Initiatives for Respecting Human Rights

The Aisan Group supports international standards such as the United Nations' Guiding Principles on Business and Human Rights, and acknowledges the importance of respecting human rights from the standpoint of sustainable growth and medium- to long-term improvement in corporate value. Against this backdrop, we will continue to work on human rights initiatives within the framework of "Achieving harmony with the local community and contributing to a sustainable society," one of the materialities (key issues) we identified based on our Sustainability Fundamental Policy.

The Aisan Group established its Human Rights Policy on August 29, 2022.
We apply this policy to executives and employees across the entire Aisan Group, and will continue to engage in dialogue with all stakeholders including business partners, working in tandem to promote human rights initiatives based on this policy.

In April 2022, we established the Sustainability Committee to conduct comprehensive management reviews on the direction and appropriateness of ESG initiatives by executive management in accordance with the Sustainability Fundamental Policy. In July 2025, in order to address changes in the external environment and rationalize internal operations, we reviewed the structure and operational flow of this meeting body to render it more efficient and functional.
The Head of Human Resources Infrastructure has oversight over the Group’s human rights initiatives, and the Corporate Planning Department (legal, external relations, and public relations), Human Resources Department (employees), and Purchasing Planning Division (suppliers) work in tandem to pursue these initiatives under the jurisdiction of the General Administration Department. Management reviews of these initiatives are conducted by a People Empowerment Promotion Meeting, comprised of members put forward by each department, and results are conveyed to the Board of Directors via the Sustainability Committee.

Prior to pursuing initiatives based on our Human Rights Policy, we practice human rights due diligence in accordance with the United Nations' Guiding Principles on Business and Human Rights.
We utilize internal questionnaires and evaluation items from the Ministry of Justice and external evaluation organizations to identify salient human rights issues affecting the Aisan Group, thereafter prioritizing their implementation.

Human rights risk assessment

Salient human rights issues

Priority points	Initiatives
Harassment	Through training programs, including compliance education, we will build an environment where every employee can work with peace of mind
Privacy protection	We will promote awareness activities not only regarding the handling of personal information but also concerning the handling of factual information related to private life
Participation of diverse human resources	We will embed DEI and build a workplace environment where everyone can actively participate at work
Supply chain (including technical interns)	We will visit suppliers and advance human rights initiatives together through dialogue

In order to avoid, prevent, and mitigate human rights violations, we have taken the following steps to address salient human rights issues.

We hosted “Human Rights Management x Diversity Education” and “Compliance Education” sessions at each plant to raise employee awareness of these subjects. Through these sessions, participants gained a deeper understanding of Aisan Industry Human Rights Policy and the human rights issues affecting daily operations.

Human Rights Management x Diversity Education
Number of participants: 935

We utilize our internal newsletter to disseminate information on risks among all employees, in order to heighten awareness and strengthen preventive measures.

We held “Unconscious Bias Training” for managers to aid in recognizing and understanding the impact of workplace unconscious bias.

Unconscious Bias Training
Number of participants: 117

We distributed our "Supplier Sustainability Guidelines" and "Sustainability Checklist" to suppliers, visiting them to gauge current circumstances and share information on human rights issues, including those pertaining to technical intern trainees. During these visits, we assessed the daily activities of production site employees and also examined the employment status of technical intern trainees, if present.

Number of suppliers visited: Four

We implemented an e-learning program for employees to ensure respect for human rights.

We distributed a questionnaire within the Company and analyzed the results, using our findings as basis for an internal education program to deepen understanding of human rights and compliance. We also regularly disseminated information via our internal newsletter and Company portal, successfully enhancing employee awareness and understanding of each issue.

We communicated results from the e-learning program to all employees via the company newsletter. In this manner, we seek to deepen understanding of human rights issues by sharing employees’ general level of understanding, using our findings to review the e-learning curriculum, and periodically disseminating information.

We have internal and external grievance mechanisms accessible to employees and stakeholders, respectively.
In order to provide whistleblower protection, our internal regulations specifically permit anonymous consultations and reporting, and stipulate that whistleblowers should not be treated unfairly.
Reports submitted via these grievance mechanisms are dealt with appropriately via the Company’s whistleblowing response flow (in accordance with the Whistleblower’s Protection Act).

The number of reports submitted via these grievance mechanisms increased year on year in FY2024, due in part to ongoing compliance education and awareness-raising activities. However, internal investigations guided by the Company’s whistleblowing response flow found no instances of human rights violations with a major impact. Where instances of human rights violations were uncovered, they were dealt with in a timely and appropriate manner consistent with the circumstances.
To prevent recurrence, instances of human rights violations are reflected in the Company’s compliance and harassment training and educational tools.

We conduct human rights education and lectures to foster a workplace culture that enables all employees to “know, learn, and act” with regard to human rights in general.
We also endeavor to continuously raise awareness by disseminating information via the Company’s internal newsletter.

Since formulating our Human Rights Policy, we have been inviting guest lecturers to speak on International Human Rights Day, with a view to enhancing employees’ familiarity with human rights and fostering a culture in which employees can show consideration for others.

• Participation in the human rights lectures is also open to Group companies in Japan and the Aikyokai association of suppliers.

Number of lecture participants

	FY2022	FY2023	FY2024
Participants	64人	417人	387人

• Shows only participants on the day

Lecture on respect for human rights

Held on December 11, 2024

In order for the company to conduct its business activities and achieve long-term, stable enhancement of corporate value, it is essential to build good relationships of trust with stakeholders.
We have established a framework for taking the opinions and concerns heard through dialog with stakeholders and appropriately reflecting these in management decisions, maintaining transparency in our information disclosure and ensuring accountability. Furthermore, we listen sincerely to our stakeholders and consistently communicate with them as we seek to identify major human rights issues specific to the industry. Once these issues are identified, we work with the parties involved to take corrective action and precautionary measures.

The training enabled participants to deepen their understanding of each other through group discussions regarding the Company’s human rights management and diversity initiatives, and individual supplier initiatives.