SustainabilitySocietyRespect for human rights

The TOCALO Group is committed to respecting the human rights of all stakeholders, including employees and business partners.
We are furthermore committed to the eradication of discrimination and harassment.

Respect for human rights

TOCALO Group Human Rights Policy

The TOCALO Group is a company that sincerely and creatively promotes sound business activities and contributes to creating a flourishing society. The Corporate Code of Conduct stipulates ethical standards that all Group officers and employees are expected to follow.
The Code of Conduct states the Group's basic policy on human rights is to respect for basic human rights, prohibit discriminatory treatment and child and forced labor, and foster a workplace culture that recognizes diversity and individuality.

*Corporate Code of Conduct

In accordance with the Code of Conduct, the TOCALO Group Human Rights Policy clearly states the Group’s responsibility to uphold human rights. The Group recognizes that any of its business activities has the potential to directly or indirectly infringe human rights. The president and chief executive officer are responsible for efforts to ensure human rights are respected for all people involved in its business activities.

  1. Respect for human rights

    The Group respects internationally recognized human rights as stipulated in the International Bill of Human Rights and the International Labor Organization Declaration* on Fundamental Principles and Rights at Work. The Group complies with applicable laws and regulations in the countries and regions where we conduct business activities in accordance with the United Nations Guiding Principles on Business and Human Rights.
    We respect the internationally recognized human rights when a contradiction exists between internationally recognized human rights and the laws and regulations of a country or region.

    *Includes support and respect for core labor standards for the abolition of child labor, elimination of forced labor, elimination of discrimination, and recognition of freedom of association and the right to collective bargaining.

  2. Scope of application

    The Human Rights Policy outlines the Group’s responsibility to implement measures to respect human rights and applies to all officers and employees of the Group. The TOCALO Group expects all of its business partners to follow the policy.

  3. Human rights due diligence

    The Group maintains a system for conducting human rights due diligence and identifies and takes steps to prevent and minimize actual and potential human rights infringements in the Group’s business activities and value chain.
    The Group also appropriately discloses information about our human rights measures and their progress on our website and via other means.

  4. Correction and remedy

    If it becomes clear that a Group business activity has directly or indirectly caused, promoted, or been involved in a human rights infringement, we will take appropriate internal and external steps to correct and remedy the situation. We will additionally develop effective corrective and remedial mechanisms.

  5. Dialogue and discussion with stakeholders

    The Group will engage in dialogue with various stakeholders about ways to improve its efforts to respect human rights based on Human Rights Policy.

  6. Education and training

    We will provide Group officers and employees with appropriate education and training to ensure the Human Rights Policy is taken into consideration and effectively put into practice in all of our business activities.

June 23, 2023
Kazuya Kobayashi
Representative Director President and Executive Officer
TOCALO Co., Ltd.​

Eliminating all discrimination among employees

The Compliance Handbook expressly stipulates that the company shall respect the fundamental human rights of employees and shall not discriminate against or harass individuals for reasons unrelated to the performance of one’s duties. This includes race, nationality, ethnicity, beliefs, religion, age, sex, sexual orientation, physical characteristics, presence or absence of disability, internal position, type of employment, property, place of origin, marital status, or any other reason that may harm the dignity of the individual. Furthermore, instructions have been given stating that reasons unrelated to the performance of duties cannot be made selection criteria during the new hiring of employees.

Prevention of harassment

In order to prevent harassment, we conduct regular harassment training for all employees and have established internal and external contact points, the latter operated by third parties, for whistleblowing and consultation regarding harassment and other issues.
Our Compliance Handbook is distributed to all employees to raise awareness of compliance and corporate ethics.

  • Percentage of employees with disabilities
    2.71% (non-consolidated, end of March 2023)