Respect for Human Rights
Basic Approach
In May 2025, the Hitachi High-Tech Group revised the "Hitachi High-Tech Group Human Rights Policy" to strengthen initiatives for respecting human rights, which are essential for conducting global business activities. Our Group formulated this policy in 2014 and has been working to strengthen human rights risk management. This revision reflects the results of our previously implemented human rights due diligence, including the identification of significant human rights issues, in addition to responding to legal regulations*2 that mandate human rights due diligence*1, given the increasingly complex business environment and global trends surrounding human rights. Based on this policy, our Group respects the human rights of all those who are involved, not only among Group employees but also through the Group's business activities, products, and services.
*1
Human rights due diligence:
The practice of identifying, evaluating, and addressing the impact of business activities on human rights, implementing measures to prevent, mitigate, and/or relieve any negative impacts, and conducting ongoing verification and disclosure of the effects of such measures
*2 Such as the European Union's Corporate Sustainability Due Diligence Directive (CSDDD), which came into effect in July 2024
Overview of Human Rights Policy
Clarification of Commitment
Our Group clearly states the international standards to which we are committed in this Policy, specifying our responsibility to respect all internationally recognized human rights as stipulated in the International Bill of Human Rights, the ILO*3 Declaration on Fundamental Principles and Rights at Work, the United Nations’ Guiding Principles on Business and Human Rights, the OECD*4 Guidelines for Multinational Enterprises on Responsible Business Conduct, and the Ten Principles of the United Nations Global Compact.
Identification of Significant Human Rights Issues
Our Group has identified six high-risk human rights issues (significant human rights issues)—forced labor (including violations of migrant workers' rights), child labor, harassment, discrimination, lack of safety and health, and violation of freedom of association–and will strengthen initiatives to mitigate these human rights risks.
Hitachi High-Tech's Human Rights Due Diligence Process
Our Group declares the implementation of human rights due diligence in this policy and has specifically described the relevant process in accordance with this declaration.
*3 International Labour Organization
*4 Organisation for Economic Co-operation and Development
Organization
Within our Group, the Chief Human Resources Officer serves as the Group’s overall executive, and the President as its promotion officer, with executors selected from each headquarters. The three departments closely involved with human rights issues—Human Resources & General Affairs Headquarters, Procurement Headquarters, and CSR Headquarters—lead the process in cooperation with the HRDD Promotion Office of Hitachi, Ltd. Through discussions at meetings such as the HRDD Executors’ Conference, which serves as a forum for information-sharing and deliberation throughout the Hitachi Group, we are building and developing a promotion system to address global human rights risks and are responsible for considering and promoting measures.
Initiatives
Human Rights Due Diligence
We pledge to fulfill our responsibility to respect human rights through the implementation of the UN Guiding Principles on Business and Human Rights. Human rights due diligence includes identifying and evaluating potential or actual impacts on human rights, and taking steps to prevent or mitigate risks. Hitachi High-Tech will continuously verify the effectiveness of these steps to effectively deal with the effects and risks related to human rights. Specifically, we periodically investigate compliance risks that are of concern, and include human rights issues and labor issues in the scope of our investigations. In the unfortunate event of a problem arising, we hold a special meeting and deliberate over conducting a factual survey, a causal investigation, corrective measures, and measures to prevent recurrence, etc.
In FY2024, our Group conducted a compliance risk assessment regarding labor issues, including human rights and harassment, at all Group locations. In addition, we conduct sustainability risk assessments for procurement partners through EcoVadis.
HRDD Process
Elimination of Forced Labor and Child Labor
We employ personnel based on the laws of each country and region while following international norms. To prevent child labor, the Hitachi High-Tech Group reviews official documents to confirm that the age of an employee does not constitute child labor when he or she is hired. In addition, we do not use coerced labor, which is against the will of the workers.
Promotion of Human Rights Awareness Training
Under the Hitachi High-Tech Group Human Rights Policy, we hold five seminars and more than ten human rights awareness training courses (primarily rank-specific training courses) each year in order to provide staff with an accurate and profound understanding of the essential nature of human rights, as well as fostering a widespread awareness and culture of respect for human rights. In addition, every three years, we conduct an e-Learning-based training program for the whole Group workforce.
As globalization of corporations proceeds, we come to face various types of human rights issues including child labor and forced labor. Therefore, we have strengthened our perspective on business and human rights since FY2014 to respect the human rights of each and every stakeholder involved with the corporations and deepen understanding toward working in business with a viewpoint that includes human rights considerations.
Those responsible for hiring periodically participate in training conducted by Public employment service. They use this training to promote activities by comparing the state of affairs at their own company.
Recognizing that workplace harassment is a socially intolerable act that violates the individual dignity of workers, the Group conducts anti-harassment rank-specific training and e-learning programs for all employees (twice annually).
| Item | Details | Participation/Attendance |
|---|---|---|
| Rank-specific training | Continuous implementation of human rights awareness and harassment prevention training for new employees, new supervisors, mid-level employees, new mangers, and new general managers | Total of 1,128 persons |
| e-Learning | Implementation of e-learning on harassment for all employees (August & February) | Total of 5,574 persons |
Coordinating with Human Rights Groups and Initiatives
The Hitachi Group endorses the goals of organizations that aim to resolve human rights issues, and takes part in various initiatives as a member or supporting member.
Mechanisms for Address Human Rights Related Complaints
Establishment of a Harassment Consultation Service
We have established an internal consultation service to facilitate a swift response in the event of workplace harassment or a complaint from an employee. The basic principles of this service are protection of the privacy of those concerned and the maintenance of confidentiality. In addition, employees can access EAPs* and whistleblower reporting services via specialist external organizations that we have contracted to provide such services.
| FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|---|
| Number of consultations and resolutions | 5 | 3 | 3 | 1 | 0 |
* EAP (Employee Assistance Program): A program providing mental health support to employees
In case any problems arise in the course of our business activities, we have set up forms on our website to enable all types of inquiries from outside the company. If we receive a report, we deal with it as appropriate, together with the relevant division.
Eliminating Discrimination
Under the Hitachi High-Tech Group Human Rights Policy, the company aims to fulfill its responsibility to respect human rights by never infringing on them and by dealing with adverse impacts on human rights when conducting business and transactions. We treat the human rights stated in the International Bill of Human Rights and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work as minimum requirements. The responsibility to respect human rights applies to all officers and employees of the company and its consolidated subsidiaries.