Social
Human Rights
Policies and Basic Approach
As Mitsui & Co. conducts business globally in many countries and regions around the world, we recognize that we must make efforts to respect human rights not only within our own company but also across our supply chain. Therefore, we regard respect for human rights that follows international standards as the foundation of our sustainability management and have positioned respect for human rights as one of the most important issues in our corporate activities. To date, we have continued to incorporate respect for human rights into both the Mitsui & Co. Group Conduct Guidelines and our Business Conduct Guidelines for Employees and Officers of Mitsui & Co., Ltd., and we have implemented various initiatives.
In August 2020, we formulated a Human Rights Policy to clarify our approach to human rights and promote our initiatives In 2025, as part of a review of our materiality in pursuit of our Mission, "Build brighter futures, everywhere", we newly added "Cultivate societies that respect human rights" as one of our material issues. This reflects the growing societal expectation for businesses to operate with respect for human rights, and reaffirms our commitment to respecting human rights.
The Mitsui & Co. group will continue efforts to respect human rights in accordance with our Human Rights Policy, international standards, and newly identified material issues, while engaging in ongoing dialogue and collaboration with stakeholders.
Human Rights Policy
We will strive to respect human rights through our group business activities in countries and regions around the world, in accordance with our Sustainability Policy and this Policy.
In addition, we expect various stakeholders including our business partners, to understand and respect human rights in line with this Policy, and aim to collaboratively promote respect for human rights.
- Respecting Human Rights in our Business Activities
- We strive not to infringe on human rights in our business activities, nor to contribute to human rights infringements by others through our business relationships, including supply chains.
- Respecting Internationally Recognized Human Rights Standards
- We are committed to respecting human rights, which we understand as, at minimum, those set out in the International Bill of Human Rights, including the UN Declaration of Human Rights, and the ILO (International Labour Organization) Declaration on Fundamental Principles and Rights at Work. We also support the United Nations Guiding Principles on Business and Human Rights and the Ten Principles of the United Nations Global Compact and conduct our business activities in line with these Principles. We comply with laws and regulations of the countries and regions in which we conduct our business activities. Where internationally recognized human rights standards and national/regional laws and regulations are in conflict, we seek ways to honor the principles of internationally recognized human rights while complying with the laws and regulations.
- Governance/Management Structure
- Our Board of Directors is responsible for overseeing the adherence to this Policy and the Policy implementation.
- Human Rights Due Diligence
- We will implement human rights due diligence to identify, assess, prevent and mitigate adverse human rights impacts associated with our business activities.
- Human Rights Issues related to Business Activities
- Forced Labor
We do not tolerate forced labor. In addition, we do not tolerate any forms of modern slavery, including bonded labor or human trafficking. - Child Labor
We do not tolerate child labor, and we comply with the minimum working age stipulated by the law. We do not hire individuals that are under the age of 18 for roles requiring hazardous work. - Discrimination
We prohibit any form of discrimination based on race, creed, sex, social status, religion, nationality, age, sexual orientation, gender identity, physical and mental disability or any other grounds. We respect the individuality and diversity of each individual employee and officer of the Mitsui & Co. group, and seek to cultivate an environment in which they can perform to the best of their abilities. - Harassment and Inhumane Treatment
We do not tolerate any form of harassment, whether physical or mental, including sexual harassment or power harassment. Furthermore, we prohibit any language or behavior that could be harmful to the working environment of others including discriminatory language or behavior as well as harassment. - Freedom of Association and Right to Collective Bargaining
We respect the rights of employees to associate freely and bargain collectively in our labor-management relations. - Working Hours and Wages
We monitor employees' working hours, holidays, leaves of absence and wages to ensure we are operating in accordance with applicable laws and regulations. - Occupational Health and Safety
In line with applicable laws and regulations, we aim to develop safe, healthy working environments in which every individual employee can work with peace of mind. - Community Impact
To prevent adverse impacts on the safety and health of local communities, we conduct human rights impact assessments, covering issues such as prevention of pollution and water stress, and implement necessary measures in line with international standards to avoid risks and mitigate negative impacts.
- Stakeholder Engagement
- We believe it is critical to understand human rights issues from the perspectives of affected stakeholders. We further recognize that certain groups of stakeholders are more vulnerable to adverse human rights impacts and thus require special attention. We therefore value the importance of dialogues with relevant parties and strive to properly respond to human rights issues associated with our business activities.
- Remedy
- Where we identify that our business activities have caused adverse human rights impact or contributed to it through our business transactions including our supply chains, we will work to remediate such impacts through appropriate processes.
- Grievance Mechanisms
- We continue to build upon our whistleblowing procedures and grievance mechanisms to promptly identify and respond to human rights issues related to our employees and officers or wider business activities.
- Education and Training
- We will provide necessary training and capacity building to our employees and officers to ensure that they understand this Policy and act in line with the commitments in this Policy.
- Reporting
- We will continuously report our efforts and progress on respecting human rights through our reports, websites, and other communication channels.
Formulated in August 2020
Revised in February 2022
Makoto Sato
Representative Director, Senior Executive Managing Officer,
Chief Strategy Officer (CSO),
Chairperson of the Sustainability Committee
Policies for Responding to Specific Issues
- Policy on Response to the Modern Slavery Act
- We strive to eradicate modern slavery, such as forced labor or human trafficking in our business and supply to.
- Policy on Rights of the Child
- We support Rights of the Child and Business Principles and strive to conduct business activities with respect to rights of the child.
- Policy on Rights of Indigenous Peoples
- We strive to respect the human rights and cultures of indigenous peoples by complying with all applicable laws and regulations of the countries and regions in which we conduct our business activities as well as by respecting relevant international standards such as the United Nations Declaration on the Rights of Indigenous Peoples, the Convention concerning Indigenous and Tribal Peoples in Independent Countries (ILO Convention: C169), and the principle of "free, prior and informed consent (FPIC).
- Policy on Activities of Security Personnel
- When advancing business activities around the world, we hire security companies to ensure the safety of these business activities. We recognize that security operations pose a risk of potential human rights violations through the use of force, so when appointing a security company, we comply with relevant local laws and regulations in the countries and regions in which we conduct our business activities, and select security companies based on relevant international standards such as the Voluntary Principles on Security and Human Rights, UN Code of Conduct for Law Enforcement Officials, and the Principles on the Use of Force and Firearms by Law Enforcement Officials.
Goals and Targets
- Continue and strengthen the implementation of human rights due diligence, including the identification, assessment, and remediation of adverse human rights impacts.
- Promote efforts to respect human rights in the supply chain by raising awareness of our Human Rights Policy and Business and Human Rights initiatives among Mitsui & Co. Group officers and employees, sharing our Sustainable Supply Chain Policy with business partners, and conducting human rights training sessions.
- Improve the effectiveness of human rights risk management systems by optimizing and strengthening internal management systems.
Sustainability Governance and Oversight
Compliance Framework
The Compliance & Integrity Department of the Strategic & Administrative Legal Division leads compliance-related initiatives under the direction and supervision of the Chief Compliance Officer (CCO) and in collaboration with the Compliance Supervising Officers (including corporate and regional Business Unit COOs, general managers of branch offices, and chief representatives of blocs) appointed in each of Mitsui's units and offices in Japan and overseas. The objectives of these efforts implemented on a Mitsui & Co. global group basis are to prevent human rights problems by thoroughly raising compliance awareness, including awareness of issues such as harassment and discrimination, improving and strengthening compliance programs, and responding to specific compliance-related matters as they arise.
Sustainability Committee
Please refer to the links below for more information on Mitsui's Sustainability Management Framework and the activities of the Sustainability Committee.
Human Rights Management
The Board of Directors of Mitsui & Co., Ltd. is responsible for overseeing the adherence to this Policy, and the Executive Committee makes material decisions regarding the Policy execution. The Sustainability Committee, a subordinate body of the Executive Committee, is in charge of deciding detailed plans based on this Policy, as well as planning and developing measures, and building and maintaining a framework for Policy implementation.
Business Risk Management
When participating in a new business, expanding a business, or withdrawing from a business, we use ESG due diligence checklists to assess the ESG-related impact of each business division, including human rights and environmental impact such as climate change, pollution prevention, ecosystems, and water stress. For human rights, we carry out internal screening based on these checklists, covering aspects such as occupational health and safety, and the impact of business development on the human rights of local residents and other stakeholders. For projects that pose significant risks related to the environment, society, and corporate governance, when launching a project, during operations, or when withdrawing from a project, we consult with the Sustainability Advisory Board comprising external experts in matters such as human rights and the environment as necessary to receive advice on reducing risk. Ultimately, the final decision on whether or not to proceed with any given project and how matters should be handled going forward is made through the ringi (circular executive approval) process by the Executive Committee, the Board of Directors, and representative directors, all of whom supervise sustainability risks, in accordance with the predetermined qualitative and quantitative standards. We have also created business-specific environmental and social risk heat maps that summarize key environmental and social risks for each representative business field based on past examples, etc., for use when considering investment and participation in new business.
We incorporate human rights elements in voluntary audit activities on affiliate companies by Business Units and in the audits by Internal Auditing Division. We have also added a human rights clause to the standard general terms and conditions of Purchase Contract. With these efforts, we aim to reduce risks in our business, including supply chains.
Consultation Channels
- In-house consultation channels
- In addition to personnel and workplace-related consultation services, we have established various consultation services addressing employees' physical and mental health.
- Grievance Mechanism for the General Public and Other Stakeholders
- On the Mitsui & Co. website, we have established the following framework for receiving complaints and inquiries regarding sustainability from all stakeholders, including those across our supply chain. When inquiries are received, we protect the privacy of the inquirers and ensure appropriate confidentiality.
When receiving complaints or inquiries regarding sustainability, the Corporate Sustainability Division will serve as the contact point, and depending on the nature of the complaint or inquiry, will take responsibility for the response in cooperation with the appropriate Business Units, Corporate Staff Divisions or other related divisions.
After receiving a complaint or inquiry, in principle we will respond to or engage with the complainant/inquirer within one week.
Collaborating with Stakeholders
We are promoting and expanding our efforts to address human rights through participation in initiatives. Participation in each initiative is decided after confirming that it is consistent with our basic policy and initiatives for human rights.
PEFC/SGEC
Initiatives
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| FY March 2024 |
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Strengthening Human Rights Due Diligence Initiatives
We strive to respect human rights through Mitsui & Co. Group's business activities in countries and regions around the world, in accordance with our Sustainability Policy and Human Rights Policy. In addition, we expect various stakeholders including our business partners, to understand and respect human rights in line with these Policies, and aim to collaboratively promote respect for human rights. We assure not to infringe on human rights in our business activities, nor to contribute to human rights infringements by others through our business relationships, including supply chains. We are committed to respecting human rights, which we understand as, at minimum, those set out in the International Bill of Human Rights including the Universal Declaration of Human Rights, and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work. We also support the United Nations Guiding Principles on Business and Human Rights and the Ten Principles of the United Nations Global Compact. Based on these international standards, we have formulated a Human Rights Policy, an Environmental Policy, and a Sustainable Supply Chain Policy. With these efforts to respect human rights, we aim at reducing business risks and sustainable enhancement of corporate value.
Based on the various international standards listed above, in the fiscal year ended March 2020, we appointed external experts to conduct a human rights assessment of the supply chains of products handled by Mitsui and overseas trading affiliates, as well as the main business operations of consolidated subsidiaries. As a result, we concluded that products mainly related to food, textiles, and building materials, primarily in emerging countries in production regions including Southeast Asia, Africa, and South America, are generally high-risk areas — areas which have high risks of the occurrence of human rights issues such as forced labor and child labor in our supply chains — and began conducting human rights due diligence.
In the fiscal year ended March 2025, we we broaded the scope of our human rights due diligence. In addition to the previously covered areas, such as food raw materials, foodstuffs, clothing, and construction materials, we included industries such as mining, oil and gas, chemicals, and industrial metals, as well as transactions involving products primarily sourced from emerging countries in Southeast Asia, Africa, and South America. We conducted a questionnaire survey, and no major human rights issues were identified. Additionally, to enhance the effectiveness of human rights due diligence, we established regulations for human rights management and guidelines for each process, including awareness, identification, investigation, disclosure, and improvement. We have also strengthened risk management at each business site and enhanced support and monitoring by Corporate Staff Divisions for the Business Units.
Please refer to the link below for details of our initiatives and achievements.
Respecting Indigenous Peoples
When conducting operations, we comply with all laws of the applicable country or region, and strive to respect the human rights and cultures of indigenous people in each country and region in accordance with international standards, such as the United Nations Declaration on the Rights of Indigenous Peoples and the Convention Concerning Indigenous and Tribal Peoples in Independent Countries (ILO Convention: C169).
For example, the operations of our forest resource business in Australia are guided by respect for the traditional rights of the indigenous peoples. We have and we ensured accountability by obtaining through certification which requires regular audits by third-party certification bodies.
Mitsui & Co. (Australia) Ltd. : Group Companies (Mitsui & Co. Wood Resources Oceania)
In Japan, 75 of Mitsui's Forests have obtained FSC® certification (FSC® -C057355) and we conduct forest management respecting the traditions and culture of indigenous people. In Hokkaido, where a part of Mitsui's Forests is located, Mitsui has entered into agreements with the Biratori Ainu Association and with the town of Biratori to cooperate in activities to protect, and pass on, traditional indigenous culture through the conservation of forests.
Mitsui Australia, in cooperation with its consolidated subsidiaries in Australia, is engaged in a range of initiatives to ensure respect for the rights of the indigenous people in Australia. These include training for employees, Acknowledgement of Country (a statement of respect for indigenous peoples) at major events and meetings, and the planning of new initiatives through regular information exchanges among staff from each branch and subsidiary in Australia.
Employees' Human Rights
As a company engaged in business on a global scale, we not only work to promote diversity and inclusion, but also take various steps to prevent harassment and discrimination. These measures include establishing whistleblowing systems that allow an employee to report compliance issues, including cases relating to human rights and discrimination, and obtain advice through channels within or outside the employee's direct reporting line. Another example of our efforts in this area is our fostering of a "speak up" culture in which employees are encouraged to report situations that concern them. We have also established the Compliance Committee as a forum for discussing all matters relating to compliance. With an Audit & Supervisory Board Member and an external attorney as an observer, the Compliance Committee discusses action plans for improving our compliance framework based on various compliance-related matters that have been reported. Minutes of committee meetings are released on the company intranet. We will continue to implement initiatives to ensure respect for the human rights of our employees, including implementing training programs and raising awareness of relevant policies.
Human Rights Training
We carry out various training programs to ensure thorough awareness of our Human Rights Policy at workplaces and that respect for human rights is incorporated into operations. In addition to compliance training, which includes prevention of harassment and other human rights and character violations, we also carry out online training for domestic and overseas employees of Mitsui and consolidated subsidiaries on human rights initiatives in the supply chain.
| Training program details | Participants/Number of Times | |
|---|---|---|
| FY March 2025 | We invited Mr. Kazuo Tase of SDG Partners as a lecturer to conduct a human rights training session for our business partners, our employees and officers in Japan and overseas. | Approx. 280 persons |
| We expanded our e-learning content (in Japanese and English) for employees and officers to include topics related to "Business and Human Rights," and made parts of the program mandatory. The content was also added to the onboarding training for mid-career hires. | – | |
| We internally distributed a video to raise awareness of human rights among our employees and officers | – | |
| FY March 2024 | We invited Ms. Akiko Sato, Attorney at Law at KOTONOHA Law Office, to conduct online training for employees of Mitsui & Co. and consolidated subsidiaries, along with their suppliers in Japan and overseas. The training focused on our policy on respect of human rights and human rights due diligence. | Approx. 400 persons |
| We introduced e-learning about our Sustainability initiatives for Mitsui & Co. Group employees in Japan and overseas. | Approx. 500 persons (as of March 31, 2024) | |
| We had various lecture sessions for Business Units and affiliates as needed and also added content on "Business and Human Rights" to career stage-aligned training programs (for new recruits/line managers). | As needed | |
| Mitsui & Co. Australia invited an external lecturer to conduct a training session on aboriginal heritage management for employees of Mitsui & Co. Australia and Mitsui & Co NZ, as well as employees of consolidated subsidiaries in Australia. | Approx. 60 persons | |
| FY March 2023 | We invited Daisuke Takahashi, an attorney at Shinwa Sogo Law Office, who supervised the development of the "Sustainable Supply Chain Management Handbook," to conduct online training for suppliers of Mitsui and consolidated subsidiaries, along with employees of Mitsui and consolidated subsidiaries in Japan and overseas. The training focused on our human rights policy and initiatives, and on how to conduct human rights due diligence in supply chain management. | Approx. 450 persons |
| Mitsui & Co. Australia invited an external lecturer to conduct a training session on laws concerning the rights of indigenous Australians and the use of land for employees of Mitsui & Co. Australia and Mitsui & Co NZ, as well as employees of consolidated subsidiaries in Australia. | Approx. 70 persons |