Basic Concept
The Nisshinbo Group's Business Conduct Guidelines are a set of specific guidelines for behavior that all employees must observe. The first item in the Action Guidelines is "Respect for Human Rights." Furthermore, the Group takes seriously its responsibility to protect human rights as a corporation and thus established the Nisshinbo Group Human Rights Statement, which expresses the desire to respect human rights in words as the Group's management stance.
The Nisshinbo Group believes that human rights consist of the right of people to live fulfilling lives based on their own diverse choices. Companies have a responsibility to protect human rights and guarantee that people have the opportunity to make choices that will enable them to pursue their own happiness. By providing products, technologies, and services that protect people's safe and secure living environment, the Group aims to realize the well-being of society in which people, including Nisshinbo Group, and especially children who will live in the future, can lead happy and fulfilling lives.
Promotion System
Nisshinbo Holdings Inc. reorganized its organizational structure in April 2025 to establish an Managing Officer system for each functional division with the aim of building and overseeing a structure that would lead to urgent change. Under the leadership of the Managing Officer in charge of the Corporate Strategy Department, the Human Rights Group now leads activities aimed at realizing a society where human rights are respected.
The president of the Nisshinbo Group, who is the chief executive officer of the Group, conducts management reviews at the Board of Directors or the annual Board of Management* and receives progress reports from the Managing Officers in charge of the Corporate Strategy Department with regard to the group's initiatives. Based on these reports, the president issues instructions on the matters necessary for management. Special items are reported to the Board of Directors as appropriate.
* The Board of Management: The committee is composed of Managing Director and Managing Officer. Outside Director and Audit & Supervisory Board Member also participate as observers.
Please refer to "Promotion System for Sustainability Activity" for details regarding the organizational structure for promoting sustainability.
Specific Initiatives of the Nisshinbo Group
6th Sustainability Promotion Plan (to be achieved by FY2027)
- ①Rate of implementation of Group Human Rights Training, 100% (In Japan), Implementation of human rights awareness-raising activities (In overseas)
- ②Ongoing human rights due diligence activities (Identification of human rights risks and appropriate responses)
In the 6th Sustainability Promotion Plan, which targets FY2027, the Nisshinbo Group focuses on respect for human rights as a priority activity and sets the above two goals to achieve promoting human rights awareness-raising activities and promoting business and human rights activities. The Nisshinbo Group is promoting these initiatives with a focus on human rights due diligence activities.
The Nisshinbo Group believes that it is particularly important for every employee to share a common understanding with regard to human rights due diligence. The Group engages in ongoing information sharing and awareness-raising activities in order to foster a deeper understanding of the importance of business and human rights and of human rights risks. Based on this philosophy, the Nisshinbo Group shared the President’s Message on the Group Human Rights Statement in FY2025 as part of its group-wide human rights training program and achieved a 97% participation rate among the domestic group companies. Nisshinbo overseas group companies set a goal of conducting awareness-raising activities tailored to each company’s specific circumstances. In FY2025, the Nisshinbo Group decided to implement this training program as part of those efforts, and the implementation rate was 85%.
In addition, as part of the Nisshinbo Group human rights due diligence initiative launched in 2023, Nisshinbo conducted a study in FY2025 to assess the effectiveness of its complaint-handling mechanism. The Nisshinbo Group will continue to work to improve and strengthen any deficiencies in the system and its implementation.
To date, the Nisshinbo Group has focused on laying the groundwork for effective human rights due diligence, including the establishment of complaint mechanisms and the provision of training to deepen employees’ understanding of human rights issues. Going forward, Nisshinbo plans to conduct a full-scale survey to identify human rights risks, gains a comprehensive understanding of the Group’s human rights risks, and steadily deepen human rights due diligence across the entire Group.
Please refer to "Sustainability Promotion Plan and KPIs" for details regarding of the "Sustainability Promotion Plan."
Conduct Human Rights Due Diligence
In order to fulfill the "corporate responsibility to respect human rights" required by the "Guiding Principles on Business and Human Rights" adopted by the United Nations, the Nisshinbo Group established a human rights policy for 2023 and is promoting human rights due diligence initiatives.
Through its focus on human rights due diligence activities, the Nisshinbo Group aims to raise awareness among all employees of their responsibility to fulfill the company's responsibility to contribute to the realization of a society that respects human rights.
Compliance with Human Rights Laws and Regulations
Based on the Guiding Principles on Business and Human Rights, the Nisshinbo Group will appropriately comply with human rights-related laws and regulations of each country, including the UK Slavery Act, in the countries and regions where the Group companies in Japan and overseas and suppliers conduct business. Specifically, the Group will promote internal awareness and understanding of laws and regulations in the countries and regions where the Group companies in Japan and overseas and suppliers do business and will promote appropriate human rights due diligence initiatives.
Slogan for Human Rights Awareness
The Nisshinbo Group invites employees of all group companies in Japan and overseas and their families to submit human rights awareness slogans in honor of Human Rights Week in December of each year, and the Group awards prizes for the best works. A unique feature of Nisshinbo is that the scope of recruitment has been expanded to include overseas group companies, resulting in the receipt of human rights messages written in a variety of different languages.
In FY2025, a total of 3,894 entries were received for the human rights awareness slogan contest, including 3,789 from group employees in Japan and overseas and 105 from their families. Of those, approximately 899 were submitted by overseas group companies. After that, rigorous screening was conducted by the Human Rights Group, Corporate Strategy Department of Nisshinbo Holdings Inc. As a result, there were 14 awards, including the Global Special Award.
Prevention of Harassment
To prevent harassment, the Nisshinbo Group sets up "Harassment Consultation Counters" at the group companies in Japan and established a system in which multiple contact persons are assigned to provide consultations to employees. Each business site will appoint personnel who meet the requirements for handling consultations as consultation desk staff. Newly appointed personnel will attend the Harassment Consultation Desk New Staff Training to acquire consultation skills. In order to make consultation response more effective, we also offer training mainly through role-playing as a follow-up. The Nisshinbo Group is working to standardize the consultation skills of its frontline staff by requiring all personnel in charge of customer service throughout the Group to attend training sessions.
Since 2017, the Nisshinbo Group has provided anger management training for employees of all Group companies in Japan with the aim of preventing power harassment through appropriate emotional control and the promotion of good communication within the workplace. The training consists of two stages: basic training to learn the basics of anger management to better control one's anger, and scolding training for managers to learn how to scold effectively to promote the growth of subordinates. The Group aims to expand the scope of the course to all employees each year.
Specific Activities of the Group Companies
Efforts to Prohibit Discrimination and Promote Respect for Human Rights
Nisshinbo Automotive Manufacturing Inc. in the United States established non-discrimination and respect for human rights as the foundation of their workplace culture. The company continues to conduct annual training on discrimination and harassment for all employees.
New employees receive human rights training during orientation, and the importance of respecting human rights is communicated through a video message from the President of Nisshinbo Holdings Inc. In addition, the company regularly reviews its anti-discrimination policy, recruitment guidelines, and employee handbook and updates them to reflect the latest thinking in order to ensure that respect for individuals translates into concrete actions.
Nisshinbo Automotive Manufacturing also established appropriate procedures for interactions between supervisors, subordinates, and colleagues by creating a system that allows employees to confidentially report matters of interest or concern to their immediate supervisors, management, and the Human Resources Department. Furthermore, Nisshinbo Automotive is committed to providing equal employment opportunities by continuing to evaluate training and promotion opportunities by promoting fair evaluations that prioritize skills, experience, and unique perspectives.
In July 2025, Nisshinbo Automotive Manufacturing held meetings at its plants in Georgia and Michigan to promote awareness and understanding of all company policies, including the new PTO (paid time off) policy established in January of that year.
Conducting Human Rights Training at Overseas Offices
Saeron Automotive Corporation in South Korea and Saeron Automotive (Yantai) Co., Ltd., in China have been conducting workplace bullying prevention training for many years with a focus on creating a comfortable work environment. The goal of this annual training is to help employees recognize the early signs of behavior that could lead to bullying, thereby strengthening their ability to raise awareness, intervene, and refer employees to counseling. While reaffirming the roles that managers and supervisors must fulfill, the two companies are working to establish a safe, secure workplace environment rooted in mutual respect.
NISSHINBO COMPREHENSIVE PRECISION MACHINING (GURGAON) PRIVATE LIMITED in India provides human rights training throughout the year. In addition to covering the fundamental principles of respect for human rights, the training focuses on the prevention of discrimination and harassment, as well as raising awareness and reaffirming the procedures for reporting and seeking advice in the event of any issues. Through these training programs, each employee deepens their understanding of the importance of mutual understanding and respect for diverse values and cultural backgrounds. NISSHINBO COMPREHENSIVE PRECISION MACHINING (GURGAON) aims to create a workplace where everyone can work with peace of mind, regardless of position or status, and places great importance on all employees taking an active role in this effort. Moving forward, the company will continue to promote a corporate culture of respecting human rights through ongoing awareness-raising activities.
PT. Standard Indonesia Industry sponsored the Workplace Human Rights Awareness Training Session. During the training, participants identified specific examples of behavior that could lead to human rights violations (such as insulting remarks, excessive reprimands, and exclusionary treatment) and learned the appropriate responses through simulations of scenarios likely to occur in the workplace. The training content was shared with all employees, and by publicizing the procedures for using the consultation desk and the company’s policy against retaliatory treatment of those who seek assistance, the company is working to create an environment where employees feel safe speaking up.
Harassment Training Conducted by an External Instructor
Every year, the legal counsel for JRC Tokki Co., Ltd., provides harassment prevention training for all employees. The company aims to go beyond mere knowledge acquisition. By consistently reinforcing these principles, JRC Tokki seeks to keep employees’ understanding of harassment up to date and foster a culture of behavior that respects each other’s dignity, thereby creating a workplace where everyone can work with peace of mind.
Similarly, Nisshinbo Do Brasil Industria Textil Ltda. also provides harassment training led by attorneys.
At Nisshinbo Mechatronics India Private Limited, the company provides Prevention of Sexual Harassment (POSH) training led by external instructors, which covers the nature of sexual harassment and the complaint procedures to follow should such harassment occur. Nisshinbo Mechatronics India aims to create a workplace that is safe for employees, where mutual respect is upheld, and where everyone can work with peace of mind.
Measures to Prevent Harassment
In response to legislative changes effective in June 2025, TOKYO SHIRTS Co., Ltd., has strengthened measures to improve the work environment and prevent customer harassment.
In May 2025, the company launched a customer harassment response team, established a Customer Harassment Response Policy, developed a response manual, and set up a dedicated support desk. The Customer Harassment Response Policy was posted on the company’s website, the response manual was distributed to all stores, and online internal training was provided to employees. When dealing with customer harassment, it is important to standardize initial responses and demonstrate a firm organizational stance against unreasonable demands to ensure the psychological safety of employees while simultaneously improving the quality of customer service through appropriate hospitality procedures.
TOKYO SHIRTS will continue to foster a workplace environment that provides peace of mind for both customers and employees, while establishing a system that allows employees to seek advice rather than shouldering problems alone.
Ways to Make the Help Desk More Approachable
The first step toward early intervention and to prevent the recurrence of harassment and inappropriate conduct is for such issues to be reported as concerns. To ensure that employees accurately understand the voices of those on the frontlines, it is essential to establish a reporting channel that allows individuals to speak up freely and without fear. Shown below are examples of initiatives implemented by Nisshinbo Group companies to create reporting channels that are easy to use.
Since FY2023, Nisshinbo Do Brasil Industria Textil Ltda. has operated a system that displays QR codes for reporting concerns in highly visible areas within the factory, such as restrooms, breakrooms, and changing rooms, which allow employees to report issues at any time using smartphones. The aim is to lower the barrier to reporting during the initial response phase when hesitation is common by eliminating the inconvenience of searching for paper forms or the person in charge. This has led to a quicker understanding of the facts and prompt responses.
Excel Tokai Co., Ltd., has established a President's Hotline at two locations within the company equipped with locked drop boxes and forms. This system allows the president to review the information directly and issue instructions to the relevant departments as needed. At the Nisshinbo Group's overseas locations, including Toms Manufacturing Corporation in the Philippines, PT. Standard Indonesia Industry, and PT. Nikawa Textile Industry in Indonesia, they have installed suggestion boxes where employees can easily submit feedback. These boxes help companies foster an environment where they can identify concerns and improvement suggestions that arise in the course of daily work. Because employees feel comfortable discussing even minor issues, the psychological burden of reaching out is reduced, making it easier for employees to voice their concerns. In addition to suggestion boxes, PT. Standard Indonesia Industry has been using the Talenta attendance system since January 2026 to collect feedback and complaints from employees.
Dissemination of the Code of Conduct for Production Partners
PT. Nikawa Textile Industry in Indonesia established a Code of Conduct for Production Partners and disseminated the code to approximately 680 employees in August.
This code serves as a guideline to ensure that every individual involved in the supply chain understands, in the same terms, what must be upheld, thereby fostering healthier and more transparent collaboration with business partners. By clarifying the fundamental principles of respect for human rights, prohibition of discrimination and harassment, occupational safety and health, legal compliance, and appropriate handling of information, as well as by providing a reference point for daily decision-making, the code aims to prevent risks before they occur and facilitate early detection.
By deepening the shared understanding of all employees and strengthening relationships of trust with all partners, PT. Nikawa Textile Industry will promote sustainable manufacturing.