Japan
Sustainability Data Book 2024Suzuki Group’s Basic Policy on Respect for Human Rights
Suzuki decided to bolster efforts in respect human rights in 2021 and has promoted a variety of initiatives, including the establishment of a basic policy on human rights as part of human rights due diligence.
● Establishment of Suzuki Group Human Rights Policy
Following advice from outside experts, we established the Suzuki Group’s Basic Policy on Respect for Human Rights resolved by the Board of Directors in December 2022 (→ Suzuki Group’s Basic Policy on Respect for Human Rights). We posted the information on the Suzuki website to publicize the policy to those concerned.
● Reaching agreement with suppliers on respect for human rights
Each company in the Suzuki Group (including overseas subsidiaries) is in the process of adding a clause on respect for human rights to the basic purchasing agreements with suppliers.
Internal promotion of policy on respecting human rights
Having formulated our Human Rights Policy, we communicated the policy as a message from the president to the Company’s officers and employees on the Company intranet in February 2023.
Corporate responsibility for human rights is becoming increasingly important. In this climate, we aim to ensure that all of the people in our value chain, from colleagues to suppliers, to customers, can work with peace of mind and enjoy fulfilling lives. We have prohibited conducting or encouraging any kind of action that violates human rights, such as various forms of harassment, and called on everyone to take action to resolve such behavior if it is occurring around them, and not simply overlook it in silence.
Ascertaining the status of respect for human rights
Ascertaining the current status and identifying priority issues
When establishing the Human Rights Policy, we set out priority issues that we should focus on.(→Suzuki Group’s Basic Policy on Respect for Human Rights)
- Prohibiting discrimination and harassment
- Prohibiting forced labor
- Prohibiting child labor
- Engaging in dialogue and discussion with employees
The following priority issues were determined through a process of surveys and engagement, as follows.
- Information received via the whistleblowing system
- Questionnaire survey of suppliers
- Engagement with investors
To determine human rights risk, we need to look not only at the Company’s own employees, but also at all people throughout the value chain, including Group companies, suppliers, and sales companies that are closer to customers, from a global perspective that incorporates both Japan and overseas. Among these, we are focused in particular on promoting initiatives for suppliers, the Company’s own employees, and customers.
Initiatives with suppliers
On-site inspection of suppliers in Japan
● Identification of potential risks
We are aware that there is a risk of human rights violations in Japan when accepting foreign technical intern trainees and in the working and living environment after accepting them.
In 2022, with support from a human rights NGO, we held a seminar on the theme of foreign workers’ issues for our suppliers in Japan and conducted a survey on such matters as the employment situation of foreign workers. As a result, we learned that about one-third of our suppliers are accepting foreign technical intern trainees, and to confirm the details of their situation, started on-site surveys of suppliers together with the NGO.
● Action to avoid risk
We selected 16 companies as actual subjects for our survey by combining two criteria: 1) suppliers with a large number of technical intern trainees and 2) suppliers with a high ratio of transactions with Suzuki, requiring Suzuki to take responsibility. The actual on-site surveys were conducted between December 2022 and March 2024.
During the on-site surveys, the following kinds of confirmation were carried out.
- Interview with president (confirm approach to employing foreign workers)
- Confirmation of management structure and workplace working environment
- Visit to company dormitories to check living conditions
- Confirmation of welfare benefits
- Individual interviews of technical intern trainees (78 trainees from six countries, confirmation of workplace environment, wages and other treatment, management status of supervising organization, recruitment procedure of sending institution in home country, details of Japanese language education or specialist education, confirmation of appropriate education content and fee burden)
- Interview with supervising organization
Number of technical intern trainees interviewed
| Indonesian | Vietnamese | Filipino | Burmese | Chinese | Thai | Total (People) |
|---|---|---|---|---|---|---|
| 22 | 21 | 16 | 8 | 6 | 5 | 78 |
Based on the above survey result, improvements that could be made by the hosting company were indicated and encouraged on site.
Furthermore, we asked requests for improvement to the supervising organization for issues that should be resolved regarding the local agent organization.
● Spreading risk avoidance measures
Improvement measures were spread across not only the 16 companies that received on-site visits, but other business partners as well, with a reporting meeting held for 84 primary suppliers in June 2024. As a report on the status survey, we introduced issues seen through the 16 on-site visits along with countermeasures and examples of good initiatives. In this way, we demonstrated the status and standards expected of companies accepting global talent.
Efforts for responsible minerals procurement
Suzuki traces back the supply chain and identifies smelters using a survey form provided by the Responsible Minerals Initiative (RMI), an international framework, to confirm whether certain minerals (tin, tantalum, tungsten, gold, cobalt and mica) used in Suzuki products are a source of funding for armed groups in conflict zones and other areas. The survey covers all products including automobiles, motorcycles and outboard motors. We aim to avoid using minerals suspected of human rights violations such as the use of child labor, using as a reference the “OECD Due Diligence Guidance for Responsible Supply Chains of Minerals from Conflict-Affected and High-Risk Areas” from the Organization for Economic Cooperation and Development (OECD).
Initiatives for Suzuki’s own employees
Employee consultation desk
As a consultation service that specializes in human capital matters including harassment in the workplace and consultations relating to safety, health, and mental health, the Human Capital and Administration Consultation Service is open.
In addition to the consultation service, an Improvement Proposal Box is located at cafeterias and offices, allowing every employee to easily make a proposal on work improvements or request a consultation.
We have also set up the Mental Health Consultation Room with a psychiatrist and psychotherapist and introduced an external counseling service (EAP).
Initiatives for customers
Protecting human rights through products
i-Size child seats* complying with the new UN Regulation No. 129 aimed at increasing safety are included as genuine accessories in all passenger cars sold in Japan.
Suzuki endorses the Children’s Rights and Business Principles and strives to protect the right of children to safe transportation by ensuring the safety of our products and services.
- * UN Regulation No. 129: A regulation aimed at improving child restraints based on the “UN 1958 Agreement” concerning the Adoption of Uniform Technical Prescriptions for Wheeled Vehicles, Equipment and Parts which can be Fitted and/or be Used on Wheeled Vehicles and the Conditions for Reciprocal Recognition of Approvals Granted on the Basis of these Prescriptions. As of September 2024.
Suzuki Group’s Basic Policy on Respect for Human Rights
Suzuki Motor Corporation (hereinafter referred to as "Suzuki") has been placing the motto “Develop products of superior value by focusing on the customer,” at the forefront of its Mission Statement, and strives to make truly valuable products to satisfy customers (established in 1962).
In line with the spirit of the Mission Statement, Suzuki has formulated the Suzuki Group Code of Conduct (hereinafter referred to as, “the Code of Conduct”) as a set of rules for enabling all officers and employees of the Suzuki Group (Suzuki and its consolidated subsidiaries) to dedicate themselves to their duties healthily, efficiently and energetically. The Code of Conduct clearly establishes respect for human rights as an important guiding principle and states that the Suzuki Group will remain aware of international norms concerning human rights and respect fundamental human rights in accordance with the laws and regulations of each country or region.
The Suzuki Group believes that respect for human rights is fundamental to all our global corporate activities. To ensure its thorough implementation, the Suzuki Group has established the "Basic Policy on Respect for Human Rights" (hereinafter referred to as "this Policy") as follows, positioning it as the highest-level policy concerning human rights within the Suzuki Group.
1. Basic Principle and Structure
(1) Basic Principle
The Suzuki Group respects the human rights stipulated in international human rights norms such as the Universal Declaration of Human Rights (UDHR), the International Covenants on Human Rights (International Covenant on Economic, Social and Cultural Rights (ICESCR), International Covenant on Civil and Political Rights (ICCPR)), and the Declaration on Fundamental Principles and Rights at Work (ILO Core Labor Standards), including recognition of freedom of association and the right to collective bargaining, prohibition of forced labor, prohibition of child labor, elimination of discrimination, and a safe and healthy working environment. The Suzuki Group is committed to respecting human rights in practice, referring to the Guiding Principles on Business and Human Rights (UNGPs), the OECD Guidelines for Multinational Enterprises on Responsible Business Conduct, the OECD Due Diligence Guidance for Responsible Business Conduct, and Japan's Guidelines on Respecting Human Rights in Responsible Supply Chains.
Furthermore, the Suzuki Group complies with human rights-related laws and regulations in each country and region where it conducts business. If there are differences between international human rights norms and the laws and regulations of each country or region, the Suzuki Group strives to respect the higher standard and, in cases of conflict, seeks ways to honor the principles of internationally recognized human rights to the greatest extent possible.
(2) Scope of Application
This Policy applies to all officers and employees (including dispatched employees, fixed-term employees, hereinafter the same) of the Suzuki Group. Each company within the Suzuki Group ensures that this Policy is thoroughly communicated and adhered to by its officers and employees.
In addition, the Suzuki Group communicates this Policy to all business partners across the value chain related to the Suzuki Group's business in the value chain, including suppliers and dealers (hereinafter referred to as "Business Partners"), and expects their understanding and efforts in respecting human rights. The Suzuki Group actively engages with them and works together to advance these efforts.
(3) Suzuki's Management Structure
The Corporate Governance Committee and the Management and Business Execution Meeting, attended by Executive Directors and concerned department heads (Executive Officers and Executive General Managers), discuss issues, policies, and measures related to human rights. Particularly important issues are discussed by the Board of Directors, which assumes supervisory responsibility for efforts to respect human rights. We aim for effective activities integrated with management.
2. Addressing Human Rights Risks
(1) Human Rights Due Diligence
We identify and assess potential or actual human rights risks in the value chain related to the Suzuki Group's business and establish a framework to prevent or mitigate these risks. As we recognize that human rights risks such as forced labor and child labor are relatively high in emerging countries where the Suzuki Group actively conducts business, we work to identify and assess these impacts in the value chain. Additionally, in conflict areas or regions and environments with a high risk of human rights abuses, we work to address human rights risks with utmost care, based on the fundamental principle of respecting human rights.
(2) Remedy
If it is found that the Suzuki Group's corporate activities have caused or contributed to adverse impacts on human rights, we will remediate these issues through appropriate means. Furthermore, if the Suzuki Group's business, products or services are directly linked to adverse impacts on human rights, we will collaborate with Business Partners to and seek to remediate address these impacts.
As part of these efforts, the Suzuki Group establish consultation channels accessible to all officers and employees of the Suzuki Group, suppliers, contractors, and other external stakeholders affected by adverse impacts on human rights, regardless of location.
(3) Education
We appropriately conduct human rights education and awareness-raising activities to ensure that all officers and employees working at the Suzuki Group understand and implement this Policy.
(4) Stakeholder Engagement
We continuously engage with relevant internal and external stakeholders regarding human rights impacts through dialogue and consultation. In addition, we consult with third-party organizations with expertise in human rights to ensure the effectiveness of our efforts.
(5) Disclosure of Information
We regularly disclose information regarding our human rights efforts, strive to ensure transparency, and fulfill our accountability.
3. Key Human Rights Issues in Suzuki Group's Business
Taking into account international human rights norms, and the characteristics of our corporate activities and the value chain, the Suzuki Group positions the following as human rights issues to focus on in its business activities and advances efforts to respect human rights. In addition to these human rights issues, if potential or actual adverse impacts on human rights are identified in the value chain related to the Suzuki Group's business, we will take necessary actions in accordance with "2. Addressing Human Rights Risks."
(1) Human Rights of Workers
We respect the human rights of not only the employees of the Suzuki Group but also all those who work for Business Partners and other related parties (hereinafter referred to as "Workers").
- Discrimination and Harassment
We do not tolerate discrimination based on attributes or conditions unrelated to work, such as gender, age, nationality, race, ethnicity, color, language, religion, beliefs, political opinions, social origin, sexual orientation, gender identity, health status, or disability.
We do not tolerate any form of harassment, whether mental or physical, including power harassment, sexual harassment, and harassment related to pregnancy, childbirth, childcare leave or other matters.
We strive to create a respectful workplace where all Workers feel safe. - Forced Labor and Child Labor
We do not tolerate any form of modern slavery, including forced labor or human trafficking through violence, threats, debt.
Recognizing that migrant and foreign workers are more susceptible to exploitation and forced labor, we address this issue not only within the Suzuki Group but also in cooperation with Business Partners and other stakeholders. We work with third-party organizations to understand the actual situation and ensure that migrant and foreign workers are employed under appropriate working conditions within the Suzuki Group and Business Partners.
We do not employ individuals below the legal minimum working age in any country or region in our corporate activities and business relationships. We prohibit assigning hazardous or harmful tasks to young workers under the age of 18.
In addition, recognizing concerns about human rights abuses in the extraction of raw materials such as minerals including forced labor and child labor, we work to identify human rights risks and take appropriate measures if risks are identified. - Working Environment
We prioritize ensuring the safety and health of Workers in their duties. We strive to prevent occupational accidents, based on laws and regulations on occupational health and safety in each country and region. - Working Hours
We comply with the laws and regulations of each country and region regarding the determination of Workers' working hours (including overtime), granting of holidays and annual paid leave, and other related matters. We consider Workers' work-life balance and work to reduce excessive working hours. - Wages
We comply with the laws and regulations of each country and region regarding minimum wages, overtime pay, wage deductions, piece-rate pay, equal pay for equal work, and other benefits. We pay living wage that enables Workers and their families to live with dignity. - Dialogue and Consultation
We respect Workers' freedom of association and the right to collective bargaining based on international guidelines and the laws and regulations of each country and region, and engage in sincere dialogue and consultation with Workers' representatives or organizations. We do not engage in any threats or retaliatory measures against Workers' representatives or organizations that exercise these rights. - Privacy
To respect individual privacy, we handle Workers' personal information carefully and appropriately in accordance with the laws and regulations of each country and region and the policies of Suzuki and each company within the Suzuki Group.
(2) Human Rights of Customers
We respect the human rights of customers in all countries and regions where the Suzuki Group conducts business.
- Products, Services, and Customers
We provide high-quality and safe products designed, developed, produced, and serviced with the highest priority on customer safety and security. We are committed to designing and developing products with special consideration for children, the elderly, and customers with disabilities.
In addition, to respect customers' individual privacy, we handle customers' personal information carefully and appropriately in accordance with the laws and regulations of each country and region and the policies of Suzuki and each company within the Suzuki Group.
(3) Local Communities
In all countries and regions where the Suzuki Group conducts business, we place great importance on coexistence with local communities and respect the human rights of local residents.
- Impact on Local Communities
We recognize that the Suzuki Group's corporate activities may impact the health, lives, livelihoods, access to water, sanitation, and the rights of indigenous peoples in local communities. We implement necessary measures while respecting the culture and customs of each country and region, based on dialogue and consultation with local residents, and in accordance with the laws and regulations of each country and region and relevant international norms.
We work with suppliers to engage in responsible sourcing of raw materials and minerals.
We work to identify human rights risks in cooperation with suppliers and industry associations, and if risks are identified, we strive to take appropriate measures.
This Policy was approved by the Board of Directors in June 2025. This Policy will be reviewed as necessary in response to changing circumstances.
Established：December 2022
Revised：June 2025
Toshihiro Suzuki
President and Representative Director