Respect for Human Rights

Providing Fair Selection and Opportunity

The GS Yuasa Group promotes fair employee selection, evaluation and training based on ability and performance. We prohibit discrimination in recruitment, personnel assessment and other employee circumstances. Also, we respect diversity irrespective of race, gender, sexual orientation, gender identity, nationality, place of birth, disability, religion or political opinion.

Labor-Management Consultative Structure on Labor Rights (Domestic Group Companies)

Management of Human Rights Risks Involving Foreign Workers

Foreign workers are becoming an increasingly important presence for the GS Yuasa Group in conjunction with the globalization of our business. There is a possibility, however, that foreign workers will be exposed to the risk of human rights violations due to differences in language and culture or a lack of information. When employing foreign workers, the Group places particular importance on minimizing human rights risks by eliminating discrimination and prejudice and providing fair treatment and working conditions.

The Group has prepared guidelines on the appropriate management of human rights risks relating to the employment of foreign workers based on international guidelines on the responsible employment and management of foreign workers (such as the Dhaka Principles for Migration with Dignity). These guidelines set forth management principles concerning human rights risks that must be taken into consideration throughout the employment process from recruitment and hiring to separation and are provided to domestic and overseas Group companies. We confirm that Group companies that employ foreign workers comply with the guidelines and make operational improvements when necessary.

Within our supply chains, we require that suppliers comply with the Responsible Procurement Guidelines, which set forth management principles on responsible corporate conduct including addressing human rights issues unique to foreign workers. In addition, we periodically check on the status of compliance with the guidelines by suppliers and request improvements as needed.

The GS Yuasa Group strives to promote the success of diverse human resources and achieve sustainable growth by respecting the dignity and rights of foreign workers and providing them safe and secure environments.

Strict Enforcement of Rules on Forced Labor and Child Labor

The GS Yuasa Group has established fundamental rules on forced labor and child labor, distributed a manual (the CSR Manual) explaining these rules to all employees, and thoroughly informed employees about the prohibition of forced labor and child labor (including the prohibition of complicity in forced labor and child labor). We also conduct self-checks on human rights risks, including risks relating to forced labor and child labor to confirm whether any such practices are occurring.

Within the Group’s supply chains, we require suppliers to comply with the Responsible Procurement Guidelines, which contain provisions on the prohibition of child labor and all forms of forced labor, among other matters. We also periodically check the status of supplier compliance and request corrective measures as necessary.

Responses to Laws and Regulations on Modern Slavery and Wage Disparities

The GS Yuasa Group complies with the laws and regulations of every country and region, taking all necessary steps to meet the provisions of the UK's Modern Slavery Act enacted in 2015 and the Gender Pay Gap Information Regulations enacted in 2017 as one of the activities involved in securing the transparency of business. GS Yuasa Battery Europe Limited (GYEUR), an overseas Group company in the United Kingdom, has released statements on its website regarding these laws and regulations and information on the status of its undertakings. This company will continue to periodically release information in the future.

Refer here for relevant information (link the GYEUR website).

Measures to Prevent Harassment

The GS Yuasa Group is aware that harassment is a violation of human rights that harms the personal dignity of employees and causes deterioration of the workplace environment. For this reason, we take measures to prevent harassment.

Since fiscal 2020, we have distributed to employees cards with information about harassment policies and have posted in worksites educational posters on the prevention of harassment in order to ensure that employees are fully aware of policies regarding the prevention of harassment. We also conduct e-learning on workplace power harassment to enhance employee understanding. Further, we educate newly appointed managers with the aim of enhancing their awareness of cases of power harassment and guide them on how to respond when they receive reports from subordinates about damage from harassment. We are committed to ensuring that each and every employee is fully aware of the need for preventing and resolving harassment to secure a comfortable working environment without human rights violations. In addition, we established an exclusive harassment consultation hotline available to all Group employees and established a mechanism to rapidly provide remedies to the victims of harassment.

In fiscal 2023, there was one incident of harassment subject to disciplinary action or admonishment in accordance with the employment rules. We investigated the facts of this incident and took measures to prevent reoccurrence.

The Group seeks to establish work environments where all employees can work comfortably and create good workplaces with free and open communication by implementing measures to prevent harassment.

Examples of responses to harassment reported to the Harassment Consultation Hotline