Human Rights Management
The Fuji Oil Group has a responsibility to respect the human rights of all who can be impacted by our global business. This responsibility is expressed in our Group Management Philosophy, which upholds a commitment to “Work for people” as a core value.
Due to the environmental and human rights risks associated to agricultural products such as palm oil and cocoa, which are key raw materials for the Fuji Oil Group, respecting human rights is crucial not just in our own operations but at every step in our supply chain.
Based on stakeholders dialogue and our participation in the 2016 United Nations Forum on Business and Human Rights, we reformulated our view on human rights and announced the Fuji Oil Group Human Rights Policy in April 2017.
Under the supervision of the Chief “ESG” Officer (C“ESG”O), the Sustainability Development Group promotes Groupwide efforts to raise awareness of human rights issues, to identify and manage human rights risks, and to ensure that human rights are respected at all workplaces and business sites.
Key human rights risks are incorporated into our material ESG issues.*1 The ESG Committee,*2 an advisory body to the board of directors, monitors the progress and results of initiatives and reports insights to the board of directors for review.
*1 Follow the link below to learn more about material ESG issues.
*2 Follow the link below to learn more about the ESG Committee.
Educational, promotion and awareness activities
The Fuji Oil Group promotes educational and awareness activities on business and human rights.
We designated the week of December 10, international Human Rights Day, as Fuji Oil Group Human Rights Week to raise awareness among all Group employees on our Human Rights Policy and the issue of business and human rights. In FY2020, the Chief Administrative Officer (CAO) and Chief “ESG” Officer (C“ESG”O) co-directed a program to raise internal awareness by issuing leadership statements on business and human rights and distributing articles and videos explaining the Group’s approach and initiatives.
A leadership message on human rights posted on the intranet
Business and human rights e-learning video
Human rights due diligence
The Fuji Oil Group conducts human rights due diligence as part of our responsibility to respect human rights.
Impact assessment process
The Fuji Oil Group conducts human rights impact assessments following the process advocated by the UN Guiding Principles on Business and Human Rights and with guidance from outside experts to identify and evaluate the possible adverse impacts of our business activities on human rights and to identify priority key issues. We conducted our first human rights impact assessment in FY2016. Due to significant changes in the Group’s business environment since then, including mergers and acquisitions and the COVID-19 pandemic, we conducted a second assessment in FY2020 to reidentify our human rights risks. During the assessment, we received guidance from BSR, a third-party expert on business and human rights.
In the first stage, based on BSR’s expertise, we identified human rights risks based on the nature of the Group’s business and its operating locations.
In the second stage, we conducted interviews with relevant in-house parties to incorporate as much information from our actual operations as possible. In this stage, done in collaboration with BSR, we identified six categories where our business can have a human rights impact: 1) Occupational health and safety, 2) Human rights of supply chain workers, 3) Diversity and inclusion (D&I) and human rights in the workplace, 4) Food safety, 5) GRC,* and 6) Climate impact on human rights. In the third stage, following expert guidance, we selected three categories of human rights risks to address as priority issues: 1) Occupational health and safety, 2) Human rights of supply chain workers, and 3) D&I and human rights in the workplace. These identified risks have been reported to our executive team. We plan to carry out medium-term initiatives to reduce these risks and disclose our progress to stakeholders through future sustainability reports and other channels.
- * Governance, risk, and compliance
Results of 1st and 2nd human rights impact assessments and progress on addressing risks identified in 1st assessment
In-depth look at risks identified in 2nd human rights risk assessment
|Risks identified in 2nd human rights impact assessment||Relevant stakeholder group||Special points to confirm/consider (recommended by experts)||Next Steps|
|Occupational health and safety||Employees||
|Human rights of supply chain workers (focusing on working environment on plantations, occupational health and safety, non-discrimination, and equal opportunity, forced and child labor, and land rights)||Supply chain workers||
|D&I and human rights in the workplace (harassment, forced labor)||Employees||
Internal hotline system for employees
We have established a whistleblowing hotline system* for employees of Group companies inside and outside Japan and employees of some cooperating companies.
* Follow the link below to learn more about the internal hotline system.
Grievance mechanism for our supply chains
In May 2018, we established and announced a grievance mechanism* based on our Responsible Palm Oil Sourcing Policy. We set up a grievance mechanism webpage in English on the Fuji Oil Group website to announce the mechanism and its progress.
* Follow the link below to learn more about the grievance mechanism.
Review of initiatives (expert dialogue)
Every year since 2016, the Fuji Oil Group has held a dialogue with business and human rights experts to seek their advice on our human rights initiatives. In FY2020, the fifth year, we invited Yukio Okubo of Vocational Ability Laboratory Co., Ltd to offer his expert guidance on diversity and inclusion, a human rights risk newly identified in our 2nd human rights impact assessment. Attending were the Chief “ESG” Officer (C“ESG”O), Chief Administrative Officer (CAO), Executive Adviser to CEO, and staff from the HR and sustainability departments.
Mr. Okubo offered a comprehensive, multi-stakeholder view of the importance for companies to promote D&I in their organizations. He also outlined key points to consider when promoting D&I. His valuable advice and perspective will be useful for carrying out stakeholder dialogue, particularly with employees, and for implementing D&I measures going forward.
At the expert dialogue in FY2020