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Principles & vision
Procurement
Global
Region
Principles & vision
Procurement
The Yaskawa Group upholds its corporate mission of contributing broadly to social development and human welfare through the execution of our business. Guided by this mission, the Yaskawa Group has been striving to address social challenges such as the advancement of social development, creating a safer, cleaner, more efficient and sustainable workplace to free the workforce from the 3Ds (Dangerous, Dirty, Dull).
The Yaskawa Group has stipulated the respect for human rights in the Yaskawa Group Code of Conduct, and is committed to conducting business that respects the human rights of all individuals.
Furthermore, to complement the Yaskawa Group Code of Conduct, the Yaskawa Group established the Yaskawa Group Human Rights Policy in 2021. In response to the growing expectations for human rights initiatives, this policy was revised in September 2025 to further strengthen the Group’s commitment.
In order to realize the Yaskawa Principles of contributing broadly to social development and human welfare through the execution of its business, the Yaskawa Group believes that it is essential to fully recognize that a company is a member of society, to conduct business in a fair and faithful manner, and to solidify a trusting relationship with society.
Based on the principles set forth in the Yaskawa Group Code of Conduct, we respect human rights, comply with applicable laws and regulations, international rules, and the spirit thereof, and act independently toward the creation of a sustainable society based on a good social conscience.
The Yaskawa Group supports and respects international codes of conduct related to human rights, such as the International Bill of Human Rights, the United Nations Guiding Principles on Business and Human Rights, the ILO (International Labor Organization) Declaration on Fundamental Principles and Rights at Work, and the Children’s Rights and Business Principles. Furthermore, as a signatory to the United Nations Global Compact, we support and respect its 10 principles.
The Yaskawa Group contributes to social development and human welfare through the execution of its business. As a prerequisite for this, we respect the cultures and customs of the international community and each region, strictly comply with laws and regulations, and ensure that internal rules are in accordance with applicable laws and regulations. Furthermore, when we are unable to make a decision based on laws, regulations, and internal rules, we choose to act with integrity. When there is a conflict between international norms and the domestic laws of each country, we seek to find a way to respect internationally recognized human rights to the greatest extent possible.
This policy complements the Yaskawa Principles and the Yaskawa Group Code of Conduct and outlines the Yaskawa Group’s stance and initiatives regarding respect for human rights.
This policy applies to all officers and employees of the Yaskawa Group (including directors, full-time employees, and contract employees). We also require business partners and other parties directly connected with the Yaskawa Group’s business, products, or services to uphold this policy and adopt similar policies.
The Yaskawa Group does not tolerate any form of forced labor, such as bonded labor (including debt bondage), indentured labor, involuntary labor, or exploitative prison labor.
Furthermore, we do not tolerate the worst forms of child labor, such as child labor by children under the minimum working age and hazardous labor, which are prohibited by international norms and the laws and regulations of the countries and regions where we operate.
The Yaskawa Group manages working hours in accordance with international norms and the laws and regulations of the countries and regions where it operates, and takes measures to prevent long working hours. We also comply with laws and regulations regarding the prevention of low-wage labor (less than the minimum wage or living wage), overtime pay, employee benefits, and other labor-related matters.
The Yaskawa Group complies with international norms, laws, and regulations related to occupational safety and health and health promotion and ensures a safe and healthy working environment.
The Yaskawa Group does not tolerate discrimination based on race, skin color, ideology, creed, religion, nationality, ethnicity, origin, gender, age, disability, gender identity, sexual orientation, marital status, family structure, social status, employment status, or any other factor.
Furthermore, we do not tolerate any conduct that offends the recipient or that harms their character, such as sexual harassment, power harassment, or moral harassment.
The Yaskawa Group respects the right of employees to freely associate and the right to collective bargaining. The Company and the Workers Union respect each other’s positions to establish orderly labor-management relations and fair working conditions, and both faithfully comply with and implement these with the aim of maintaining peace between the two sides.
The Yaskawa Group continues to build a corporate structure that is resilient to environmental changes by hiring and developing human resources with diverse values and ideas. We also incorporate diverse views and perspectives to create a corporate culture in which innovation inevitably occurs.
The Yaskawa Group has established a human rights policy and a framework for human rights due diligence and remedial measures in accordance with the United Nations Guiding Principles on Business and Human Rights. Through the mechanism for human rights due diligence, we will identify any negative impacts on human rights that may be exacerbated by the Group’s business activities or be directly linked to them, and strive to prevent and mitigate such impacts. We will also continuously implement a series of initiatives to verify the effectiveness of these efforts, thereby responding to ever-changing social demands and challenges regarding human rights.
The Yaskawa Group will continue to implement this policy through dialogue and discussion with various internal and external stakeholders who are affected by the Group’s business.
The Yaskawa Group provides appropriate education and training to its officers and employees to ensure that this policy is incorporated into the Group’s business activities and is implemented effectively. We will also continue to work to ensure that our business partners and other related parties understand this policy.
If it becomes clear that the Yaskawa Group’s business activities have caused or contributed to negative impacts on human rights, we will promptly take corrective and remedial measures. Furthermore, if the Group’s business, products, or services directly affect human rights through business partners or other related parties, we will consider encouraging those parties to take corrective and remedial measures.
The Yaskawa Group continuously monitors its compliance with this policy, its efforts to respect human rights, and their results and continues to disclose and report appropriately on its website, in reports, or through other communication.
This policy has been approved by the Management Committee of YASKAWA Electric Corporation and has been revised after being reported to the Board of Directors.
Established in March 2021
Revised in September 2025
The president delegates authority to each executive division head, including the heads of sustainability, general affairs and procurement, who is responsible for respecting human rights in the Yaskawa Group and its supply chain.
The Sustainability Committee, chaired by the President, regularly deliberates and monitors related measures, and the Board of Directors deliberates and decides on important matters.
| Materiality | Create a rewarding workplace and human resource development |
|---|---|
| Desired outcomes |
Raise employees’ awareness of human rights and create a workplace where human rights are respected |
| Initiatives［Targets］ |
|
| FY2024 Results |
Non-consolidated/Domestic group: Continued implementation of human rights due diligence Overseas: Confirmation of legal and social requirements at major sites |
*1 Target was revised in April 2024
In accordance with the United Nations Guiding Principles on Business and Human Rights, we have established a human rights policy, human rights due diligence and mechanisms for remedial measures.
Through these initiatives, we will continuously respond to ever-changing social demands and challenges regarding human rights.
Specifically, we will identify and assess negative impacts and risks on human rights, implement appropriate measures, conduct follow-up surveys and monitoring, and disclose information.
Consultations are received through the monthly ES (Employee Satisfaction) survey (for all non-consolidated employees) and the whistle-blowing system (Compliance Hotline), and appropriate measures are taken.
(※1)ES questionnaire ・・・ Employee satisfaction survey (non-consolidated, monthly)
(※2)SAQ (Self-Assessment Questionnaire) ・・・ Self-questionnaire
As a result of the internal ES questionnaire and the SAQ for suppliers in fiscal 2024, we did not find any serious issues that needed to be addressed.
Regular training is provided to all executives and all employees. In addition, a monthly ES (Employee Satisfaction) questionnaire survey is conducted to identify human rights awareness, changes in speech and behavior through training, and topics of interest, as part of ongoing efforts to raise awareness of human rights.
Starting in fiscal 2022, these initiatives have been gradually expanded to include affiliated companies to raise awareness of human rights throughout the Group.
Since fiscal 2021, we have conducted education and awareness surveys on the following themes using e-learning and ES questionnaires. In fiscal 2024, we conducted e-learning programs for all employees of Yaskawa Electric and 11 domestic group companies. Approximately 4,800 employees participated.
| Fiscal year |
Theme | Main content |
|---|---|---|
| 2021 | Self-examination of human rights | < ES Questionnaire > Using the Ministry of Justice’s “Human Rights Self-Assessment” as a guide, we looked back on our daily awareness, words and actions on a wide range of topics to acquire accurate knowledge. |
| Prevention of harassment | < e-Learning > Definition and specific content of power harassment, Yaskawa’s way of thinking and consultation service < ES Questionnaire > Awareness of the consultation desk < Poster display > Displayed anti-harassment posters throughout the company |
|
| 2022 | Business and human rights | < e-Learning > Social issues on human rights, reasons and scope for companies to address human rights, Yaskawa’s commitment to human rights < ES Questionnaire > Awareness of human rights, changes in speech and behavior through e-learning, and topics of interest |
| Prevention of harassment | < e-Learning > Definition and specific content of harassment of different kinds, Yaskawa’s way of thinking and consultation desk < ES Questionnaire > Awareness of the consultation desk |
|
| 2023 | Business and human rights | < e-Learning > Social issues on human rights, reasons and scope for companies to address human rights (positioning in the supply chain), Yaskawa’s commitment to human rights < ES Questionnaire > Awareness of human rights, changes in speech and behavior through e-learning, and human rights risks in our company |
| Prevention of harassment | < e-Learning > Definition and specific content of harassment of different kinds, Yaskawa’s way of thinking and consultation desk < ES Questionnaire > Awareness of the consultation desk |
|
| 2024 | Business and human rights | < e-Learning > Social issues on human rights, reasons and scope for companies to address human rights (positioning in the supply chain), Yaskawa’s commitment to human rights < ES Questionnaire > Awareness of human rights, changes in speech and behavior through e-learning, and human rights risks in our company |
| Prevention of harassment | < e-Learning > Definition and specific content of harassment of different kinds, Yaskawa’s way of thinking and consultation desk < ES Questionnaire > Awareness of the consultation desk |
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