Basic Policy on Human Rights

In the spirit of the Company Creed of “Fairness, Innovation and Harmony,” the Marubeni Group is proudly committed to promoting social and economic development and safeguarding the global environment through fair and upright corporate activities. We recognize that respecting the human rights of persons affected by our business activities and endeavoring to take responsibility for doing so are of utmost importance, and to this end we have formulated our Basic Policy on Human Rights (“the Policy”), based on the UN’s Guiding Principles on Business and Human Rights.

Our Basic Stance on Human Rights

We support and respect all international rules on human rights, including the UN’s International Bill of Human Rights (Universal Declaration of Human Rights and International Covenant on Human Rights), the ILO’s Declaration on Fundamental Principles and Rights at Work and the 10 Principles of the UN Global Compact.

Scope of Application

This Policy applies to all executives and employees of the Marubeni Group. We also ask that stakeholders (vendors, service providers, contractors, third-party manufacturers, joint venture partners, outsourcing partners, customers and other business partners and local communities) and other related parties observe the intent of the Policy and take appropriate action if a negative effect on human rights caused by them is directly related to the business activities of the Marubeni Group.

Responsibility for Human Rights

We will carry out our responsibility to respect human rights by ensuring that we do not violate human rights. If it should come to light that any of our business activities are having a negative impact on human rights, we will take appropriate action to remedy the situation.

• Human Rights Due Diligence:
We will create and continue using a system for carrying out human rights due diligence.

• Redress:
We will create a system (complaint resolution mechanism) for reporting when our business activities have a negative effect on human rights or we have been involved in human rights violations. If such reports are received, appropriate procedures for redress will be taken once the facts are sufficiently ascertained.

• Dialogue and Discussion:
We will engage in sincere dialogue and discussion with relevant stakeholders in order to promote initiatives in line with this Policy.

• Compliance with Relevant Laws:
We will observe the laws and regulations of the countries or regions where we conduct business activities. If national laws are in contradiction with internationally recognized human rights, we will pursue solutions in which we can respect human rights principles.

• Education and Training:
We will conduct appropriate training and skill development for our executives and employees to ensure that this Policy is understood and effectively put into practice in all our business activities.

• Information Disclosure:
We will report on our initiatives, etc. for fulfilling our responsibilities to respect human rights through our official website and other avenues.

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The above Policy includes the following policies with regard to those who are especially vulnerable to human rights abuses:

• Policy Regarding the Rights of Children:
In addition to supporting the Children’s Rights and Business Principles^*4, which are intended to protect children’s rights in the course of our business activities, we will undertake social contribution activities to strengthen children’s rights and by so doing will contribute to improving children’s rights.

• Policy Regarding the Rights of Indigenous Peoples:
When conducting our business activities in countries or regions with indigenous peoples, we will acknowledge the native culture and history of indigenous peoples, and we will give due consideration to the laws of the country or region in question and the rights of indigenous peoples set out in international rules.

• Policy Regarding Use of Security Services:
We are aware of the inherent risk to human rights related to the use of weapons for security. With regard to the use of security services when conducting business activities, we will observe the laws of the countries or regions where we operate, support international rules and related practices and endeavor to respect human rights.

• Children’s Rights and Business Principles: A comprehensive set of principles formulated by UNICEF, the UN Global Compact and Save the Children covering various actions that enterprises can take in the workplace, the marketplace and the community in order to promote respect for children’s rights.

Basic Policy on Human Rights (PDF)

Our Approach to the Human Right to a Healthy Environment

The term “human rights,” as used in the above-mentioned Marubeni Group Basic Policy on Human Rights, includes the right to a clean, healthy, and sustainable environment, as specified in Resolution 76/300 adopted by the General Assembly of the United Nations: The Human Right to a Clean, Healthy and Sustainable Environment.

In line with our initiatives to contribute toward the realization of a nature positive world, and of a society that lives in harmony with nature, the Marubeni Group respects the human rights of all stakeholders who could be indirectly affected by the impact that our businesses and supply chains can have on nature (particularly those stakeholders who are especially vulnerable to environmental degradation, such as indigenous people, local communities, senior citizens, women (in some regions), people with disabilities, children and young people).

Besides UN Resolution 76/300 referred to above, we also respect and support the standards relating to the human rights of indigenous people and local communities that are reflected in the United Nations Guiding Principles on Business and Human Right (UNGPs), the OECD Guidelines for Multinational Enterprises on Responsible Business Conduct (OECD Guidelines), the United Nations Declaration on the Rights of Indigenous People (UNDRIP), the International Covenant on Economic, Social and Cultural Rights (ICESCR), the International Covenant on Civil and Political Rights (ICCPR), the Universal Declaration of Human Rights (UDHR), and the Indigenous and Tribal People’s Convention, 1989 (ILO Convention No. 169), as well as the Convention on Biological Diversity (CBD) and the Kunming-Montreal Global Biodiversity Framework (GBF).

In particular, we recognize the special importance of stakeholders’ right to accurate, relevant information (including their right to exercise free, prior and informed consent), their right to substantive participation in environment-related decision-making (including the right of indigenous people and local communities to self-determination and the prevention of forced relocation), their right to effective relief measures, and the implementation of engagement (dialogue) to support and realize their enjoyment of these rights, and we aim to expand efforts that prioritize these rights.

Human Rights Due Diligence

We are continuously working to increase awareness of respect for human rights and enable early detection of, and remediation for, any adverse impacts on human rights, throughout our company and its group companies as well as our business counterparts, including our business partners and contractors, and our supply chain as a whole, based on the “Marubeni Group Basic Policy on Human Rights”, “Basic Supply Chain Sustainability Policy” and “Marubeni Group Basic Policy on Occupational Health and Safety”.

Specifically, we have established our human rights due diligence mechanism based on the UN Guiding Principles on Business and Human Rights, the International Labor Organization (ILO) Declaration on Fundamental Principles and Rights at Work (including the five core labor standards), and the OECD Guidelines for Multinational Enterprises and Due Diligence Guidance for Responsible Business Conduct, ISO 26000, SA 8000, etc. In order to identify areas to be prioritized for investigation, we conducted risk mapping, by considering the sector, product, geographic, and enterprise-level risks and the anticipated potential adverse impacts on human rights (as well as the severity (scale, scope and irremediability) and likelihood of occurrence).

In addition, during the process of establishing our mechanism, through dialogue (engagement) with various stakeholders and external experts (e.g. NGOs working towards respect for human rights, international organizations promoting protection of workers’ rights, experts on human rights, etc.) as well as our internal discussions, we made efforts to identify important and high priority initiatives in order to improve the effectiveness of our human rights due diligence.

In particular, over the last few years, besides addressing the issues of forced labor (including slave labor) and child labor, the Marubeni Group has also been contributing toward realizing a nature-positive world, and implementing initiatives aimed at bringing society into harmony with nature. We recognize the growing importance of processes for monitoring the potential negative impact of business development and operation on the human rights of all stakeholders (particularly those stakeholders who are especially vulnerable to environmental degradation, such as indigenous people, local communities, senior citizens, women (in some regions), people with disabilities, children and young people) who may be indirectly affected by the impact on nature at sites used for business operations and in neighboring areas, and for implementing related management and corrective action. In this regard, we implement verification using the methods outlined in “Human Rights Due Diligence Related to Business Projects where we are Investor and/or Operator” below, and formalize and implement related internal procedures.

Our human rights due diligence can be broadly divided into the following two approaches:

1. (1) Human rights due diligence related to business projects where we are investor and/or operator
2. (2) Human rights due diligence related to supply chains

(1) Human Rights Due Diligence Related to Business Projects where we are Investor and/or Operator

• For existing business projects, we conducted a written survey of all consolidated subsidiaries (and on-site inspections at some group companies), to assess the risk of human rights violations and confirm whether any human rights violations (incidents) had actually occurred (FYE 3/2021).
  For those entities assessed as high risk, we provide support and advice on how to prevent or mitigate the risks. However, the number of occurrences of human rights violations (incidents) was zero.
  After confirming the above (since FYE 3/2022), we have continued to conduct annual investigations to check whether any changes in business conditions and circumstances have occurred that affect the risk assessment, and for those entities where changes have been identified, we confirm whether additional controls have been implemented accordingly and provide support and advice for improvement if necessary.
• For new business projects, we have established internal procedures for new investment and financing projects in order to assess the risk of human rights violations and confirm whether or not any human rights issues exist.
  We maintained a coverage rate of 100% for the application of these internal procedures to new investment and financing projects in FYE 3/ 2022, FYE 3/2023, FYE 3/2024 and FYE 3/2025.
• In our individual businesses, at the stage of exploring the potential for new business development, we implement monitoring and assessment of risks and impacts associated with potential business sites and neighboring areas, in line with region-specific characteristics, with the aim of preventing negative impacts on nature resulting from logging of forests, ecosystem transformation, loss of biodiversity, etc., preventing negative impacts on the human rights of stakeholders that might arise from the above, and safeguarding the human rights of indigenous people and the inhabitants of local communities.
  In this way, we are able to, for example, determine the implementation status of engagement (dialogue) with local communities, identify stakeholders who may be impacted and consider who should be prioritized for engagement, confirm the status of environmental assessments by external experts and verify assessment report content, confirm whether the principle of obtaining free, prior and informed consent (FPIC) has been complied with, and determine whether there have been any negative impacts on the human rights of indigenous people and local communities.

(2) Human Rights Due Diligence Related to Supply Chains

• For existing supply chains, we identify salient human rights issues to be prioritized and addressed, based on the various principles and external dialogues mentioned above, and conduct human rights due diligence using the following methods.
  
  In FYE 3/2023, we conducted desktop investigations (15 cases) and on-site investigations (additional investigations, 3 cases) regarding suppliers operating in specific countries or regions (parts of South America and Southeast Asia) where there is a high risk of human rights violations in the food industry, related to meat products.
  
  Furthermore, for FYE 3/2024, we expanded our investigation to suppliers in other high-risk industries, products, and regions that were identified through our mapping results. This includes suppliers across multiple industries and products such as vegetable oils, beverage ingredients, fruits, and grains, focusing primarily on countries and regions internationally recognized for high concerns of forced labor (including slave labor) and child labor. In total, 44 investigations were conducted (33 desktop investigations, 10 local peripheral investigations, and 1 direct site visit). Additionally, part of the investigation also included indirect suppliers beyond the secondary level. (No facts were found as a result of these investigations that would lead to a real suspicion of forced labor or child labor. The investigations were conducted in collaboration with an independent third-party specialist investigative body.)
  
  During FYE 3/2025, following on from the previous year, we conducted investigations relating to suppliers in high-risk industries, products, and regions that were identified through our mapping results, which includes suppliers across multiple industries and products such as apparels, rubber, meat related products, vegetable oils, beverage ingredients, fruits, and grains, focusing primarily on countries and regions internationally recognised for high concerns of forced labour (including slave labour) and child labour, amounting to 185 investigations in total (180 desktop investigations and 5 local peripheral investigations). Additionally, some of the investigations also included indirect suppliers beyond the secondary level.
  (No facts were found as a result of these investigations that would lead to a real suspicion of forced labour or child labour. The investigations were conducted by using specialist external databases, and, on a risk-based basis, additionally in collaboration with an independent third-party specialist investigative body.)
  
  With this, we have completed the first round of the necessary investigations on all priority investigation targets identified based on the above-mentioned risk mapping conducted in FYE 3/2023 (covering the supply chains for 11 products and a gross total of 69 countries, as well as supply chains involving our consolidated subsidiaries and corporate subsidiaries). (The frequency of re-investigations of such targets, and how to respond to any additional supply chains which comprise new investigation targets, based on the same mapping criteria, are to be considered in the near future.
  
  In the process of implementing human rights due diligence in FYE 3/2023, FYE 3/2024, and FYE 3/2025, besides conducting investigations in relation to forced labor and child labor, we also sought to ensure that matters tending to enhance human rights risk for stakeholders in general, and matters where there was potential for expanding measures to address the matter on an ongoing basis (such as working conditions in relation to vulnerable rights-holders, safety concerns, expanding opportunities for dialogue with local communities, compensation for land use, etc.), would not lead to human rights violations, and we strove to identify the factors behind these risks. In cases where such matters are identified, we use this an opportunity for continued efforts to engage in dialogue, by proactively examining the current situation in terms of measures being taken to address the signs of potential issues, and by putting forward suggestions for improvements. During the three fiscal years noted above, there have been a total of three cases of individual visits and dialogue of this type.

  

• For new supply chains, we conduct checks on suppliers with whom we plan to start doing business (limited to certain high-risk sectors, products, and geographies) using specialist external databases, to confirm that they have not been designated as subject to human rights sanctions and that there have been no adverse media indicating significant human rights risks or incidents involving violations of human rights (these checks commenced at the beginning of FYE 3/2024). Going forward, we will consider the phased expansion of the sectors, products, and geographies covered by these checks.

Regions where investigations have been conducted in relation to forced labor (including slave labor) and child labor, based on mapping implemented in FYE 3/2023.



• Following the operational flow outlined above, in FYE 3/2026, in addition to forced labor (including slave labor) and child labor, occupational health and safety has also been identified as a salient human rights issue in the supply chain (reflecting the fact that, in 2022, the International Labour Conference decided to include “a safe and healthy working environment” in the ILO’s framework of fundamental principles and rights at work and to designate the Occupational Safety and Health Convention, 1981 (No. 155) and the Promotional Framework for Occupational Safety and Health Convention, 2006 (No. 187) as fundamental Conventions); we are currently undertaking mapping for due diligence in relation to this salient human rights issue.

Identification of Salient Human Rights Issues Specific to the Business

The Marubeni Group recognizes that, besides forced labor (including slave labor) and child labor, occupational health and safety is also a salient human rights issue in the supply chain (reflecting the fact that, in 2022, the International Labour Conference decided to include “a safe and healthy working environment” in the ILO’s framework of fundamental principles and rights at work and to designate the Occupational Safety and Health Convention, 1981 (No. 155) and the Promotional Framework for Occupational Safety and Health Convention, 2006 (No. 187) as fundamental Conventions). To address these issues, we conduct investigations and engage with stakeholders, including all employees and executives of the Marubeni Group, suppliers, and NGOs, to identify and address any concerns which may arise.

Development of Grievance Mechanism (Redress)

In FYE 3/2021, in line with our Basic Policy on Human Rights, we instituted an internal process that serves as a grievance mechanism for complaints relating to human rights (redress).
This is a formal mechanism that guarantees confidentiality and anonymity, and is available to and covers complaints about human rights violations from any stakeholders.
(A dedicated contact point for submission of complaints about human rights violations is also available on our website).

There are no restrictions on the categories of human rights for which complaints can be submitted to this contact point. We welcome reports regarding all types of human rights, including the right to a clean, healthy and sustainable environment (as outlined in UN Resolution 76/300), and the human rights of all stakeholders who could be indirectly affected by the impact of our businesses and supply chains on nature (particularly those stakeholders who are especially vulnerable to environmental degradation, such as indigenous people, local communities, senior citizens, women (in some regions), people with disabilities, children and young people).

The human rights referred to above include all rights covered by the standards relating to the human rights of indigenous people and local communities that are reflected in the United Nations Declaration on the Rights of Indigenous People (UNDRIP), the International Covenant on Economic, Social and Cultural Rights (ICESCR), the International Covenant on Civil and Political Rights (ICCPR), the Universal Declaration of Human Rights (UDHR), and the Indigenous and Tribal People’s Convention, 1989 (ILO Convention No. 169), as well as the Convention on Biological Diversity (CBD) and the Kunming-Montreal Global Biodiversity Framework (GBF).

This procedures relating to this grievance mechanism are set down in documented internal rules, and as soon as a report is submitted to the contact point, we undertake an investigation, and we decide on and implement measures relating to the protection of the person or persons submitting the report, the engagement strategy (including the priority order for dialogue, and dialogue content), determining whether or not consultation with external experts is required, and deciding whether Marubeni needs to take any remedial or corrective action, etc. In addition, we aim to ensure transparency by fulfilling our responsibility to notify the reporting party and any related rights-holders regarding implementation status. The reporting party will not be subject to any retributive action on account of using the contact point or of the content of their report.

Grievance Mechanism – Overview, and Usage Status

Our grievance mechanism is implemented using the operational flow outlined below, utilizing a human rights remedy contact point (which supports all human rights issues, and is available to access by all stakeholders, including human rights defenders such as NGOs, the supply chain, local communities, etc.; we have formulated internal rules to ensure confidentiality when using the contact point, and to protect whistleblowers from disadvantageous treatment).

1. (1) Initial evaluation: When anyone gets in touch with the contact point, we confirm, within two business days, whether the matter is related to human rights and to Marubeni’s business operations.
2. (2) Secondary evaluation: The severity of the reported matter is determined, based on analysis of the scale and scope of the issue and the difficulty of providing relief, and this is then reflected in the specific procedure that is followed for addressing the matter (for example, in terms of whether external experts are asked to participate, and the identification of relevant internal units, etc.)
3. (3) Determination of the dialogue approach and implementation of dialogue: We decide on the method to be used for engaging in dialogue with the reporting party and/or rights-holder, the method to be used for providing relief, and any other matters that need confirming. We recognize the importance of ensuring meaningful engagement throughout the entire process, and the grievance mechanism is designed with the implementation of dialogue as a precondition.
4. (4) Liaising with external experts: Depending on the nature of the case, we ensure that human rights experts have an opportunity to participate.
5. (5) Deciding on and implementing corrective action: We decide on concrete measures for corrective action or lobbying in relation to, or rectifying, the situation, and then implement them.
6. (6) Review and closure: We look back over the dialogue and corrective action that has been implemented, review the effectiveness of the measures taken to address the problem, and then decide whether to close the case.

For each of the processes outlined above, all persons within Marubeni who are involved with the process will be required to demonstrate explicitly that the process meets the eight effectiveness criteria advocated in the UN Guiding Principles on Business and Human Rights (UNGPs): (i) Legitimate, (ii) Accessible, (iii) Predictable, (iv) Equitable, (v) Transparent, (vi) Rights-compatible, (vii) A source of continuous learning, (viii) Based on engagement and dialogue.

From FYE 3/2022 onwards, the number of instances of requests for relief using the grievance mechanism outlined above has been as shown below. It has been confirmed that there have been no human rights incidents caused by Marubeni’s business activities, although there have been cases in which Marubeni engaged in proactive corrective action or lobbying of third parties to eliminate the possibility that the actions of said third parties could have a negative impact on the human rights of Marubeni’s stakeholders; in such cases, we strove to resolve the situation.
Going forward, if there are any requests for relief, we will work to address the problem through relief that is based on dialogue with a wide range of stakeholders, or implement corrective action or lobbying to encourage resolution of the problem.

Disclosure of Incidents of Human Rights Violations

In FYE 3/2021, FYE 3/2022, FYE 3/2023, FYE 3/2024 and FYE 3/2025, no incidents of human rights violations in our business were reported.

It should be noted that, as of March 31, 2025, there were no cases in which Marubeni was accused of non-observance of the OECD Guidelines in relation to nature (logging of forests, ecosystem transformation, loss of biodiversity, etc.), climate change, water use, pollution or other environmental issues, or human rights issues, that had been lodged with a National Contact Point.

Risks to Human Rights in the Supply Chain

Marubeni has established a Basic Supply Chain Sustainability Policy, which includes respect for human rights. We continue to work towards obtaining the understanding and cooperation of business partners.

Basic Supply Chain Sustainability Policy

Slavery and Human Trafficking Statement

Since the UK Modern Slavery Act came into force in October 2015, several Group companies (including corporate subsidiaries) that operate within the UK, as well as Marubeni Corporation, issue a statement each fiscal year.

FYE 3/2025 Slavery and Human Trafficking Statement[279KB]

FYE 3/2024 Slavery and Human Trafficking Statement[248KB]

FYE 3/2023 Slavery and Human Trafficking Statement[238KB]

FYE 3/2022 Slavery and Human Trafficking Statement[266KB]

FYE 3/2021 Slavery and Human Trafficking Statement[578KB]

FYE 3/2020 Slavery and Human Trafficking Statement[609KB]

FYE 3/2019 Slavery and Human Trafficking Statement[184KB]

FYE 3/2018 Slavery and Human Trafficking Statement[167KB]

FYE 3/2017 Slavery and Human Trafficking Statement[38KB]

FYE 3/2016 Slavery and Human Trafficking Statement[154KB]

Annual Report on Fighting Against Forced Labour and Child Labour

Since Canadian Fighting Against Forced Labour and Child Labour in Supply Chains Act came into force in January 2024, several Group companies (including corporate subsidiaries) that operate within Canada, as well as Marubeni Corporation, issue an annual report each fiscal year.

FYE 3/2025 Annual Report on Fighting Against Forced Labour and Child Labour [243KB]

FYE 3/2024 Annual Report on Fighting Against Forced Labour and Child Labour [265KB]

Policy Recommendation and Lobbying Activities Relating to Nature

We recognize that respect for the human rights of stakeholders such as indigenous people and local communities is a vital prerequisite for nature-related initiatives, including the preservation of biodiversity, and we strive to promote the widespread adoption of measures that embody respect for human rights through occasional opportunities for the exchange of views with related parties such as representatives of relevant government agencies, authorities and international organizations, and through participation in UN human rights forums (including attendance at sessions relating to issues affecting indigenous people), etc.

Compliance Manual

The first item in the Compliance Manual is “respect human rights and refrain from any form of discrimination, harassment and the like.” We support and respect all international rules on human rights, including the UN’s International Bill of Human Rights (Universal Declaration of Human Rights and International Covenant on Human Rights), the ILO’s Declaration on Fundamental Principles and Rights at Work^*5 and the 10 Principles of the UN Global Compact.

• The International Labor Organization founded fundamental principles and rights at work. The fundamental principles and rights are comprised of 10 conventions in 5 categories, namely: (a) freedom of association and the effective recognition of the right to collective bargaining; (b) the elimination of all forms of forced or compulsory labor; (c) the effective abolition of child labor; (d) the elimination of discrimination in respect of employment and occupation; and (e) a safe and healthy working environment.

Compliance Manual[12.4MB]

Marubeni Hotline _{(formerly, “Door of Courage”)}

For cases where circumstances warrant counseling and reporting to be carried out outside the regular reporting channels, the Marubeni Group has established the Marubeni Hotline _{(formerly, “Door of Courage”)} reporting and consultation hotline.

Compliance

Respect for Employees’ Right to Unionize and Bargain Collectively

Marubeni has declared its support for the 10 principles of the UN Global Compact, which calls for the support and practice of universal principles concerning human rights, labor, and other areas. Accordingly, Marubeni respects the right of employees to unionize and bargain collectively for the purpose of conducting negotiations between labor and management on working conditions, wage levels, and other matters.

Relationship with the Labor Union

Initiatives to Address Human Rights Issues

Human Rights and Discrimination Issues Committee

This committee (established in 1981) is chaired by the Chief Administrative Officer (CAO), and its members comprise the general managers of the corporate staff group and business groups, as well as the general managers of the domestic branches.

Selection of Officers for the Promotion of Fair Recruitment and Human Rights Awareness

At the Tokyo Head Office and the Osaka branch, Officers for the Promotion of Fair Recruitment and Human Rights Awareness are nominated and notification of their appointment is made. In this way, the company has established fair recruitment systems.

Human Rights Awareness and Training

In order to deepen understanding of respect for human rights, Marubeni has conducted internal training on human rights in various formats and occasions.
In particular, in FYE 3/2025 and FYE 3/2026, we invited an experienced external expert as a lecturer to provide training for all of our executive officers, heads of business divisions, and heads of department in our corporate staff group, to deepen their understanding of the responsibility of companies to respect human rights.
Furthermore, as before, Marubeni holds webinars for executives and employees, as well as training programs for newly appointed executive officers, department general managers, section general managers, mid-career hires, and new employees.
Training for executives and managers includes lectures on respect for human rights and the prohibition of discrimination, sexual harassment, and work-related harassment, using real examples to draw attention to the importance of these issues and prevent such incidents from occurring. We will continue to implement this training every year, updating the contents as appropriate.
We conduct Overseas HR Management and Compliance Training for all employees who are scheduled to be stationed overseas, with the objective of learning how to prevent and deal with discrimination, bullying, harassment, etc. in their overseas locations.
In addition, through activities such as publishing our basic policies and training materials on human rights issues on the company intranet, and internal competitions to create slogans related to human rights, we continue to raise awareness among employees.

Concerning Our Group’s Initiatives to Respect Human Rights, and Claims Appearing in Certain Reports

The Marubeni Group has adopted the “Marubeni Group Basic Policy on Human Rights,” which lays out our commitment to respect the human rights of our stakeholders and address negative impacts that may arise from our business activities.
Our Group is aware of various reports and media coverage expressing concerns about human rights issues in the Xinjiang Uyghur Autonomous Region (XUAR) of China. Certain reports contain passages seeming to imply that our Group companies handle steel products made in XUAR, where human rights violations are a concern, leading some ESG rating agencies to report that our Group may be complicit in human rights violations.
However, our Group does not handle steel products made in the said region and has no involvement whatsoever.

Human Rights Training and Capacity Building for Group Company Employees

Marubeni seeks understanding of the Head Office’s efforts and provides training and capacity building opportunities with external human rights experts for Group companies involved in business in industry sectors, products, and regions that may be relevant to salient human rights issues, such as forced labor (including slave labor) and child labor.
In the fiscal year ending March 31, 2024, we held dialogues and engagements with Group companies that have both international procurement networks (in the nature of Buyer) and sales networks (in the nature of Seller) in apparel-related businesses, and as one of our joint efforts to ensure respect for human rights, we conducted the above training and capacity building.
A total of more than 170 participants learned about basic knowledge on human rights, international trends in business and human rights, accident cases, examples of advanced corporate initiatives, and the importance of dialogue and collaboration with customers and suppliers (stakeholder engagement).

The Human Rights Due Diligence Working Group

The Marubeni Group has declared its support for the UN Global Compact, the principles of which include support and respect for human rights.
Furthermore, we participate in the theme-based working groups of the Global Compact Network Japan. Through the Human Rights Due Diligence Working Group, we study due diligence best practices for preventing human rights violations and apply these initiatives for ensuring respect for human rights within the Company and throughout our supply chain.

The Annual UN Forum on Business and Human Rights

Marubeni participates in the annual UN Forum on Business and Human Rights, and strives to share our experience and grasp the latest trends for promoting respect for human rights among corporations, based on the UN’s Guiding Principles on Business and Human Rights.