Last updated: September 2026

Respect for Human Rights

Nifco respects human rights both in Japan and overseas, complies with relevant laws and regulations and international rules, respects the spirit thereof, and conducts itself with sound social judgment. In 2021, we formulated the “Nifco Group Human Rights Policy” by resolution of the Board of Directors in order to take voluntary action toward the creation of a sustainable society.

Nifco Group Human Rights Policy (Full Text)

1. Basic Concept

Nifco* contributes to the realization of a sustainable society. As part of this effort, we place importance on the realization of a society in which human rights are respected, and hereby establish the “Nifco Group Human Rights Policy.” We support and respect the International Covenants on Human Rights and the ILO “Declaration on Fundamental Principles and Rights at Work,” and promote initiatives to respect human rights and develop the frameworks to support them.
In addition, we comply with the laws and regulations applicable in the countries and regions where we conduct business activities, and where there is a conflict between the laws and regulations of a country or region and international norms, we seek ways to respect internationally recognized human rights to the fullest extent possible.
Nifco prohibits discrimination on any grounds, including nationality, race, age, gender, sexual orientation, gender identity, disability, ethnicity, religion, thought and creed, as well as harassment and human rights violations. We do not tolerate any form of slave labor or forced labor, including human trafficking, or child labor. We eliminate discrimination in employment and occupation, and respect freedom of association and the right to collective bargaining.

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    Nifco: All companies belonging to the Group

2. Scope of Application

Nifco applies this Policy to all business sites and requires all employees to understand and comply with this Policy. We also encourage all business partners to support this Policy, and promote initiatives to fulfill our responsibility to respect human rights together.

3. Correction and Remedy

If it becomes clear that its business activities have caused adverse impacts on human rights, Nifco will strive to correct and remedy such impacts through dialogue and appropriate procedures based on international standards. Internally, we have established a hotline through which concerns related to business activities can be reported, and will continue to develop a system for responding to reports.

4. Education and Guidance for Employees

In order to prevent or mitigate human rights risks across all business activities, Nifco will provide education and training to employees so that this Policy is understood and implemented effectively.

Promotion of Human Rights Due Diligence

The Group is gradually advancing human rights due diligence, under which we identify and assess the adverse impacts of our business activities on human rights, prevent and mitigate them, and track the effectiveness of our responses. Our policy is to start with the business activities of the Company and its Group companies in Japan and, based on the status of these initiatives, to expand the scope to overseas sites and the supply chain.
In FY2026, we will review the “Nifco Group Human Rights Policy” and make preparations for conducting Self-Assessment Questionnaires (SAQs) with suppliers, while also looking ahead to the rollout of human rights due diligence to our overseas sites.

Risk Management System

In accordance with the “Nifco Group Human Rights Policy,” with regard to the Group’s risks, including the risk of human rights violations, the Risk Management Committee conducts a comprehensive risk assessment, and reports to the Management Committee on the status of initiatives by each responsible organization and makes recommendations. Countermeasures to these risks, as discussed at the Management Committee, are reflected in the management plans of the Company’s business departments and Group companies. In addition, the Risk Management Committee periodically reports the status of these practices to the Board of Directors.
Furthermore, we have established whistleblowing contact points, both in-house and with an external party, to receive concerns and reports from employees and external business partners, and thoroughly ensure the protection of the privacy of whistleblowers and persons seeking consultation, as well as the prevention of any disadvantageous treatment resulting from reporting.

Initiatives for Human Rights Training and Risk Surveys

To further advance our efforts to respect human rights and eliminate the risk of human rights violations within the Company, in FY2024 we conducted mandatory human rights training and a questionnaire survey for all employees, including non-regular employees, at all companies in Japan, and visualized human rights risks within the Company. In FY2025, based on the survey results, we conducted mandatory e-learning training with enhanced measures for high-risk categories, likewise for all employees, including non-regular employees, at all companies in Japan.
The Group has set out “Prevention of human rights violations” as a sub-issue of its materiality “Strengthening Human Capital Risk Management,” and has set the targets of achieving a human rights training participation rate of 90% or higher each year for the Company on a non-consolidated basis and its Group companies in Japan, and completing human rights risk surveys at all Nifco Group sites by FY2030. Going forward, we will formulate and implement measures to reduce the identified risks and promote similar activities globally to realize a workplace where all employees can thrive.

Initiatives in the Supply Chain

In the supply chain, we established the Sustainability Procurement Policy and its Guidelines in 2023, rolled them out to our Tier 1 suppliers at that time, and obtained their agreement to understand and cooperate with the contents. Going forward, our policy is to use this as a foundation to roll them out to all suppliers and to gradually work on identifying human rights risks. Starting with Japan, we will identify suppliers to be checked on a priority basis in consideration of transaction value and other factors, and then proceed to surveys and dialogue.

Prevention of Harassment

In order to create a workplace environment in which all employees are respected as individuals and can work with mutual trust, and to ensure the smooth operation of business, Nifco does not tolerate harassment of any kind in the workplace. Measures to prevent and eliminate harassment, appropriate responses to and measures against problems arising from harassment, and other necessary matters are stipulated in the “Regulations on Prevention of Harassment.” We also strive to understand the actual situation through questionnaire surveys and other means.

Establishment of Harassment Consultation Contact Points

In accordance with the Regulations on Prevention of Harassment, we have established consultation contact points at each business site in case harassment occurs, and have assigned a responsible person and consultation contact staff who have completed training at each business site. In addition to publishing the consultation response flow internally, we stipulate that the privacy of the persons concerned shall be protected and that no disadvantageous treatment shall be given on the grounds of having sought consultation or having cooperated in confirming the facts, etc. These harassment consultation contact points are used in parallel with the whistleblowing contact points.

Implementation of Harassment Prevention Education

In FY2025, we continued to conduct harassment training by external instructors for newly appointed managers, and harassment prevention training focusing on workplace incivility via e-learning for all employees. Both training programs were mandatory for the target participants, and through specific cases and countermeasures, they renewed participants’ awareness of harassment issues and of the importance of preventing harassment before it occurs. We will continue to conduct training to raise awareness among all employees.