human rights

human rights

Top Message

Strengthen Human Rights Initiatives

Takao Kato Member of the Board Representative Executive Officer, President & CEO

Takao Kato
Member of the Board Representative Executive Officer, President &CEO

In order to achieve sustainable growth and expand our business globally, respect for human rights is essential. The Group has established a Human Rights Policy that prohibits discrimination and aims to eliminate unfair labor practices. Following the implementation of human rights assessments at our headquarters and three factories in Japan in FY2021, in FY2022 we conducted our first human rights assessment overseas at Mitsubishi Motors (Thailand) Co., Ltd. (MMTh), a key production base in the ASEAN region. Through a human rights due diligence framework, we identify the negative impacts of our business activities on human rights and work to prevent such impacts.

With regard to respect for human rights in the complex supply chain of the automotive industry, we strive to ensure awareness through measures such as obtaining agreement from our business partners on our Supplier CSR Procurement Guidelines. We also conduct CSR assessments of our suppliers, using third-party agencies. In terms of sourcing raw materials and producing parts, we collaborate with relevant business partners to address serious human rights violations such as child labor and forced labor and work to eliminate them. We will continue to strengthen our efforts, including those involving the supply chain.

Basic Approach

Based on the idea that respect for human rights is the foundation of our business activities, MITSUBISHI MOTORS supports the United Nations Global Compact (UNGC*1), in which the United Nations advocates the 10 principles in the four categories of human rights, labor, environment, and anticorruption. As a participating company, we support and respect international standards and norms such as “the International Bill of Human Rights,*2” “the United Nations Guiding Principles on Business and Human Rights,*3” “the ILO’s Declaration on Fundamental Principles and Rights at Work*4,” and “the Organization for Economic Cooperation and Development (OECD) Guidelines for Multinational Enterprises.” Based on the 10 principles of the UNGC, as a good corporate citizen we will continue our activities toward the realization of the sustainable growth of society.

We established our Human Rights Policy after consultation with experts and approval by the Executive Committee, with the aim of conducting our business activities in a manner that respects the human rights of our stakeholders. This policy outlines fundamental matters such as support and respect for international standards and norms regarding human rights, and matters for compliance. The policy also stipulates specific measures to prevent and reduce negative impacts on human rights, to provide remedial measures, and to provide education for officers and employees.

This policy has been translated into English and made available on our website to all employees of Group companies in Japan and overseas.

In the MITSUBISHI MOTORS Global Code of Conduct, “Respect Human Rights and Diversity, Provide Equal Opportunity,” specifies that discrimination, retaliation and harassment are not permitted in any form or to any extent, and that the diversity of suppliers, customers, executives, employees and local communities shall be respected in addition to respecting human rights.

  1. The Ten Principles of the United Nations Global Compact, in the 4 areas of human rights, labour, environment and anti-corruption are recognized in the international community as universal values, which include "Support and respect for the protection of human rights," "Elimination of forced labor," "Abolition of child labor" and such.
  2. The International Bill of Human Rights consists of the Universal Declaration of Human Rights, the International Covenant on Civil and Political Rights and the International Covenants on Economic, Social and Cultural Rights.
  3. The UN Guiding Principles for Business and Human Rights are principles formulated in 2011 to materialize the UN “Protect, Respect and Remedy” Framework (2008) which was submitted by Professor John Ruggie of Harvard University to the United Nations Human Rights Council and unanimously approved. It also stipulates on the procedures of human rights due diligence, which is recognized as essential for companies to engage in human rights challenges.
  4. The Declaration on Fundamental Principles and Rights at Work refers to the freedom of association and the effective recognition of the right to collective bargaining, the elimination of all forms of forced or compulsory labour, the effective abolition of child labour and the elimination of discrimination in respect of employment and occupation.

Human Rights Policy

Our Human Rights Policy stipulates the following content, as well as items to be complied with and addressed.

  • The purpose of this human rights policy is to ensure that Mitsubishi Motors conducts business activities with respect for the human rights of our stakeholders.
  • Mitsubishi Motors recognizes that the efforts to respect human rights are essentialfactors in the fulfillment of our social responsibilities. All of the executives and employees within Mitsubishi Motors comply with this human rights policy.
  • Mitsubishi Motors respects basic human rights in our business activities on the basis of the Corporate Mission and the MITSUBISHI MOTORS Global Code of Conduct.
  • Mitsubishi Motors supports and respects the following international norms and standards.

    • The International Bill of Human Rights*1 and relevant treaties on human rights
    • The ILO Declaration on Fundamental Principles and Rights at Work*2 and relevant standards
    • The UN Guiding Principles for Business and Human Rights*3
    • The UN Global Compact*4
  • Mitsubishi Motors promotes efforts to respect human rights through its relationship with stakeholders.
  • Mitsubishi Motors complies with national laws and regulations in each market where we operate. Where we face conflicts between internationally recognized human rights and national laws, we will seek ways to honor the principles of international human rights.

Compliance items

  1. Prohibition of Discrimination

    Mitsubishi Motors respects diversity and strives for equal opportunities. We do not tolerate unfair discrimination or harassment on bases such as race, color of skin, nationality, ethnicity, family origin, sex, sexual orientation, gender identity, age, disability, language, or religion.

  2. Elimination of Unjustifiable Labor Practices

    Mitsubishi Motors does not accept any unjustifiable labor practices such as slavery labor, child labor, or forced labor, including human trafficking, and we strive to eliminate such labor practices.

  3. Freedom of Association, Labor and Management Dialogue

    Mitsubishi Motors respects the right of an employee to associate. We also engage in sincere dialogue and consultations with our employees or representatives of employees.

  4. Ensuring Access to “Decent Work”

    Mitsubishi Motors strives to ensure access to “Decent Work”, such as the provision of education for executives and employees, a living wage, safe and healthy workplace, and appropriate working hours.

  5. Community Involvement

    Mitsubishi Motors understands the impact of our business activities on the people of the community and promotes multicultural coexistence.


<Human Rights Due Diligence>

Mitsubishi Motors will identify, prevent, or mitigate negative impacts on human rights which may be caused by our business activities through the application and support of human rights due diligence processes.


Where Mitsubishi Motors identifies that it has caused or contributed to a negative impact on human rights, we will provide for or cooperate in legitimate internal and external processes to provide remediation.

<Ensuring Transparency and Accountability>

Mitsubishi Motors will provide appropriate education or training to all the executives and employees so that this policy is embedded in our business activities. We will ensure that our group companies comply with this policy. We will also request that our suppliers comply with the "Supplier CSR Guidelines" based on this policy. In order to ensure transparency and accountability, we will disclose our initiatives on respect for human rights through our website.

Internal policy and International standards that Mitsubishi Motors supports and respects

Management Structure

MITSUBISHI MOTORS’ efforts addressing respect for human rights are mainly focused on the sustainability, human resources and procurement departments. The Executive Officer in charge of sustainability, acting as the person in charge of promoting initiatives on respect for human rights, reports the status of human rights risk assessment and related measures to the Sustainability Committee, which is held three times a year. Members of the Sustainability Committee share the details of these reports with their departments, promoting companywide efforts to respect human rights.

In addition, considering human rights violations to be a risk to the survival of the Company, we integrate human rights into the company-wide risk management systems under the Internal Control Committee, positioning them as one of the priority risks and managing them appropriately.

As for the internal system for promoting an awareness of human rights, the Corporate Officer in charge of human resources leads the promotion of awareness training. As one aspect of our human rights awareness education, human rights themes are incorporated into shared materials used in various training programs, and in each business site human resources department works to raise employees’ human rights awareness. We also participate in events held by the Industrial Federation for Human Rights, Tokyo, and the Mitsubishi Group Human Rights Enlightenment Committee (organized by Mitsubishi Group companies), of which we are a member, and attend conferences and research meetings held by other external organizations. (In FY2022, we spent a total of 70 days participating in training sessions.) We also use the latest information obtained through our participation in these events in our human rights awareness activities and utilize the knowledge we gain from these activities in our inhouse training programs.

Human Rights Due Diligence

Through a human rights due diligence framework, we work to identify negative impacts our business activities have on human rights and strive to prevent or mitigate such impacts.

Our employees are one of our crucial stakeholders and compromising their dignity and fundamental rights could lead to a decrease in engagement and have a significant negative impact on our products and quality.

Accordingly, we recognize that human rights of employees, such as labor conditions, health and safety are significant risks for our business activities and stakeholders. Based on this understanding, we conduct human rights assessments(*) as part of our human rights due diligence. In FY2021, we conducted human rights assessments at our headquarters and three domestic plants, and in FY2022, at Mitsubishi Motors (Thailand) Co., Ltd. (MMTh), our main production base in the ASEAN. By engaging an external evaluation organization we ensured the objectivity of the assessments and their alignment with international standards. During the assessments, we evaluated the human rights impact through employee involvement, including one-on-one interviews between evaluation organization and employees with various attributes.

The assessment conducted in FY2022 confirmed that the human rights of MMTh employees are generally in a positive state, and there were no significant impacts on the business or employees.

In our human rights assessment activities, we are working to mitigate human rights risk through the following processes.

  1. Summarize assessment results
  2. Identify matters requiring improvement and the department in charge
  3. Monitor implementation status
  4. Report to the Sustainability Committee
  • Examples of assessment items: Wages (payroll records, overtime, unfair wage deductions), child labor (employment under 15), forced labor (freedom of movement and retirement), discrimination (harassment), health and safety (training and education, evacuation disaster prevention), and remedies (consultation services) are evaluated in consultation with an external evaluation organization, using ILO standards and industry initiatives as reference.

Supply Chain Considerations

We conduct appropriate transactions, which includes not causing human rights violations against its business partners. We determine transaction prices and delivery dates following thorough consultation with individual suppliers.
In addition, we promote two-way communication with our business partners through management based on the Supplier CSR Guidelines.
The guidelines include provisions on respect for human rights, including the elimination of discrimination and the prohibition of child labor and forced labor, and we request that suppliers take human rights into consideration. To enhance the guidelines’ effectiveness, we obtain Supplier Commitment agreements from our business partners. In addition, based on their CSR evaluations by third-party organizations, we evaluate business partners on “labor and human rights,” and we ask them to make improvements as necessary.

Access to Remedy

In order to make timely responses in cases where a human rights related issue occurs within the company, we have established internal and external consultation offices (helplines) and the MITSUBISHI MOTORS Global Hotline, which offers assistance in multiple languages for whistle blowing and consultation for employees. The MITSUBISHI MOTORS Global Hotline has established contact points in 10 countries to handle reports from employees of the Company and its major affiliates in a total of 13 languages.

We have also established the Customer Contact Center for customers and the Business Partner Helpline for suppliers. These hotlines receive reports and requests for consultations regarding human rights issues.

Confidentiality and user anonymity is guaranteed at all of these consultation offices. We ensure that whistleblowers and people who seek consultation are not treated unfairly or discriminately. If an internal investigation is deemed insufficient, and we determine that an investigation at a business partner’s company is necessary, we collaborate with the business partner’s compliance personnel and respond accordingly.

In such case, in advance of further investigation, we enter into an agreement with the business partner to strictly prohibit searching for the whistleblower based on the obtained information and engaging in retaliatory actions.