Japan
Sustainability Data Book 2024Suzuki Group’s basic policy regarding 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 regarding human rights resolved by the Board of Directors in December 2022 (→ Suzuki Group’s basic policy regarding 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 regarding 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 regarding human rights
(Basic policy)
Suzuki Motor Corporation (hereinafter, Suzuki) has been placing the motto “Develop products of superior value by focusing on the customer,” as the first paragraph of its Mission Statement, and strives to make truly valuable products to satisfy customers (established in 1962).
In keeping with the spirit of the Mission Statement, Suzuki has formulated the Suzuki Group Code of Conduct (hereinafter, the Code of Conduct) as a set of rules for enabling all officers and employees working in the Suzuki Group (Suzuki and its consolidated subsidiaries) to dedicate themselves to their duties healthily, efficiently and energetically (formulated in 2016). 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 has no intention of taking part in any action that would lead to infringement of human rights. We believe that respect for human rights is the foundation of all of our global corporate activities, and therefore we will thoroughly implement respect for human rights.
1. Governance
(1) Compliance with laws, regulations, and international norms concerning human rights
The Suzuki Group will respect the human rights stipulated in international rules (freedom of association, approval of collective bargaining rights, prohibition of forced labor, prohibition of child labor, elimination of discrimination, etc.), such as The Universal Declaration of Human Rights (UDHR); International Covenant on Economic, Social and Cultural Rights (ICESCR); International Covenant on Civil and Political Rights (ICCPR); and The ILO Declaration on Fundamental Principles and Rights at Work (ILO Core Labor Standards). The Suzuki Group will work to implement respect for human rights, referring to guidelines such as the Guiding Principles on Business and Human Rights (UNGPs), the OECD Guidelines for Multinational Enterprises, and Japan’s Guidelines on Respect for Human Rights in Responsible Supply Chains.
Furthermore, the Suzuki Group will comply with local laws and regulations regarding human rights in every country where it conducts business. If there are discrepancies between international norms on human rights and the laws and regulations of each country or region, the Suzuki Group will strive to respect the higher standard of human rights.
(2) Scope of application
This policy applies to all officers and employees (including dispatched employees). Companies in the Suzuki Group will strive to thoroughly inform their officers and employees about this policy to ensure their compliance.
The Suzuki Group also expects all of its business partners involved in its operations, including suppliers and dealers, to understand this policy and make efforts to respect human rights. We will actively encourage such efforts and cooperate with our business partners to advance activities.
(3) Suzuki’s management structure
At the Executive Committee, which is attended by Executive Directors and divisional responsible persons (Managing Officers and Executive General Managers), issues, policies and measures concerning sustainability, including human rights, are discussed. Issues of particular importance are discussed by the Board of Directors. Along with the management, the Company as a whole aims to promote viable activities.
Respect for human rights was discussed as part of the process of defining the Company’s materiality (key issues). It was defined as one of the “Issues for strengthening the business base,” and confirmed by the Board of Directors in October 2021.
2. Response to human rights risks (human rights due diligence)
(1) Defining human rights risks
The Suzuki Group will define potential or actual human rights risks linked to its business and establish mechanisms to prevent or mitigate such risks. Notably, the Suzuki Group will conduct these activities based on the awareness that emerging countries where it actively conducts business have relatively high human rights risks, such as the risks of forced labor and child labor.
(2) Remediation and remedy
If it is found that we have caused or are involved in any adverse human rights impacts, we will take appropriate steps to remediate such impacts.
As part of these efforts, the Suzuki Group will set up a consultation desk that can be used by the relevant affected parties.
(3) Education
We will provide appropriate human rights-related education and awareness-raising for all officers and employees working at the Suzuki Group to ensure that they understand and implement this policy.
(4) Dialogue and discussion with stakeholders
We will continuously conduct dialogue and discussion about impacts on human rights with relevant stakeholders both within and outside the Company.
In addition, we will consult with third-party organizations with expertise in human rights to ensure the effectiveness of our efforts.
(5) Disclosure of information
We will periodically disclose information regarding our human rights efforts and strive for trans parency, while also fulfilling our accountability to stakeholders.
The Board of Directors approved this policy in December 2022. It will be amended as needed based on the circumstances.
December 2022
Toshihiro Suzuki
Representative Director and President
Priorities for human rights
1. Prohibiting discrimination and harassment
Suzuki will not discriminate on the basis of gender, age, nationality, race, ethnicity, language, religion, creed, social origin, sexual orientation, gender identity, health status, disability, or any other attribute or condition unrelated to duties.
We will not engage in any form of harassment, mental or physical, including power harassment, sexual harassment, and harassment related to pregnancy, childbirth, and childcare leave. We strive to create a workplace in which all employees can work with peace of mind.
2. Prohibiting forced labor
We will not tolerate forced labor or any form of modern slavery, including human trafficking, through violence, threats, debt, etc.
We recognize that migrant and foreign workers are vulnerable to exploitation and forced labor, and we will address these risks in cooperation with not only the Suzuki Group but also our business partners and other parties involved in our business, including suppliers. We will cooperate with third-party organizations to ascertain the actual situation and encourage the Suzuki Group, suppliers, dealers, etc. to ensure that migrant and foreign workers are employed under appropriate working conditions.
3. Prohibiting child labor
We will not employ persons under the minimum legal working age in our business activities or business relationships. We will not allow young workers to engage in hazardous work.
In addition, we recognize that there are concerns about child labor and other human rights violations in mineral mining, and we strive to identify human rights risks and take appropriate measures when risks are identified.
4. Engaging in dialogue and discussion with employees
We will respect employees’ freedom of association and right to collective bargaining in accordance with international guidelines and the laws and regulations of each country and region, and we will engage in honest dialogue and discussion with our employees. We will not threaten or retaliate in any way against any employee representative or organization that exercises these rights.