Human Rights
Relevant SDGs
In recent years, along with the globalization of economic activities, corporate responsibility to respect human rights has continued to grow. Companies are now expected to address all sorts of human rights violations, not only those for which they are directly responsible, such as overly long working hours and harassment in their offices, but also child labor and forced labor in their overseas supply chains, and other issues that may indirectly contribute to human rights abuses.
Human Rights Policy
In line with our Group Purpose to create a “future filled with smiles” and our corporate philosophy of always being “a company trusted by society,” Seiko established the Seiko Group Human Rights Policy back in May 2022. This policy is based on the United Nations Guiding Principles on Business and Human Rights and applies to all personnel within the Seiko Group. It outlines our commitment to respect the basic human rights of all individuals, and emphasizes our responsibility to protect these rights in the course of our business activities. Additionally, it specifies the need to promptly identify and rectify any negative impacts the company's operations might have on human rights.
Seiko Group Human Rights Policy
The Seiko Group will fulfill its responsibility to respect fundamental human rights in order to create “a future full of smiles,” as stated in our Group Purpose, and to realize our Corporate Philosophy of being “a company that is trusted by society.”
1．Positioning
This policy is intended to demonstrate the Group's commitment to human rights based on our Group Purpose and Corporate Philosophy.
2．Responsibility to respect human rights
The Seiko Group is committed to respecting human rights. We will make every effort to ensure that our business activities do not infringe on the rights of others, and if we discover any negative impact from our business, we will immediately take steps to correct that situation. If we find that our suppliers or business partners have caused any infringement of human rights, we will will use the full influence of our Group in order to rectify the situation.
3．Scope of application
This policy shall apply to all officers and employees of the Seiko Group (all directors, regular employees, and contract employees). Furthermore, the Group will promote respect for human rights throughout its business ecosystem by encouraging all business partners and suppliers to adopt similar policies.
4．Respect for and compliance with norms and laws
The Seiko Group supports international norms on human rights, including the International Bill of Human Rights (Universal Declaration of Human Rights and International Covenants on Human Rights), the ILO Declaration on Fundamental Principles and Rights at Work, and the Ten Principles of the UN Global Compact. We have established our in-house policy based on the United Nations Guiding Principles on Business and Human Rights. The Seiko Group will comply with the relevant laws and regulations in each country and region where we conduct business activities. Wherever there is a conflict between internationally recognized human rights and the laws and regulations of a particular country or region, we will pursue ways to ensure that international human rights principles are respected.
5． Human Rights Due Diligence
The Seiko Group will establish and continuously implement a human rights due diligence system. This includes identifying, preventing, and mitigating any negative impacts on human rights that are related to our business activities, as well as taking corrective measures and disclosing our human rights initiatives to third parties.
6．Correction and remedy
If it becomes clear that the Seiko Group has caused or contributed to negative impacts on human rights, we will work to correct or remedy such impacts. In addition, if negative impacts are caused by our suppliers or business partners, we will actively work with them to improve the situation and to ensure that they respect human rights going forward.
7．Information disclosure
The Seiko Group will report on the progress of our efforts to promote respect for human rights on our Website and in other public media.
8．Education
The Seiko Group will ensure that this commitment is reflected in all relevant policies, guidelines, and other necessary procedures throughout the Group, and will strive to see it firmly established throughout all Group business activities. We will also continue to provide appropriate education and training to all officers and employees.
9．Dialogue and discussion with stakeholders
Under this policy, the Seiko Group will collaborate with third-party organizations having expertise in human rights to enact a series of initiatives, and will engage in sincere dialogue and consultations with relevant stakeholders.
Established on May 10, 2022
Seiko Group Corporation
Chairman & Group CEO , CCO
Shinji Hattori
Human Rights Promotion Structure and System
We have established a Sustainability Committee chaired by the President and including full-time directors, presidents of each operating company, and auditors.
The officer in charge of sustainability promotion is responsible for promoting human rights. The Sustainability Promotion Department takes the lead in conducting human rights due diligence and other activities. The progress of human rights initiatives is regularly reported to and supervised by the Board of Directors through the Sustainability Committee. We will continue to promote such activities based on our human rights policy.
Human Rights Due Diligence
The Seiko Group established and operates a human rights due diligence framework based on the Seiko Group Human Rights Policy. Human rights due diligence involves identifying, preventing, and mitigating any negative impacts on human rights related to its business activities, as well as taking corrective measures and disclosing its human rights initiatives to third parties.
In fiscal year 2022, we conducted a Human Rights Risk Assessment (impact assessment) to identify significant human rights risks that require special attention, and then established response policies for their prevention and correction.
The Group will continue to create opportunities for dialogue with stakeholders to prevent and correct human rights problems that require special attention. We will also continue to implement the PDCA cycle to support improvements at each operating company, and will keep working to strengthen human rights due diligence efforts and reduce potential risks across the entire Group.
Status of Grievance Mechanism Implementation
The Company has established a Corporate Ethics Helpline as a contact point to receive consultations and reporting from employees regarding corporate ethics and compliance. In addition to the internal contact point, the Company has set up an external contact point at a law firm and provides an environment that facilitates consultation and reporting for the user. The Company accepts consultations and reports on compliance more broadly than the scope defined by this system and work to resolve issues. To ensure that whistleblowers are not treated unfavorably due to consulting or reporting, the Company strictly manages information concerning whistleblowers and the content of consultation and reports.
Additionally, to promote sustainable procurement activities with suppliers, we are establishing a Reporting Desk for Business Partners in fiscal year 2025.
Human Rights Risk Assessment
In the Human Rights Risk Assessment, we conducted an initial evaluation of human rights risks that may occur in the Seiko Group’s supply chain (including our company, suppliers and contractors, raw materials suppliers and sales channels). This evaluation was based on engagement with stakeholders (risk awareness surveys using interviews and questionnaires with each operating company), as well as issues pointed out by international organizations and NGOs and examples of risk cases within the industry. We identified the overall picture of human rights risks (potential & actual risks) that our Group should consider. Subsequently, we identified 14 significant human rights risks that require special attention based on the perspectives of “severity” and “likelihood.” We then created response policies for the prevention and correction of each significant human rights risk. Among the 14 significant human rights risks, we place particular emphasis on addressing those that require urgent preventive and corrective measures. We are actively engaged in these efforts, conduct regular monitoring, and disclose progress updates on our website.
Based on the "Critical Human Rights Risks Requiring Special Attention," Seiko Group has identified the following 7 key areas for addressing significant human rights risks:
Initiatives Addressing Significant Human Rights Risks
ⒶExpansion and enhancement of harassment prevention training
We conducted human rights due diligence based on the Seiko Group Human Rights Policy, and identified “Workplace harassment and bullying" as a significant human rights risk requiring special attention. To respond to and prevent this, we implemented the following training:
Achievements in FY2024
- Conducted e-learning on "Business and Human Rights" for Seiko Group Corporation employees
-
Agenda (Excerpt)
- Respect for human rights required of all companies
- Domestic and international trends related to Business and Human Rights
-
Human rights related to corporate activities
Wages and working hours, harassment, discrimination and unconscious bias, human rights issues in the supply chain (forced labor, child labor, etc.), privacy, and freedom of expression - The need for companies to properly addressing human rights
Initiatives for FY2025
- We conducted video-based training on harassment (customer harassment, power harassment, and sexual harassment) for both executives and employees of Group companies.
- We also provided anger management training for Group senior management.
ⒷIdentification and correction of indirect human rights risks /economic security risks in B2B Products
Achievements in FY2024
- Based on the results of the economic security due diligence we conducted in fiscal year 2023, we have started examining our response policy.
Initiatives for FY2025
- We will examine the establishment of a Group-wide system to further strengthen our management of human rights risks throughout the supply chain and prepare to promote it appropriately.
ⒸPromotion of DE&I (Diversity, Equity & Inclusion) in Customer Service
Achievements in FY2024
DE&I promotion at Ginza Wako
- Conducted a training program at Ginza Wako to provide basic knowledge on LGBTQ+ and to develop appropriate customer service skills.
DE&I promotion at Seiko Watch Corporation
- Overseas, we regularly conduct interviews at directly managed GS and SEIKO boutiques to identify any issues related to customer service.
-
In Japan, we consult with external experts and people from the LGBTQ+ community about the kinds of basic knowledge we require and how to deliver appropriate customer service.
We are working to create a customer service handbook that covers all customers, including LGBTQ+ individuals. -
In Japan, we also consult with external experts and stakeholders about appropriate customer service for people with disabilities.
We plan to include people with disabilities in our upcoming customer service handbook.
Initiatives for FY2025
DE&I promotion at Ginza Wako
- Identified challenges in service delivery, developed and communicated the handbook “Guidelines for Serving Customers Requiring Special Consideration” mainly to sales floor staff, and ensured its continued application.
- Encouraged ongoing participation in seminars and other programs to enhance knowledge of DE&I.
DE&I promotion at Seiko Watch Corporation
-
Developed handbooks on customer service for all customers, including LGBTQ+, and on serving customers with disabilities.
Shared these handbooks with employees within the company and group companies as practical guidelines to help ensure that all customers, including LGBTQ+ and those with disabilities, can enjoy selecting watches with confidence, thereby improving service quality.
ⒹExpanding and strengthening of programs to increase the number of female managers
Med-Term Management Plan KPI
- Set the ratio of female managers as a KPI, targeting 20.0% by April 2027 (up from 16.0% as of April 2025)
(Scope of calculation: SEIKO GROUP CORPORATION and 19 of its operating companies in Japan)
Achievements in FY 2024
- Launched SEIKO WOMAN ACADEMY to help female employees aim for greater career advancement. Held six programs from May to December 2024, with next-generation female leaders from Group companies participating.
- Career development support for future management candidates, including career counseling and training programs
- Promoting an environment that enables flexible work styles tailored to different stages of life
- Introducing and providing information about role models both within and outside the organization
- Hosting seminars and other discussions on women’s health issues
Initiatives for FY2025
- The Seiko Woman Academy, which began in FY2024, held its second term. Between May and November 2025, seven sessions were held with 30 participants from 14 Group companies.
- Graduates of the first term were sent to external training programs.
- We hosted a Career Café for employees raising children, providing an opportunity to exchange ideas on balancing work and family life.
ⒺEnhancing measures to promote the recruitment and success of diverse talent
In FY2023, we launched the SWING Project initiative, a plan to radically transform our organizational culture. Its purpose was to create an environment where the diverse talent within our Group can freely cross organizational boundaries (both physical and psychological), engage in open and active discussions, and take on new challenges without fear of failure.
As part of our FY2023 efforts to “Redefine the Workplace” by breaking down physical and psychological barriers, we implemented the following measures:
- Relaxation of office dress code
- Elimination of job titles and honorifics within the Group
-
Creation of workplaces that encourage more active communication:
- Free-address seating
- Relax and refresh areas
- Elimination of private offices for executives
- Introduction of satellite offices
Achievements in FY 2024
Our program called, “Changing Relationships (Understanding Each Other and Starting Conversations)” implemented the following initiatives:
- Open dialogue between senior management and employees.
- Communication enhancement programs between supervisors and subordinates.
- Introduction of a talent management system (Kao Navi).
Initiatives for FY2025
Under the theme “Changing Actions (Thinking Independently and Taking Initiative),” we aim to do the following:
- Carry out career planning support programs.
- Introduce an internal job posting system within the Group.
- Create a Career Challenge System (Group Self-Declaration System).
ⒻEstablishing supplier management systems based on the Seiko Group Procurement Guidelines
Formulated the Seiko Group Procurement Guidelines for the entire supply chain and sought agreement from suppliers.
Established the Responsible Procurement Liaison Meeting under the Sustainability Committee starting in fiscal year 2023 to promote supplier engagement.
For more details, please see the "Sustainable Procurement" page.
ⒼStrengthening measures to identify and eliminate high-risk raw materials
Minerals (tin, tantalum, tungsten, gold, etc.) mined in conflict or high-risk areas have potential risks such as involvement of armed groups, human rights violations, corruption, and environmental destruction.
Our Group promotes responsible mineral procurement based on the "OECD Due Diligence Guidance for Responsible Supply Chains of Minerals from Conflict-Affected and High-Risk Areas" as established by the Organisation for Economic Co-operation and Development (OECD) to avoid contributing to conflicts and human rights violations.
Achievements in FY 2024
- In January 2025, we held a Minerals Procurement Study Session for members of the Responsible Procurement Liaison Meeting to promote responsible mineral procurement.
- We assessed the mineral procurement status and the level of transparency in the mineral supply chain within the Group. Based on this assessment, we identified tin, tantalum, tungsten, and gold (3TG), as well as cobalt, diamonds, and colored gemstones (ruby, sapphire, and emerald), as the minerals to be included in the scope of upcoming surveys.
Initiatives for FY2025
- In accordance with the survey policy formulated in FY2024, we are currently conducting due diligence for Responsible Mineral Procurement.
