Contents

Introduction

Special Reports / TCFDManagement

Social (S)Environment (E)Governance (G)Recognition / Assurance

Special Report 1: The Aims of Toppan’s Human Rights Policy | Special Report 2: Sustainable Procurement | Special Report 3: Evolution of Activities Focused on the TCFD | Climate Change Disclosure According to TCFD Recommendations

Special Report 1: The Aims of Toppan’s Human Rights Policy
Overview of the Toppan Group Human Rights Policy

Message

A policy devised to promote respect for human rights across the Toppan GroupThe fundamental tenet for the Toppan Group’s business is “respect for human beings.” This is expressed in the Corporate Philosophy ofTOPPAN VISION 21 , which sets out the values to be upheld by everyone working in the Group.

Shinichi Ohkubo

Executive Vice President &Representative Director

We will ensure Groupwide awareness of the policy through training, conduct due diligence to understand, prevent, and mitigate
violations associated with business, and begin full risk assessment in fiscal 2022.

Toppan Group Human Rights Policy

Approach to Individual Issues

We have now formulated and published our human● Child Labor, Forced Labor, and Human Trafficking

rights policy. We have always made “respect for humanbeings” the cornerstone of our activities and valued

Our Approach to Human Rights● Discrimination and Harassment

This policy is based on TOPPAN VISION 21 and the Toppan● Right to Collective Bargaining and Freedom of Association

employees as “human assets.” These concepts areGroup Conduct Guidelines. It sets out our commitment to● Occupational Safety and Healthfirmly entrenched in TOPPAN VISION 21 .

● Diversity & Inclusion● Right to Privacy

address human rights issues in order to fulfill our responsibility
to all stakeholders. To achieve this, we support and respect
international human rights norms, including the International
Bill of Human Rights, the International Labour Organization(ILO) Declaration on Fundamental Principles and Rights atWork, and treaties pertaining to labor rights, such as those

The new policy is strongly related to the vision ofTimeline of Initiatives Related to Human Rights

1991	“Respect for human beings” stipulated in management

the Medium Term Plan published in May 2021. We
aim to be a leading provider of solutions to social
issues worldwide through digital and sustainablepolicy2000	TOPPAN VISION 21 established and respect for humanrights included in Conduct Guidelinestransformation. Priorities are transforming ourportfolio, strengthening management foundations, andrelated to wages and working hours. Toppan is a signatory to the2003 Toppan Group Helpline establishedexpanding ESG initiatives. Human rights are closely

United Nations Global Compact and supports its Ten Principles

2006 Toppan joins United Nations Global Compact

linked to all of these. It is vital to consider them acrossas well as the Guiding Principles on Business and Human2015 Diversity & Inclusion Promotion Team formed

global supply chains. Human rights are also integral toRights. Our practices are based on these principles.

Health Management Declaration established

ESG practices and human asset management, which2019	Diversity & Inclusion Promotion Office launched

are critical for strengthening management foundations.

* The following are stipulated under the basic approach.

2020	Agreement on prevention of harassment concluded● Scope of Application

2021 Toppan Group Human Rights Policy establishedand Regulations● Compliance with Applicable Laws

● Responsibility to Respect Human Rights● Human Rights Due Diligence● Remedy● Stakeholder Engagement● Education and Training

Responsibility for Human Rights● Management● Information Disclosure

Our policy is based on the UN Guiding Principles
on Business and Human Rights, a global standard. To
make the vision in our Medium Term Plan a reality, weFor details of the Toppan Group Human Rights Policy

https://www.toppan.com/en/about-us/our-corporate-approach/human-rightspolicy.html

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will consistently put the policy into practice across theGroup.

TOPPAN Sustainability Report 2022

Contents

Introduction

Management

Special Reports / TCFD

Social (S)Environment (E)Governance (G)Recognition / Assurance

Special Report 1: The Aims of Toppan’s Human Rights Policy | Special Report 2: Sustainable Procurement | Special Report 3: Evolution of Activities Focused on the TCFD | Climate Change Disclosure According to TCFD Recommendations

Atsuko Miwa

Co-ChairJapan Civil Society Network on
SDGs（SDGs Japan）

Atsuko Miwa
Co-Chair
SDGs Japan

Hideo Okumura

Executive Officer
Personnel & Labor Relations Division
Toppan Inc.

2019, discussion surrounding human rights intensified. We
thought about whether we were doing enough and the extent towhich we could make commitments. We took a fresh look, notwanting to take human rights for granted. The new policy
expresses our approach based on the expectations ofinternational society.

Talking to a Civil Group about Toppan’s Human Rights Policy
Continuously enhancing awareness and sensitivity regarding human rights to advance sustainability
management

Miwa

It is essential to give validity to the Toppan Group Human Rights Policy by engaging in dialogue with stakeholders. We need to ensure

being about discrimination. It is definitely one of the mostinitiatives are meaningful and look at the approach required to drive sustainability management globally. Hideo Okumura, Executive

serious violations, but understanding will be limited if thinking

Officer heading Toppan’s Personnel & Labor Relations Division, spoke to Atsuko Miwa, a Co-Chair of SDGs Japan.

is confined to discrimination alone.

There is great value in what you have done by taking afresh look at human rights and refusing to take them for granted.
In Japan there is a tendency to think of human rights issues as

OkumuraOkumuraFirst, I’d like to ask for your thoughts on the Toppan

Group Human Rights Policy.
Miwa

It is a well-conceived policy that fully considers a rangeof human rights. Even if you believe you are addressing theaccess to remedy. Unfortunately, few companies in Japan haveissue properly, you have to ask yourself if you are fulfillingbeen able to do that. What was the background to Toppan taking

responsibilities when held up to global standards. I want to be

this global perspective?

proactive in engaging with external parties to get an objective
understanding of the expectations of global society and whereof relevant issues. I am particularly encouraged by the fact thatresponsibility to protect human rights covers the entire value

Okumurachain and by the clear inclusion of remedy for issues arising.

our activities. In a way, respect for human rights is part of ourRemedy is an important pillar of the UN Guiding Principles
on Business and Human Rights. To protect human rights, it is

I also feel there is a tendency towards a narrow view

vital to not just express respect for them, but to explicitly state“Respect for human beings” is fundamental to all

we are in relation to them.

DNA. However, having that in our DNA alone is not enough.

Miwa

Following publication of the TOPPAN SDGs STATEMENT indialogue.

22

It is important to refresh your awareness through

TOPPAN Sustainability Report 2022

ContentsIntroduction

Special Reports / TCFDManagement

Social (S)Environment (E)Governance (G)Recognition / Assurance

Special Report 1: The Aims of Toppan’s Human Rights Policy | Special Report 2: Sustainable Procurement | Special Report 3: Evolution of Activities Focused on the TCFD | Climate Change Disclosure According to TCFD Recommendations

OkumuraThe next step is to ensure that the human rights

hurtful. Even when such incidents occur, someone should bepolicy is instilled across the Group, identify risks, and defineable to step in and deal with it. As we raise awareness, whatspecific action. What are the key points for human rights due

kind of approach or mindset is expected outside the Company?

diligence?
Miwa
Miwa

Working to identify human rights risks, creating systems

When you expand globally, you can be subject toallegations regarding human rights from local communities andand frameworks, and simply applying them mechanically maycompanies. When that happens, constructive dialogue isnot be successful. Systems are often created but not used

important. You must not end dialogue by saying you can only

properly. This applies to many companies. For example, ifrespond so far because frameworks like the UN Guiding

someone encounters potential harassment, the key factors

Principles on Business and Human Rights are not legally

influencing whether they report it via a helpline or not are theirbinding. As a company with a human rights policy from a global

awareness and the effectiveness of the system. If everyone fully

perspective, I hope you can identify pragmatic and effective

understands human rights, they can pull out yellow and red

remedies through dialogue.

cards for violations when they or someone else could be

Miwaaffected. To prevent violations by raising the awareness of

Okumuraemployees, you have to listen to what people are actually dealingcase has a significant bearing on how things develop thereafter.

The way in which you respond to each individualwith and conduct relevant training.
Toppan conducts a wide range of training, inIf employees’ actions are based on an understanding of

the links between human rights and society, it can bringtremendous value. I look forward to seeing Toppan’s policy being
implemented across the Group and to the Company publishing

Miwa
Okumuravalue that contributes to society going forward.

Sometimes things that don’t seem directly related to

information on specific activities and outcomes.

human rights are in fact strongly linked to them. For example,

particular with respect to LGBTQ issues and other aspects ofthe structure of industry is changing drastically to drive

Okumuradiversity. We want to enhance programs to ensure people takedecarbonization, but this means some industries will fall into

the importance and extent of human rights. We will continue toownership of the issues. I hope to foster a culture in which we

decline and people will lose jobs. “Just transition” is an

engage with a wide range of stakeholders and consistently work

intuitively protect each other’s human rights. One in which

important concept for advancing change in a way thatto enhance our awareness and sensitivity on human rights.

people understand human rights properly and we see an end tosafeguards human rights. I hope Toppan takes a comprehensive

Thank you very much.

the kind of microaggressions where an off hand comment can beapproach without drawing lines between human rights, theThis has been thought-provoking and reemphasizedenvironment, and economy.
OkumuraToppan began in the printing business and is now

diversified, but the desire to “communicate information” isalways at our core. I’m sure that won’t change as the means tocommunicate expand from paper to digital media and possibly
to completely new forms in 20 or 30 years’ time. With theestablishment of the Toppan Group Human Rights Policy, I
want to ensure that everyone is reminded that respect for

Facilitator

Hidenori Imazu

General ManagerSDGs Project
Experience Design Department
Marketing Subdivision
Information & Communication
Division

human rights is the foundation for our business and to create

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TOPPAN Sustainability Report 2022

Contents

Introduction

Management

Special Reports / TCFD

Social (S)Environment (E)Governance (G)Recognition / Assurance

Special Report 1: The Aims of Toppan’s Human Rights Policy | Special Report 2: Sustainable Procurement | Special Report 3: Evolution of Activities Focused on the TCFD | Climate Change Disclosure According to TCFD Recommendations

Project Initiatives and Challenges to Address
The Toppan Group Human Rights Policy was established in October 2021. Related initiatives will be advanced
across the Group worldwide.
Plan for the Toppan Group Human Rights Policy

Step 1Commitment

Step 2

From ﬁscal 2022 (Monitoring and disclosure from ﬁscal 2023)

Formulate andpublish policy

Disseminate policy and include inrisk management system

Identify risks andanalyze key issues

PDCA cycle
Reﬂect priorities in work processes
to reduce risks

Create internal frameworks

Taking ownership tochange mindsets andbehavior

Yui Nakamura

Human Rights Due Diligence

Fiscal 2021

Interview

Supervisor
Personnel Department
Personnel & Labor Relations DivisionInterest in business and human rights is intensifying as
companies globalize. Toppan and other JapaneseMonitor and disclose our humanrights initiatives

Monitoring and disclosurecompanies have addressed issues such as harassmentand occupational safety and health, but we need to go
beyond conventional thinking and recognize ourresponsibility across supply chains, consumers, andcommunities. It is vital that we renew our awareness andActivities in Fiscal 2021

encourage employees and business partners to takeJun 2021

Launched Toppan’s Human Rights Working Group

Future Initiatives

We have identified our five main risks as forced labor/humanownership of human rights issues, prompting change inJul 2021

Joined Global Compact Network Japan Working

trafficking, discrimination, inhumane treatment, right to privacy,

how people think and act. In addition to training, we plan

Group on Human Rights Due Diligenceand human rights governance across the Group.

to fulfill our responsibility to respect human rights by

Aug 2021

Drafted Toppan Group Human Rights Policy

We will conduct training at Toppan companies throughout

Sep 2021

Human rights policy and risks discussed by

the world to ensure that the human rights policy is understood.

companies globally and implementing corrective andToppan’s officers

We also plan to implement the PDCA cycle for human rights

preventative measures accordingly.

Oct 2021

Established Toppan Group Human Rights Policy

due diligence in fiscal 2022. Specifically, we will assess risks for

Identified Toppan Group’s main human rights risks

Toppan’s companies and stakeholders, conduct training andInformed leaders of related companies of the policy

other activities to mitigate and remedy risks identified, andEstablished Toppan Group Sustainabledisclose information as appropriate.

Nov 2021

conducting due diligence at roughly 200 Toppan

Procurement Guidelines
Jan-Mar 2022 Established framework for assessing, rectifying, andmonitoring risks
Mar 2022

Conducted human rights training for all employeesof Toppan Inc. (To be expanded to Group
companies globally in fiscal 2022)

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TOPPAN Sustainability Report 2022