, color, age, sex, sexual orientation, sexual recognition or sexual expression, ethnicity, nationality, disability, marital status, pregnancy, religion, political party, or membership.
     

 (7) Freedom of Association and Support for the Right to Collective Bargaining

  • As a means to realize labor-management consultations on the labor environment and wage levels in compliance with the laws and regulations of each country and region, we respect employees’ rights to organize.
     

(8) Safety and Healthy Working Environment
(Contents are as shown in appendix.)

3. Respect for Human Rights in the Supply Chain

Osaki Group will seek the support and practice of this policy from all of its suppliers.

We also support suppliers' efforts to respect human rights in their supply chains.

 

4. Implementation of Human Rights Due Diligence

Osaki Group has established and continues to operate a human rights due diligence mechanism in accordance with the UN Guiding Principles on Business and Human Rights, in order to identify, prevent, and mitigate adverse human rights impacts and to provide appropriate remedies.

  <Process of human rights due diligence>

① Human rights impact assessment

  • By conducting regular human rights impact assessments in our business activities, we will identify negative impacts on human rights.
  • The human rights impact assessment covers items (1) through (8) as defined in III-2 above.

② Initiatives to prevent or reduce negative impact

  • When it becomes apparent that Osaki Group's business activities cause or contribute to human rights, we will take appropriate measures to prevent or mitigate human rights.

③ Confirm the effectiveness of initiatives

  • We will investigate the implementation status of the above ② initiatives and confirm their effectiveness.

④ Information disclosure

  • We will report on the status and results of initiatives ① through ③ above, as appropriate, through our website and other channels.

IV. Remedy

  • Osaki Group has established a whistle-blowing system to deal appropriately with human rights-related issues, including human rights violations and harassment.
  • In the event of a whistleblower report, the whistleblower shall ensure the confidentiality of the whistleblower or the contents of the whistleblower report, and in addition, the whistleblower shall be prohibited from any and all disadvantageous treatment to the whistleblower so that the whistleblower will not suffer any disadvantage as a result of the whistleblowing report.
  • If it becomes apparent that Osaki Group's business activities have caused, or have caused, a negative impact on human rights, we will take appropriate measures and take corrective action.

 

V. Dialogues with Stakeholders

Osaki Electric endeavors to engage in dialogue with stakeholders, including employees and suppliers, in order to prevent or reduce negative impacts on human rights. We will also engage in dialogues with external experts to strengthen our efforts to respect human rights.

 

VI. Governance

To ensure that initiatives based on this policy are carried out more reliably, the Sustainability Promotion Committee, chaired by the president, reports and deliberates on the progress of activities to respect human rights, and the results are reported to the Management Committee and the Board of Directors.

Established: February 1, 2025

 

     Osaki Electric Co., Ltd.

President and COO

Mitsuyasu Watanabe

*This policy articulates our company’s stance on human rights, reflecting the principles of international norms outlined in Section II of the main document. It is also informed by key references such as the Responsible Business Alliance (RBA) Code of Conduct (Version 8.0) and the Japan Electronics and Information Technology Industries Association (JEITA) “Guidelines for Responsible Corporate Behavior” (Version 1.1).

Stakeholder Engagement

＜Formulation Process of the Osaki Group Human Rights Policy＞

  • The Osaki Group Human Rights Policy was developed as a concrete set of action guidelines to promote respect for human rights. It articulates the company’s awareness of key challenges and expresses in accessible language the initiatives we expect all stakeholders involved in our business—including employees—to put into practice.
  • To identify whether any human rights issues specific to our business exist—and if so, to understand their nature—we engaged in dialogue with representatives of one of our key stakeholder groups: our employees, through the labor union executive committee.
  • Recognizing the limitations of formulating a policy based solely on internal perspectives, we also sought input during the drafting stage from an external consultant with expertise in human rights. Their feedback and recommendations were reflected in the final policy.
    (Consultation period: January 9–17, 2025, as needed)


＜Internal Dissemination of the Human Rights Policy＞

  • In the process of formulating, disseminating internally, and publicly disclosing the Osaki Electric Group Human Rights Policy, we provided an explanation of the policy’s background, objectives, and the company’s underlying stance to the labor union executive committee, which represents our employees as an important stakeholder group. We also held discussions on how best to promote the policy within the organization.


    Key feedback included:

  • “Please clarify what specific actions employees should take based on this policy. Abstract concepts alone are not sufficient for practical implementation.”
  • “While bottom-up initiatives are important, please also ensure that managers receive training to facilitate organization-wide implementation.”
  • “Use every opportunity, including internal communications and training programs, to promote widespread understanding of the policy throughout the company.”

 

  • Based on this feedback, we enhanced internal communication using the company intranet and revised our training curriculum to ensure that employees can understand and apply the policy proactively. Training based on the updated curriculum began in April 2025.
  • We also redesigned how the policy is presented on the intranet by posting it prominently in a top-level section, and will continue to communicate updates and background information on the policy and its implementation through internal communications.
    (First publication: March 7, 2025)

 


＜Post-Adoption Initiatives＞

 

  • We conduct regular training for departments involved in promoting respect for human rights, sustainability, and procurement to deepen understanding and encourage effective implementation of human rights principles.
  • For our suppliers, we request their endorsement and implementation of this policy through the Osaki Group Supply Chain CSR Promotion Guidelines, communicated via the Procurement Department.
  • For other stakeholders, we share our commitment to and initiatives for respecting human rights through the publication of this policy on our sustainability website.

 

Incidents Related to Human Rights Violations

Osaki Electric conducts company-wide human rights monitoring. In fiscal year 2023, no incidents related to human rights violations were identified.