Respect for Human Rights

Recognizing the importance of respect for human rights in responsible corporate activities, the Group has established the Kyoto Financial Group Human Rights Policy at a meeting of the Board of Directors as a guideline for the human rights of stakeholders in all business activities. In accordance with this policy, we are promoting efforts to respect human rights through human rights due diligence.

The human rights policy has been established in accordance with international norms on human rights, including the prohibition of discriminatory treatment, child labor, and forced labor, freedom of association, and the right to collective bargaining (such as the Universal Declaration of Human Rights and the Guiding Principles on Business and Human Rights), and the Group is responding in accordance with these norms. Based on the human rights policy established by the Group and referring to the framework of the Japanese government’s National Action Plan on Business and Human Rights and Guidelines on Respecting Human Rights in Responsible Supply Chains, the Group promotes initiatives to respect human rights for all stakeholders, including executives, employees, customers, business partners, and suppliers. In addition, we have established and are operating a system to appropriately respond to any negative human rights impacts or events when they are identified.

Image of the expansion of the scope of the Group’s initiatives

Initiatives for executives and employees

In accordance with the Labor Standards Act and other laws and regulations, we comply with the payment of wages at or above the minimum wage, and we promote efforts to reduce overtime work and realize diverse work styles while setting up a compensation system in accordance with the concept of equal pay for equal work.
Regarding diversity, we believe that proactive measures are essential to address diversity in terms of gender, age, disability, and sexual orientation. This commitment encompasses not only work styles but also ensures that a diverse range of individuals can play an active role. To this end, as part of our human rights awareness efforts, we regularly conduct training to eliminate all forms of discrimination, prohibit harassment, and promote understanding of LGBTQ and other issues, thereby fostering a corporate culture of respect for human rights. These training sessions are for all employees including officers.

Specific training items

SDGs, power harassment, sexual harassment, other harassment, gender discrimination, LGBTQ, discrimination based on social status, consideration for the elderly and people with disabilities, discrimination and prejudice against foreigners, personal information and human rights, unconscious bias, etc.

Customer Harassment Response Policy

Based on our Customer Harassment Response Policy to prevent customer harassment, which is a form of harassment by customers and other parties, in order to respect the human rights of our executives and employees and to create a workplace environment in which they can work with even greater peace of mind, we are working to ensure that our stakeholders understand the Group’s basic stance of protecting employees.

Initiatives for customers

Based on our human rights policy, we will strive to respect the human rights of our customers, and if a customer has a negative impact on human rights, we will respond appropriately in cooperation with the customer through our business relationships. In particular, we have established a Credit Policy (basic policy for investment and loan decisions) and a Policy on Loans and Investments for Achieving a Sustainable Society for our main business of investment and loans, and are working to prevent the occurrence of human rights violations, etc. The Policy on Loans and Investments for Achieving a Sustainable Society specifies the projects in which we will actively make investments and loans, and those in which we will not make investments and loans as a general rule. For example, since forced labor and child labor are important human rights issues, it lists “palm oil plantation development projects where there are concerns about human rights abuses and forced labor” as one of the projects in which investments and loans will not be made. In accordance with these policies, we check for any negative impact on human rights when making decisions on new investments and loans, and when conducting periodic monitoring. Furthermore, the monitoring results for FY2025 did not confirm any credit being extended to businesses where human rights abuses or forced labor are occurring.

Initiatives for suppliers

The Group carefully identifies and assesses the potential negative impacts that its business activities and suppliers may have on human rights, and uncovers risks through questionnaires and research. Furthermore, we promote respect for the human rights of our suppliers by taking countermeasures against identified risks, and if negative impacts are confirmed, we cooperate with suppliers through our business relationships to take appropriate action. We regularly monitor our suppliers’ efforts through interviews and questionnaires, and support their improvement (human rights due diligence).
Going forward, we will strive to achieve sustainable business operations by further enhancing our human rights due diligence as well as expanding information disclosure and engagement with our stakeholders.

Initiatives for job seekers

To ensure that our recruitment activities respect the human rights of job seekers, we have established Action Guidelines for Recruitment Activities as a common code of conduct for the entire Group.

Action Guidelines for Recruitment Activities

The Group’s employees respect the fundamental human rights of job seekers, including students, during their job search, and conduct recruitment activities following the Basic Principles of Fair Recruitment Selection. In particular, to prevent sexual harassment during job hunting, these principles clearly outline specific actions to take when interacting with job seekers. These principles also state that in the event of harassment by an employee of the Group against a job seeker or other individual, we will respond appropriately, taking into full consideration the feelings of the victim, depending on the nature and circumstances of the incident.
Going further, we have established a Harassment Help Desk for Recruitment Activities within the Compliance Group of the Business Management Division as a point of contact for job seekers and others seeking advice.

The Compliance Hotline has been established as an internal reporting system based on the Whistleblower Protection Act, and is available for various consultations, etc., concerning human rights of executives and employees. We will protect the privacy of not only the inquirers but also the executives and employees who cooperate in confirming the facts, and will not treat them unfavorably. Upon receiving a consultation, we will promptly and accurately confirm the facts, and if the facts are confirmed, we will take measures to ensure that the victim is cared for and that the offender is dealt with. At the same time, we will institute measures to prevent recurrences as appropriate. Moreover, the Customer Service Office, which accepts consultations and complaints from customers and stakeholders, handles consultations and complaints related to human rights. In addition, we will respond to consultations, complaints, disputes, and other relevant inquiries from customers in accordance with the Basic Policy for Transactions with Customers.