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 ESG and SDGs is responsible for promoting human rights initiatives. The ESG/SDGs Promotion Office of Seiko Group Corporation, which serves as the secretariat of the Sustainability Committee, takes the lead in human rights due diligence and other initiatives. 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
Our group has established a human rights due diligence system based on the Seiko Group Human Rights Policy. Human rights due diligence involves identifying, preventing, and mitigating negative impacts on human rights stemming from business activities; taking corrective actions when problems are found; and disclosing human rights initiatives externally. In fiscal 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.
Our 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 Business Partner Grievance Mechanism 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 main company, suppliers, contractors, raw material procurement sources, and sales destinations). 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 (both current and potential) that our Group should consider. Subsequently, we identified 14 significant human rights risks that require special attention based on the perspectives of “severity" (the seriousness of the risk’s impact on human rights) and “likelihood" (the probability of each risk appearing in our Group). We then created response policies for the prevention and correction of each significant human rights risk. There are seven significant risks that require particularly urgent attention. We are actively addressing them as a Group, regularly monitoring progress, and disclosing that progress 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 Strengthening of Harassment-Related Training
We conducted human rights due diligence based on the Seiko Group Human Rights Policy, and identified “power harassment/moral harassment among employees" as a significant risk that requires special attention. To respond to and prevent this, we implemented the following training:
Achievements in FY2023
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Corporate Ethics Committee conducted harassment training
Theme: "Preventing Power Harassment - The Difference Between Appropriate Guidance and Power Harassment" - FY2023 second half training targets
- All managers of domestic Group companies
- Selected managers from domestic Group companies
- All employees of Group companies
- Held the Seiko Group Business and Human Rights Seminar for employees of all Group companies in March 2024
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Agenda (Excerpt)
- Explanation of human rights risks that companies must consider (power harassment, sexual harassment, discriminatory behavior, occupational health and safety, forced labor, child labor, freedom of association, working hours, etc.)
- Trends in international rules related to Business and Human Rights
- Overview of human rights responses required of all companies
Initiatives for FY 2024
- Conducted e-learning on "Business and Human Rights" for Seiko Group Corporation employees
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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
ⒷIdentification and Correction of Indirect Human Rights Risks/Economic Security Risks in B2B Products
Achievements in FY2023
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Conducted economic security due diligence
- Examined compliance with major economic security-related systems in Japan, the U.S., and China in B2B business, not limited to human rights
- Conducted self-assessment (SAQ) for three operating companies engaged in B2B business
- Based on SAQ responses, we evaluated risks comprehensively to identify areas with potential risks and areas with potential opportunities, and considered future response measures
ⒸPromotion of DE&I (Diversity, Equity & Inclusion) in Customer Service
Achievements in FY2023
DE&I initiatives at Ginza Wako
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Identified issues in customer service and implemented measures starting from January 2023
- Created guidelines for responding to customers requiring special consideration
- Re-examined in-store signage
DE&I Response at Seiko Watch Corporation
- We conducted interviews regarding customer service at directly managed GS and SEIKO Boutiques as well as at SEIKO outlet stores in Japan. Based on these results, we identified a pressing need for customer service that respects a wide range of human rights, including appropriate consideration for people with disabilities.
Initiatives for FY 2024
DE&I promotion at Seiko Watch Corporation
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Overseas, we regularly conduct interviews at directly managed GS and SEIKO boutiques to identify any issues related to customer service.
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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 guidebook 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 guidebook.
ⒹExpansion and Strengthening of Programs Aiming to Increase Female Managers
Medium-Term Management Plan KPI
- Set the ratio of female managers as a KPI, targeting 20.0% by April 2027 (up from 14.2% as of April 2024)
(Target Scope: Seiko Group Corporation and 17 domestic operating companies)
Achievements in FY2023
- Conducted career interviews and training for potential managerial candidates to support career advancement
- Promoted an environment where flexible working styles can be chosen according to life stages
- Conducted unconscious bias training for all Group employees
Managers: Lectures and training
General employees: E-learning
- Provided information on role models within and outside the company
Initiatives for 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.
ⒺEnhancement and Strengthening of Measures to Promote the Recruitment and Success of Diverse Talent
Achievements in FY2023
- Actively recruited talent with diverse backgrounds (mid-career hires, people with disabilities, foreigners, etc.)
- Established an environment where workers can choose flexible working styles, such as introducing a telecommuting system
- Conducted unconscious bias training for all Group employees
Managers: Lectures and training
General employees: E-learning
- Considered measures such as regular interviews to support the retention and success of mid-career hires
- Formulated an employment promotion plan for people with disabilities in line with the gradual increase in the government’s mandatory employment rate for such workers
Initiatives for FY 2024
- Held LGBTQ+ Training for HR Personnel of Group companies
ⒻEstablishment of Supplier Management Scheme Based on Procurement Guidelines
Formulated the Seiko Group Procurement Guidelines for the entire supply chain and sought agreement from suppliers
Established the Responsible Procurement Liaison Group under the Sustainability Committee starting in fiscal year 2023 to promote supplier engagement.
For more details, please see the "Sustainable Procurement" page
ⒼStrengthening Initiatives 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" established by the Organization for Economic Co-operation and Development (OECD) to avoid contributing to conflicts and human rights violations.
Achievements in FY2023
- Formulated the Seiko Group Responsible Mineral Procurement Policy with the approval of the Sustainability Committee in November 2023.
Initiatives for FY 2024
- Will hold study sessions for members of the Responsible Procurement Liaison Group in the second half of FY2024 to promote responsible mineral procurement
