SOCIAL
Social
Respect for Human Rights
The SIIX Group has established a code of conduct to be observed by all employees of SIIX, and in particular, respect for human rights is an important issue for SIIX to fulfill its social responsibility as a public entity of society.
Standard 5
Fostering a Healthy Workplace Environment
We will respect the personality and individuality of each employee. Based on this mutual respect and understanding, we will strive to maintain a safe and satisfying workplace environment.
- 5-3 Respect for Human Rights
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- We will respect the fundamental human rights and the dignity of the individual.
- We will not engage in any discrimination based on nationality, race, ethnic origin, belief, religion, sex, age, disability, medical history, or any other legally protected status.
- We will not tolerate harassment, intimidation, coercive conduct that takes advantage of official or business position, nor will we engage in any such conduct.
- We will take no part in, nor sanction, child labor or forced labor.
- We will value open dialogue with employees and strive to create a workplace where all employees can work safely and with dignity.
- We will implement our basic approach to human rights and specific initiatives based on the separately established “SIIX Group Human Rights Policy.”
“The SIIX Group prohibits child employment and forced labor at all locations in its Code of Conduct, and regularly inspects all locations to control and prevent such occurrences.
In addition, working hours and wages are appropriately managed at each site, and all sites are regularly surveyed.
To prevent harassment, we have established SIIX Group Harassment Prevention Policy and is committed to preventing sexual harassment, power harassment, harassment related to pregnancy, childbirth, childcare leave, and family care leave, as well as customer harassment.
In addition, we continuously conduct training and awareness-raising activities on respect for human rights and the prevention of harassment, striving to enhance the understanding and awareness of each employee.”
SIIX Group Human Rights Policy
Basic Policy
We, SIIX Corporation and its group companies, recognize respect for human rights in all business activities as an important corporate responsibility based on the SIIX Group Code of Conduct.
We will strive to avoid causing or contributing to adverse human rights impacts through our business activities. Where adverse human rights impacts arise in connection with our business activities, we will respond appropriately.
We will comply with all applicable laws and regulations in our business activities. We support internationally recognized human rights standards, including the International Bill of Human Rights, the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, and the United Nations Guiding Principles on Business and Human Rights (UNGPs). We will continuously work to identify, prevent, mitigate, and remedy adverse human rights impacts, and actively fulfill our responsibility to respect human rights as a global enterprise.
Scope of Application of This Polic
This Policy applies to all our directors and employees.
We expect all business partners to understand and support this Policy.
Based on this Policy, we will promote respect for human rights in our supply chain through the SIIX Group CSR Procurement Guidelines, which set forth more specific initiatives and management frameworks.
Response to Human Rights Issues
We will respect human rights in all aspects of our business activities and work to identify and address human rights issues related to our business, including forced labor, child labor, discrimination, harassment, occupational health and safety, freedom of association, fair wages and working hours, privacy protection, and the rights of local communities.
Further details regarding our response to specific human rights issues are set forth in the Appendix to this Policy.
Implementation of Human Rights Due Diligence
Based on the United Nations Guiding Principles on Business and Human Rights, we will continuously implement and improve our human rights due diligence process to identify, prevent, mitigate, and remedy adverse human rights impacts.
As part of this process, we will identify, assess, prevent, and mitigate human rights risks in our supply chain by engaging with suppliers, conducting evaluations, implementing corrective measures, and promoting continuous improvement activities based on the SIIX Group CSR Procurement Guidelines.
We will monitor and evaluate the effectiveness of these measures and use the results to drive continuous improvement. We will disclose information regarding these initiatives and our response to human rights risks through appropriate means.
Grievance Mechanism and Remedy
If adverse human rights impacts arise from our business activities, we will respond promptly and in good faith to provide appropriate remedy and redress.
We will establish mechanisms that enable employees, business partners, local communities, and other relevant stakeholders to raise concerns and seek advice with confidence, and will work to enhance the effectiveness of such mechanisms.
We will respect the anonymity of those who raise concerns and will not take retaliatory or adverse action against anyone for reporting concerns.
We will conduct investigations in a fair, prompt, and independent manner in response to reports and complaints. Where adverse human rights impacts are confirmed, we will implement appropriate remedial and preventive measures to prevent recurrence.
Governance and Responsibility Framework
To ensure the effectiveness of this Policy, we will establish the following governance and responsibility framework:
- The Board of Directors will oversee this Policy and the overall implementation of initiatives to respect human rights. The CEO will have ultimate responsibility for the implementation of this Policy.
- The Board of Directors will receive regular reports on the progress of our human rights initiatives and, as necessary, will make strategic decisions and provide direction.
- We will promote initiatives to respect human rights through cooperation among relevant divisions and continuously monitor and manage their implementation.
- Each relevant division will be responsible for specific operational matters within its respective scope of authority. Matters of significance will be reported promptly to the CEO and the Board of Directors.
Periodic Review and Continuous Improvement
Taking into account international developments concerning human rights, changes in social circumstances, amendments to relevant laws and regulations, and changes in the business environment, we will periodically review this Policy and amend it as necessary.
We will report to the Board of Directors on the effectiveness of this Policy and the status of continuous improvement, and use the results to support appropriate decision-making.
Established on: July 23, 2026
Safety and Health
At SIIX, in accordance with our Code of Conduct, we take appropriate measures to ensure that all employees can work safely regardless of nationality, race, ethnicity, creed, religion, gender, age, disability, medical history, etc., in accordance with the ordinances and culture of each country and region where we operate.
Standard 5
Fostering a Healthy Workplace Environment
We will respect the personality and individuality of each employee. Based on this mutual respect and understanding, we will strive to maintain a safe and satisfying workplace environment.
Standard 6
Harmony with the Community
We will mutually respect the culture and practices of different countries or regions, and will engage in contributions to the development of the local community through corporate activities rooted in our respective regional area of operations.
Examples: Countermeasures against infectious diseases (distribution of masks, installation of disinfectant and acrylic panels, etc.), implementation of health checkups, stress checks, vaccinations, collaboration with industrial physicians, implementation of health and safety education, etc.
Health and
Productivity Management
Health and Productivity Management Declaration
SIIX Group has embraced the corporate theme of “Providing Business Benefits through Business Organizing” and has consistently built its business on a foundation of trust with our customers.
At the core of this foundation is people─each and every employee. We believe that employees being physically and mentally healthy is essential to embodying the spirit of “We Care”, delivering the highest level of service to our customers, and driving the continued growth of our company.
Therefore, we hereby declare our commitment to Health and Productivity Management, recognizing employee health as one of our most critical management resources.
Specific Initiatives
- Improve the participation rate in regular health checkups and secondary examinations
- Reduce working hours through work style reform
- Implement a complete indoor smoking ban
- Conduct stress checks
- Promote walking campaigns
- Enhance health literacy through training and education
- Establish and operate a health consultation desk
Targets and Results for Key Indicators
| 2024 | 2025 | 2026 | |
|---|---|---|---|
| Secondary health checkup participation rate | ― | ― | 60% |
| Utilization rate of annual paid leave | 79.4% | 82.2% | 90% |
| Participation rate in stress assessments | 84.7% | 84.9% | 90% |
Health and Productivity Management Promotion System
To promote Health and Productivity Management, we have established a structure in which the President and executive director serves as the Chief Officer, and the Executive Officer in charge of Human capital serves as the Promotion Officer.
Specific policies and initiatives are deliberated and decided by the Executive Committee, which is composed of the management. Under the direction of the Promotion Officer, the Secretariat regularly monitors progress and provides reports as needed.
Furthermore, we will collaborate with external experts to ensure highly effective initiatives.
Diversity and Inclusion
Promoting Diversity in Talent
“In order to expand our business globally, we have established offices around the world and many local staff members support our business in each region. By training many local executives in management at each location, we aim to increase each executive’s loyalty to the company, which will lead to improved business performance and corporate value for each company.
From the perspective of further delegation of authority, we will identify outstanding local employees and actively promote them to the executive level.
Local executives are currently appointed as presidents at several local subsidiaries.”
Number of Employee in Management Positions & Gender Ratio by Area
- Male
- Female
83%
17%
Japan
69
people
60%
40%
Asia
109
people
74%
26%
Amercas
35
people
72%
28%
Europe
25
people
Ratio of local employees in management positions*
(FY2025)
80.8%
※Management position:job level above the rank of a manager in each company
Ratio of women executives
Currently, we have one female serving as an Outside Auditor and one female Executive Officer. In addition to this, women employees have been appointed to management and key positions at local subsidiaries.
Ratio of women in management positions*
(FY2025)
36.6%
*Management position: job level above the rank of a manager in each company
Efforts to Support Diverse Work Styles
Receiving “Kurumin” Certification from Japan’s Ministry of Health, Labor and Welfare
On May 18, 2026, we received the “Kurumin” certification from Japan’s Ministry of Health, Labor and Welfare, in recognition of our ongoing efforts to support employees in balancing work and family life under Japan’s child-rearing support framework. We will further strengthen our initiatives to create an environment that supports diverse working styles and enables our employees to achieve both career development and family well-being.
Osaka City Leading Company for Women’s Empowerment
We have been certified by the City of Osaka as a Women’s Empowerment Leading Company (Three-Star Rating: the highest level). This program evaluates not only initiatives that support women’s advancement, but also efforts to create a comfortable and inclusive working environment for all employees, including work–life balance measures and the promotion of paternity leave and other childcare-related leave for men.
In addition, we received the Special Award (Large Enterprise Category) at the FY2024 Osaka City Women’s Empowerment Leading Company Mayor’s Awards.
We will continue to foster a workplace environment where all employees can thrive.
Work From Home
“At SIIX, one of the ways that we support our employees that have children and family members with nursing needs, and make it possible for them to maximize the balance between their life at work and life outside of work, is by promoting working at home and shortening working hours for our employees.
The system of “Work from Home” allows all employees to work from home up to two days a week.
We also support employees by allowing them to work from home when their partners are transferred to other locations.
In addition, we have installed Microsoft Teams in all of our offices to promote internal web conferencing with offices around the world. We have also eliminated or reduced the number of landline phones as much as possible and assigned each employee a phone number, thereby creating an environment where employees can work from any location.
We will continue to develop an environment where each and every employee can work with peace of mind.”
Other support systems
We have introduced various systems related to childcare, nursing care, shortened working hours, etc., to support our employees in achieving a good balance between work and private life while demonstrating their abilities. In addition, we have adopted a welcome back system to rehire former employees who left the company due to childbirth or other reasons and wish to return to work. In order to make diverse values and ideas the strength of our organization, we will continue to work proactively to develop a work environment that allows our human capital to work in a way that suits their individuality.
Social Responsibility in the Supply Chain
SIIX Group CSR Procurement Policy
In 2002, the 10th anniversary of our founding, we established “SIIX Principles” that express our values. All values, basic ideas, CSR policies, etc., including the corporate philosophy “Corporate Ideals,” are based on SIIX Principles, and the same applies to procurement policies.
As part of our recent global sustainability efforts, we have established the SIIX Group CSR Procurement Guidelines based on SIIX Principles, taking into consideration the activities of our business partners and various global standards.
We continue to encourage the contribution to realize a sustainable society.
Please click here for our procurement policy.
Responsible Sourcing of Minerals
Responsible Sourcing of Minerals is defined as “striving to avoid the use of minerals that have possibility of involving in human-rights abuse from a CSR perspective.” In accordance with the U.S. Dodd-Frank Act and EU regulations, we conduct annual surveys on conflict minerals to ensure transparency in our supply chain. We will continue to promote the elimination of conflict minerals by proactively conducting surveys in order to fulfill our social responsibility with our stakeholders.
Target minerals: Tantalum, tin, tungsten, and gold (3TG)
ICTI(Ethical Toy Program) Certification
The Batam, Indonesia site is involved in the manufacture of educational toys. In accordance with ICTI’s Code of Conduct, the manufacturing facility is committed to environmental protection, health and safety in the manufacturing process, and proper compliance with labor laws.
Social Contribution Activities
Contracted to develop and manufacture emergency calls to be installed in public housing complexes for the elderly in Singapore
“A consortium of the Company’s Singapore subsidiary and our technology partner, iWOW Technology, a wireless technology-focused IoT service provider, has been contracted by the Singapore government to develop and manufacture a wireless alert system to be installed in public housing complexes for the elderly.
This is a system/device installed in the rooms of senior citizen residences to send emergency notifications to the Senior Activity Center. Replacing the wired system, which used to be costly and time-consuming to install, with a wireless system will eliminate that problem. Wireless communication and recording functions have also been added.
※The photo shows a wireless alert button.”
Design and Production of TraceTogether Token (COVID-19 Tracking Token) in Singapore
“In addition to the Trace Together application that enables electronic contact tracking, which is being used in Singapore to counter COVID-19, Singapore Government has also begun distributing tokens for people who, for various reasons, find it difficult to connect to their devices digitally. A consortium of the Company’s Singapore subsidiary and our technology partner, iWOW Technology, a wireless technology-focused IoT service provider, has been awarded the second phase of token design and manufacturing by Government Technology Agency of Singapore. We will continue to work with our technology partners to expand our business to ensure healthy lives for people of all ages for a sustainable society.”
Donation to catfish farming program
In Indonesia, there is a job training program for catfish farming as part of rehabilitation support for criminals. To support this rehabilitation support program, our sites in Indonesia donate necessary tools such as generators, aquaculture pumps, and fishing nets. We will continue to contribute to the development of local communities as well as conducting business activities rooted in local communities.
Donation to the poverty area of Yunnan, China
“Our subsidiary in China is engaged in the donation of used clothing and stationery to the poverty area of Yunnan in response to the guidance of charity work from the local government.
We would like to contribute to society by continuing the activities of donation.”
Singapore subsidiary staff attended “Yellow Ribbon Prison Run”
Our Staff of Singapore subsidiary attended “Yellow Ribbon Prison Run”, The Yellow Ribbon Project hosted, in September 15, 2019. This “Yellow Ribbon Prison Run” is a charity event to give ex-offenders a second chance at life and to inspire a ripple effect of concerted community action to support ex-offenders and their families. Our staff attended this event as one of our social contribution activities in Singapore where we conduct our business for many years.
The contribution to school
“The subsidiary in our Thailand district is engaged in the activities to donate the necessary goods for neighboring schools.
We would like to contribute to society by continuing the activities of donation.”
The donation of food to the food-bank
We prepare disaster prevention foods in the office in emergency, such as a large-scale disaster. For foods that reach 3 months of consumption without using, we started donating to the food-bank from 2018.Donated foods are supplied to various welfare institutions, life poverty homes, etc.
We would like to contribute to society by continuing the activities of the food-bank from now on.
Sponsorship of the “OSAKA Children’s Dreams” Support Project
As part of our commitment to ESG and SDGs, we sponsored the “OSAKA Children’s Dreams Support Project – 3rd SDGs Guinness World Record Challenge”.
This project is based on the concept of deepening children’s understanding and interest in the SDGs, and we will continue to contribute to the development of local communities through our support of community-based projects such as this.
Donation to the areas affected by the Turkey-Syria Earthquake
As a disaster relief activity for those who suffered tremendous damage due to the “Turkey-Syria Earthquake”, we made a donation to the United Nations Association for UNHCR, an international organization that provides disaster relief.
We sincerely hope that peace in the area will be restored as soon as possible.
Related Information
UNHCR – The UN Refugee Agency