S :Society
Development of human capital capabilities for sustainable corporate value enhancement

Human Rights Management

Our position Policy Message from a manager Vision for FY 2026 Priority measures Priority action items to be addressed

Our position

The Yokohama Rubber Group places great importance on respecting human rights throughout its supply chain, in order to respect the human rights of all individuals involved in its business. As our business expands globally, the potential to impact human rights violations increases. We believe it is essential to fulfill our responsibilities, considering the scope of our influence.
The "Yokohama Rubber Group Action Guidelines" clearly states that we respect human rights, both internally and externally, and clarifies the code of conduct for our employees.
Furthermore, based on the UN Guiding Principles on Business and Human Rights※, we have formulated the "Yokohama Rubber Group Human Rights Policy", aiming to respect the human rights of all individuals involved in our business activities.
Human rights are fundamental rights granted to all individuals. As a company trusted by society at large, we will practice human rights initiatives throughout the Group to contribute to the realization of a sustainable society.

  • The UN Guiding Principles on Business and Human Rights were endorsed by the UN Human Rights Council in 2011 as a framework for respecting human rights that applies to all states and all businesses. The Guiding Principles emphasize "the State's duty to protect human rights" alongside "the corporate responsibility to respect human rights" as key pillars.

Policy

Yokohama Rubber Group Action Guidelines (Excerpt)

We shall respect human rights inside and outside the company

Yokohama Rubber Group Action Guidelines (established in December 2014)

<Basic stance of the Yokohama Rubber Group>

We shall respect human rights, and shall not practice or be a party to discrimination or harassment.

<To put our basic stance into practice — our action>

  1. With an awareness of the diversity of the people working for us, we shall refrain from any action grounded in discrimination for reason of race, ethnicity, nationality, religion, sex, or other attributes. In addition, when we notice any such action, we shall resolutely point it out and urge its correction.
  2. We shall refrain from harassment in any shape or form.
  3. We shall not permit any violent behavior in the workplace.

The Yokohama Rubber Group Human Rights Policy

The Yokohama Rubber Group Human Rights Policy (established in April 2022)
In April 2022, the Yokohama Rubber Group formulated the Yokohama Rubber Group Human Rights Policy.
The Yokohama Rubber Group Human Rights Policy serves as the basis for all of the Group's business activities as its top human rights policy, based on the Corporate Philosophy and the Yokohama Rubber Group Action Guidelines.
Our Human Rights Policy applies to all officers and employees of the Yokohama Rubber Group (directors, auditors, executive officers, other persons associated with business execution in relation to management, and those in employment contracts with Yokohama Rubber Group companies, employees accepted on seconded and temporary employees). To ensure that our commitments to human rights can be realized in our business activities, we expect that all of our business partners including suppliers and distributors will also understand and support this policy.

CSR Procurement Guidelines

CSR Procurement Guidelines
The Yokohama Rubber Group has formulated "CSR Procurement Guidelines" to promote CSR activities throughout its value chain. We aim to share our CSR policies and philosophy with employees and business partners through briefings and other means.
The "CSR Procurement Guidelines" have been revised to reflect changes in social conditions and the expansion of our activities. In line with the formulation of the Yokohama Rubber Group Human Rights Policy, the October 2022 revision reflected the contents of the Human Rights Policy, which strongly requests our business partners to protect human rights in the supply chain and prohibit discrimination and harassment. Furthermore, in May 2025, we implemented revisions to expand the descriptions related to human rights.

Sustainable Natural Rubber Procurement Policy

Sustainable Natural Rubber Procurement Policy
The Yokohama Rubber Group joined the Global Platform for Sustainable Natural Rubber (GPSNR) as a founding member in 2018. GPSNR was established primarily by the Tire Industry Project (TIP) of the World Business Council for Sustainable Development (WBCSD). Upon joining GPSNR, we formulated our own "Sustainable Natural Rubber Procurement Policy" and are promoting activities to achieve the sustainability of natural rubber throughout the supply chain.
This policy includes specific guidelines regarding respect for human rights, such as "Respect for Human Rights," "Fair and Equal Treatment," "Prohibition of Harassment," "Prohibition of Child Labor," "Prohibition of Forced Labor," and "Ensuring Appropriate Working Conditions," and we are implementing initiatives to uphold these guidelines.

Response to the UK Modern Slavery Act

Yokohama Europe GmbH (YEU), a European subsidiary of The Yokohama Rubber Co., Ltd., has published a "Modern Slavery Act Statement" in accordance with the UK Modern Slavery Act 2015. This statement outlines the measures taken to ensure that modern slavery and human trafficking are not taking place in its business or supply chains.

Modern Slavery Act Statement（Yokohama Europe GmbH Website）

Promotion system and governance

The Yokohama Rubber Group, based on its "Corporate Philosophy", "Yokohama Rubber Group Code of Conduct", and "Yokohama Rubber Group Human Rights Policy" implements human rights respect initiatives throughout the Group as a fundamental principle of its business activities. To this end, each department's head identifies business and human rights risks, and in collaboration with the CSR Headquarters and the Management Headquarters, formulates a policy framework for addressing these risks.
The Group reports and discusses human rights issues at the Compliance Committee, held four times a year (Chairman: Director in charge of Compliance), and the CSR Meeting, held twice a year (chaired by the Representative Director, Chairman and CEO). These discussions are also regularly reported to the Board of Directors and the Audit Committee. For significant risks and their response policies that could impact management, the Officer in charge of Risk Management discusses and deliberates them at the Management Meeting and Board of Directors. Based on the approved policies, relevant departments collaborate to implement countermeasures.
The "Yokohama Rubber Group Human Rights Policy" is disseminated to all group companies, including those overseas, through training and other initiatives, and serves as the top-level policy on human rights for directors and employees of each company. This policy forms the foundation for all business activities of the Yokohama Rubber Group.
Corporate Governance Promotion Structure

Message from a manager

Under the slogan of "Caring for the Future" in its sustainability management, the Yokohama Rubber Group will implement efforts for the respect of human rights as the basis of its business activities based on our "Corporate Philosophy.", "Yokohama Rubber Group Action Guidelines" and "Yokohama Rubber Group Human Rights Policy" in order to contribute to the realization of a sustainable society as a company that is widely trusted by society.
As one specific initiative, we participate in the Global Platform for Sustainable Natural Rubber (GPSNR), which was launched primarily by the Tire Industry Project (TIP) of the World Business Council for Sustainable Development (WBCSD). Regarding the procurement of natural rubber, which involves various risks such as human rights and labor issues, we aim to achieve sustainable procurement by establishing traceability and providing support that addresses the problems faced by local communities and plantations.
By December 2025, we had independently conducted surveys of 1,050 natural rubber farmers in the Surat Thani province of Thailand, where our natural rubber processing plant is located.
In addition, since FY2024, with the cooperation of a third-party organization, we have been conducting impact assessments* targeting workers at natural rubber plantations in the Surat Thani province to reconfirm human rights issues and consider countermeasures against them.
For procurement items other than natural rubber, we will more strongly request our suppliers to protect human rights and prohibit discrimination and harassment in the supply chain based on the CSR Procurement Guidelines.
The Yokohama Rubber Group will share these principles throughout its relevant supply chains, respect the human rights of all individuals involved in its business activities, and strive for continuous improvement.

  • A survey targeting specific human rights issues and rights-holders (those potentially negatively impacted by corporate activities) to confirm whose human rights and what kind of human rights are actually being affected or not affected, through on-site interviews with rights-holders and other methods.

Tadaharu Yamamoto, Head of CSR Division

Vision for FY 2026

  • Through a human rights respect management cycle based on the UN Guiding Principles on Business and Human Rights, the Yokohama Rubber Group aims to prevent and mitigate any adverse human rights impacts related to all its business activities on stakeholders.
  • The effectiveness of human rights due diligence initiatives and grievance mechanisms, including remedial measures, is regularly evaluated and reported and disclosed both internally and externally.

Human Rights Due Diligence Cycle

Human Rights Action Plan

Priority measures

Human Rights Due Diligence

Based on the Yokohama Rubber Group Human Rights Policy formulated in April 2022, the Yokohama Rubber Group will develop and strengthen its human rights due diligence system and conduct human rights due diligence on a regular basis to make sure that responsibilities to respect human rights are carried out, and that related duties are executed properly.

Identification of Key Human Rights Themes / Issues

In May 2023, our Group held a "Human Rights Due Diligence Workshop" bringing together relevant departments to identify key human rights themes that could potentially pose risks from a human rights perspective within our supply chain. This workshop aimed to extract key human rights themes throughout our value chain. Subsequently, based on the roadmap for human rights initiatives, we are systematically implementing impact assessments* on the extracted human rights themes.
  • We conducted a research investigation, including on-site interviews with rightsholders, to identify specific human rights issues and rightsholders (individuals potentially impacted by our business activities). This research aimed to confirm who and which human rights are actually being affected or not affected.

＜Key Human Rights Themes / Issues＞

  1. Working conditions of foreign workers in Japan
  2. Working conditions of workers and environmental impact on nearby residents at rubber raw material suppliers (Thailand, Indonesia, etc.)
  3. Workplace environment of workers at contracted companies (manufacturing, logistics, sales, disposal)

Initiatives for 2025

1. Implementation of Impact Assessments

We have a policy of conducting impact assessments to investigate and evaluate the existence and extent of actual negative impacts on the human rights of potentially affected individuals (rights holders) for the three key human rights themes extracted in the 2023 Human Rights Due Diligence Workshop. We will then take necessary remediation and preventative measures.
For FY2025, we carried out an impact assessment focusing on Theme 3, "The Working Environment at Subcontracted Firms (Covering Manufacturing, Logistics, Sales, and Waste Management)."
Additionally, we also conducted a follow-up assessment on the FY2023 and FY2024 impact assessments to monitor the status of their implementation.

＜Impact Assessment Targeting Workers at Subcontracted　Logistics Firms＞

For FY2025, we carried out an impact assessment for workers at our subcontracted logistics firms in Japan under the theme of "Working Environments at Subcontracted Companies." This assessment was conducted with the support of Caux Round Table (CRT) Japan acting as a third-party organization.

＜Target Groups and Implementation Methods for Hearings＞

Between September and October 2025, we surveyed workers at our subcontracted logistics firms in Japan regarding their employment and working conditions. Following this, in November 2025, CRT Japan conducted in-person group and individual interviews as a third-party assessment at three locations where potential human rights risks were of concern.
These interviews were held solely by the third-party organization without any attendance from Group personnel, aiming to elicit uninhibited perspectives from the rights-holders and stakeholders.

Group interview with workers (© Caux Round Table Japan)

Individual interview with workers (© Caux Round Table Japan)

＜Results of the Impact Assessment and Response Policy＞

As a result of the interviews, structural issues that could lead to negative impacts on human rights were identified, such as issues regarding salary levels to maintain living conditions, harsh working environments during summer, and the normalization of harassment in some areas.
In response to this, we have received the following recommendations from CRT:
  1. Drastic review of the wage system for subcontracted firms to ensure a living wage, and promotion of fair evaluation of skills and experience.
  2. Improvement of the occupational health and safety environment, including measures against harsh conditions during summer.
  3. Strict management of working hours, including for dispatched workers.
  4. Thorough implementation of human rights education and anti-harassment measures.
  5. Strengthening the functions of an external grievance mechanism that allows for anonymous and independent consultation.
Moving forward, based on the recommendations from CRT, we will strengthen our outreach to subcontracted firms and our engagement with on-site workers, and strive to correct issues and regularly evaluate and improve the status of our initiatives.

2. Implementation of Follow-up Assessments

In FY2025, in addition to the above impact assessment, we conducted follow-up assessments to confirm the correction of issues and the progress of initiatives for the following two impact assessments conducted in the past.

＜Working Environment for Foreign Workers in Japan (Conducted in FY2025)＞

Between January and March 2025, we conducted a questionnaire survey targeting the dispatched foreign workers who had participated in the previous in-person interviews to confirm subsequent changes in their working environment. Based on the results, CRT conducted follow-up in-person interviews. As a result of the interviews, many workers responded that there had been "improvement" regarding the previously pointed out issues of "improving the accuracy of salary payment amounts by dispatch companies" and "reducing harassment in the workplace," confirming a certain level of results from the corrective measures taken so far.

Group interview with workers (© Caux Round Table Japan)

Group interview with workers (© Caux Round Table Japan)

＜Working Environment at Natural Rubber Procurement Sites in Thailand (Conducted in FY2025)＞

In December 2025, CRT conducted follow-up interviews with 10 rubber plantation workers and 9 plantation owners in Surat Thani Province, southern Thailand. Regarding the previously pointed out working environment of vulnerable workers such as Myanmar nationals, as a result of continuously creating template employment contracts in languages such as Burmese and recommending their conclusion, it was confirmed that this has brought a sense of security to the target individuals and that improvements are progressing from the perspective of rights protection.

An interview with workers at a natural rubber plantation

While the results of the initiatives were confirmed in both follow-up assessments, challenges that require ongoing monitoring, such as the payment of living wages and further improving the working environment, have also become clear. We will continue to implement regular evaluations across our entire supply chain and execute continuous engagement to drive steady improvements by suppliers and business partners.
FY2023 initiatives FY2024 initiatives

3. Grievance List (Reports Received Through the Grievance Handling System)

Here are the human rights-related reports received through the 「Japan Center for Engagement and Remedy on Business and Human Rights」（JaCER） and their corresponding responses during fiscal years 2022-2025:

Move the screen to the left or right to see the table information

Time of report Reporter Domestic/Overseas Content Response Progress
DEC 2022 Subcontractor Domestic Discriminatory treatment compared to other companies Through dialogue, we were able to reach an understanding that there had been no discriminatory acts or acts in violation of the Subcontracting Law, and the matter was resolved. Closed (no longer accepting applications)
JUL 2023 Group company employee (anonymous) Domestic Power harassment Because the person is anonymous and cannot be contacted after the report is received, corrective and preventive measures such as harassment prevention education are implemented. Closed (no longer accepting applications)
NOV 2023 Former group company employee (anonymous) Overseas Unjustified dismissal, harassment during employment After verifying the facts, we concluded the investigation as the termination agreement was legally sound and no workplace harassment of the reporting individual was found. Closed (Response Complete)
DEC 2023 Consumer (anonymous) Domestic Harassment in group companies As a result of the investigation, the facts of the report were confirmed, so we took action internally, such as disciplinary measures, and reported back to the whistleblower. Closed (no longer accepting applications)
JAN 2024 Former Employee of a Group Company (Anonymous) Overseas Power Harassment Although the case was under dispute, the administration has made a final determination that harassment was not recognized, so we have closed the case. Closed (Response Complete)
AUG 2024 Local Resident Domestic Complaint regarding traffic manners of foreign employees at a domestic factory and a request for employee education. At the domestic factory in question, corrective measures such as continuously conducting education for recurrence prevention, including foreign employees of contractor companies, were implemented. Closed (Response Complete)
JAN 2025 Representative of rights-holder (anonymous) Domestic Harassment at a Group company The fact of harassment was not confirmed, but corrective measures such as recurrence prevention measures and compliance training were implemented for safety management issues. Closed (Response Complete)
JAN 2025 Subcontractor of a Group company Domestic Harassment at a Group company The fact of harassment was not confirmed, but continuous correction and education regarding identified improvement points were confirmed, and the response was closed with the understanding of the reporter. Closed (Response Complete)
JUL 2025 Representative of rights-holder (anonymous) Domestic Harassment at a Group company Based on the intentions of the rights-holder, an individual investigation was foregone, and a workplace environment questionnaire and corrective measures based on the results were implemented. Closed (Response Complete)

The key initiatives planned for fiscal year 2026

In FY2026, following the completion of one round of impact assessments for the three "key human rights themes" identified in the FY2023 human rights due diligence workshop, we plan to hold another workshop to review the themes. We will systematically proceed with assessments for the newly identified themes as well.
In addition, we will conduct follow-up interviews to confirm the subsequent status of the items for which we received improvement recommendations from CRT Japan in the FY2025 assessments.
Going forward, in line with the UN "Guiding Principles on Business and Human Rights (UNGP)," we will continue to expand and promote initiatives such as regular human rights due diligence at Yokohama Rubber Group sites and throughout our supply chain.

Human Rights Complaint Handling System

1. Complaint Handling System for Employees of the Yokohama Rubber Group in Japan

With a diverse workforce across Yokohama Rubber Group's domestic and international operations and subsidiaries, and a growing variety of working styles, we recognize the importance of having a dedicated point of contact for addressing human rights concerns. This is essential as human rights complaints can be diverse and complex.
In Japan, the Compliance Promotion Office has established the "Compliance Hotline" and the "Compliance Consultation Desk." In addition, an external law firm serves as a direct contact point, accepting grievances and consultations via telephone or email.
Furthermore, we have designated "Compliance Promotion Office Staff" in all departments and "Compliance Promotion Leaders" in affiliated companies to establish a network that connects employees' complaints and consultations to the Compliance Promotion Office.
For human rights complaints, the Compliance Promotion Office collaborates with internal departments such as Human Resources and CSR to work towards a resolution.
＜Scope of Application for the Grievance Handling System＞
The system is available to all directors, employees, part-time workers, temporary workers, dispatched employees, and employees of contracted companies working for the Yokohama Rubber Group in Japan. Former employees may also utilize the system for one year after leaving the company.
＜Methods for Communicating the Grievance Handling System＞
The system is publicized on the Yokohama Rubber Group's intranet, clearly stating that employees can choose to report or consult either with or without identifying themselves.
Additionally, "Compliance・Cards" are distributed to all eligible individuals, outlining the reporting process and other relevant information, to ensure awareness of the available channels for reporting concerns.
＜Resolution Process for Grievances＞
  1. The Compliance Promotion Office will verify the facts of the consultation received from the consultant.
  2. The Compliance Promotion Office will consult with relevant internal departments to determine and implement necessary actions.
  3. If the reporter has disclosed their identity, they will be informed directly of the outcome. If the report was anonymous, appropriate measures will be taken to raise awareness within the company as needed.
＜Monitoring the Effectiveness of the Grievance Handling System＞
Reports are submitted to the Compliance Committee, which is chaired by the Director of Compliance and meets quarterly. The committee evaluates the appropriateness of our responses, implements measures, and conducts follow-ups.

2. Grievance Handling System for All Stakeholders, Both Domestic and International

The Yokohama Rubber Group is a member of the Japan Business and Human Rights Dialogue and Remedy Organization (JaCER), and has established a system to receive and appropriately address complaints from all stakeholders, both domestic and international, through JaCER's complaint reporting window. JaCER is an independent and impartial organization that provides a non-judicial platform for complaint handling in accordance with the UN Guiding Principles on Business and Human Rights. JaCER assists participating companies with their complaint handling processes from a professional perspective, promoting dialogue and redress. In reporting through the complaint handling platform, the privacy of the reporter is protected, and the fact of reporting and its content are kept confidential. Furthermore, unless for false or fraudulent purposes, reporters are protected from any unfavorable treatment due to their reporting.
Japan Business and Human Rights Dialogue and Remedy Organization (JaCER) Complaint Handling Window
＜Scope of Application for the Grievance Handling System＞
Individuals who are or believe they may be adversely affected from a human rights perspective (rights holders), or their representatives or organizations, can report grievances.
The grievance handling system also covers incidents occurring within Yokohama Rubber's group companies, supply chains, and value chains.
＜Methods for Communicating the Grievance Handling System＞
We publicize the grievance handling system on the Yokohama Rubber website, as well as through posters, cards, and other promotional materials. We also inform our suppliers through CSR supplier briefings and other channels.
＜Grievance Resolution Process＞
  1. If JaCER verifies the content of a reported case and determines it to be a valid grievance, they will contact the Compliance Promotion Office.
  2. The Compliance Promotion Office will investigate the reported content received from JaCER to verify the facts.
  3. The Compliance Promotion Office will consult with JaCER and relevant internal departments to determine and implement necessary actions.
  4. If the reporter has disclosed their identity, they will be informed directly of the outcome. The progress of all reported cases, regardless of whether the reporter chose to remain anonymous or not, will be regularly updated on the JaCER website's grievance handling case list.
＜Monitoring the Effectiveness of the Grievance Handling System＞
Reports are submitted to the Compliance Committee, which is chaired by the Director of Compliance and meets quarterly. The committee evaluates the appropriateness of our responses, implements measures, and conducts follow-ups.

Key Activities to Prioritize

Considering the impact of our business activities and the growing societal concerns, Yokohama Rubber Group has identified the following as key areas of focus:

Forced or Compulsory Labor and Child Labor