Approach to Human Rights

The Link and Motivation Group conducts businesses that provide organizations and individuals with opportunities for transformation in order to create a more meaningful society. Respect for fundamental human rights is the bedrock of the society we envision, and we consider respect for human rights to be a key element of our effort to develop and expand business. We have therefore established a human rights policy as a guideline for promoting initiatives to respect human rights.

Basic Approach

Based on the understanding that the Link and Motivation Group’s business activities may have an impact on human rights, we support and respect the International Bill of Human Rights (including the Universal Declaration of Human Rights), the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work, the Children’s Rights and Business Principles and other international norms regarding human rights, and promote initiatives to respect human rights.
We also comply with the applicable human rights-related laws and regulations of each country and region where we operate. In cases where there is a conflict between local laws and internationally recognized human rights, we seek ways to respect internationally recognized human rights to the greatest extent possible.

This policy applies to all officers and employees of the Group. We also expect our stakeholders to understand and comply with this policy.

The director in charge of compliance is responsible for oversight regarding respect for human rights, and the department in charge of compliance plays a central role in coordinating with relevant departments of each Group company to promote initiatives to respect human rights. The relevant departments regularly compile information on the status of initiatives and issue instructions as necessary.

To ensure the effectiveness of this policy, we will identify and strive to prevent or mitigate any adverse impacts on human rights that our business activities may have. We will also work to establish human rights due diligence mechanisms for the ongoing implementation of these processes.

We have established various contact points for employee consultation and reporting on human rights issues. To address adverse impacts on human rights, we will confirm the facts, consider ways to resolve the problem and prevent recurrence, and respond by providing remedy to those who have suffered human rights violations.

We will disclose the status of our initiatives to respect human rights in the Group’s integrated report and other materials, and promote initiatives to respect human rights by engaging in dialogue and consultation with internal and external stakeholders.

Under our current business structure, risks in the supply chain are low, and we conduct management with consideration given to risks at the head office, especially the human rights of workers.

Respect for Human Rights

To prevent child labor, we verify the age of applicants at the time of hiring based on official documents.
To prevent forced labor, we confirm that each applicant is applying of their own free will, provide details on working conditions such as working hours and wages, and proceed with hiring only after obtaining their consent.

We recognize that addressing harassment, which entails various risks, is a critical management issue.
Link and Motivation Inc. conducts regular training for all employees, including managers, to prevent harassment.
The training covers relevant laws and basic knowledge necessary to prevent harassment, combined with methods for addressing specific cases and reports.
We have also established a harassment hotline for reporting and consultation on all forms of harassment. The hotline is accessible to both officers and employees.
Anonymous reporting is also permitted, and we ensure the confidentiality of whistleblowers and prohibit any disadvantageous treatment on the basis of having made a report.

We have established a system for selecting employee representatives who can engage in dialogue with company management.
We have built a strong relationship between labor and management by fostering understanding through dialogue and exchanges of opinions.

We comply with all labor-related laws and regulations applicable in the countries and regions where we operate.
We also give due consideration to employees’ physical and mental health, and adhere to the legally stipulated working hours, holidays and leave requirements in each country or region where we operate. In Japan, we comply with an Article 36 agreement (a labor-management agreement that set limits on overtime work, among other matters) and strive to reduce excessive working hours.
To ensure proper management of working hours, we provide regular reminders from the Human Resources Unit and require managers to conduct daily attendance checks.
We have also introduced a system that alerts both employees and their supervisors if there are discrepancies between PC usage logs and self-reported working hours.
In addition, the Human Resources Unit works to reduce excessive working hours by conducting regular monitoring and issuing early warnings to employees who may exceed overtime limits.

The Group has established the Six Codes of LM, which serve as guidelines for conduct and clearly outline values related to working styles and the behaviors expected of all employees.
The Six Codes of LM are available in both Japanese and English.
This information, along with information on labor standards such as wages and working hours, is published on the Group intranet. Upon joining a Group company, employees are provided with explanations to ensure proper understanding of company policies related to labor standards, including the personnel system and employee benefits.
New employees at Group companies outside Japan are also required to confirm their understanding of workplace regulations upon joining.