Our Approach & Commitment

Based on the LIXIL Human Rights Principles, we strive to uphold the human rights of all stakeholders, including customers, suppliers and other business partners, residents living near our factories and offices, and our employees.

Human Rights Principles

LIXIL places fundamental importance on respecting human rights in all business activities.The LIXIL Human Rights Principles are founded in accordance with international standards, including the International Bill of Human Rights, the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, and the United Nations (UN) Guiding Principles on Business and Human Rights. We also respect the rights of all people, including children, based on the approach outlined in the UNICEF Children’s Rights and Business Principles. Should discrepancies arise between internationally recognized human rights standards and the laws of a given country or region, LIXIL complies with the higher standard. In cases of conflict, we seek ways to honor international human rights principles while remaining in compliance with local laws. If there is a conflict between the two, we will pursue ways to honor the principles of internationally recognized human rights while complying with the local laws.

LIXIL Human Rights Principles stipulate key human rights issues, such as prohibiting discrimination, forced labor and child labor, respecting freedom of association and collective bargaining, and ensuring decent wages and working hours, all in accordance with international standards. The principles also clearly state that we comply with laws and regulations regarding human trafficking, equal pay for equal work, immigrant labor, etc. In addition, the principles state that we also expect our business partners including suppliers to support and adopt similar principles.

LIXIL Human Rights Principles (A new page will open) PDF: 612KB >

LIXIL periodically reviews and updates these principles to strengthen our commitment to human rights. We revised the Human Rights Principles in FYE2022, with approval from the Board of Executive Officers and formal sign-off by the CEO.

The main revisions are as follows:

• Established a governance structure overseen by the officer in charge of legal affairs and compliance
• Included commitment to the key human rights issues identified in FYE2021, our human rights due diligence process, and the need to reduce any human rights risks associated with these frameworks
• Included a more detailed description of our concern-raising system (whistleblower system)

LIXIL offers the Human Rights Principles in 17 different languages to raise awareness among employees in each region.

LIXIL Procurement Principles and Supplier Code of Conduct

We established the LIXIL Procurement Principles to ensure sustainable procurement activities through sound partnerships with suppliers around the world. We have also compiled a Supplier Code of Conduct for our suppliers and other business partners. We expect those partners to comply with applicable laws and regulations based on the Code, respect human rights, and ensure ethical and responsible business conduct.

Learn more about Supply Chain Management >

LIXIL’s Key Human Rights Issues

In addition to establishing our Human Rights Principles, LIXIL identified the following key human rights issues as 'areas of focus' to manage and mitigate potential risks. These areas guide our efforts to strengthen human rights due diligence. We are intensifying our efforts to strengthen these key areas of focus by establishing well-defined priorities derived from regular human rights risk surveys conducted among our employees.

• Provide equal opportunity and prohibit discrimination
• Prohibit forced and child labor
• Respect freedom of association and collective bargaining
• Ensure decent wages and working hours
• Ensure occupational health and safety
• Prohibit harassment
• Legal, fair, and transparent acquisition and use of personal data

Our Governance

As a global company, LIXIL established a Human Rights Due Diligence Task Force composed of members from a wide range of departments. This task force is responsible for strengthening and ensuring strict adherence to our human rights due diligence process. In addition, the Chief Legal and Compliance Officer (CLCO) oversees, progress on human rights issues through our governance structure. This structure strengthens our company-wide human rights due diligence and ensures transparent reporting.

Learn more about the LIXIL Impact Strategy governance structure >

Human rights management structure

As of April 2025

Our Human Rights Due Diligence Process

We seek to mitigate human rights risks by analyzing and assessing potential risks using the following human rights due diligence process.

Human rights due diligence process

Assessment: Identifying Human Rights Risks

We strive to identify potential human rights risks through various activities, centered primarily around the survey by our Human Rights Due Diligence Task Force. We expanded the scope of the survey to include both LIXIL and our suppliers. Furthermore, our internal guidelines stipulate that any decisions regarding M&A must consider perspectives on human rights risks.

Remediation: Measures to Mitigate Human Rights Risks

LIXIL takes measures to mitigate and address risks and issues identified through our employee human rights survey.

* The FYE2022 survey target also included indirectly hired employees.

Establishing Education Programs and Workplaces that Encourage Respect for Human Rights

LIXIL uses its employee survey to identify potential human rights risks, including discrimination, excessive working hours, harassment, and the handling of personal information. We have analyzed the underlying sources of these risks and are implementing the preventative measures listed below.

In FYE2023, we worked especially hard to strengthen our internal education and training programs (see item 1. below). We continued to offer training for all employees in FYE2024 and FYE2025 and thoroughly explored the results. We also strengthened cooperation with relevant departments and began focusing our efforts on item 3. below. Looking ahead, we will continue to conduct annual assessments and implement initiatives to consistently mitigate identified risks.

1. Conduct and strengthen training and workshops to deepen understanding of human rights

• Members from the Human Rights Due Diligence Task Force responsible for promoting human rights participated in UNDP Business and Human Rights Academy training and an individual guidance session with human rights experts.
• Conducted business and human rights training for directors and executive officers by external experts, and published videos and materials (in both Japanese and English) on internal social media for all employees.
• Published a video montage of messages about human rights from our global leaders, including the CEO.
• Strengthened communication on human rights information on internal media.
• Regularly provided awareness-building and training programs for all employees on compliance, information security, D&I, harassment, and other issues.

Human rights training for directors and executive officers (In March 2023)

2. Strengthen career-building communication and initiatives

• Empower women and ensure meritocracy in the workplace
• Develop qualifications and job grade systems that drive people to challenge themselves as well as performance-linked compensation systems
• Expand systems that are tailored to different life stages and support flexible workstyles
• Revise our welfare systems to ensure greater wellbeing

For details: Diversity & Equal Opportunity >
A Rewarding Workplace >

3. Strengthen measures to optimize working hours and prevent overwork. Encourage employees to take more leave

• Communicate information to improve time management, and other areas
• Create various leave systems and encourage their active use
• Conduct management training

For details: Promoting flexible and diverse working styles >
Talent development for managers >

Concern-Raising System and Grievance Mechanisms

LIXIL established a concern-raising system (whistleblower system) based on internal rules that outline confidentiality protections, a non-retaliation policy, and procedures for reporting concerns. This system is designed to collect information on compliance violations and prevent and respond to misconduct and other violations at an early stage. Each year, we receive approximately 300 reports. We review, and investigate each case and implement remedial actions for all confirmed violations to help mitigate risk. The total number of reports in the fiscal year ended March 2025 reached 328, with 156 from overseas and 172 from Japan. Reports classified under prohibition of harassment, including human rights concerns, made up approximately 37% of the total.

• Concern-raising system (whistleblower system) for all group employees, including overseas subsidiaries.
  LIXIL accepts reports through the LIXIL Compliance Hotline – Speak Up!, an online system available in 15 languages. Employees in Japan can also report concerns through a dedicated channel managed by an external attorney. We accept anonymous reporting through either channel.
• We accept anonymous reporting through either channel.
  Learn more about our concern-raising system >
• Accepting reports from external stakeholders, including suppliers and other business partners.
  We receive reports of concerns from around the world through the LIXIL Compliance Hotline – Speak Up!
  Employees in Japan can also report concerns through a dedicated channel managed by an external law firm. Anonymous reporting is available through all methods.
  LIXIL Compliance Hotline – Speak Up! (A new page will open) >
  Contact through a law firm (Japanese only, a new page will open) >