Respect for Human Rights

Based on the “Guiding Principles on Business and Human Rights,” the Yamaha Group strives to comply with the 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 United Nations Global Compact. In addition to establishing in its Compliance Code of Conduct the principles of respect for fundamental human rights, prohibition of discrimination and prohibition of forced and child labor, in the “Yamaha Group Sustainability Policy,” it clearly states the Group's resolve to respect human rights, with the goal of achieving a society that safeguards the dignity of all.
In January 2018, the Company created the “Yamaha Group Human Rights Policy” which displays our thoughts and responsibilities regarding the respect for human rights. We intend to take efforts to engage in business activities, as well as to educate and promote awareness of human rights based on this Human Rights Policy.
In order to identify impacts on human rights resulting from our business activities and respond appropriately, we communicated with stakeholders, assessed the human rights aspects of suppliers, and established and operated help lines. In addition, in FY 2018, we established management items for human rights due diligence. We plan to develop a framework to monitor these management items and promote efforts to prevent human rights violations preemptively and respond to risk.

Hiring without Discrimination

In its hiring and employment practices, based on its Compliance Code of Conduct, the Yamaha Group strives for fair selection and the absence of any form of discrimination, while providing employment opportunities to a diverse group of people.
In addition, Yamaha determines evaluation and compensation of employees according to fair rules using criteria such as the ability to perform tasks, job responsibilities, and achievements. We also carry out training for managers involved with evaluations in order to ensure their ability to make accurate assessments.

Establishment of Good Employer-Employee Relationship

The Yamaha Group adheres to the protection of employee rights prescribed by international treaties, laws, collective labor agreements and other agreements. Furthermore, in pursuing the Yamaha Corporate Philosophy, employees and the Company strive to achieve favorable relationships based on ample communication.

Prevention of Harassment or Unfair Discrimination

The Yamaha Group strives for the absence of any form of harassment or discrimination. In order to spread awareness of this stance, Yamaha has distributed the Compliance Code of Conduct in the form of a booklet which includes detailed explanations to all employees.
Employment regulations, etc. also clarify that harassment is grounds for disciplinary action. We also work to maintain a healthy workplace environment by offering a hotline and by educating employees through workplace meetings and management training.

In the interest of furthering its policy concerning human rights throughout its supply chain, Yamaha is taking the following efforts:

  • Establish CSR measures, including human rights, in the selection requirements for suppliers
  • Request that suppliers comply with the Yamaha Supplier CSR Code of Conduct, which establishes practices related to human rights and labor (specified in the Transaction Agreement). Request that suppliers carry out self-assessment based on this Code of Conduct (correction is requested as needed)

Please see the Promotion of Social Responsibility in the Value Chain section for details on these efforts.

The Yamaha Group Compliance Code of Conduct prohibits any form of forced labor or labor by children under the minimum age permissible by law. In addition, the Yamaha Supplier CSR Code of Conduct clearly states the same conditions and requests that our business partners follow them. We also ask business partners to perform self-assessment using a questionnaire and, based on the results, ask for improvement measures when necessary.

The Yamaha Group has set up a help line both inside and outside the company that deals with requests for advice and notifications from employees concerning human rights issues including harassment. In addition to developing a multilingual mail reception form that can receive requests from various countries and regions, the Yamaha Group is aiming to raise awareness of the help lines by posting the contact information both in the Compliance Code of Conduct booklet and internal publications.
We investigate the facts behind each consultation and notification quickly and fairly, while protecting the privacy of both the consulting person and the offender and take corrective measures, including providing guidance if a problem is identified. If the consulting person or victim strongly requests confidentiality and it becomes difficult to conduct an investigation, we will still take corrective measures, such as improving the workplace environment. Also, as needed, the Yamaha Group will promote awareness and conduct training, such as management training, in order to prevent similar issues from emerging.

The Yamaha Group disseminates information to employees to improve understanding concerning human rights issues.
Using our intranet, for example, we provide explanations of the issue of conflict minerals and of matters such as "guiding principles on business and human rights" and the "Act for Eliminating Discrimination against Persons with Disabilities. We also hold expert-led in-house seminars and briefings and study sessions for personnel in charge of procurement, where discussions address themes such as human rights issues in the supply chain. In FY 2018, 19 employees in charge of marketing learned about related matters for advertising and promotions as part of their skills training.

Training on the Theme of Human Rights
Content Style Participants
Explaining business and human rights Intranet All domestic Yamaha Group employees
Sexual/power harassment Lecture Newly appointed managers Management candidates for manufacturing workplaces
Supply chain human rights Lecture Employees in charge of procurement