Human Rights

• Basic Policies Regarding Human Rights
• System and Initiatives
• Respect for Employees’ Human Rights
• Human Rights Initiatives Across the Supply Chain
• Prohibition of Forced and Child Labor
• Human Rights Education

Basic Policies Regarding Human Rights

Yamaha Corporation is a signatory to the United Nations (UN) Global Compact, which espouses human rights as a basic principle. In addition, the Yamaha Group Human Rights Policy and the Yamaha Compliance Code of Conduct lay out the Yamaha Group’s basic policies regarding human rights. Based on these policies, all Group companies are required to conduct their business activities with integrity and founded on respect for human rights. Furthermore, suppliers are expected to adhere to the Yamaha Supplier CSR Code of Conduct, which stipulates requirements for respect for human rights and appropriate labor practices. The Yamaha Group Human Rights Policy was approved by the president and was based on advice from experts, opinions from Group companies, and discussion by the Managing Council of Yamaha Corporation.

System and Initiatives

Yamaha Corporation has established the Working Group for Human Rights, DE&I under the Sustainability Committee, which is chaired by the president, to facilitate responsible action for addressing the potential impacts of its business activities on human rights. Chaired by an executive officer, this working group guides activities for preventing and reducing adverse impacts on human rights from our business activities. Moreover, reports on human rights and other sustainability issues are submitted to the Board of Directors on a regular basis to facilitate oversight of initiatives on this front.

Human Rights Due Diligence

The Yamaha Group engages in discussion with stakeholders and experts with regard to impacts of business activities across the value chain in order to identify and assess human rights risks based on international human rights standards and policies^* in order to remedy, prevent, and reduce human rights violations.

In fiscal 2023, we worked with experts to identify 17 material human rights issues based on the characteristics of our industry and the risks present in the countries and regions we serve. Surveys have been administered with regard to these material issues to domestic and overseas Group companies to determine the potential for human rights violations, the possible severity of such violations, and any vulnerabilities in management systems and preventative and corrective measures. Based on these surveys, consistent procurement practices (supplier management), harassment and abuse, and occupational health and safety were identified as human rights issues requiring priority response. The Working Group for Human Rights, DE&I regularly monitors progress in preventative and corrective measures related to these three priority issues.

• Referenced international standards and guidelines include the UN Guiding Principles on Business and Human Rights, the Universal Declaration of Human Rights, the International Bill of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, the OECD Guidelines for Multinational Enterprises, the Ten Principles of the UN Global Compact, the GRI Standards, the FLA Workplace Code of Conduct, the Corporate Human Rights Benchmark (key industry risks), Caux Round Table Japan Stakeholder Engagement Program reports, the SASB Materiality Map, and the UN Environment Programme Finance Initiative Human Rights Guidance Tool.

The Yamaha Group’s 17 Material Human Rights Issues

Human Rights Issues Requiring Priority Response

Consistent Procurement Practices (Supplier Management)

The Yamaha Group requests that suppliers comply with the Yamaha Supplier CSR Code of Conduct, which contains items pertaining to labor, human rights, occupational health and safety, the environment, and ethics. CSR initiatives are one of the factors checked when screening suppliers. Self-assessment questionnaires are administered and on-site audits are performed based on the code, and corrective measures are requested as necessary. In fiscal 2025, a seminar on the relationship between businesses and human rights was arranged for domestic suppliers to help raise awareness toward the prevention of negative impacts on human rights across the supply chain.

Harassment and Abuse

The Yamaha Group has defined in its Compliance Code of Conduct its strict prohibition of harassment, an act that undermines people’s human rights. Also, Yamaha Corporation and domestic Group companies make it clear that harassment is a form of misconduct warranting discipline and disclosure, taking a stern stance toward all violations of human rights. The Group has also established compliance-related consultation and whistleblowing systems to facilitate early detection of and response to harassment as well as the swift implementation of measures for preventing the reoccurrence of issues. In addition, we institute training sessions, seminars, and other education programs with the goal of fostering a workplace environment free of harassment. Manager training programs are implemented with a focus on acquiring harassment-related knowledge, developing skills for instructing subordinates, and improving communication between supervisors and subordinates with the goal of preventing abuse of power and other forms of harassment. We are also enhancing the education materials we provide to employees through means such as the production of training tools for promoting increased understanding of our code of conduct and the bolstering of monthly compliance-related information communications.

Occupational Health and Safety

The Yamaha Group believes that one of its most important management issues is ensuring the health and safety of its employees. We promote health and safety activities in accordance with the basic policy of prioritizing health and safety over everything, and aim to continually enhance the level of our health and safety. Various measures are taken to create a workplace environment that is free of accidents in which everyone is able to work safely and with peace of mind. In order to prevent employees from being adversely impacted by occupational accidents, Group standard safety rules are implemented, risk assessments are performed, and safety inspections of machinery and equipment are carried out to ensure workplace safety. Furthermore, the Group has set up Safety Dojos at production bases worldwide. These educational facilities provide training designed to help heighten sensitivity toward danger. Meanwhile, we conduct dedicated occupational health and safety training programs for core staff, managers, and supervisors at production bases in China, Indonesia, and Malaysia in order to improve the level of our occupational health and safety management practices on a global level.

As of March 31, 2025, 13 of the Group’s 18 production bases worldwide had received certification under the ISO 45001 international standard for occupational health and safety management systems.

Engagement with Stakeholders and Experts

The Yamaha Group incorporates outside input from parties such as stakeholders and experts in human rights due diligence initiatives including the identification and assessment of important human rights issues. The Company has been participating in the Stakeholder Engagement Program of Caux Round Table Japan since 2019. Input received from multiple citizens’ groups and human rights experts based on the perspectives of rights holders has helped us to develop a better understanding of human rights issues that are intrinsically connected to companies and industry. Moreover, in February 2024 a forum was arranged at which members of the Working Group for Human Rights, DE&I and other relevant Yamaha officers spoke with an external human rights expert to assess our human rights-related activities from an objective perspective and to help shape future activities.

Consultation and Whistleblowing Systems

The Yamaha Group has set up compliance-related consultation and whistleblowing systems with internal and external consulting venues for use by employees (including contract employees, part-time employees, and dispatch employees). Employees are able to receive consultation or make reports regarding harassment and other human rights issues through these systems. In addition, we have developed multilanguage email forms, and a dedicated consultation system for sexual minorities has been established within the personnel department in Japan. Information on the respective consultation venues for these systems is provided on an ongoing basis through notifications and the Company intranet in order to entrench awareness of these reporting options.

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 victim restrict investigations, the Group will take whatever steps possible to improve its workplace environment as it seeks to rectify the issue and implement measures to prevent reoccurrence.

Furthermore, almost all overseas Group companies have established internal and external reporting venues, and awareness of these venues is being promoted among employees. At the same time, response manuals are being prepared and distributed and training is being provided on how reporting venues should accommodate consultations. These measures are being taken to enhance the consultation and whistleblowing systems of overseas Group companies.

Non-employee stakeholders are able to submit opinions and reports through the consultation venues available on Company websites. In addition, Yamaha is accepting claims of human rights violations filed through the Engagement and Remedy Platform of the Japan Center for Engagement and Remedy on Business and Human Rights (JaCER). This platform is compliant with the stipulations of the UN Guiding Principles on Business and Human Rights.

In fiscal 2025, three claims of human rights violations of migrant workers were received through this platform. Yamaha is taking steps to confirm the validity of these claims and has requested response measures from the relevant suppliers when required. Future action will be taken as necessary.

Respect for Employees’ Human Rights

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 the Yamaha Group DE&I Policy in order to provide employment opportunities to a diverse group of people. In addition, Yamaha’s 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 non-enrollment 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 Working Conditions and Social Security

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.

To ensure that employees can feel security in their everyday lives, Yamaha provides the social security programs mandated by law and is constantly enhancing its range of systems for supporting work-life balance.

Human Rights and Labor-Related Compliance Violations

None of the compliance consultations or reports received in fiscal 2025 indicated violations of human rights or labor regulations or other serious compliance violations that are equivalent to such violations.

Human Rights Initiatives Across the Supply Chain

In the interest of furthering its policy concerning human rights throughout its supply chain, the Yamaha Group is advancing various initiatives.

Prohibition of Forced and Child Labor

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 Group Labor and Human Rights Specialized Rules, which were 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 identification documents and other documents that allow for confirmation of employees’ 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 prohibits forced labor and child labor by suppliers and requests that our business partners adhere to these requirements. Requests for improvement measures will be issued should self-assessment questionnaires or on-site audits find inappropriate practices.

Human Rights Education

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. At domestic Group companies, shared e-learning programs using the Yamaha Human Rights Guidebook are regularly enacted to provide opportunities for all employees to think and learn about the Yamaha Group Human Rights Policy as well as about potential human rights violations that may occur during their daily business activities across the value chain and steps to be taken to prevent said violations. A total of 4,737 individuals took part in these programs in fiscal 2024. For overseas Group companies, we have prepared versions of the Yamaha Human Rights Guidebook that have been translated into English, Chinese, and Indonesian, three languages for which there is particularly high demand. Moreover, human rights are included in the compliance education content for overseas Group companies, and such content is being rolled out while education guidance is being provided to training staff in order to facilitate improved understanding with regard to human rights. In fiscal 2025, harassment prevention seminars were arranged for all employees of Yamaha Corporation and all managers of other domestic Group companies (approximately 4,500 individuals).

Yamaha Human Rights Guidebook (Excerpt)

The Yamaha Group Labor and Human Rights Specialized Rules specify the content required for human rights education 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 as well as related e-learning programs
• 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)
• Publication of guidebooks in Japanese and English for deepening understanding on how to produce advertisements that are more mindful of diversity
• Seminars for officers and all other Group members