Respecting Human Rights
Human Rights, Non-Discrimination, and Unjust Labor Initiatives
Epson is serious about keeping all forms of discrimination and unfair practices out of its operations around the world. This stance is reflected in our participation in the United Nations Global Compact since 2004 and in the Epson Group's Policies regarding Human Rights and Labor Standards (2005), which articulates Epson’s strong convictions in areas such as respect for human rights, prevention of all forms of harassment and discrimination, respect for local culture and customs, prohibition of child and forced labor, and maintenance of positive labor-management relations.
Policies regarding Human Rights and Labor Standards aligns with the following internationally recognized standards:
? The United Nations Global Compact
? The OECD Guidelines for Multinational Enterprises
? ISO 26000
? ILO Core Labor Standards
Seiko Epson’s human resources department, working in concert with the HR departments of our global affiliates, guides initiatives to prevent human rights abuses, discrimination, and unjust labor practices under the supervision of the director in charge of human resources. Epson has identified human rights risks such as child labor, forced labor, other exploitative labor, workers' rights, labor conditions, discrimination, and harassment as business risks, and Seiko Epson and Epson Group companies conduct an annual CSR assessment to evaluate and mitigate risks related to things such as human rights, discrimination, and unfair labor. These risk assessments are considered to be one of the key CSR themes, and the results are reported to the CSR Executive Council, an advisory body to the president. In addition, Epson's socially responsible procurement departments work together to assess CSR-related risks involving suppliers and to drive improvements where needed.
Epson has set up the Epson Helpline and various other channels that can be used to report harassment, long working hours, and other concerns involving issues such as human rights, discrimination, and unfair labor. All personnel are regularly notified of disciplinary actions and other actions taken by the company in response to incidents of discrimination, unfair labor, harassment and other human rights abuses to prevent similar incidents in the future.
Power Harassment Prevention Training
Epson maintains a harassment hotline to respond to employees' harassment concerns. We have also been actively fostering the development of an organizational culture with zero tolerance for harassment. To achieve a fair and pleasant working environment, we have been providing anti-power harassment training seminars to Epson Group companies since 2014 as a way to prevent and stamp out harassment.
In addition to echelon-based training tailored to executive management, middle management, leaders, and employees preparing to work overseas, respectively started in FY2015, we also provided an online anti-harassment course for all employees, including those in non-management roles, in FY2018 and FY2019.
Anger Management Training
Anger management training is said to be an effective way to prevent so-called power harassment (abuse of authority at work).
Seiko Epson has provided anger management training since 2016 to teach employees skills needed to control feelings of anger at work. Echelon- and department-based anger management training is offered about 70 times a year. An introductory course teaches people the skills they need to defuse their anger and improve their control long-term, while a course in constructive criticism teaches managers and others effective communication skills. More than 6,000 Epson Group employees in Japan have taken a course. By providing its people with the proper training and skills, Epson hopes to eliminate power harassment from the workplace.
Epson Slavery & Human Trafficking Statement
Based on the UK Modern Slavery Act 2015, the Australian Modern Slavery Act 2018 and the U.S. California Transparency in Supply Chain ACT 2010 (SB 657), Epson discloses the policy for eradicating modern slavery and human trafficking from the supply chain and the situation of Epson as follows:
Human Rights Due Diligence
Epson is vertically integrated. Most of our products are produced by our manufacturing subsidiaries and are sold around the world through our sales subsidiaries.
To identify and understand human rights risks in our supply chain, we ask suppliers to complete a CSR self-assessment questionnaire (SAQ).
Meanwhile, we have also identified human rights risks related to things such as child labor, forced labor, and other exploitative labor, workers' rights, labor conditions, discrimination, and harassment within the Epson Group. Accordingly, we directed our overseas manufacturing companies to complete a CSR self-assessment questionnaire in FY2017 and have subsequently required all Epson Group plants, offices, and companies around the world to complete an annual CSR self-assessment. Sites that have identified risks and issues are directed to take action to mitigate them.
CSR Self-assessments by Epson Group Companies
Epson has its all Epson Group plants, offices, and companies around the world to complete a self-assessment questionnaire to evaluate their performance with respect to CSR requirements. The purpose of the SAQ is to identify and address risks and potential threats in areas such as human rights.
Epson joined the Responsible Business Alliance (RBA) as a regular member in April 2019 and, in 2020, evaluated the situation in the Epson Group using the RBA self-assessment questionnaire. The questionnaire is based on the RBA Code of Conduct and consists of 400 questions concerning human rights, labor, safety and health, environmental issues, ethics, and management systems. The RBA mandates that manufacturing sites complete a self-assessment. However, Epson uses the same SAQ to also evaluate its sales sites and other plants, offices, and subsidiaries so that all are held to the same standard.
||Minor category examples|
|A: Labor||Freely chosen employment, young workers, working hours, wage and benefits, humane treatment, non-discrimination, freedom of association|
|B: Health and safety||Occupational safety, occupational injury and illness, dormitory & canteen, etc.|
|C: Environmental||Environmental permits & reporting, pollution prevention & resource reduction, hazardous materials, wastewater & solid waste, air pollution, energy consumption & greenhouse gas emissions, etc.|
|D: Ethics||Business integrity, intellectual property, fair business, advertising & competition, responsible sourcing of minerals, privacy, etc.|
|E: Management system||Company commitment, management accountability & responsibility, risk assessment & risk management, training, supplier responsibility, etc.|
|Survey period||April - June, 2020|
|Surver coverage||12 Seiko Epson facilities
8 domestic affiliated companies (6 manufacturing companies and 2 sales companies)
54 overseas subsidiaries (18 manufacturing companies and 36 sales companies)
|Questionnaire||RBA Self-Assessment Questionnaire (SAQ)|
|Analysis||August - September, 2020|
|Corrective action||October, 2020 - Companies will begin taking corrective action|
|Status check||The status of corrective action will be checked by having companies complete another SAQ|
Rankings based on SAQ scores
|Risk rank||Assessed points||Explanation|
|Low risk||86-100 pts.||It basically meets the requirements of the RBA Code of Conduct.
Is able to independently correct weaknesses.
|Medium risk||66-85 pts.||It does not meet all the requirements of the RBA Code of Conduct but is able to independently correct weaknesses.|
|High risk||65 pts. or less||It needs to be monitored based on an improvement plan to meet the requirements of the RBA Code of Conduct.|
2020 SAQ results
|Risk rank||Total score||Seiko Epson||Japanese affiliated companies||Overseas subsidiaries||Grand total|
|Manufacturing||Sales and others||total||Manufacturing||Sales and others||total|
|Low risk||86-100 pts.||12||100||4||67||0||0||4||50||9||50||12||33||21||39||37||50|
|Medium risk||66-85 pts.||0||0||2||33||2||100||4||50||9||50||24||67||33||61||37||50|
|High risk||65 pts. or less||0||0||0||0||0||0||0||0||0||0||0||0||0||0||0||0|
All Epson plants, offices, and Group companies were found to be either middle risk or low risk as a result of the CSR self-assessment questionnaire. No serious human rights, compliance or ethics problems were found.
The one overseas affiliate (a newly established company) that was found to be high-risk based on last year's CSR self-assessment received support from the regional headquarters and training in the Epson Group's basic policies, rules, guidelines and so forth. It improved to middle risk this year.
A detailed analysis will be conducted, but there was still some sites that had not communicated the Epson Group’s basic policies, rules, and guidelines to their employees or had not established their own objectives or action plans. The Head Office supervisory department will provide instruction and support to these sites and promote action across the Epson Group.
Security Personnel Trained in Human Rights
Seiko Epson outsources security operations to security companies and asks them to train those employees in human rights policies or procedures. In FY2019 we conducted a CSR self-assessment questionnaire to confirm that thoses suppliers, as well as other suppliers of indirect materials, provided human rights training to those people.