Our Approach & Commitment

Based on the LIXIL Human Rights Principles, we strive to conduct business activities that respect 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 are also committed to respecting the human 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 and regulations of a given country or region, we comply with the higher standard. In cases of conflict, we seek ways to honor international human rights principles while remaining in compliance with local laws.

Our Human Rights Principles define key human rights issues as those that have a significant impact on human rights and require focused efforts to mitigate potential human rights risks. In accordance with international standards, these issues encompass prohibiting discrimination, forced labor, and child labor, as well as respecting freedom of association and the right to collective bargaining, and ensuring decent wages. The principles also clearly state that we comply with laws and regulations regarding human trafficking, equal pay for equal work, and immigrant labor. In addition, the principles state that we also expect not only our employees but also our suppliers and other business partners to support these principles and adopt similar policies.

LIXIL Human Rights Principles (Opens new window) PDF: 612KB >

LIXIL periodically reviews and updates its Human Rights Principles to strengthen its commitment to respecting human rights. We revised these principles in FYE2022, with approval from the Board of Executive Officers and a 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 the key human rights issues identified in FYE2021, the human rights due diligence process, and a commitment to mitigating human rights risks through these initiatives.
• Included a more detailed description of our concern-raising system (whistleblower system).

The Human Rights Principles are available in 17 languages to raise awareness among employees across our global locations.

LIXIL Procurement Principles and Supplier Code of Conduct

LIXIL has established the LIXIL Procurement Principles to ensure sustainable procurement activities through sound partnerships with global suppliers. We also expect our suppliers and other business partners to comply with applicable laws and regulations and to act ethically, including respecting human rights, in accordance with our Supplier Code of Conduct.

Learn more about Supply Chain Management >

LIXIL’s Key Human Rights Issues

Based on its Human Rights Principles, LIXIL has identified the following areas, where its business activities and supply chain are considered to have a potentially significant impact, as key human rights issues. We are committed to strengthening our human rights due diligence within these areas. We also prioritize and advance initiatives in these areas based on the results of 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

Governance Structure

As a global company, LIXIL has established a Human Rights Due Diligence Task Force composed of members from a wide range of departments to strengthen and ensure strict adherence to human rights due diligence. We have also built a governance structure under which progress is overseen by the officer in charge of legal affairs and compliance. 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 2026

Human Rights Due Diligence Process

LIXIL seeks to mitigate human rights risks by analyzing and assessing potential risks through the following human rights due diligence process.

Human rights due diligence process

Assessment: Identifying Human Rights Risks

To identify potential human rights risks, we conduct various assessments regularly, including safety audits, centering on the activities of the Human Rights Due Diligence Task Force. These initiatives are continuously reviewed in terms of scope and methodology. The scope of assessments has been expanded beyond LIXIL to include 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 risks and address issues identified through its employee human rights surveys. Through close collaboration with the Human Resources Department, we identify the root causes of risks, discuss appropriate corrective actions, and implement preventive measures.

Initiatives to mitigate risks in the supply chain are implemented as part of our supply chain management.

Learn more about Supply Chain Management >

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 analyze the underlying sources of these risks and are implementing the preventative measures listed below.

In addition to conducting training and workshops for employees, we delve deeper into the survey results and collaborate with relevant departments to focus on addressing specific issues, such as ensuring decent working hours and preventing excessive overwork. We will continue conducting annual assessments and implementing ongoing initiatives to mitigate these 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 have participated in training, individual guidance, and dialogue provided under the UNDP “Business and Human Rights Academy” (ongoing since FYE2023).
• 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 (FYE2023).
• Published a video montage of messages about human rights from our global leaders, including the CEO (during Compliance Week, FYE2023).
• Communicated human rights information on internal social 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 in the workplace
• Develop qualifications and job grading 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 employee support programs to ensure greater wellbeing

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

3. Strengthen measures to ensure decent working hours, prevent overwork and encourage employees to take more paid leave

• Communicate information regarding time management and related topics
• Establish diverse paid leave systems and encourage employees to use them
• Provide training for managers

For details: Promoting Flexible and Diverse Working Styles >
Learn more about talent development for managers >

Concern-Raising System and Grievance Mechanisms

LIXIL has 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 300–400 reports. Our compliance department collaborates with the appropriate departments in conducting investigations and implementing remedial actions for all confirmed cases, thereby contributing to risk mitigation. This process is regularly reported to the Compliance Committee and the Audit Committee. The total number of reports in FYE2026 reached 381, with 188 from overseas and 193 from Japan. Reports classified under prohibition of harassment, including human rights concerns, made up approximately 39% of the total.

• Concern-raising system (whistleblower system) for all group employees, including those of overseas subsidiaries
  Reports are accepted through the LIXIL Compliance Hotline – Speak Up!, an online system available in 15 languages. In Japan, an additional reporting channel via an external law firm is available. Anonymous reporting is possible through all channels.
• Learn more about our concern-raising system >
• Accepting reports from external stakeholders, including suppliers and other business partners
  We accept reports of concerns from around the world through the LIXIL Compliance Hotline – Speak Up! In Japan, an additional reporting channel is provided via an external law firm. Anonymous reporting is possible through all channels.
  LIXIL Compliance Hotline – Speak Up! (Opens new window) >
  Contact through an external law firm (Japanese only, opens new window) >