Message fromthe President & CEO

Sustainability Management

Environment

SocialGovernance

Disclosure Based on
the TCFD Recommendations

ESG Data

Respect for Human Rights
Basic Approach, Human Rights Policy
Based on the idea that respect for human rights isthe foundation of our business activities, MITSUBISHI
MOTORS supports the “United Nations Global Compact(UNGC),” in which the United Nations advocates the10 principles in the four categories of “human rights,labor, environment, and anticorruption.” As a participating company, we support and respect international
standards and norms such as “the International Bill ofHuman Rights,” “the United Nations Guiding Principles
on Business and Human Rights,” “the ILO’s Declaration
on Fundamental Principles and Rights at Work,” andpanies to address human rights are being enacted

matters, such as the move toward legislation of due

in many countries, and the need to address humandiligence in the battery manufacturing process, par-rights risks in the supply chain is rapidly increasing.

ticularly in Europe.

Failure to comply with these laws and regulations in aTo appropriately respond to these demands, wetimely and appropriate manner may not only violate

are developing a due diligence policy, including a re-laws and regulations, but may also cause damage tovised human rights policy.

the Group’s brand image due to loss of public trust

In the MITSUBISHI MOTORS Global Code of Conduct,

and affect the Group’s business activities, including“Respect Human Rights and Diversity, Provide Equal

production, development, purchasing, and sales, andOpportunity,” specifies that discrimination, retaliation

may impact the Group’s business performance, finan-and harassment are not permitted in any form or tocial position, and cash flow.

any extent, and that the diversity of suppliers, custom-Specifically, the automotive industry is now being required to address broader and more complex

ers, executives, employees and local communities shallbe respected in addition to respecting human rights.

“the Organization for Economic Cooperation and Devel-

Human Rights Policy

opment (OECD) Guidelines for Multinational Enterprises.” Based on the 10 principles of the UNGC, as a good
corporate citizen we will continue our activities toward
the realization of the sustainable growth of society.
We established our “Human Rights Policy” afterconsultation with experts and approval by the Executive Committee, with the aim of conducting ourbusiness activities in a manner that respects thehuman rights of our stakeholders. This policy outlines
fundamental matters such as support and respect forinternational standards and norms regarding humanrights, and matters for compliance. The policy also
stipulates specific measures to prevent and reduce
negative impacts on human rights, to provide remedial measures, and to provide education for officers
and employees. This policy has been translated into

Our Human Rights Policy stipulates the following content, as well as items to be complied with and addressed.
l Recognition of initiatives on respect for human rights asessential factors in the fulfillment of our social responsibilityl Compliance with the Human Rights Policy by all of theexecutives and employees, and respect for fundamental
human rights throughout our business activitiesl Support and respect for international standards and normsl Compliance with the national laws and regulations ineach market where we operatel Where conflict exists between internationally recognizedhuman rights and national laws, seeking of ways to honor the principles of international human rights[Compliance items]
1. Prohibition of Discrimination
2. Elimination of Unjustifiable Labor Practices
3. Freedom of Association, Labor and Management Dialogue
4. Ensuring Access to “Decent Work”
5. Community Involvement[Initiatives]
1. Human Rights Due Diligencel MITSUBISHI MOTORS will identify, prevent, or mitigate
negative impacts on human rights which may be caused
by our business activities through the application andsupport of human rights due diligence processes.
2. Remediationl Where MITSUBISHI MOTORS identifies that it has caused
or contributed to a negative impact on human rights, wewill provide for or cooperate in remediation processes.
3. Ensuring Transparency and Accountabilityl MITSUBISHI MOTORS will provide appropriate education
or training to all executives and employees.
l We will ensure that our Group companies comply withthis policy, and we will request that our business partners respect human rights.
l We will disclose our initiatives on respect for human rights.

English and made available on our website to all employees of Group companies in Japan and overseas.
In addition, laws and regulations requiring comMITSUBISHI MOTORS CORPORATION Sustainability Report 2024

The full text of the Human Rights Policy, including annotations, can be found here
WEB https://www.mitsubishi-motors.com/en/sustainability/society/human_rights/pdf/human_rights_policy.pdf
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Message fromthe President & CEO

Sustainability Management

Management Structure
MITSUBISHI MOTORS’ efforts addressing respect forhuman rights are mainly focused on the sustainability,
human resources, procurement and administration
divisions, with the cooperation of external agencies. The
Executive Officer in charge of sustainability, acting as
the person in charge of promoting initiatives on respectfor human rights, reports the status of human rights
risk assessment and related measures to the Sustainability Committee,*1 which is held three times a year.
Members of the Sustainability Committee share thedetails of these reports with their departments, promoting companywide efforts to respect human rights.
In addition, we have integrated the risk of humanrights violations in value chain into the Internal Control
Committee’s scope of Company-wide risk management
and positioned it as a priority risk with high potential impact and the urgent need for appropriate management*2.
As for the internal system for promoting anawareness of human rights, in FY2023 we conductedtraining by inviting external lectures for executives
under the theme of “business and human rights,” andthe Corporate Officer in charge of human resources
leads the promotion of awareness training. As one
aspect of our human rights awareness education, human rights themes are incorporated into shared materials used in various training programs, and in eachbusiness site human resources department works toraise employees’ human rights awareness. We also
participate in events held by the Industrial Federationfor Human Rights, Tokyo, and the Mitsubishi Group
Human Rights Enlightenment Committee (organizedby Mitsubishi Group companies), of which we are amember, and attend conferences and research meetings held by other external organizations. (In FY2023,MITSUBISHI MOTORS CORPORATION Sustainability Report 2024

Environment

SocialDisclosure Based on
the TCFD Recommendations

Governancewe spent a total of 83 days participating in training
sessions.) We also use the latest information obtained
through our participation in these events in our human rights awareness activities and utilize the knowledge we gain from these activities in our inhousetraining programs.
*1 Please see page 9 for details on the Sustainability Committee.
*2 Please see page 104 for details on our internal control systems.

Human Rights Due Diligence

ESG Data

including one-on-one interviews between evaluation
organization and employees with various attributes.
Using an external assessment organization ensures
the objectivity of assessments and keeps them consistent with international norms.
*3 E
 xamples of assessment items: Wages (payroll records, overtime, unfair wage deductions), child labor (employment under 15), forced labor (freedom of movement and retirement),
discrimination (harassment), health and safety (training andeducation, evacuation disaster prevention), and remedies (consultation services) are evaluated in consultation with an external evaluation organization, using ILO standards and industry
initiatives as reference.

We have committed to identifying, preventing, or mitigating the negative impacts of its business activities
on human rights through a system of human rights
due diligence.
Based on this understanding, we conduct humanrights assessments*3 as part of our human rights
due diligence. In FY2021, we conducted human rights
assessments at our headquarters and three domestic
plants, and in FY2022, at Mitsubishi Motors (Thailand)Co., Ltd. (MMTh), our main production base in theASEAN. During the assessments, we evaluated thehuman rights impact through employee involvement,Assessments conducted in FY2021 and FY2022
resulted in no violations that had a significant impact
on the human rights of our business and employees.
In our human rights assessment activities, we areworking to mitigate human rights risk through thefollowing processes.
1. Summarize assessment results
2. Identify matters requiring improvement and thedepartment in charge
3. Monitor implementation status
4. R
 eport to the Sustainability Committee(improvement plans and monitoring)

The Human Rights Due Diligence Process

Sustainability Committee
STEP 2

STEP 1
Determine
scope

Identify risks

STEP 3
Conductassessment

STEP 4
Enact mitigation andpreventive measures

STEP 5
Continuemonitoringl STEP 1 D etermined human rights issues to be addressed by the Company based on the International Bill of Human Rights
and other human rights guidelines
l STEP 2 Identified employee working conditions, health and safety as risks with high human rights impact and identified
sites for assessmentl STEP 3 A
 t target locations, external assessment organizations conduct assessments
l STEP 4 Based on the assessment results, enact measures to mitigate and prevent human rights risks
l STEP 5 Monitor mitigation and preventive measures for effectivenessBack ◀

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Message fromthe President & CEO

Sustainability Management

Complying with the Human Rights Policy
Coinciding with Human Rights Day on December 10,
to raise awareness, each year MITSUBISHI MOTORS’Executive Officer, President & CEO disseminates amessage to all officers and employees regarding respect for human rights, emphasizing the importanceof sincere words and actions, as well as enhancing
awareness of our human rights policy and explaining
the importance of our human rights initiatives.
Our policies and activities for promoting and realizing respect for human rights are described below.

Prohibiting Discrimination

We require executives and employees to respect diversity and to create equal opportunities with no allowance for unfair discrimination or harassment on bases
such as race, skin color, nationality, ethnicity, family
origin, sex, sexual orientation, gender identity, age,presence of disability, language or religion.
Also, we emphasize the importance of diversity in
our training programs, and we encourage our employees to work together with respect for diverse values.

Eliminating Unjustifiable Labor Practices

We do not tolerate any unjustifiable labor practices
such as slavery labor, child labor, forced labor, including human trafficking, and strives to eliminate
such practices.
To ensure against such practices, we verify potential
employees’ ages to ensure statutory requirements are
met when entering into labor agreements. We do not
charge applicants and hired employees any fees andMITSUBISHI MOTORS CORPORATION Sustainability Report 2024

Environment

SocialGovernancecosts related to recruitment. Pay slips clearly state any
legal deductions; we do not make unfair deductions,but regularly pay employees their full dues. We do not
retain employees’ passports or other identifications orprevent them from movement. Employees are free tochoose whether to enter or leave the dormitories.

Freedom of Association and Labor–Management Dialogue

We respect its employees’ right to associate, and
we engage in sincere dialogue with employees toresolve various types of issues. Regarding collectiveagreements with labor unions, we recognize employees’ freedom to engage in legitimate union activity,
including collective bargaining. We clearly state that
employees who engage in such activities will not be
subject to disadvantageous working conditions orother sanctions.

Ensuring Access to Decent (Rewarding andHumane) WorkTo ensure decent work, in addition to complying withindividual countries’ laws and regulations, we conduct
activities focused on respect for human rights, basedon international norms (such as the International Billof Human Rights and the ILO’s Declaration on Fundamental Principles and Rights at Work). We havedesigned our personnel system to ensure that employees are compensated at a level that allows for astable livelihood, while also providing higher rewards
for employees who perform well. This system aims
to improve employee motivation and enhance theirabilities. To ensure that these efforts are appropriately evaluated, we hold annual labor–management

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59▶ NextDisclosure Based on
the TCFD Recommendations

ESG Data

negotiations and implement reviews and revisions asnecessary based on labor–management agreements.
Data (p. 123): Wage levels

Community Involvement

In our efforts to maintain harmony with the local
community, we contribute to society by utilizing eachand every employee’s skills and know-how as well as
our technologies and products.

Consideration for Human Rights in Work andInvestment

As we believe that positive relationships based on
mutual understanding between employees and everyone in the community are essential to the sustainability of our business, when establishing businesssites or related facilities, we give consideration to thecultural values of the country and region including
customs and religions.

In-House Education and Training

In order to encourage all executives and employees tocultivate their respect for human rights, the Company
is offering courses that deepen understanding toward
human rights within its various training programs,
including each job rank and entry-level employee
training. In FY2023, we conducted a total of 680 hoursof human rights training for 710 employees, including entry-level employees, mid-career employees
and newly promoted managers (department generalmanagers and section managers). In addition, thefollowing training was conducted for executives.

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Message fromthe President & CEO

Sustainability Management

Inviting outside lecturers to present onsuch topics as "business and humanrights," an indispensable perspective for
global corporate management
Raising awareness of social human rights
Newly promoted general issues required for workplace management, prevention of harassment, remanagers
sponse in the event of occurrence, etc.
Newly promot- Recent topics related to human rights,
ed managers harassment prevention, responding toincidents when they occur, and the roleof manager
Mid-career
Recent topics regarding human rights.
employees
The relation between our business andhuman rights, etc.
Entry-level
The significance of corporate initiativesemployees
regarding human rights. Fundamental
knowledge regarding human rights, etc.
Executives

In addition to training programs tailored to eachjob rank and entry-level employee training, to promote awareness of sexual minorities among ouremployees, MITSUBISHI MOTORS has been conducting
seminars at each business site since FY2018. In addition, we also conduct an internal e-learning course
covering basic knowledge of LGBTQ issues.
Number of AttendanceParticipants
RateEntry-level employee training
212
100%
Mid-career employee training
206
100%(newly promoted)
Newly promoted manager
222
100%
training
Seminars to raise under125—
standing of LGBTQ issues
LGBTQ e-learning course
9,381—
Training Programs in FY2023

MITSUBISHI MOTORS CORPORATION Sustainability Report 2024

Environment

SocialGovernanceSupply Chain Considerations

We conduct appropriate transactions, which includes
not causing human rights violations against its business partners. We determine transaction prices anddelivery dates following thorough consultation withindividual suppliers.
In addition, we promote two-way communication
with our business partners through management
based on the Supplier CSR Guidelines.
The guidelines include provisions on respect forhuman rights, including the elimination of discrimination and the prohibition of child labor and forcedlabor, and we request that suppliers take humanrights into consideration. To enhance the guidelines’
effectiveness, we obtain Supplier Commitment agreements from our business partners.
In addition, based on their CSR evaluations by
third-party organizations, we evaluate business partners on “labor and human rights,” and we ask themto make improvements as necessary. Furthermore,
we will use AI analytical tools to analyze human rights
risks in our supply chain, and if any such risks areidentified, we will take measures to improve them andpublish them on our website.

Initiatives at Dealers

At dealers, we carry out initiatives to provide a work
environment with consideration for the health andsafety of employees and we prohibit acts that infringe on human rights.

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60▶ NextDisclosure Based on
the TCFD Recommendations

ESG Data

Access to Remedy
In order to make timely responses in cases where ahuman rights related issue occurs within the company, we have established internal and external consultation offices (helplines) and the MITSUBISHI MOTORSGlobal Hotline, which offers assistance in multiple
languages*1 for whistle blowing and consultation foremployees. The MITSUBISHI MOTORS Global Hotline
has established contact points in 14 countries to handle reports from employees of the Company and its
major affiliates in a total of 13 languages*2.
We have also established the Customer Contact
Center*3 for customers and the Business Partner
Helpline*4 for suppliers. These hotlines receive reportsand requests for consultations regarding humanrights issues.
Confidentiality and user anonymity is guaranteed
at all of these consultation offices. We ensure thatwhistleblowers and people who seek consultation are
not treated unfairly or discriminately.
If it is determined that an investigation is necessary not only within the Company but also within thesupplier, we will share and control information withthe compliance staff of the supplier, and work withthem to resolve the matter, agreeing in advance on
prohibited actions, such as finding the informant or
retaliating against the informant.
*1 F
 or information on the establishment of Internal and External
Consultation Offices (Helplines) and the MITSUBISHI MOTORSGlobal Hotline, please see page 107.
*2 The MITSUBISHI MOTORS Global Hotline is available in Japanese,
English, Chinese (simplified and traditional), Korean, Tagalog, Indonesian, Thai, Vietnamese, German, Dutch, French and Spanish.
*3 F
 or further information regarding the Customer Contact Center,please see page 86.
*4 For further information regarding the Business Partner Helpline, please see page 62.
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