Approach to respecting human rights

Human Rights Due Diligence

Recruit Group has historically operated business taking human rights into consideration. We, however, recognize that the scope of human rights to be considered by companies have been widening in recent years, and from the perspectives of promoting respect for human rights in business operations, we implement human rights due diligence.

Specifically, in cooperation with the Internal Control Office, as part of risk management measures, we identified and assessed potential human right risks which may exist in our business activities, considering possible countermeasures against them for the Group companies including those acquired by means of M&A and the existing business domains.

We also believe that a third-party's point of view is critical for sorting out and assessing potential risks in business activities. Therefore, with the aim of identifying and recognizing human right risks of the Company as well as other companies, we made the Human Rights Stakeholder Dialogue in fiscal 2015 (Japanese) (*1); the Stakeholder Dialogue with experts including a global non-profit organization in fiscal 2017 (*2) as well as a human rights workshop held by Business for Social Responsibility (BSR) which is engaged in promoting corporate sustainability activities.

Each SBU started to assess its human rights impacts in relation to their businesses as part of core business processes and discusses preventative measures, mitigating actions in case of severe human rights risks. For example, Staffing SBU assesses human rights impacts of its own employees and temporary workers. M&S SBU assesses human rights impacts of value chain including supply chain. High risks are identified considering the likelihood of human rights risks, and the severity of the human rights risk, and preventative measures and mitigating actions are discussed.

*1. External experts who attended the Human Rights Stakeholder Dialogue 2015 (in Japanese alphabetical order)
* The job titles represent those as of the date of the Dialogue.
  Ms. Emi Omura, Director of the Office of International Affairs, Japan Federation of Bar Associations; and former officer at the International Labor Office (Geneva) of ILO.
Mr. Makoto Saito, Attorney at law, Saito Law Office.
Mr. Saul Takahashi, Representative, Business & Human Rights Resource Centre Japan
Mr. Hideki Wakabayashi, Representative, Amnesty International Japan
(Facilitator) Mr. Keiichi Ushijima, Japan Area CCaSS Leader, ERNST & YOUNG SHINNIHON LLC

*2. External experts who attended the Stakeholder Dialogue 2017 (in Japanese alphabetical order)
* The job titles represent those as of the date of the Dialogue.
Mr. Andrew Winston, Founder of Winston Eco-Strategies
Ms. Kaori Kuroda, Executive Director, CSO Network Japan
Mr. Hidemitsu Sasaya, Executive Managing Officer, General Manager of CSR Promotion Department, ITO EN, LTD.
Mr. Takeshi Shimotaya, Managing Director, Sustainavision Ltd.
Mr. Kazuo Tase, Counsel to Human Rights Now (a global non-profit organization), and Executive Officer, Deloitte Tohmatsu Consulting
Ms. Kanae Doi, Japan Director, Human Rights Watch

Education on Human Rights

We implement training focusing on human rights relating to products and services of each Group company based on compliance education conducted across the Group.

Education on Compliance

In the compliance test conducted for all employees of the Group companies, we include human rights-related matters such as information management, compliance with laws and ordinances, and prevention of sexual harassment.Through this test, all employees are educated and trained on our human rights policy. At Recruit Holdings, all employees including executive directors are required to take the test until they pass.

Materials for compliance education are provided by Recruit Holdings to each Group company which promotes training and examination in accordance with their respective characteristics.


Education on Harassment

We implement education programs concerning power harassment, sexual harassment, etc. for job types and levels to respond to the needs of each company.

Training programs concerning products and services of each operating company

We customize our training according to the business characteristics of each company as exemplified by discriminatory expressions in advertisements, responses by sales persons to client companies and customers, operations of the publishing criteria, and the prevention of discriminatory expressions at the stages of production and face-to-face operations.

Human Rights Help Desk

At the Help Desk (Corporate Ethics Help Line) for all employees, temporary staff workers and residing partners, we also receive reports and provide consultations concerning human rights. Our comprehensive services include provision of consultations, fact finding, remedy, mitigation and follow-up. It is expressly stated that the name and attribute of the whistleblower as well as the details of the report or consultation will not be disclosed without the permission or approval of the whistleblower to any party except for the organization in charge of the relevant matter, and that the whistleblower will not be given any disadvantageous treatment because he/she made the report or sought consultation.

Our approach to human rights issues

Through annual engagement with our stakeholders, we are committed to identifying business-specific human rights issues and seeking opinions on what roles we should take.
In FY2018, we identified and discussed issues concerning "technology and unconscious bias" and "temporary workers' human rights" and devised various measures. This is an ongoing effort, and we keep on taking various actions.

Health and Safety in the Workplace

We strive to provide health and safety in the workplace. Group companies in Japan undertake various measures.
-location-independent ways of working to increase hourly productivity
-Health maintenance efforts

To ensure health and safety in the workplace, we also value the followings.
-To eliminate excessive working hours, we comply with respective local laws.
-To protect the right to the minimum wage, we comply with respective local laws and adhere to relevant ILO Conventions.