Respect for Human Rights

Based on the United Nations (UN) Guiding Principles on Business and Human Rights, the Yamaha Group strives to comply with international norms pertaining to human rights, including those described in the International Bill of Human Rights (Universal Declaration of Human Rights and International Covenants on Human Rights), the Organization (ILO) Declaration on Fundamental Principles and Rights at Work, and the UN 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 helping build a society that safeguards the dignity of all. In 2018, the Company created the Yamaha Group Human Rights Policy, which displays our thoughts and responsibilities regarding respect for human rights and describes our commitment to practicing human rights due diligence, based on internationally respected human rights standards, to prevent human rights violations throughout the Group's business activities. This policy shapes our business activities as well as our efforts to educate and promote awareness of human rights, and was approved by the president after receiving input from all Group companies and holding discussions at meetings of the Managing Council.

The Yamaha Group is committed to responsibly addressing the potential impacts of its business activities on human rights. To this end, we assess our activities across the value chain based on international norms on human rights and on the self-assessment items of the UN Global Compact and actively engage in dialogue with stakeholders and experts. Through this process, we identify and specify the human rights risks apparent in our business. In fiscal 2020, the Yamaha Group worked to identify the material human rights issues faced in different industries through participation in the Stakeholder Engagement Program of Caux Round Table Japan. Our involvement in this project helped us identify themes related to human rights issues pertaining to raw material procurement (illegal logging), workers in the Group and across the supply chain, customers (product and service safety, protection of personal information), and the residents of communities in which the Group has business sites. With a focus on these themes, the Yamaha Group inspects the implementation status of the related rules, incorporates necessary items into regulations and guidelines from a human rights perspective, and carries out comprehensive human rights assessments performed by monitoring the compliance status with such regulations.

Consultation and Whistleblowing Venues

The Yamaha Group solicits opinions and issues reports by telephone and through the online inquiry form available on its corporate website. In addition, the Group has set up compliance-related consultation and whistleblowing venues for use by employees (including contract employees, part-time employees, dispatch employees, and subcontractors) inside and outside of the organization. Employees are able to receive consultation or make reports regarding harassment and other human rights issues through these venues. In fiscal 2020, a dedicated hotline was established for consultations regarding sexual minorities (members of the LGBTQ community) through which we have been addressing consultations with the aim of resolving or alleviating the concerns faced by members of such groups.
To ensure that reports can be received from various countries and regions, we have developed multilanguage email forms. We also provide information on consultation venues in compliance with standards booklets and other internal publications to entrench awareness of these reporting options. A further step forward was taken in March 2020 with the expansion of external consultation and whistleblowing venues in Japan. Cards detailing how to use these venues were distributed to employees to reaffirm their understanding regarding these venues.
Consultation and whistleblowing protocols have been established in accordance with internal regulations to protect those who report so that the Yamaha Group can defend whistleblowers' interests. Consultations and reports are investigated swiftly and fairly, while protecting the privacy of those who report as well as of the alleged offender, and instructions are issued and other corrective measures are taken should problematic behavior be identified. Even in cases in which strong requests for confidentiality from those who report or the offender restrict investigations, the Group will take whatever steps possible to improve its workplace environment as it seeks to rectify the issue and implements measures to prevent reoccurrence.

Fair and Impartial Hiring

In hiring and employment practices, the Yamaha Group practices fair selection and ensures the absence of any form of discrimination based on its diversity and inclusion policies in order to provide employment opportunities to a diverse group of people. In addition, Yamaha decisions regarding employee evaluations and compensation are made in accordance with 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.

Respect for Worker Rights

The Yamaha Group observes international treaties and regulations and practices respect for the rights of workers, including the rights to freedom of association, freedom of enrollment or nonenrollment in labor unions, collective bargaining, and peaceful assembly. Opportunities are provided for workers to engage in frank discussions with management without fear of discrimination, reprisal, coercion, or harassment, and labor and other agreements are respected.

Appropriate Wages and Working Hours

The Yamaha Group has established regulations stating that wages are to be set that do not fall below the minimum wage or the standard living wage of the respective region. In addition, the Group complies with legal standards when determining working hours and days, and steps are taken to reduce overall working hours in order to prevent long or excessive working hours.

Prevention of Harassment

The Yamaha Group has defined in its Compliance Code of Conduct its strict prohibition of harassment, an act that undermines people’s human rights. This prohibition of harassment is detailed in the Compliance Code of Conduct booklets distributed to all Group employees. Also, Yamaha Corporation makes it clear that harassment is a form of misconduct warranting discipline and disclosure of the names of offenders, taking a stern stance toward all violations of human rights. The Group has also established compliance-related consultation and whistleblowing venues and institutes training sessions, seminars, and other education programs with the goal of fostering a workplace environment free of harassment. We are bolstering our consultation and whistleblowing venues and have created dedicated compliance promotion organizations to help prevent power harassment, which entails abuse of a dominant workplace position, and all other forms of harassment. Furthermore, we conduct training aimed at officers and managers as well as training for improving communication between supervisors and their subordinates.

In the interest of furthering its policy concerning human rights throughout its supply chain, Yamaha is making 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 defines practices related to human rights and labor (specified in the Transaction Agreement), and that suppliers carry out self-assessment based on the Code of Conduct (correction is requested as needed) as part of human rights due diligence

Please refer to the following link 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 Guidelines for Labor and Human Rights established based on internal regulations define the following measures for preventing forced labor and child labor.

  • Confirmation of work credentials of foreign nationals
  • Investigation of whether fees are being imposed on workers that create the risk of forced labor
  • Prohibition of requests that employees submit passports and other identification documents and restrictions on usage
  • Prohibition of inappropriate restriction of access to restrooms and right to free movement during breaks or after work
  • Respect for employees’ right to resign freely given that they submit prior notification
  • Management copies of valid IDs and other documents that allow for confirmation of employee ages
  • Prevention of workers under 18 from being assigned duties that would adversely impact their health or safety

In addition, the Yamaha Supplier CSR Code of Conduct defines our prohibition of forced labor and child labor and requests that our business partners adhere to these requirements. We also ask business partners to perform self-assessments using questionnaires and, based on the results, ask for improvement measures when necessary.

The Yamaha Group encourages all employees to view human rights as an issue that directly relates to them, and human rights education programs are implemented to help us exercise our corporate responsibility to respect human rights. Meetings where attendees are given the opportunity to think about the human rights violations that might occur in the course of their work and how to prevent them through readings of the Yamaha Human Rights Guidebook, which was published in 2019 and is available in Japanese and English, are held at domestic Group companies during the international Human Rights Day and Japan's Human Rights Week. Feedback on these meetings has been received from more than 500 worksites.

Yamaha Human Rights Guidebook (Excerpt)

The Guidelines for Labor and Human Rights established based on internal regulations state that the Yamaha Group is to conduct human rights education programs and specifies the content of these programs. Domestic and overseas Group companies are encouraged to spearhead their own human rights education programs, and the progress of these programs is monitored.

  • Furthermore, the following training and education programs are conducted in order to raise human rights awareness. Provision of human rights-related information pertaining to the Group via the intranet (UN Guiding Principles on Business and Human Rights, conflict mineral issues, etc.)
  • Quiz-style harassment prevention information programs conducted via the intranet
  • Training sessions and workshops on workplace human rights-related themes (CSR procurement seminars for purchasing representatives, human rights violation prevention workshops for public relations representatives)
  • Seminars for officers and all other Group members (diversity and inclusion seminars)