Respect for Human Rights

• HOME
• Sustainability
• Society
• Respect for Human Rights

Respect for Human Rights

Importance of Respect for Human Rights in the T-Gaia Group

Since its establishment, T-Gaia Group has placed "people" at the center of its management as "human resources" and has delivered excitement, joy, and peace of mind to customers through a variety of services. As all of our business activities are supported by "human resources," respect for human rights is the very foundation of T-Gaia Group, and is an important element indispensable for the sustainable growth and development of society and the company.

Recognition of Risk and Opportunities

The Group's business is characterized by the fact that its supply chain includes agents' shops and mass retailer, and that its customers are diverse, including individuals, corporations, and municipalities. Employees throughout the Group also have a wide range of job titles, including sales, marketing, clerical, and system development.
Insufficient respect for human rights would have a significant impact on these wide-ranging supply chains, and would also affect the further development of our business, which has diversified based on "human resources." By ensuring that each and every member of our group understands the importance of respect for human rights and incorporates it into our business activities, we aim to further strengthen our business foundation and achieve sustainable growth and development for both society and our group.

Governance

The Group has historically evaluated and managed human rights issues through the Sustainability Committee. The Sustainability Committee is an advisory body to the Management Conference, and formulates and deliberates on policies, strategies, and measures aimed at improving the Group's sustainability. The contents of committee discussions are reported to the Management Conference on a case-by-case basis, and important issues are brought up for discussion at the Board of Directors meeting.

Governance Structure

Board of Directors

The Board of Directors receives reports on the deliberations and resolutions of the Management Conference and makes decisions on important matters. The Board of Directors supervises the Company's overall sustainability initiatives.

Management Conference (Chairman: President & CEO)

Receive reports on policies, strategies, measures, and company-wide risk formulated and deliberated by the Sustainability Committee, and make decisions. Decisions are made on important matters to be submitted and reported to the Board of Directors.

Sustainability Committee (Chair: Director in charge of sustainability)

Formulates and deliberates on sustainability policies, strategies, and measures. Promotes respect for human rights and prevents human rights risks in cooperation with related divisions.

Personnel Committee (Chairperson: President & CEO)

The committee discusses general human resources policies and measures. The committee also discusses matters related to employees' human rights, including the promotion of diversity and inclusion, and respects human rights.

Compliance Committee (Chair: Chief Compliance Officer)

The committee discusses general compliance policies and promotion systems, and reports on the status of compliance activities. Prevent human rights violations by improving the work environment and providing training on the handling of personal information.

Risk Management Committee (Chairperson: CFO)

The Risk Management Committee identifies and prevents risks by establishing "Basic Rules for Company-wide Risks" for the purpose of actively controlling risks and maintaining and expanding corporate value.

Strategy

T-Gaia Group Human Rights Policy

T-Gaia Group Human Rights Policy is based on the recognition that "human rights" are important rights that must be observed in all business activities conducted by T-Gaia Group. We ask all stakeholders for their understanding of T-Gaia Group Human Rights Policy.

T-Gaia Group Human Rights Policy

T-Gaia Group Policy on Customer Harassment

We have established the "T-Gaia Group Policy on Customer Harassment" as a policy to maintain sound relationships with our group employees, business partners, and customers, and to protect the dignity and safety of all parties involved. With the aim of fostering a society where both service providers and recipients are respected, our group will continue to create an environment where all parties involved can engage in their work with peace of mind.

T-Gaia Group Policy on Customer Harassment

T-Gaia DEIB Promotion Policy

We will make ongoing efforts to foster a corporate culture where diverse human resources recognize each other's individuality as they are, where everyone has opportunities to challenge and grow in order to play an active role fairly, where each individual shines in a workplace with a high level of psychological safety, and where people belong with a sense of unity and trust.

T-Gaia DEIB Promotion Policy

Support for the United Nations Global Compact

T-Gaia participates in the United Nations Global Compact, an international initiative proposed by the United Nations. We support and practice the 10 principles in the four areas of "human rights," "labor," "environment," and "anti-corruption" in order to realize sustainable growth of society.

Risk Management

Human Rights Due Diligence

T-Gaia Group conducts human rights due diligence in accordance with the United Nations Guiding Principles on Business and Human Rights. This is a series of processes including identification and assessment of human rights risks, implementation of prevention and mitigation measures, monitoring, and information disclosure based on the "T-Gaia Group Human Rights Policy," and is an ongoing effort involving dialogue with stakeholders.

Human Rights Risks and Prevention/Mitigation Measures

The following is a summary of human rights risks that may arise from the Group's business activities. We will continue our efforts to prevent and mitigate risks, and will review them on an ongoing basis.

Human Rights Risk Map

Based on advice from external experts (professionals), we have assessed the impacts of the Group's business activities on human rights and prepared a human rights risk map.
In response to human rights risks that are actually occurring, we will implement appropriate remedial measures while working to resolve issues as a matter of course. Additionally, we will implement appropriate measures to prevent any potential risks from occurring.

Internal Reporting System

The Group has established several internal and external consultation offices for compliance-related reporting and consultation, and is working to collect information promptly and without omission and to grasp the situation at an early stage. In addition, the "Compliance Reporting and Consultation Regulations" stipulate that any employee of the Group, or any person who receives a report from an employee, may report directly to internal and external consultation offices, including the President, CCO, and Corporate Auditors, in addition to the regular business lines. Furthermore, the Company prohibits dismissal or other disadvantageous treatment for reporting incidents, and protects the whistleblower.

Specific Initiatives

The Group contributes to the creation of an affluent society in which the human rights of all people are respected. We aim to strengthen the Group's core competence not only from the perspective of risk prevention, but also through initiatives for human resources and local communities.

*Efforts are examples of T-Gaia Corporation, except where noted.

Diversity, Equity, Inclusion & Belonging (DEIB)

Health and Productivity Management

(1) Promotion of Women's Health and Career Support

Promotion of Women's Health

We have entered the FemTech business, which uses the power of technology to solve women's specific health issues, with the aim of resolving the concerns of all women. We strive to promote understanding of women's health issues to those around us by providing an environment where women, as well as men, can easily purchase products for their families and partners through our store and e-commerce offerings.

• Conducting seminars related to women's health (for customers and Group employees)
• Delivery of e-learning content (for our group employees)

Career Support for Women

To actively promote women, we have set a target for the ratio of women in management positions. We also actively support women's career development through various training programs.

• Targets for the ratio of female managers: 15% by FY2025, 20% by FY2030
• Implementation of career design training

(2) Ensuring the safety and security of children

As a member of local communities, we engage in support activities to ensure the safety and security of children.

• "Children 110" activities at directly managed carrier shop nationwide to watch over the healthy growth of children
• "e-Net Caravan" activities to raise awareness of the safe and secure use of the Internet and smartphones

(3) Consideration for LGBTQ+ persons

We are working to encourage the legalization of same-sex marriage in order to realize a more equal and comfortable society for all people to live in. In addition, within the company, we are developing regulations to prevent SOGI harassment and outing.

• Endorsement of the "Business for Marriage Equality"
• Introduction of the "Partnership Program"
• Establishment of an external consultation service

(4) Promoting the activities of persons with disabilities

To enable employees with various types of disabilities (Heartful Employees*) to play an active role over the long term by making the most of their individual characteristics, we are improving the workplace environment by giving appropriate consideration, supporting their retention, and supporting their work.

• Holding handicapped employees Exchange Meetings
• Conducting regular interviews with handicapped employees and their superiors

*In-house designation for employees working through employment of persons with disabilities

(5) Consideration for employees who balance work with childcare, nursing care, and medical treatment (illness, injury, infertility treatment)

To enable employees who work under various restrictions in terms of working hours and working styles to make the most of their strengths, we provide appropriate support and consideration to those who are eligible for such support and consideration, and improve the workplace environment, including the fulfillment of internal rules and regulations.

• Introduction of "Ikumen Support Leave System," our unique childcare leave system for men
• Introduction of "specific disease-leave program" to support treatment for illnesses
• Introduction of "Birth Support System" for employees undergoing infertility treatment while working

(6) Training Achievements in FY2023

We have conducted various training programs on human rights both inside and outside the company. Through each learning opportunity, we deepen each individual's understanding of human rights and help prevent human rights risks.

External Evaluations

We have received external evaluations for various initiatives related to respect for human rights.

Evaluation from Outside the Company

Indicators and Targets

In order for our Group to conduct management based on the idea of respect for human rights, it is important that all employees of the Group deepen their understanding of human rights and integrate respect for human rights into business processes. Based on this idea, we have set the following targets for FY2024.