Business
Foundation

Our approach regarding human rights

In order to realize our corporate purpose to “drive the possibilities of mobility with technology and passion,” JATCO recognizes that it is essential to respect the human rights of all of our stakeholders and comply with the applicable laws and regulations and standards, and for our employees to act based on the highest ethical standards stipulated in our in-house rules. We value and respect the diversity of our suppliers, customers, communities, and employees. Discrimination or harassment, in any form or degree, will not be tolerated. Officers and employees shall respect each other’s human rights, and shall not tolerate the carrying out or state of discrimination or harassment based on race, nationality, sex, religion, disability, age, place of origin, gender identity, sexual orientation, or any other reason. We respect the human rights stated in the Universal Declaration of Human Rights (UDHR), the International Covenant on Civil and Political Rights (ICCPR), the International Covenant on Economic, Social and Cultural Rights (ICESCR), and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work (an ILO core labor standard). We have positioned the United Nations Guiding Principles on Business and Human Rights (UNGPs) as international standards to which we should refer and we are taking initiatives to manage the risks that could possibly arise in our business activities and actively prevent all impacts on human rights.
We have released both the Basic Policy concerning Respect for Human Rights to make this approach concerning respect for human rights clearer and more robust, including in the supply chain, and the Global Human Rights Guidelines for explaining our commitment to human rights and ensuring that human rights are reliably respected in our business activities so that JATCO employees in each country and region can work with greater peace of mind. In these guidelines, we established seven themes in light of the business activities of JATCO, further strengthening our initiatives to respect the human rights of our employees across the entire business.

Initiatives for human rights

In order to not only enable the proper management of employee labor and human rights, but also to maintain and enhance quality of life (QoL) at a high level, we are promoting the creation of comfortable workplaces in each country and region.
Regarding annual paid leave, in Japan we not only comply with the law (taking a minimum of five days per year), but we also take measures such as establishing “encouraged days for taking leave” before and after long vacations in each division so that each employee can take 15 days of annual paid leave per year.
Furthermore, we regularly hold Employee Satisfaction (ES) Enhancement Committee meetings, introducing a mechanism to directly accept improvement requests from employees and working to create comfortable environments.
JATCO also considers dialogue with our employees to be an important opportunity to respect human rights. In addition to regular discussions between labor and management with employee representatives, we hold the Global Employee Meeting once a quarter, where we provide opportunities not only for the management team to convey messages but also to answer questions from employees. We value communication between employees and the management team globally, such as establishing direct communication time between local presidents and employees in each country and region.
We take a stance of not committing, allowing, or tolerating sexual harassment, power harassment, or any other type of harassment in the workplace and based on this stance we strive to prevent all employees, regardless of gender (male, female, or other), from meeting with harm. Our measures in this area include implementing Code of Conduct education incorporating content related to Human Rights Policy and Guidelines through e-learning for all global bases, and striving to raise the awareness of and enlighten our employees. Furthermore, in 2024, we revised the harassment training, which had previously been conducted only for managers in Japan, into content based on Human Rights Guidelines and implemented it at all global bases.
Concerning violations which could have negative impacts on respect for human rights, we are taking corrective actions through the introduction of an internal reporting system.

Human rights management

As a company in the Nissan Group, we implement a human rights due diligence process and carry out risk management in order to prevent negative impacts on human rights in advance. In 2024, we conducted a human rights due diligence audit by a specialist consultant in Japan, and we have been evaluated as having fostered a very favorable corporate culture. Regarding human rights governance, issues and risks concerning human rights are discussed in our Management Council as necessary. We recognize the importance of implementing initiatives concerning human rights over a scope that exceeds the activities of our own company, so we have set the goal of realizing ethically, socially and environmentally friendly business activities in all of the stages of the global supply chain. In order to achieve this goal, we cooperate with all of our business partners, including suppliers and contracted operators, to conduct our business in a manner that takes into consideration human rights.