Human Rights

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We are committed to operating as a sustainable, responsible corporate citizen that respects human rights.

Our Approach & Commitment

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

Human Rights Principles

LIXIL’s business activities are built on a fundamental respect for human rights. The LIXIL Human Rights Principles align with international standards, including the International Bill of Human Rights, the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, the United Nations (UN) Guiding Principles on Business and Human Rights, as well as being based on the approach of the Children’s Rights and Business Principles developed by UNICEF. If there are any discrepancies between the internationally recognized standards and local laws and regulations, we adhere to the higher commitment. If any contradictions exist, we seek a way of respecting international standards while complying with local laws and regulations.

Our Human Rights Principles stipulate key human rights issues, including to prohibit discrimination, prohibit forced and child labor, respect freedom of association and collective bargaining, and ensure decent wages and working hours, all in alignment 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 require not only LIXIL but also our business partners including suppliers to respect human rights.

LIXIL Human Rights Principles (A new page will open) PDF: 171KB >

LIXIL Human Rights Principles

LIXIL periodically reviews and evolves the principles to continue to become a better protector of human rights. In FYE2022, we reviewed the principles we had formulated in FYE2016 according to the process below and subsequently submitted revised principles that were approved by the Board of Executive Officers. Particularly, we specified in more detail our governance structure led by the executive officer overseeing legal and compliance matters, our key human rights issues determined in FYE2021, and our human rights due diligence process as well as our concern-raising system and overall commitment to reducing human rights risks based on those frameworks.

In May 2022, we strengthened our global, companywide commitment by making our principles available in 17 languages.

Human Rights Principles Revision Process

Human Rights Principles Revision Process

Other Principles

LIXIL bases the formation of our corporate principles upon a fundamental commitment to uphold human rights.

In our relationships with business partners including suppliers, LIXIL respects human rights based on our Supplier Code of Conduct.

Key Human Rights Issues

In addition to formulating our Human Rights Principles, LIXIL has identified key human rights issues as focus areas for mitigating potential human rights risks. By addressing these issues, we aim to strengthen our human rights due diligence. We regularly conduct human rights risk assessment and will review these issues based on the assessment result.

LIXIL’s Key Human Rights Issues

(1) Provide equal opportunity and prohibit discrimination

Providing fair and equitable employment and other opportunities irrespective of race, color, religion, national or ethnic origin, ancestry, age, disability, gender, pregnancy, marital status, sexual orientation, gender identity or expression, political or personal beliefs, or union membership, and prohibiting discrimination on these grounds.

(2) Prohibit forced and child labor

Prohibiting forced labor, bonded labor and other forms of labor by restraint, indentured labor or prisoner labor, and labor procured through slavery or human trafficking. Child labor is also prohibited.

(3) Respect freedom of association and collective bargaining

Guaranteeing employees freedom of association and approving the exercising of collective bargaining.

(4) Ensure decent wages and working hours

Paying wages that meet statutory standards, and prohibiting exceeding the statutory maximum number of working hours.

(5) Ensure occupational health and safety

Providing employees, customers, visitors, business partners, and anyone else on our business premises with a safe and hygienic working environment that fulfills international, national, and/or industry-defined standards.

(6) Prohibit harassment

Providing a working environment that is free from discrimination, harassment and bullying of any kind, and any other offensive or disrespectful conduct.

(7) Legal, fair, and transparent acquisition and use of personal data

Complying with laws and regulations, internal rules, and relevant guidelines relating to personal information. Ensuring personal information is obtained fairly and lawfully and is stored and handled in such a way as to prevent improper acquisition, use, transfer, disclosure, or leakage.

Past Activities Designed to Strengthen Our Commitment

  • FYE2016: Formulated Human Rights Principles
  • FYE2017:
    • Our CR Committee (comprising executive officers and leaders from corporate functions and our business units) mapped human rights risks with reference to international standards.*1
    • We invited the human rights NGO Business for Social Responsibility (BSR)*2 to give a lecture on business and human rights. We then identified human rights risks across LIXIL product lifecycles.
  • *1 Including the International Bill of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, and the UN Guiding Principles on Business and Human Rights.

    *2 BSR: A global non-profit organization committed to developing sustainable business strategies and solutions.

  • FYE2018:
    Our Human Rights Due Diligence Task Force prepared a 76-item survey sheet and conducted a test run of a human rights risk assessment across our head office functions.
  • FYE2019–FYE2020:
    Investigated and scrutinized the impact of our business on human rights based on the above results, LIXIL Code of Conduct, and global trends.
  • FYE2021:
    Our Human Rights Due Diligence Task Force identified seven key issues as focus areas for mitigating potential human rights risks. These seven issues were reported to and approved by the CR Committee, the Board of Directors, and the Board of Executive Officers.
  • FYE2022:
    Revised Human Rights Principles. As part of our assessment for identifying potential human rights risks, we also conducted a human rights survey of all global employees (including indirect employees).

Our System

LIXIL established the Human Rights Due Diligence Task Force in FYE2018, comprising members from a broad range of departments including Corporate Responsibility, Human Resources, and Compliance, with the aim of strengthening and ensuring strict adherence to our human rights due diligence process* as a company that operates globally. In line with our Human Rights Principles revised in FYE2022, we set up a new governance structure led by the executive officer in charge of legal and compliance matters who also oversees human rights issues. We are using these systems to strengthen our company-wide human rights due diligence and promote transparent reporting.

LIXIL has signed the UN Global Compact, and is a member of the Human Rights Due Diligence Working Group of the Global Compact Network Japan.

* Human rights due diligence: To put in place measures that identify, prevent, reduce, or respond to any negative impact on human rights caused by the activities of a company or its related companies, and to regularly monitor their effectiveness.

Human rights management structure

Human rights management structure

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 risk management process

Human rights risk management process

Assessment: Identifying Human Rights Risks

We are introducing several methods, centered primarily around the investigations by our Human Rights Due Diligence Task Force, to enable us to fully understand and address potential human rights risks. In FYE2022, we conducted a survey of all global employees (including indirect employees) to identify potential human rights risks, and we have been promoting measures to mitigate human rights risks based on the survey results.

Assessment method for identifying human
rights risks (relevant department)
Assessment overview LIXIL’s key human rights issues*2 Assessment’s major target stakeholders
Human rights risk assessments
(Human Rights Due Diligence Task Force)
  • Mapped risks with reference to international standards, *1 and conducted a test run of a human rights risk assessment at head office functions (FYE2018).
  • Conducted a survey on the seven key human rights issues*2 targeting 100% of staff at leader level or higher in departments that are closely linked to the key human rights issues (FYE2021).
  • Building on the above survey results, conducted human rights risk survey of all global employees, including indirect employees (FYE2022).
    We are taking measures to mitigate any potential risks identified by the survey.
(1)~(7)
  • Employees
  • Third-party employees
  • Foreign-national technical apprentices in Japan
Occupational safety audit
(Safety and Quality Management Division)
We conduct an annual occupational safety audit of Japanese bases through checklists, questionnaires, and onsite visits to confirm compliance status primarily with laws and regulations relating to the key human rights issues. We audited 79 bases in Japan in FYE2022.
We are working on any necessary responses based on the audit results, and holding information-sharing meetings between LIXIL Housing Technology (LHT) and LIXIL Water Technology (LWT) Japan.
(2),(4),(5)
  • Employees
  • Foreign-national technical apprentices in Japan
LIXIL VOICE employee opinion surveys and D&I awareness surveys
(Human Resources function)
We conduct the LIXIL VOICE biannual employee opinion survey of all global employees. We use the survey results to identify issues early on, formulate prompt improvement measures in each function, and reflect the findings into our global strategies and initiatives.
In FYE2021, we also conducted our first D&I awareness survey. From FYE2022, we added inclusion as one of the LIXIL VOICE KPIs, and are seeking to understand employee awareness and the current situation with regards to promoting D&I, so that we can reflect that in future strategies and measures.
Employee Listening Systems >
(1),(4),(5),(6)
  • Employees
  • Women
Community dialogue
(Corporate Responsibility Office)
We have held more than 130 community dialogues with local stakeholders from FYE2012 to FYE2021 at Japan-based factories and sales and retail locations. Community briefings are one way we continue to promote dialogue to better understand human rights and other risks.
Key Stakeholder Engagement >
(1),(2),(7)
  • Local communities
  • Customers
  • Business
Responsible procurement surveys
(Indirect Procurement · Procurement Management Department)
We confirm the status of human rights-related initiatives by asking our suppliers to complete a questionnaire. The surveys not only consider human rights issues, but also cover areas of CSR management, fair business, labor, occupational health and safety, conservation of the global environment, and contribution to the community.
In Japan, we expanded the target range to include some of our secondary suppliers in FYE2021. In addition, from FYE2023, we plan to gradually expand the coverage of secondary suppliers under a five-year plan. We are also expanding the coverage of primary suppliers outside Japan.
Conducting and Following Up on Responsible Procurement Survey >
(1)~(7)
  • Business partners including suppliers

Other relevant activity: Group enterprise risk management (ERM)

*1 Including the International Bill of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, and the UN Guiding Principles on Business and Human Rights.

*2 LIXIL’s key human rights issues: (1) Provide equal opportunity and prohibit discrimination; (2) Prohibit forced and child labor; (3) Respect freedom of association and collective bargaining; (4) Ensure decent wages and working hours; (5) Ensure occupational health and safety; (6) Prohibit harassment; (7) Legal, fair, and transparent acquisition and use of personal data

Remediation: Measures to Mitigate Human Rights Risks

LIXIL takes measures to mitigate and address risks and issues that have been identified through our human rights risk assessments of our employees and our supplier surveys. In FYE2021, we conducted a human rights risk survey of all staff at leader level or higher in departments that are closely linked to the key human rights issues. Based on those results, we then conducted a survey of all global employees (including indirect employees) in FYE2022.

Human Rights Risk Assessments and Risk Mitigation Plans

Target stakeholders All global employees (including indirect employees) All suppliers inside and outside Japan
Name Human rights risk assessment Responsible procurement survey

Process

1. Examine and determine the assessment items deemed most important in light of LIXIL’s seven key human rights issues.
2. Conduct a survey of all global employees (including indirect employees).
3. Aggregate the survey responses, analyze the results in their entirety and from various different perspectives, such as by region, department, employment type, position level, and length of service, and identify any items with potential human rights risks that could be significant.
4. Formulate risk mitigation plans for any items identified as potentially high risk, and implement remedies.

1. Select suppliers to be surveyed based on previous year’s transaction value, etc.
2. Conduct a responsible procurement survey for chosen suppliers, covering CSR management, fair business, human rights, labor, occupational health and safety, conservation of the global environment, and contribution to the community.
3. Compile survey results, classifying suppliers with sub-standard conformity rates as high-risk.
4. Manage high-risk suppliers individually to encourage improvement.

Outline

  • Timing: November 2021
  • Target: All employees working at LIXIL Corporation and its group companies (including indirect employees)
  • Survey items: 23 items relating to LIXIL’s key human rights issues
  • Method: Online survey (response rate: 57%)

Please also refer to the following item about this survey.

Conducting Human Rights Risk Assessments of All Employees >
  • Timing: Once a year
  • Scope:
    Japan: Primary suppliers and some secondary suppliers
    Outside Japan: Primary suppliers*1
  • Survey items: 47 items relating to the Supplier Code of Conduct (including eight items relating to human rights)
  • Method: A survey using a questionnaire form (coverage ratio: 90% in Japan, 90% outside Japan)

Please refer to the following item for more details about this survey.

Responsible Supply Chain Management >

Summary of assessment results

The percentage of positive responses*2 in the survey was very high at 85% on average. However, we have formulated risk mitigation plans for areas with potential human rights risks where we received negative responses, *3 and are implementing remedies.

The survey results identified no human rights risks that needed to be addressed.

Number of sites with mitigation plans

Looking at the assessment results by region, we noted more negative responses in Japan compared to other regions. We will focus our efforts on bases in Japan, while also implementing global, company-wide initiatives.

Details of the plans and progress

We have formulated plans to mitigate potential human rights risks identified in the survey and are implementing the following remedies.

1. Conduct and strengthen training, workshops, etc. to improve understanding of human rights (including promoting understanding of the concern-raising system and labor union activities)

So far, we have been implementing the following initiatives (examples):

  • Awareness-building activities and training relating to compliance, information security, D&I, etc.
  • Conveying human rights-related information on internal social media
  • In May 2022, we have published LIXIL Human Rights Principles in 15 languages in addition to Japanese and English

Details: See the Education section below this table

In addition to the above measures, we plan to implement the following new initiatives:

  • Strengthening the conveying human rights-related information on internal social media
  • Implementing human rights education to coincide with World Human Rights Day on December 10
  • Holding seminars once every six months with outside experts

2. Strengthen communication and initiatives relating to career development

So far, we have been conducting the following initiatives (examples):

  • Empowering women in the workplace
  • Expanding systems to enable greater workstyle flexibility and support employees at different life stages

Details: Diversity & Equal Opportunity >

We also aim to encourage a more growth-oriented mindset that promotes innovation, firmly establish a commitment to meritocracy, and promote D&I, by creating an environment in which anyone, regardless of age, gender, or any other factors, can demonstrate their full abilities and supporting the individual growth of our employees. To that aim, in addition to the above measures, we have been conducting the following human resources system reforms since April 2022:

  • Introducing qualification and grading systems and performance-linked compensation to ignite a challenging spirit
  • Extending wider support for balancing work and family life to create an inclusive workplace
  • Reorganizing our benefit systems to support better well-being

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

So far, we have been conducting the following initiatives (examples):

  • Providing information on time management, etc.
  • Expanding frameworks for paid leave and encouraging employees to take paid leave

Details: Preventing Overwork >

In addition to the above measures, we have positioned the further improvement of manager skills as a priority issue for building comfortable working environments for employees. To that aim, we intend to develop various measures going forward to strengthen manager effectiveness and nurture leaders. We are also considering further enhancing the human rights training offered to managers.

While the survey did not identify any human rights risks that needed to be addressed, for suppliers classified as high-risk through this process, we provide site visits and other forms of individual guidance. This helps promote sustainable partnerships and strengthen our supplier base, the primary goals of our supply chain management strategy.

Details: Strengthening Support to Suppliers Worldwide >

Future direction

We will continue to monitor LIXIL’s key human rights issues through our LIXIL VOICE employee opinion survey (conducted twice a year).
We also plan to conduct additional assessments to facilitate a more detailed analysis of any issues identified as potentially high risk in the employee survey. Through these efforts, we aim to enhance our understanding of the issues and formulate a solid response.

In Japan, we determined a five-year plan for expanding the survey to secondary suppliers. We plan to gradually expand the scope of the survey starting in FYE2023. We also intend to expand the scope of primary supplier surveys outside Japan.

*1 Plan to conduct a survey of suppliers to LIXIL Americas from FYE2023.

*2 When respondents selected “Agree” or “Slightly agree.”

*3 When respondents selected “Slightly disagree” or “Disagree.”

Education

LIXIL conveys information and conducts awareness-building programs internally to ensure human rights are upheld. In FYE2022, we held a Compliance Week with a focus on stronger protection of human rights, and distributed relevant videos in-house as well as educational content on themes relating to business and human rights on our internal social media and factory signage.

• Compliance education and training for all employees
• D&I training for all employees
• Information security awareness education for all employees
• Convey human rights-related information on internal social media that all employees can access

Preventing Human Rights Violations at Factories, Bases, and Business Partners including Suppliers

• Correct problems discovered during occupational safety audits
• Respond to feedback from community dialogues (noise reduction, improving factory working environments, etc.)
• Confirm status of human rights initiatives through responsible procurement surveys

Concern-Raising System

LIXIL has established a concern-raising system designed to gather details of compliance violations and to ensure early action on any wrongdoings and violations, and enable preventative measures. We can mitigate or remediate human rights risks by accepting reports from inside and outside the company through this system. No compliance violations that have a significant impact on the management of the company, including serious violations of laws and regulations, occurred.

Reports of Possible Compliance Issues

Reports of Possible Compliance Issues

・Concern-raising system that is available to all group employees, including those at subsidiaries outside Japan

We receive concerns through LIXIL Compliance Hotline – Speak Up!, which is available online in 18 languages. In Japan, we also have a direct reporting process for voicing concerns to managers and compliance officers as well as an option to report concerns via a third-party law firm.

Concern-Raising System >

・Receiving reports from external stakeholders such as business partners including suppliers

We receive reports from around the world via the LIXIL Compliance Hotline – Speak Up! In addition, in Japan, we have established a contact point via an external law firm.

Receiving Compliance Concerns from External Stakeholders >

Respecting Human Rights in the Workplace

・Creating workplaces that uphold diversity

We promote equal opportunities for women and men through next-generation management development programs and other initiatives designed to support the careers of diverse talent. We are also expanding support for different work styles that can be tailored to accommodate different life-stage responsibilities, such as childcare and nursing care. In addition, we create a workplace in which sexual minority employees can work comfortably by developing human resource systems and working environments and establishing a network of sympathetic allies. We also launched WING NIJI office, where we provide support for workers with disabilities and create a comfortable environment for all regardless of ability or disability.

In FYE2022, we launched global Employee Resource Groups (ERGs) driven by employees in the five areas of Better Together, Multi-cultural, Ability, Working Parents & Caregivers, and LGBTQ+. Executive officers are appointed to each group to serve as an executive sponsor as part of our company-wide drive to encourage respect for employee diversity.

Three Strategic Pillars >
Diversity & Equal Opportunity >

・Occupational safety

We ensure appropriate management of working hours. We also support the promotion of good health, encourage teleworking and implement flexible shift systems in response to infectious disease outbreaks, and strengthen hygiene management.

Employee Safety & Health >
Protecting People from COVID-19 >

Advocacy for Upholding Human Rights

・Support UNICEF’s Children’s Rights in Sport Principles
・Became the first Japanese company to announce support for the American Chamber of Commerce in Japan’s proposal to recognize the right of sexual minority couples to marry
・Donate SATO Toilet Solutions for emerging economies to refugee camps

Future Plans

Strengthen efforts to mitigate human rights risks (FYE2023)

We will plan and implement remedies based on the results of our human rights risk assessments conducted in FYE2022 which covered all global employees (including indirect employees).

Re-examine key human rights issues (FYE2024)

We will re-examine the validity of the key human rights issues, taking into account the type, scale, and impact of potential human rights risks.

Promote internal and external information sharing and dialogue

We will promote awareness and encourage dialogue with employees and other internal and external stakeholders regarding the importance of upholding human rights, LIXIL’s Human Rights Principles and key human rights issues as well as the initiatives and other activities that we are pursuing.

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