Human rights

Our group upholds Ningen-Soncho as the Origin of Management, and has consistently practiced "People-Centered Management" since our founding. In other words, we believe that respect for human rights is an essential foundation of management and should be given top priority in all decisions and actions, and we have established the Idemitsu Group Human Rights Policy, which all executives and employees adhere to.
Based on this policy, we continue to respond to global human rights issues while taking into account the culture, customs, and social norms of each country and region. In recent years, we have also focused on "human rights due diligence" efforts in response to human rights issues at domestic and overseas group companies and supply chains, and have clarified the location of human rights violation risks within the group and related business partners. At the same time, we are strengthening our efforts to reduce risks and build relief mechanisms.
Furthermore, in the Compliance Code of Conduct, which was established to instill and put into practice the compliance mindset that each and every employee should have, targeting employees working all over the world, both overseas and domestically, we do not condone any human rights violations, and we do not tolerate any human rights violations. , accepts diversity in terms of nationality, gender, etc., and clearly states that we will create a healthy and comfortable workplace free of harassment.
We will disclose information on this series of human rights initiatives and activities to our stakeholders as needed.

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 the dignity of any person.
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, we will not tolerate any form of forced labor, including bonded labor, at any stage. We will not take away the identification documents of any workers involved in Idemitsu Group's business. In addition, we 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, ideology, creed, disability, 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 interfere with 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.

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.