Respect for Human Rights
Human Rights Policy
Human Rights Policy
Based on the Group's mission statement of "We shall strive to create beautiful living environments, in which each person can pursue individual happiness in a harmonious society," and in accordance with the Tokyu Group Compliance Guidelines, the Code of Conduct, and the Ten Principles of the United Nations Global Compact in the four areas of human rights, labor, environment, and anti-corruption, Tokyu Corporation has promoted efforts to respect human rights. In March 2018, we identified six material sustainability themes (Materiality) as social issues to be addressed, and under the themes of HR Development and Corporate Governance and Compliance, we are working on "achievement of human rights" as one of the social issues to face.
With the adoption of the United Nations Guiding Principles on Business and Human Rights in 2011, and the formulation of the Japan's National Action Plan on Business and Human Rights in 2020, the importance of corporate efforts to address human rights is further increasing. In order to fulfill our corporate social responsibility as stated in the Group philosophy, our company and consolidated subsidiaries have formulated a "Human Rights Policy" as a commitment to fulfilling our responsibility to respect human rights. The policy has been discussed and approved by the Management Meeting, approved by the Board of Directors, and signed by the President.
The Group will continue its efforts to realize a sustainable society and enhance its corporate value by respecting human rights in accordance with the policy.
*The Company and its consolidated subsidiaries have formulated a human rights policy based on the Guiding Principles on Business and Human Rights adopted by the United Nations Human Rights Council.
Human Rights Policy
The Company and its consolidated subsidiaries have adopted the Tokyu Group slogan, "Toward a Beautiful Age - Tokyu Group," as the universal value standard and "We shall strive to create beautiful living environments in which each person can pursue individual happiness in a harmonious society" as the mission statement. We understand that the human rights of all people affected by our business activities must be respected in order to truly contribute to the realization of a sustainable society. As a guideline for fulfilling this responsibility, we hereby formulate the "Human Rights Policy" (hereinafter referred to as the "Policy") and promote our efforts to respect human rights.
- 1. Basic Stance on Human Rights
- The Company and its consolidated subsidiaries support and respect international codes of conduct related to human rights. These include the United Nations' International Bill of Human Rights (Universal Declaration of Human Rights, International Covenant on Civil and Political Rights, and International Covenant on Economic, Social and Cultural Rights) and the International Labour Organization's ILO Declaration on Fundamental Principles and Rights at Work*, which stipulates fundamental rights at work. We also support and respect the Ten Principles of the United Nations Global Compact (the "GC") as a signatory.
The Policy is based on the Guiding Principles on Business and Human Rights adopted by the United Nations Human Rights Council in June 2011. It is a commitment by the Company and its consolidated subsidiaries to fulfill their responsibility to respect human rights to their stakeholders.
* Includes support and respect for the core labour principles: abolition of child labor, elimination of forced or compulsory labor, elimination of discrimination (race, religion, gender, age, sexual orientation, disability, nationality, etc.), and freedom of association and the effective recognition of the right to collective bargaining.
- 2. Scope of application
- The Policy applies to all officers and employees of the Company and its consolidated subsidiaries. We also require all business partners and other parties involved in the business, products, and services of the Company and its consolidated subsidiaries to comply with the Policy.
- 3. Responsibility to respect human rights
- The Company and its consolidated companies understand that the business activities may have a direct or indirect negative impact on human rights. We fulfill our responsibility to respect human rights by not violating the human rights of those affected by our business activities, and by taking appropriate actions when our business activities are clearly causing or contributing to negative human rights impacts.
Although it is impossible to know how all products and services of the Company and its consolidated subsidiaries are used by business partners and others, the Company and its consolidated subsidiaries do not intend for the products and services to be used in any way that would contribute to human rights violations. Therefore, if we suspect that any negative human rights impacts by our business partners are related to the business, products, or services of our company or consolidated subsidiaries, we will take appropriate action against them.
- 4. Human Rights Due Diligence
- The Company and its consolidated subsidiaries have established a human rights due diligence mechanism in accordance with the United Nations Guiding Principles on Business and Human Rights to identify, prevent and mitigate any negative human rights impacts of the Company and its consolidated subsidiaries on stakeholders.
- 5. Dialogue and discussion
- The Company and its consolidated subsidiaries utilize independent, external expertise in human rights, and sincerely engage in dialogue and consultation with stakeholders when implementing the Policy.
- 6. Education and Training
- The Company and its consolidated subsidiaries provide effective education and training to officers and employees, and strive to ensure that the Policy is incorporated into all business activities and effectively implemented, as well as promote the understanding of this policy among business partners.
- 7. Remedy
- If it becomes clear that the business activities of the Company or its consolidated subsidiaries have caused negative human rights impacts, or if involvement through business partners or other parties is apparent or suspected, the Company will work to remedy the situation through dialogue and appropriate procedures in accordance with the International Code of Conduct.
- 8. Person in Charge
- The President & Representative Director of the Company and its consolidated subsidiaries designate an officer responsible for the implementation of the Policy and supervise its implementation.
- 9. Information Disclosure
- The Company and its consolidated subsidiaries disclose the progress and results of the efforts to respect human rights on the websites and in other media.
- 10. Applicable Laws and Regulations
- The Company and its consolidated subsidiaries comply with the laws and regulations of each country or region where we operate. Where there is conflict between internationally recognized human rights and the laws and regulations of each country, we will seek ways to maximize respect for internationally recognized human rights principles.
- The Policy has been approved by the Board of Directors and signed by the President & Representative Director.
June 29, 2023, Revised
November 1, 2022, Established
Tokyu Corporation
President & Representative Director
Tokyu Group Compliance Guidelines
Signing the United Nations Global Compact
Organizational structure to implement the policy
Person in Charge | Hamana Setsu (Senior Managing Executive Officer) (Hamana Setu) |
---|---|
Division Responsible for Promotion | ESG Promotion Group , Corporate Planning Division |
Our company positions the Board of Directors as the highest body for management and supervision, and important matters related to sustainability, including human rights, are resolved and supervised by the Board of Directors. In addition, to proactively promote sustainability initiatives, we are taking all-round initiatives, such as holding Sustainability Promotion Committee (chairman: President), spreading awareness among consolidated companies, and carrying out various educational activities. Please refer below for our sustainability promotion structure.
Sustainability Policy and Promotion System
Human Rights Due Diligence
Identifying significant human rights risks at the Company and its consolidated subsidiaries
the Company and its consolidated subsidiaries began conducting human rights risk assessments in fiscal year 2022. We will identify potential adverse impacts on human rights (human rights risks*) that may occur in our business and its supply chain in five business areas: transportation, real estate, life service, hotel and resort, and hospitals, and analyze and evaluate their impact and severity.
In conducting the analysis and evaluation, we engaged external experts to grasp the overall picture of human rights risks (potential and actual) in the Company and its consolidated subsidiaries business from the risks identified by international organizations and NGOs, examples of actual risks within the industry, and interviews with relevant departments (major affiliated companies) of our company with regard to human rights in the supply chain for the businesses of our company and its consolidated subsidiaries. We then conducted screening to identify and evaluate the particularly significant risks from the perspectives of "severity" and "likelihood" as follows.
*Risks related to workforce issues, safety and health in each business are included.
The 10 significant human rights risks that have been identified as important risks that should be considered by the Company and its consolidated subsidiaries are as shown in the table below.
The top priority risks are “Serious forced labor, slave labor and child labor involving employees of domestic and foreign suppliers” and “Health and safety violations of the company or its tenants’ products and services against consumers” in all businesses, “Lack of safety and health and serious forced labor, slave labor and child labor within subcontracting construction companies, etc.” in the Real Estate Business and “Indirect involvement in human trafficking, etc.” in the Hotel and Resort Business. The other risks identified as especially significant ones to be considered are “Discrimination against customers (consumers) when service is provided” in all businesses except the Hospital business, “Leakage of personal information resulted in the invasion of privacy” in the Real Estate, Life Service, and Hospital businesses, and “Workplace bullying between employees, occupational health and safety violations, long working hours, nonpayment of wages, etc.” related to the employees of the Company and its consolidated subsidiaries.
Significant human rights risks (potential and materialized) that the Company and its consolidated subsidiaries should consider
subject | Prime associated business domain | ||||||||
---|---|---|---|---|---|---|---|---|---|
Transportation | Real estate | Life service |
Hotel Resort |
Hospital | Preventive and corrective measures (policy) | ||||
Top priority | Employees of raw materials
and other suppliers |
① Serious forms of forced/slave/child labor | ● | ● | ● | ● | ● | [Implementing due diligence in human rights and supply chains]
|
|
Employees of outsourcing businesses, etc. | ② Inadequate health or safety, serious forms of forced/slave/ child labor, in subcontractor construction firms, etc. | ● | |||||||
Customers/ Consumers | ③ Health or safety violations | Health or safety violations owing to defective in-house products, services, etc. | ● | ● | ● | ● | ● | <Transportation / Hospitals>
|
|
<Rreal estate, Life service, Hotel and resort >
|
|||||||||
Health or safety violations owing to defective tenant products, services, etc. | ● | ● | [Implementing due diligence in human rights and supply chains]
|
||||||
④ Indirect complicity in human trafficking, etc. | ● |
|
|||||||
priority | Consolidated employees | ⑤ Workplace harassment among employees | ● | ● | ● | ● |
|
||
⑥ Inadequate health or safety in work environments | ● | ● | ● | ● | |||||
⑦ Prolonged or excessive labor | ● | ● | ● | ||||||
⑧ Inadequate or unpaid wages | ● | ● | ● | ||||||
Customers/ Consumers | ⑨ Discrimination against customers (consumers) in provision of our services | ● | ● | ● | ● |
|
|||
⑩ Privacy violations caused by leaks of personal information | Privacy violations on our part | ● | ● |
|
|||||
Privacy violations by tenants | ● | [Implementing due diligence in human rights and supply chains]
|
*● in the "Relevant business area" column indicates that particular attention should be paid to the business area. Attention should be also paid to the business areas without ●.
*The criteria for severity are the severity and scope, etc. of the damage caused by an incident. The criteria for likelihood are latent factors (including materialized risks in the industry and internal interviews) and actual factors (including troubles or concerns confirmed by internal interviews etc.)
In human rights due diligence, we will inform the business partners of the Company and its consolidated subsidiaries of our policies and identify and investigate any potential risks through surveys and interviews. Subsequently, we will disclose the results and work towards making necessary improvements. In this way, we will enhance our human rights due diligence.
Encouraging Business Partners
We will pursue business dealings with business partners who can comply with the above human rights policy and who will work with us to fulfill the responsibilities that society expects of companies. In addition, we will regularly check the status of compliance with the procurement policy that reflects our human rights policy on the part of business partners who regularly do business with us, and call on those business partners to make improvements as necessary.
Training and Education
Training and workshops for formulating Human Rights Policy
In formulating Human Rights Policy Human Rights Policy, we held training and workshops for division Manager to promote internal understanding and gather opinions. We received cooperation from the Caux Round Table Japan, a non-profit organization, who gave a lecture to deepen understanding of "business and human rights," including the "Guiding Principles on Business and Human Rights." We also held a workshop where participants considered and discussed Human Rights Policy should have. The content of the discussions held by the participants in this workshop will be used in formulating Human Rights Policy.
New employee training
We provide education and training on human rights to new recruits in an effort to promote understanding.
Career support and human resource development
Seminars for business managers
In July 2022, we held a sustainability seminar to raise awareness of business and human rights for our full-time officers and representative directors of our consolidated subsidiaries, named "Business and Human Rights: What we should do in pursuit of new corporate values."
We invited a lecturer from Caux Round Table Japan, a registered NPO, to lead the seminar, during which participants learned about the essential actions the Group shold take with regards to business and human rights. During the lecture, we received insight on what should remain steadfast and what must be changed based on world trends, such as the UN Guiding Principles on Business and Human Rights as well as our Group philosophy and the Company's DNA.
Internal and External Helplines for whistleblowers
In addition to the internal whistle-blowing desk, we have a lawyers’ office for our own employees and those of our subsidiaries (including suppliers) to report to and consult. In addition, the Tokyu Corporation Customer Service Center responds to customer comments and inquiries.
In addition, the Tokyu Corporation Customer Service Center responds to customer comments and inquiries.
Internal whistle-blowing system to address compliance issues
Customer Harassment Policy
Tokyu and its consolidated subsidiaries have established Human Rights Policy to respect the human rights of all people affected by business activities. We believe that respecting human rights also requires that employees who provide services and products to customers are healthy both physically and mentally, and that we provide a workplace environment where they can work with peace of mind.
Furthermore, in accordance with the "Tokyu Group Compliance Guidelines" and "Code of Conduct," we strive to provide services that are considerate of our customers and other related parties and that meet their trust and expectations, but sometimes some customers make intimidating, psychologically or restrictive remarks and actions, make excessive demands that go beyond the bounds of social common sense, and engage in sexual harassment. To ensure that employees can maintain and improve the services they provide to customers with peace of mind, we have established a "Policy on Customer Harassment" and have positioned it as a common policy.
- ニュースリリース(2019年)
- ニュースリリース(2018年)
- ニュースリリース(2017年)
- ニュースリリース(2016年)
- ニュースリリース(2015年)
- ニュースリリース(2014年)
- ニュースリリース(2013年)
- ニュースリリース(2012年)
- ニュースリリース(2011年)
- ニュースリリース(2010年)
- ニュースリリース(2009年)
- ニュースリリース(2008年)
- ニュースリリース(2007年)
- ニュースリリース(2006年)
- ニュースリリース(2005年)
- ニュースリリース(2004年)
- ニュースリリース(2003年)
- ニュースリリース(2002年)
- ニュースリリース(2001年)
- ニュースリリース(2000年)
- ニュースリリース(1999年)
- ニュースリリース(1998年)
- ごあいさつ
- 東急グループとは
Initiatives for Sustainable Management
- Local Community
- Supply Chain Management
(Human Resources Strategies)Diversity initiatives
- Message from the President and Declaration of Diversity Management
- Diversity promotion system
- Overview of work-life balance promotion and various systems
- Conducting forums and training sessions
- Support for balancing work with childcare and caregiving
- Active participation of female human resources
- Active participation of senior citizens, people with disabilities, global human resources, etc.
- Data on human resources
- External evaluation
(Human resource strategy)Human resource development and welfare
Guidelines Comparison Table and External Evaluation
- 株主・投資家情報
- 採用情報
- ダイバーシティへの取り組み
- 交通インフラ事業
- 空港運営事業