Respect for human rights
- Policies and Basic Approach
- Toyota Tsusho Group Human Rights Policy
- Respect for Human Rights in COCE
- Structure and Governance
- Human Rights Due Diligence
- Internal whisleblowing system
- Training and Awareness-Raising Activities
- Fair employment
- Measures to Eliminate human rights violations Including Child Labor and Forced Labor
- Equal pay for equal work
Policies and Basic Approach
In the Toyota Tsusho Group, which operates a diverse range of businesses globally, respect for human rights is a fundamental concept that underpins our management philosophy and is closely aligned with our mission: "Passing on a better Earth to the children of the future." In accordance with this principle, our group has established a "Human Rights Policy" and "Supply Chain Sustainability Behavioral Guidelines" based on international standards. We actively promote initiatives to respect human rights not only within our own operations but also throughout our supply chain.
Specifically, we identify and assess human rights risks within our group companies, investment and investment and lending recipients, and newly contracted suppliers. We also continuously evaluate the human rights risks of existing business partners. When issues are identified through engagement, we proactively work on remediation and relief measures to avoid, prevent, and mitigate negative impacts related to human rights.
As various social issues become more prominent around the world and the importance of respecting human rights continues to grow, we are committed to fulfilling our corporate social responsibility and contributing to the realization of a sustainable society.
Toyota Tsusho Group Human Rights Policy
This policy was reported to the Board of Directors of Toyota Tsusho Corporation on July 31, 2025.
The Toyota Tsusho Group, in our mission, declares: “Passing on a better Earth to the children of the future”, and we are committed to addressing social issues through business activities.
As "Be the Right ONE," namely, to be an irreplaceable and unique presence for partners and stakeholders, forms our "Ideal Image" as part of our Global Vision, we recognize that it is an extremely important responsibility to understand the human rights issues of countries and regions in which we operate and undertake appropriate actions. We list our idea to "Respect human rights, and actively develop people who will contribute to society by nurturing them and giving them opportunities to apply their skills." as one of our Key Sustainability Issues (Materiality).
Toyota Tsusho Group positions this policy as its highest level policy regarding human rights.
- 1 Our stance on international norms and laws
As we conduct business around the world, we consider respect for human rights based on international standards to be a fundamental foundation of our activities. We support the International Bill of Human Rights, which includes the “Universal Declaration of Human Rights“; the “Guiding Principles on Business and Human Rights“; and the ILO Declaration on Fundamental Principles and Rights at Work issued by the International Labor Organization (ILO), and we are committed to respecting human rights.
Our Behavioral Guidelines stipulate that “We wil respect people and strive to create an engaging workplace," as good corporate citizens and our Global Code of Conduct & Ethics (COCE) specifies our respect for human rights and stresses our consideration for human rights.
We particularly strive to ensure that there is no discrimination or harassment against gender, age, place of origin, nationality, race, skin color, ethnicity, religion, gender identity, sexual orientation, pregnancy, disabilities, political views, or other factors in our workplaces, to establish policies to prohibit forced labor, child labor and unreasonably low wage labor, to eliminate inadequate employment and pay above the minimum wage in compliance with labor laws and regulations of countries in which we operate, and will strive to provide wages that exceed both the legal minimum wage and a living wage, and to protect the right to privacy and freedom of expression of all individuals with whom we engage in the course of our company activities.
- 2Scope of application
This policy applies to all officers and employees. We also expect all stakeholders, including suppliers and business partners, to understand and comply with this policy.
- 3Human rights due diligence
We will strive to identify and prevent or mitigate any adverse impacts on human rights in our business through our human rights due diligence mechanisms.
- 4Remedy
If we discover that our business activities have caused or are having an adverse impact on human rights, we will work to remedy them through appropriate procedures and dialog.
- 5Grievance mechanism
We will endeavor to establish a reporting and grievance system to appropriately understand and respond to all human rights issues affecting our officers and employees or otherwise related to our business.
- 6Education
We will provide appropriate education and training to officers and employees so that they are familiar and comply with this policy. Moreover, we will include this policy in our guidelines and other necessary procedures so as to firmly establish it in our business activities.
- 7Respect for freedom of association
We recognize the right of employees to freely associate or not to associate based on applicable laws and regulations of the countries in which we are engaged in business activities.
- 8Progress confirmation and information disclosure
We will persistently review our efforts to respect human rights, track progress and disclose our findings in a timely manner through our website, etc.
- 9Dialog / discussion with stakeholders
We will endeavor to consult with third-party organizations with human rights expertise regarding any adverse impact on human rights and engage in dialog and discussions with relevant stakeholders.
Formulated in January 2020
Revised in March 2022
Revised in July 2025
President & CEO
Toshimitsu Imai
- Rights of children
- We believe that the human rights of children-who will lead future generations-require particular consideration. To this end, we endorse children's rights-related treaties championed by international organizations and support UNICEF's "Children's Rights and Business Principles."
- Rights of indigenous peoples
- We recognize the unique culture and history of indigenous people in our business activities in the countries and regions where they reside. Further, we shall consider the rights of indigenous peoples stipulated in the laws and regulations of such countries and regions as well as in international norms, such as "United Nations Declaration on the Rights of Indigenous Peoples."
- Rights of migrant workers
- When employing migrant workers, including foreign nationals, we will strive to prevent practices that may lead to forced labor, such as requiring the surrender of official identity documents or work permits, or charging recruitment fees and other expenses that are considered inappropriate under international norms.
- Our stance on security firm appointment
- We recognize that the use of weapons in security operations carries a potential risk of human rights abuse. Accordingly, we will endeavor to respect human rights by supporting the laws and norms of countries and regions in which we conduct business, as well as related international agreements, when appointing security organizations and other entities as part of our business activities.
- Prevention of modern slavery
- We will endeavor to undertake measures to prevent the influence of modern slavery, such as forced labor and human trafficking, in our business activities.
Respect for Human Rights in COCE
Toyota Tsusho refers to its respect for human rights in Article 9 of its Global Code of Conduct & Ethics (COCE), which specifies items described in our Behavioral Guidelines. We issue the COCE Booklet with the president's message in various languages (currently, 23 languages) and have made it available on our intranet so that it can be accessed by all employees around the world. We seek to ensure thorough awareness about respect for human rights by obtaining, through the COCE global network, a globally common pledge from both Toyota Tsusho Group officers and employees around the world to follow the COCE.
Booklet of Global Code of Conduct & Ethics (COCE)
The booklet provides behavioral guidelines regarding the 10 creeds of the Global Code of Conduct & Ethics (COCE) in greater detail.
Structure and Governance
At our company and across the Toyota Tsusho Group, the Board of Directors holds supervisory responsibility. Under the Chief Human Resources Officer (CHRO), who oversees the Human Resources Department—the division responsible for human rights—the department carries out daily initiatives related to human rights in accordance with our Human Rights Policy and the Global Code of Conduct & Ethics (COCE). Progress and achievements are reported to the Sustainability Management Committee, where future initiatives are also discussed. Matters deliberated by the committee are regularly submitted to and reported to the Board of Directors, ensuring an appropriate governance structure for oversight.
To strengthen long-term efforts toward realizing a sustainable society from the perspectives of ESG (Environmental, Social, and Governance), we have appointed sustainability officers in each business division and overseas region. These officers promote sustainability-related initiatives, including respect for human rights. Human rights due diligence for employees of our company and group companies is integrated into the “Check 10 activities"—a group-wide activity for assessing, analyzing, and improving risks. The Human Resources Department and representatives from consolidated subsidiaries conduct investigations, identify issues, and implement corrective and remedial actions. The results of the Check10 activites are reported to the Board of Directors as needed through the Integrated Risk Management Committee, chaired by the CFO.
Human Rights Due Diligence
Toyota Tsusho revised its Human Rights Policy and Behavioral Guidelines in March 2022 in response to their growing importance in society. Based on the revised policy, we assessed our human rights risks. Having identified high risk domains, we promote a human rights due diligence process by conducting questionnaires and on-site investigations, among other measures, to alleviate these risks.
Human rights due diligence process
Initiatives within the Toyota Tsusho Group
To address human rights risks that may impact society through our business activities, Toyota Tsusho initiated human rights due diligence efforts covering all consolidated subsidiaries from the fiscal year ended March 31, 2022.
During that fiscal year, based on input from both internal and external experts, we analyzed human rights risks within the Toyota Tsusho Group companies operating in various countries, considering three key factors: the nature of the business (industry sector), location (country), and the types of products handled. As a result, we identified 93 companies as requiring prioritized risk assessment.
Among them, two companies underwent additional third-party interviews. While no incidents of discrimination had been reported, the investigations found that specific anti-discrimination guidelines had not yet been explicitly documented within HR-related operations. In response, each of the companies developed anti-discrimination guidelines based on applicable local laws and conducted relevant training programs.
From the fiscal year ended March 31, 2023, these efforts have been integrated into the “Check10” activities—our consolidated risk assessment, analysis, and mitigation framework. This integration established a structure for conducting annual human rights risk assessments for all consolidated subsidiaries. Furthermore, results are reported to the Integrated Risk Management Committee, which oversees global risk management practices, thereby advancing our approach to include company-wide monitoring.
Considering the advice of internal and external experts, as well as business-specific issues, we conducted human rights risks assessment centering on four human right issues, Forced Labor, Child Labor, Discrimination, and Freedom of Association and Collective Bargaining Rights. Using questionnaire slips, we assessed the status of management of human rights risks concerning occupational health and safety, pay, equal pay for equal work, working hours, among others.
The process did not identify any human rights issue that might immediately emerge, nevertheless, we will continue and further strengthen our initiatives to reduce human rights risks. (During the fiscal year ended March 31, 2022, the human rights investigations identified two companies for which further investigation was required. Using interviews accompanied by third-party observers, we checked the actual status at the two companies and did not find any human rights issue that might emerge).
When an event occurs that negatively impacts on human rights or involvement in such an event is identified, we undertake corrective and relief actions through appropriate procedures and dialogues.
We report the status of this process and assessment results to the Sustainability Management Committee.
| Category | Sample Questions |
|---|---|
| Respect for Human Rights | Does the policy stipulate the prohibition of harassment? |
| Forced Labor and Child Labor | Do you verify that employees meet the minimum working age as defined by the ILO at the time of employment? |
| Wages | Are wages and overtime pay provided at or above the minimum wage? |
| Working Hours | Do you comply with laws regarding long working hours and granting of holidays? |
| Dialogue and Consultation with Employees | Do you provide opportunities to negotiate with employee representatives on wages, working conditions, and workplace environment? |
| Safe and Healthy Working Environment | Are initiatives in place to ensure the safety and health of employees? |
In addition to human rights risks assessment of our existing businesses, we have also introduced preliminary assessment of human rights measures to the investment screening process for companies that are to become our consolidated subsidiaries through merger, acquisition, or takeover. The process did not identify any human rights issue that might immediately emerge.
Furthermore, we started an annual investigation on foreign technical interns with domestic consolidated subsidiaries from the fiscal year ended March 31, 2023 to understand their acceptance status and supervising organizations. In May 2023, we joined the Collaborative Program for Companies Responsibly Hosting Foreign Migrant Workers, organized by JP-MIRAI, aiming to gain information and exchange opinions with experts.
Improvement Cases Through Engagement with External Experts
In the fiscal year ending March 2025, through engagement with an NGO*, we recognized the need to investigate whether human rights issues specific to our business—particularly those affecting migrant workers—exist. Together with the NGO, we conducted on-site assessments at our domestic group companies. Through interviews with migrant workers at each company, we examined potential issues from various perspectives, including safety, employment contracts, and daily life support. The assessments revealed issues such as a lack of safety signage in the workers’ native languages, and we are now considering improvements.
Additionally, during engagement with other external experts, the issue of long working hours for drivers in Japan’s logistics industry was raised. In response, we conducted on-site assessments at our group’s logistics companies during the fiscal year ending March 2025. To address one of the root causes—order placement methods—we collaborated with our group’s customers to implement improvements through the introduction of systems and equipment.
- *General Incorporated Association: The Global Alliance for Sustainable Supply Chain (ASSC)
Initiatives for the supply chains
We have been conducting human rights due diligence for human rights risks in the supply chains since the beginning of the fiscal year ending March 31, 2024. We analyze human rights risks from the three perspectives of business nature (business sector), location (country), and product related, as we do for our consolidated subsidiaries, utilizing international indicators and tools. We will conduct questionnaires and on-site audits as necessary for suppliers that are identified as high risk. Through these efforts, we will identify negative human rights impacts and work to prevent or mitigate them.
Internal whisleblowing system
Toyota Tsusho accepts consultation and whistleblowing mainly through five consultation desks. By establishing a third-party contact point for complaints, we strive to ensure the protection of whistleblowers and the confidentiality of reported information. This approach also promotes fairness and transparency in complaint handling, facilitating dialogue and remediation, and contributing to the resolution of fundamental human rights issues.
| Whistleblowing system | Available to |
|---|---|
| will do. | Employees of Toyota Tsusho and domestic consolidated subsidiaries |
| SPEAK UP | Employees of Toyota Tsusho and all consolidated subsidiaries |
| Harassment Consultation Desk | Employees of Toyota Tsusho |
| JaCER Complaint Reporting Form | Available to all stakeholders both inside and outside the company, including all employees of the Toyota Tsusho Group and suppliers. |
| Contact disclosed on the website | All stakeholders including business partners, suppliers, local community residents, employees of Toyota Tsusho and domestic and overseas consolidated subsidiaries |
The Global Human Resources Department promptly address consultation and whistleblowing to the whistleblowing system listed above as well as those to superiors or the Administrative Unit by contacting and interviewing the person(s) concerned. When violations of our award and punishment rules are identified, we consider discipline in accordance with the rules.
We have been implementing preventive measures, such as training to raise employees’ awareness on human rights and labor affairs, with the aim of reducing human rights risks.
During the fiscal year ended March 31, 2024, we received 30 consultations or reports relating to human rights or the workplace environment (see the table below for the breakdown) mainly through the whistleblowing system. We contacted and interviewed all the stakeholders in the 30 cases to investigate the actual conditions. As a result, one case was confirmed as violation of conduct, and disciplinary action was taken in accordance with the Award and Disciplinary Rules. In addition to an issuance of a disciplinary order to the person(s) concerned, we explained our whistleblowing rules to the manager of the department concerned to re-affirm their importance. We will continue to take appropriate measures for consultation and whistleblowing in the future.
Breakdown of consultation and whistleblowing relating to human rights and labor affairs
| Fiscal year ended March 31, 2022 | Fiscal year ended March 31, 2023 | Fiscal year ended March 31, 2024 | |
|---|---|---|---|
| Harassment | 5 | 12 | 16 |
| Workplace environment | 5 | 5 | 14 |
・Whistleblowing system (will do./SPEAK UP)
In addition to “will do.,” established for employees in Japan in 2002, we established “SPEAK UP,” a multilingual consultation desk handling more than 150 languages, at a specialized external organization in November 2017 to promote further globalization and reinforce anonymity and confidentiality. With these efforts, we have maintained a whistleblowing system that facilitates easier consultation or whistleblowing by stakeholders concerning COCE violations, including all forms of corruption and human rights violations.
・Harassment Consultation Desk
Toyota Tsusho has set up a Harassment Consultation Desk for consultations on and reporting of sexual harassment, abuses of authority, discriminatory expressions, and other human rights-related issues occurring in the workplace. The desk conducts the actual investigation after drawing a conclusion on its necessity, so as to prevent retaliation against the informants by securing anonymity and confidentiality, then notifies the findings to them as appropriate.
・Contact via the website
We have established a contact window on the company’s website to accept inquiries concerning human rights from stakeholders such as consumers, community, supplyers....
Training and Awareness-Raising Activities
At Toyota Tsusho, we are committed to enhancing employee awareness of human rights through various training and awareness-raising initiatives led primarily by the Human Resources Department.
As part of compliance activities during Business Ethics Month held every October, we offer an e-learning program to all Group employees, including those in managerial positions. This program provides learning opportunities not only on our Group’s Basic Policy for Human Rights and global trends in human rights, but also on a wide range of related themes, including cultural understanding, the promotion of diversity, and the prevention of harassment—aimed at fostering a deeper respect for human rights.
In addition, we host study sessions for human rights officers at consolidated subsidiaries with global operations to further strengthen their understanding and implementation of human rights initiatives.
Moreover, we regularly exchange information with external experts to enhance our knowledge on human rights and to understand the latest trends in international situations and legislation and changes in expectations of companies. In 2022, we invited international lawyers knowledgeable in human rights to exchange opinions with the CHRO and general managers of relevant in-house departments. In 2023, we visited companies engaging in advanced human rights initiatives to gather information.
We have also introduced Practical Harassment Training for our employees in managerial positions with the aim of raising their awareness of appropriate labor management. Participants are trained using detailed case studies, whereby they gain knowledge on trends in and solutions to harassment incidents, such as how to handle subordinates’ requests for advice on harassment. Our human rights awareness raising activities are provided not only to Toyota Tsusho employees but also to those at affiliated companies.
Fair employment
When hiring employees, we make fair decisions based solely on whether an individual has the abilities and qualities matching the needs of Toyota Tsusho. Differences based on gender, age, nationality, disabilities, and other factors are not considered during this process.We also provide training for hiring staff and others involved in the hiring process, while consulting government organizations and attorneys when necessary to ensure our hiring is free of discrimination or prejudice.
Measures to Eliminate human rights violations such as Child Labor and Forced Labor
As part of COCE, we pledge not to participate in child labor, human trafficking, and other forms of forced labor. In order to prevent child labor, for example, we have made age-verification via official identification a compulsory part of our recruitment processes.
For human rights violation and all forms of corruption-including those outlined above-we have launched an external reporting line that maintains anonymity and confidentiality with multilingual support in more than 150 languages; in this way, we are establishing systems that enable us to respond appropriately to information provided by parties.
Equal pay for equal work
We have applied Toyota Tsusho Group Human Rights Policy and Supply Chain CSR Behavioral Guidelines worldwide, and asked each Group company is creating compensation structures compliant with local laws in accordance with the policy and guidelines. In Japan, we established the "Human Resources Meeting" and announced to human resources personnel at domestic Group companies, that we will provide equal pay for equal work in accordance with the law. Toyota Tsusho complies with the statutory minimum wage and applies compensation systems that are in uniformity across gender for the same qualifications and same work duties.