Human rights
Basic approach
Since its founding, the Group has been based on "People-Centered Management," and has positioned Ningen-Soncho as the foundation of its management, making it the principle that should take top priority in all decisions and actions. This way of thinking is thoroughly adopted by all officers and employees, and we expect our suppliers and other business partners to take the same approach.
To achieve this, in 2019, with the approval of Board of Directors, we formulated the Idemitsu Group Human Rights Policy, declaring our respect for internationally recognized human rights, such as the Universal Declaration of Human Rights and the ILO's Declaration on Fundamental Principles and Rights at Work. In accordance with the United Nations Guiding Principles on Business and Human Rights (UNGP), we have been conducting ongoing human rights due diligence since 2020 to identify, assess, and correct human rights risks throughout our value chain. In addition, we have clearly stated nine human rights issues that we prioritize, and are working to comply with related laws and regulations, such as equal pay for equal work, and to strengthen in-house awareness and education.
Recognizing that human rights risks vary globally, we respond to them at a level consistent with international principles while respecting the culture, customs, and social norms of each country and region. We implement the PDCA cycle through business partner management, corrective and remedial mechanisms, education and awareness, monitoring, and reporting to Board of Directors, and disclose the status of our efforts in a timely manner on our website, etc. By incorporating the above framework into our company-wide risk management, we will balance enhancing the value of human capital with preventing human rights violations.
Top commitment
Since its founding, Idemitsu Group conducts “people-centered management” for over a century, based on the idea that our most important management resource is “people.” The will of our founder Sazo Idemitsu expressed in the words of Ningen-Soncho (Having respect for human beings) has been passed down without change to this day as the origin of management. We believe that respect for human rights is the foundation of our management and should be given top priority in all the decisions and actions. We have set this forth in the Idemitsu Group Human Rights Policy which must be complied with by all our officers and employees. We also ask our suppliers, business partners and other stakeholders to support this policy and to respect human rights.
Based on this policy, we are continuing to address global human rights issues based on culture, customs and social norms in each country and region in accordance with international principles and standards. We use human rights due diligence to identify potential negative impacts on human rights within our group and related business partners and strengthening our efforts to reduce risks and to establish remedial mechanisms.
Furthermore, we have established the Compliance Code of Conduct for all employees working around the world both overseas and in Japan. This code clearly states that we will not tolerate any human rights violations, that we will accept diversity in race, nationality, gender and other aspects, and that we will create healthy and comfortable workplaces without any harassment.
We will disclose information as necessary to all our stakeholders about these human rights initiatives and activities. At the same time, we will evaluate and continuously improve them.
Idemitsu Kosan Co.,Ltd.
Representative Director and President
Noriaki Sakai
Policy
Idemitsu Group Human Rights Policy
The Idemitsu Group believes in the infinite potential of people, and through collaboration between our diverse employees and diverse stakeholders, we aim to provide energy products and services to countries and regions around the world, thereby contributing to making people's lives brighter and more prosperous.
In order to realize this vision, we believe that "respect for human rights should be given top priority in all decisions and actions," and this will be the basic policy that all directors and employees of the Idemitsu Group must adhere to. We also expect our business partners, including suppliers, to understand and adhere to this policy.
1. Respect for human rights
The Idemitsu Group strives to live in harmony with the international and local communities, and will not engage in any discriminatory conduct toward any person, regardless of whether it is physical or mental, and will not tolerate any verbal or physical acts or violence that violate any person's dignity.
The Idemitsu Group respects internationally recognized human rights as expressed in the Universal Declaration of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work, not only in Japan but also in countries around the world. We also support the United Nations Guiding Principles on Business and Human Rights, the Voluntary Principles on Safety and Human Rights, the United Nations Global Compact, etc.
The Idemitsu Group will comply with the laws and regulations of each country and region. If there is a conflict between internationally recognized human rights standards and the laws and regulations of each country or region, we will pursue measures that respect international human rights standards within the scope of the laws and regulations of each country or region.
2. Human Rights Due Diligence
The Idemitsu Group will conduct human rights due diligence in accordance with the United Nations Guiding Principles on Business and Human Rights. We will assess human rights risks in our business activities and take steps to prevent and mitigate any identified negative impacts. In addition, if it becomes clear that our business activities cause or contribute to negative impacts on human rights, we will engage in dialogue with relevant stakeholders and work together to remedy the situation. In addition, the Idemitsu Group will provide appropriate education and training to employees to ensure that this policy is firmly established.
3. Human rights issues that we place importance on
(1) Promoting diversity
The Idemitsu Group's vision is to become a Japanese energy co-creation company based on diversity and inclusion, working in harmony with the environment and society while continuing to take on the challenge of creating new value together with customers and stakeholders. As attached, we have established the "Idemitsu Group DE&I Policy" and are promoting its penetration within the company.
(2) Prohibition of Forced Labor
The Idemitsu Group has a policy of not using, participating in, or benefiting from forced labor. When compliance with domestic laws and regulations related to forced labor is insufficient, we take into consideration international standards.
When Idemitsu Group plans or implements business expansion, it will not tolerate any form of forced labor, including bonded labor, at any stage. In addition, Idemitsu Group will not take away the identification documents of any workers involved in its business. In addition, it will not restrict the freedom of movement outside of working hours.
(3) Prohibition of Child Labor
The Idemitsu Group will not employ child labor or young workers in hazardous or dangerous work.
(4) Prohibition of Discrimination
The Idemitsu Group will not only respect the basic human rights of all people, but will also strive to create a company that is free of unfair discrimination and other actions that harm the dignity of individuals. We will not discriminate on the grounds of race, sex, religion, beliefs, disabilities, nationality, place of origin, sexual orientation, gender identity, age, educational background, marital status, job status, employment status, or other factors unrelated to business functions.
(5) Prohibition of Harassment
The Idemitsu Group does not tolerate any form of harassment, including sexual harassment, power harassment, or any other verbal or physical harassment or mental harassment that others find offensive.
(6) Freedom of association and recognition of the right to collective bargaining
The Idemitsu Group respects the freedom of association, freedom to join labor unions, and the right to collective bargaining for employees. In addition, we prohibit any intimidation or retaliation against employees who exercise these rights.
At domestic affiliates that have labor unions, we will conclude labor agreements with each company's in-house labor union and mutually comply with these agreements in good faith. In addition, at overseas affiliates, we will also engage in activities to deepen mutual understanding through dialogue with management based on the same approach.
(7) Improving the working environment
The Idemitsu Group will comply with the labor-related laws of each country, including minimum wages and fair working hours. In addition, we will consider the safety and health of our employees and strive to create a comfortable working environment.
(8) Use of land, water and natural Resources
When the Idemitsu Group purchases, leases or otherwise arranges for land use, or when it acquires natural Resources, in each country or region in which it conducts business, it will mitigate any negative environmental and social impacts arising from land acquisition, etc., and will pay attention to the rights of local residents who use or live on the land. In particular, when requesting relocation, it will endeavor to avoid any negative impacts on living standards.
In addition, we will strive to prevent soil and water pollution so that our business operations do not impede the safe and hygienic use of water by local residents.
(9) Respect for the Rights of Indigenous Peoples
The Idemitsu Group respects the inherent rights of indigenous peoples that arise from their culture, spiritual traditions, history and philosophy in each country and region in which it conducts business. In addition, if there is a possibility that the Group's business operations may have a negative impact, the Group will endeavor to avoid, mitigate or minimize such impact.
4. Reporting Desk
The Idemitsu Group promotes a culture of open communication and feedback, and employees may discuss any concerns related to the human rights issues in this policy with their supervisors. We have also established a reporting and consultation system for executives and employees to address violations or potential violations of the Code of Conduct, including human rights issues. We have also established a reporting system for stakeholders to report concerns about our business activities.
The Idemitsu Group will continue to identify adverse human rights impacts related to its business activities and work to establish effective grievance mechanisms.
5. Disclosure
The Idemitsu Group will disclose information on its human rights efforts on its website as they occur.
This policy has been approved by the Board of Directors of Idemitsu Kosan Co., Ltd.
Effective: December 17, 2019
Sustainable procurement guidelines
Our group has established a basic procurement policy based on Management Philosophy and Action Mindset. Within that, we have established the "Sustainable Procurement Guidelines" and have published them on our website. These guidelines clearly state our group's approach to human rights, including respect for basic human rights and the prohibition of forced labor, child labor, harassment, and discrimination, and indicate our policy of exchanging information with our suppliers about their sustainability efforts and working to mutually improve our level of sustainability.
Governance
Initiatives to respect human rights are promoted by the Risk Management Section of the General Affairs Department in collaboration with related departments and Group companies in Japan and overseas. Important human rights initiatives, activity results, and issues are reported and proposed to the Management Committee and Board of Directors as appropriate.
Risk management
Conducting human rights due diligence
Our group has established a "Compliance Code of Conduct" for employees working both domestically and internationally, aiming to instill and practice a compliance mindset in each individual. This code clearly states that no human rights violations will be tolerated, that diversity in race, nationality, gender, etc., will be accepted, and that a healthy and comfortable workplace free from harassment will be created.
Furthermore, we are identifying potential negative impacts on human rights within our group and related business partners, and strengthening our efforts to mitigate risks and establish redress mechanisms. In fiscal year 2025, we conducted human rights due diligence at 119 affiliated companies both domestically and internationally, the first such investigation in three years. As a result, as in the previous investigation, no serious human rights violation risks were identified. Some improvements were also confirmed in the thorough dissemination of the "Idemitsu Group Human Rights Policy," which was identified as needing improvement in the previous investigation, and in the strengthening of supply chain management. However, these two points still have room for improvement compared to other investigation items, and are therefore positioned as ongoing issues for fiscal year 2026 and beyond.
We will disclose these human rights initiatives and activities to our stakeholders as they occur, and we will continuously evaluate and improve them.
●Human rights due diligence process
Human rights hotline
Our group has established reporting and consultation channels for officers and employees to address violations or potential violations of our code of conduct, including human rights issues. We also have channels for stakeholders to report concerns about our business activities.
Number of reports and consultations received regarding human rights in fiscal year 2025: 0
Initiatives
Human rights training and awareness-raising
In our training for newly appointed managers and employees on overseas assignment, we explain the human rights initiatives expected of companies and raise awareness of the Idemitsu Group Human Rights Policy.
Additionally, in conjunction with Human Rights Week, which runs from December 4th to 10th, we are publicizing the Idemitsu Group Human Rights Policy within the company.
Initiatives to prevent harassment
Basic approach
The Idemitsu Group believes that "respect for human rights should be the top priority in all decisions and actions," and strives to harmonize with the international and local communities, refraining from discriminatory acts against any party. Furthermore, we do not tolerate any words, actions, or violence that infringe upon human dignity, whether physical or mental.
Based on this philosophy, our fundamental stance is to "not engage in, not allow, and not tolerate" harassment. In addition to preventing harassment in the workplace, we have expanded our efforts to include protecting employees from customer harassment and preventing job-hunting harassment during recruitment activities. Relevant departments are working together to develop basic policies and guidelines, establish consultation systems, and promote training and awareness campaigns to create an environment where the personality and dignity of all people involved in our business activities are respected.
Policy
The Idemitsu Group has established the following "Basic Policy on Workplace Harassment" to prevent workplace harassment and to ensure appropriate responses when it occurs. For customer harassment and job-hunting harassment, we have developed policies and guidelines tailored to their respective characteristics, the main details of which are described in the "Initiatives" section.
1. Purpose
The Idemitsu Group believes that ''respect for human rights should be given top priority in all decisions and actions,'' and strives for harmony with the international and local communities, and does not engage in acts of discrimination against any party. Furthermore, we do not tolerate behavior or violence that undermines the dignity of others, whether physically or mentally.
This basic policy is based on the Idemitsu Group Human Rights Policy, and aims to ensure a healthy workplace environment free of harassment, with the aim of ensuring that each employee deepens their understanding, that the human rights of all employees are respected, and that their abilities are fully utilized. In order to create a workplace environment where employees can perform to their full potential, this document provides policies for measures to prevent harassment and appropriate responses in the event of harassment.
We also ask our business partners, including suppliers, to understand and cooperate with this policy.
2. Basic policy
<Basic policy against workplace harassment>
I. The company will not tolerate harassment in the workplace or any behavior that undermines the dignity of individuals.
II. The company will continue to implement the following measures to ensure a workplace environment free of harassment.
・Thoroughly disseminate the "Guide to Preventing Harassment in the Workplace" within the company.
・We will establish a workplace harassment consultation desk and respond to a wide range of consultations and complaints.
In addition, we will take measures such as training to enable the staff at the consultation desk to respond quickly and appropriately.
・When responding to consultations and complaints, protect the privacy of those involved (including sensitive personal information such as sexual orientation, gender identity, medical history, and infertility treatment), and protect the privacy of those involved. We will not treat you disadvantageously because you cooperated with the confirmation.
・If harassment occurs in the workplace, the department's human resources department, consultation desk, and human resources department will work together to solve the problem and prevent it from happening again, including a quick and accurate fact-finding process.
・We will respond resolutely to harassment in the workplace.
・In addition to conducting training to understand and raise awareness regarding harassment prevention in the workplace, we will strive to enhance preventive and countermeasures that reflect the opinions of each employee.
III. Promotion of the improvement of the workplace environment based on this basic policy is the responsibility of the human resources officer.
Initiatives
Harassment prevention training and awareness
Since 2018, we have been conducting harassment prevention training annually for employees at our head office, Complex, and branches. The training aims to deepen understanding of workplace harassment and encourage employees to think about harassment. By continuing this training, we strive to create a harassment-free workplace.
Furthermore, in order to ensure that we "do not, do not allow, and do not tolerate" harassment, we have created a prevention guide that summarizes specific examples and points to keep in mind regarding behavior, and we have made it known to all employees.
● In-house training and education achievements (FY2025)
| Education/Training Name | Implementation period | Target audience | Number of participants | Attendance rate |
|---|---|---|---|---|
| Compliance e-learning | February-March 2026 | Employees of our company and 48 domestic affiliates | 13,438 people | Approximately 99% |
| Face-to-face compliance training | August to October 2025 | Employees of 14 domestic affiliated companies | Approximately 1,700 people | Approximately 49% * |
| Compliance training session | March 2026 | Our employees | 1,108 people | 22% * |
| Compliance training for new employees * Conducted as part of new employee training. |
April 2025 | New employees for fiscal year 2025 | 150 people | 100% |
| Compliance training for newly appointed managers * Conducted as part of training for newly appointed managers |
June 2025 | Newly appointed officers for fiscal year 2025 | 106 people | 100% |
| Harassment prevention seminar for all employees | November 2025 | Our employees | 1,077 people | 18% * |
| Harassment prevention seminar for managers and executives | December 2025 | Company executives | 687 people | 46% * |
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Only live participants on the day will be counted (recorded viewers will not be included).
Establishment of a consultation and support system
We have established a consultation service for harassment, and we take care to protect the privacy of those who seek advice and those who cooperate in verifying the facts, and we prohibit any detrimental treatment based on consultations or other similar actions. When a consultation is received, we will promptly and appropriately verify the facts and take necessary measures depending on the case, such as protecting those involved, dealing with the perpetrator, and preventing recurrence.
Responding to customer harassment
While we sincerely respond to legitimate opinions and requests from customers and business partners, we address customer harassment that harms the safety and working environment of our employees as an organization, rather than leaving it to individual employees to handle.
We have established basic policies and guidelines, defining response procedures for each department, coordination systems for relevant departments in the event of a serious incident, and criteria for cooperation with the police, lawyers, and other relevant parties. We also conduct awareness campaigns to ensure that executives and employees do not engage in customer harassment against business partners or other stakeholders.
Responding to Job Hunting Harassment
We do not tolerate sexual harassment against job seekers, including applicants, interns, employee visitors, and those who have received job offers, nor do we tolerate intimidation, insults, discriminatory remarks, coercion, or any other form of job-hunting harassment.
We will establish rules of conduct for interviews, meetings, communication methods, employee visits, and social gatherings, and will inform and train executives and employees involved in recruitment activities. In addition, we will set up a consultation service that job seekers can use, and we will have a system in place to ensure that job seekers do not suffer any disadvantage in the recruitment process or other matters as a result of seeking consultation.