LIXIL makes pioneering water and housing products that solve everyday, real-life challenges, making better homes a reality for everyone, everywhere.
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.
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:
LIXIL offers the Human Rights Principles in 17 different languages to raise awareness among employees in each region.
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 >
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.
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 >
As of April 2025
We seek to mitigate human rights risks by analyzing and assessing potential risks using the following human rights due diligence process.
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.
Key activities (department in charge) |
Overview | Major target stakeholders |
---|---|---|
Employee human rights survey (Human Rights Due Diligence Task Force, Human resources department) |
We conducted a human rights survey of all global employees, including indirect employees in FYE2022. We take remedial actions to mitigate any potential risks identified through the survey. |
All global employees |
Occupational safety audit (Safety and Quality Management Division) |
We conduct an annual occupational safety audit for all the sites in Japan through questionnaires and onsite visits, and take necessary measures based on the audit results at each site. |
All employees in Japan |
Responsible procurement surveys (Indirect Procurement ·Procurement Management Department) |
We conduct responsible procurement surveys and check subsequent progress to identify risks in the supply chain. We visit sites and provide other forms of individual guidance to high-risk suppliers. |
Suppliers |
LIXIL takes measures to mitigate and address risks and issues identified through our employee human rights survey.
Target stakeholders | All employees working at LIXIL Corporation and its subsidiaries (including part-time employees)* |
Process |
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Outline |
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* The FYE2022 survey target also included indirectly hired employees.
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.
Human rights training for directors and executive officers (In March 2023)
For details: Diversity & Equal Opportunity >
A Rewarding Workplace >
For details: Promoting flexible and diverse working styles >
Talent development for managers >
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.