SEKISUI HOUSE GROUP

Human Rights
Report2023

January 2023

CONTENTS

1 Introduction3
2 Sekisui House Group Human Rights Policy

4

3 Human rights due diligence promotion framework

7

4 Human relations promotion framework

8

5 Human Relations Training

10

6 Consultation system

11

7 Promoting diversity

12

8 Supply chain: procurement

15

9 Partner building constructors and partner companies

16

10 Occupational health and safety: construction sites16

11 Occupational health and safety: employees

19

12 Collaboration with external human rights organizations20

13 Efforts to heighten awareness using human rights slogans

20

Excerpt from ESG data (social) 21

1 Introduction
The Sekisui House Group Human Rights Report presents acomprehensive overview of the Sekisui House Group’s
human rights-related initiatives and data.
At the Sekisui House Group, respect for human rights is
one of the priority issues in our ESG management. All
employees are committed to fulfilling their responsibility torespect human rights by practicing our Corporate Philosophy,
the fundamental principle of which is “love of humanity.”
To implement the Sekisui House Group Human Rights
Policy announced in April 2020, we are working to develop
leaders with good knowledge of human rights as our top
priority, with the following in mind: 1. business
management that respects human rights (integrity
management), 2. diversity management and 3. an open
workplace environment (innovation & communication). At
the same time, we are focusing efforts on respecting
human rights in the supply chain, etc., as we expand ourbusiness globally.
Based on our Human Rights Policy, we haveincorporated human rights due diligence processes into
our business activities and are promoting initiatives for top
management, all Group employees, customers, supply
chains and people working at partner building constructors.
In this report, we seek to clarify the overall picture,
progress and issues regarding our human rights initiatives
and fulfill our responsibility of “Disclosure” as stipulated in
our Human Rights Policy.

President Nakai announces participation
in “My Declaration of Human Rights,” ahuman rights campaign sponsored by the
Ministry of Justice
The Sekisui House Group endorsed the “My Declaration of
Human Rights” project advocated by the Ministry of Justicein July 2021. Yoshihiro Nakai, President, announced theGroup’s declaration.
The Human Rights Bureau of the Ministry of Justice iscalling for the participation of companies, organizations andothers in the “My Declaration of Human Rights” project,initiated based on the Japanese government’s National
Action Plan on Business and Human Rights (NAP, October2020), to boost the momentum of related initiatives.
President Nakai has proclaimed the Group’s “My
Declaration of Human Rights” based on the global vision,
the Sekisui House Group Human Rights Policy, which
was formulated in April 2020, and the Company’s
corporate philosophy.
The Sekisui House Group will further promote initiatives toencourage respect for the human rights of its stakeholders.

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Human Rights Report 2023

My Declaration of Human Rights

In order to achieve our vision, “making home thehappiest place in the world,” we are committed tofulfilling our responsibility to respect human rights
by upholding “love of humanity,” a fundamental
principle of our Corporate Philosophy.
Yoshihiro Nakai
Representative Director, President & Executive Officer, CEO
Sekisui House, Ltd.

2 Sekisui House Group
Human Rights Policy

In April 2020, we formulated and announced the Sekisui
House Group Human Rights Policy. It was formulated withthe advice of outside experts and approved by the Boardof Directors of the Company.
This policy respects international norms, such as theInternational Bill of Human Rights, the International Labour
Organization (ILO) Declaration on Fundamental Principles
and Rights at Work and the Guiding Principles on Businessand Human Rights, and supports the Ten Principles of theUnited Nations Global Compact.
In order to fulfill its social responsibilities, Sekisui House
has stated that it will respect the human rights of all
stakeholders who may be affected by its businessactivities, including those in the supply chain.
All Sekisui House Group officers and employees(including temporary, part-time and fixed-term employees)
must comply with this policy, and we promote awarenessof the policy through training and other measures. We also
publish the policy on our website, and we expect all
stakeholders inside and outside the Group to understandand support the Group’s policies and initiatives forrespecting human rights.
Based on our Corporate Philosophy and Code of
Conduct, the Sekisui House Group Human Rights Policy
complements and clarifies the principle of “Respect forhuman rights,” outlined in our Corporate Code of Conduct.
It declares our commitment to continue to promote thecreation of a corporate structure with zero tolerance for any
infringement of human rights, discrimination or harassment.
See page 6 for the full text of the Sekisui House Group
Human Rights Policy

Corporate Code of Conduct
Standing on a Corporate Philosophy with “love ofhumanity” as the fundamental principle, and based on thefollowing 10 principles, Sekisui House Group companies
respect human rights, adhere to all applicable laws andinternational rules as well as the spirit thereof, both insideand outside Japan, and act as a driving force for building asustainable society with integrity.
The 10 basic principles of the Corporate
Code of Conduct
1. Sustainable economic growth and resolution ofsocial issues
2. Fair business practices
3. Fair disclosure of information and constructive
dialogue with stakeholders

An excerpt from the Guidelines related to human rights isprovided below.
5-1 Respect of Human Rights and Prohibitionof Discrimination
Consistently strive to maintain a healthy workplaceenvironment, respect the human rights of each person
and do not act in any way that could lead todiscrimination. Do not discriminate in hiring andtreatment of employees. Furthermore, ensure that otherpersons are prevented from discriminatory behavior.
1. Do not engage in any form of unreasonablediscrimination based on birth, nationality, race,
ethnicity, beliefs, religion, gender, sexual orientation,
gender identity, age, disabilities, preference,educational background, family and others.
2. Do not engage in acts which violate human rights
through violence, derision, slander, libel, forced laborthrough threats, bullying, or spread of rumors.

4. Respect for human rights
5. Relationships of trust with consumers andcustomers
6. Reform of work practices and enhancement of
workplace environments
7. Engagement with environmental issues
8. Involvement in the community and contribution toits development
9. Thorough crisis management
10. Role of top management and implementation ofthis Corporate Code of Conduct
See the full text of the Corporate Code of Conduct (Japanese only)

Corporate Ethics Guidelines
The Corporate Ethics Guidelines lay out corporate ethics
standards to be followed by the Company, its officers andemployees in the course of corporate activities carried out
by all Sekisui House Group companies.

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Human Rights Report 2023

The guidelines also include the following stipulations.
5-2 Sexual Harassment
5-3 Harassment Related to Pregnancy, Birth andChildcare Leave, etc.
5-4 Power Harassment: abuse of authority
Refrain from any activity that could be taken as
harassment, take thorough measures to prevent any
activity that could harm the workplace environment, andtake appropriate measures if such activity is recognized.
5-5 Diverse Values
5-6 Protection of Privacy
Appropriately manage employees’ personal information.
5-7 Workplace Safety and Health
Secure safety and health at the workplace and support
the maintenance and promotion of employee health.
5-8 Maintenance and Improvement of Employee Health
5-9 Compliance with Labor-Related Laws
Comply with labor-related laws and strive to maintainan employee-friendly working environment.
Corporate Ethics Guidelines

Prevention of Child Labor and Forced orCompulsory LaborAs stipulated in the Sekisui House Group Human Rights
Policy, the Sekisui House Group does not tolerate any formof forced or compulsory labor or child labor.
We do not tolerate any involvement in human trafficking
nor any involvement with companies or production regions
where such involvement has been identified throughtransactions. This stance is also stipulated in Corporate
Ethics Guidelines under “5-1 Respect for Human Rights
and Prohibition of Discrimination,” “1-2 Ensuring Full
Compliance” and “2-5 Severance of Relations with
Antisocial Forces.”
We observe the legal minimum working ages of thecountries where we operate and verify the ages ofapplicants when hiring. Our CSR Procurement Guidelines,
which are applied primarily to our main suppliers, prohibit
discrimination based on nationality or race, inhumane
treatment, forced or compulsory labor and child labor, andrequire the appropriate management of employee healthand safety.

Consideration of human rights inselecting partners in new businesses
and developments
The Sekisui House Group communicates its stance on
corporate ethics to its business partners, as stipulated in its
Human Rights Policy: “We also expect our business
partners … to understand and support this policy.”
Understanding of our vision, including our Corporate
Philosophy and ESG management, is a major prerequisitewhen selecting partners. Our corporate philosophy alsolays out the idea that “whether developing a product,
creating an environment or choosing to enter into a new
business, we should always ask ourselves whether this is
helpful to the customer and if it contributes to society,”defining this practice as exercising “love of humanity.”

Selecting employee representatives
At Sekisui House, employee representatives are selectedannually to enable discussion with management asneeded. Requests and demands from employees are
addressed through labor-management dialogue.

Children’s human rights and the Sekisui
House GroupAs shown above, the Sekisui House Group Human Rights
Policy, expressly and strictly prohibits any form of childlabor. We support the Children’s Rights and Business
Principles published by UNICEF in 2012. In addition to
working to prevent and eliminate child labor, we implement
initiatives to ensure respect for children’s rights based on
an awareness that corporate activities may impact children
in diverse ways.
Sekisui House regards children as important
stakeholders and direct users of housing. Since the 1970s,
we have been engaged in housing research from theperspective of universal design, and we strive to create
products that enable healthy living for all users, fromchildren to seniors.

Developing products that enable healthy living
for children
Sekisui House’s Kids Design Kodomo idokoro(Japanese Only)

Kodomo idokoro is a lifestyle proposal product developedin line with the principles of smart universal design toprovide a variety of living spaces that help children growand flourish. With a focus on safety, peace of mind andindependence, Kodomo idokoro aims to create homes that
nurture children’s vitality. Kodomo idokoro is focused notjust on the child rearing-oriented perspectives of parents,
but also on the perspectives of children themselves withthe aim of promoting their emotional, intellectual, physicaland social development at each stage of growth.

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Human Rights Report 2023

Supporting employees who care for children
Sekisui House IKUKYU.PJT

As a “Kids-First” company that supports parents and other
employees engaged in childcare, Sekisui House
encourages male employees with children under the age ofthree to take childcare leave. Our policy is to ensure that all
employees with children under three, regardless of gender,
can take childcare leave.

Supporting organizations that promote the soundgrowth of children
Employee-company Joint Donation Program:Sekisui House Matching Program (Japanese Only)

Sekisui House has established the Sekisui House
Children’s Fund to support the happiness and well-being ofchildren. In FY2022, the fund supported 57 organizations.

Helping the next generation gain business skills
for the future
See page 138 of Value Report 2022
Sekisui House Housing Education Programs (Japanese only)

Sekisui House works with national and regional
government bodies as well as educational institutions toprovide workplace experience and educational programsfor children. Through a variety of forms of housing
education for the leaders of tomorrow, we seek to convey
the ways that we are working to build happy homes while
contributing the achievement of the SDGs.

Sekisui House Group Human Rights Policy
The Sekisui House Group believes that its mission is to continue to provide safe, secure, andhealthy housing and services that aim to contribute to a sustainable society.
In order to achieve our vision of “Making Home the Happiest Place in the World”, we strongly
hope to create happiness for all stakeholders through our various businesses. We express ourcommitment to fulfill our responsibility to respect human rights by practicing “love of humanity”,
which is a fundamental principle of our Corporate Philosophy.
Based on our Corporate Philosophy and Code of Conduct, the Sekisui House Group Human
Rights Policy complements and clarifies the “Respect for Human Rights”, which is one of theprinciples outlined in our Corporate Conduct Guidelines.
This policy applies to all officers and employees of the Sekisui House Group. We also expect ourbusiness partners, including building contractor partners and suppliers, to understand and support
this policy.
The Board of Directors of Sekisui House, Ltd. shall supervise compliance with this policy andits implementation.

We believe that the perspective of affected stakeholders is critical to understand human rights
issues. We are committed to engaging in dialogues with relevant stakeholders in order toappropriately address human rights issues associated with our business.
If we identify that we have caused or contributed to negative impacts on human rights, we strive
to remediate such impacts by appropriate means.

Respect for Internationally Recognized Standards

Grievance Mechanisms

We are committed to respecting human rights as stipulated in the International Bill of Human
Rights (*1) and the ILO (International Labour Organization) Declaration on Fundamental Principles
and Rights at Work (*2). We are a signatory of the United Nations Global Compact and we
support its ten principles.
We strictly prohibit any form of forced labor and child labor.
We shall continue to promote the creation of a corporate structure with zero tolerance for any
discrimination or harassment based on birth, nationality, race, ethnicity, beliefs, religion, gender,
sexual orientation, gender identity, age, disabilities, preference, educational background, family or
any other ground. We also strive to maintain a healthy working environment without discriminationin employment or treatment of employees.
We respect the freedom of association and the right to collective bargaining. We comply withlabor-related laws and regulations and observe labor-management agreements. We arecommitted to engaging in employees or their representatives in good faith through dialogue andconsultations and continuously work to build constructive relations.
We comply with national and regional laws and regulations in countries and regions where we
operate. Where national and regional laws and regulations conflict with international human rights
standards, we seek ways to honor the principles of internationally recognized human rights while
complying with national and regional laws and regulations.

We have in place the following complaint reporting channels to identify concerns and potential
negative impacts on human rights associated with our business activities. The use of the mechanisms
is strictly kept confidential and the users are protected from any detrimental treatment as aconsequence of reporting issues.
• Internal consultation services for employees regarding harassment, human rights abuses, andissues related to workplace environment• Contact points for stakeholders affected by our business activities that enable consultation
regarding negative impacts on human rights

Diversity Initiatives
We shall promote the creation of a working environment with free and open communication, where
people who work together and every employee recognize and make the most of each other's
diversity, values and working styles. We aim to build an organizational culture that fosters innovation.

Awareness Raising and Training
We shall continue to provide education and training necessary for all Group officers and employees
to implement this policy.

We shall investigate and respond to reports made through the mechanisms and take remedial
measures as necessary. We continuously seek to optimize our grievance mechanisms in order to
respond appropriately to any potential negative impact on human rights associated with ourbusiness activities.

Disclosure
We will regularly disclose our efforts to respect human rights as outlined in this policy through our
website and other means of communication.
Effective on April 1, 2020
Approved by the Board of Directors of Sekisui House, Ltd.

Implementation of human rights due diligence*1. T he International Bill of Human Rights consists of the Universal Declaration of Human Rights, the International Covenant on Civil andPolitical Rights and the International Covenants on Economic, Social and Cultural Rights. It is widely regarded as the fundamental humanrights framework by the international community.
*2. T he Declaration on Fundamental Principles and Rights at Work adopted by the ILO sets out the following four categories as the minimumlabor standard to be observed: freedom of association and the effective recognition of the right to collective bargaining; the elimination of
all forms of forced or compulsory labour; the effective abolition of child labour; and the elimination of discrimination in respect of
employment and occupation.
*3. T he UN Guiding Principles on Business and Human Rights, endorsed by the United Nations Human Rights Council, is the authoritative
global standard for states and businesses to prevent and address the risk of adverse impact on human rights linked to business activity.

In line with the United Nations Guiding Principles on Business and Human Rights (*3), we arecommitted to integrating human rights due diligence processes in our business activities in order
to identify negative impacts on human rights and continuously work to prevent and mitigate
such impacts.

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Human Rights Report 2023

3 Human rights due

Identifying important human rights issues
in our business

ESG Management Promotion Structure
Board of Directors
3 ESG subcommittees

ESG Promotion Committee

E: Environmental Subcommittee

Approval

Sales(Chairperson: Head of Environment
Improving Department)• Decarbonized society• Society in which humans and nature coexist• Resource-recycling society • Water resources• Other environmental management

Map of Human Rights Risks Related to Sekisui HouseGroup BusinessesHigh

The Sekisui House Group has established the following
framework for implementing human rights due diligence.
As stipulated in the Sekisui House Group Human Rights
Policy, Sekisui House’s Board of Directors charges the Risk
Management Committee (chaired by Satoshi Tanaka,
Representative Director of the Board, Executive Vice
President, Executive Officer), its consultative body, withregularly inspecting and supervising compliance with our
Human Rights Policy and related initiatives.
With regard to human rights issues in the Sekisui HouseGroup, the Social Improvement Subcommittee decides onpriority issues and policies in the ESG management
promotion structure. We have established a human rights
due diligence meeting under the Social Improvement
Subcommittee and are promoting information sharing andcollaboration among several related departments.

Human rights risks related to Sekisui House Groupbusinesses are reviewed and reevaluated by the Human
Rights Due Diligence Meetings. Risks marked with red dotson the map below are priority issues.

Employment of non-Japanese
workers at construction sites

Construction site
health and safety
Workplace
Labor issues in theharassment
supply chain

Human rights issues
associated with timber
procurement
Impact on human rights

diligence promotion
framework

Overwork and stress of
employees

Leakage of personal
information
Human rights violations on
the Internet

Employment andretention of people
with disabilities
Fair hiring

Advertising expressions
Safe, secure products
and services

Discrimination against
rental housing residents

Strength of connection with the GroupHigh

Priority issues maintained after 2022
1. Workplace harassment
2. Construction site health and safety
3. Labor issues in the supply chain
4. E
 mployment of non-Japanese workers atconstruction sites

Production and
Procurement

S: Social Improvement Subcommittee

Report(Chairperson: Head of Diversity andInclusion Promotion Department)• Promoting Diversity • Human resource development• Workstyle reforms • Respect for human rights• Happiness Health Management• Contributing to society

G: Governance Subcommittee(Chairperson: Head of Investor
Relations Department)• Fostering an organizational culture that promotes
innovation and communication• Strengthening the Group governance system

Head office
CooperateGroupcompanies
in JapanGroup
companies
overseas

Secretariat: ESG Management Promotion Headquarters

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Human Rights Report 2023

Human rights due diligence atoverseas Group companies
Companies are increasingly expected to ensure that theirbusiness activities, including those in their value chain, arefree from infringements of human rights, such as child laborand forced or compulsory labor. The Sekisui House Groupis also taking steps to address global human rights issues
from the perspective of contributing to the realization of
the SDGs.
To ensure respect for human rights in our overseas
activities, we work to disseminate and raise awareness of
the Sekisui House Group Human Rights Policy. In addition,
since establishing the Sekisui House Global Helpline as a
global consultation and reporting system for employees atour overseas subsidiaries in English-speaking regions, wehave continually worked to expand and enhance it.
In FY2022, we continued these efforts while surveying
and confirming their effectiveness. To understand any
possible negative effects on the human rights ofstakeholders in our main businesses of construction anddevelopment and facilitate the formulation of preventive
and other countermeasures, we advanced dialogue withrelated divisions and Group companies and carried out
self-assessment questionnaires (SAQs) of key overseas
Group companies and business sites with support from anexternal specialist company.
We will continue working to enhance dialogue withoverseas subsidiaries and business sites using the SAQ
results and analyses thereof, working to identify, preventand mitigate human rights issues on an ongoing basis.
When activities that cause or contribute to negative humanrights impacts are detected through such surveys or via
internal reporting, we make every effort to implement
appropriate remedial measures.

4 Human relations

promotion framework*

As a system to strengthen our corporate culture of strictly
preventing the infringement of human rights, discriminationand harassment, we have organized the Human Relations
Promotion Committee, chaired by the President, bringing
together members of the promotion committees establishedin our departments, offices and Group companies.
Every year, representatives of each promotion committee
gather to hold a Groupwide Human Relations Promotion
Committee Meeting. At the meeting, guidelines for
implementing human rights measures, Group-wide priority
issues, training policies and training plans are shared.
Each promotion committee is responsible for promoting
the initiatives decided at the National Human Relations
Promotion Committee Meeting.
We have established the Human Relations Office in the
Legal Department as a dedicated department foroverseeing human rights under the supervision of the
managing officer responsible for legal affairs. This office isin charge of running the Sekisui House Group’s internalreporting hotlines, including the harassment consultation
desk, implementing human rights awareness training,planning and operating human rights initiatives through the
Human Relations Promotion Committee, supporting
implementation on-site, handling human rights issues when
they arise and promoting human rights due diligence under
the Social Improvement Subcommittee.
* The Sekisui House Group’s in-house human rights promotion structure. In addition tohuman rights issues that we have long been working on, such as Buraku(marginalized communities) issues, we have established a structure to address thehuman rights of individual employees, which are greatly impacted by relationships in
the workplace, and to respond to a wide range of human rights issues as issues forthe organization and workplace.

Organizational tree of the Sekisui House Group Human
Relations Promotion Committee
Human Relations Promotion Committee chaired by the President
Secretariat : Human Relations Office, Legal Department
Corporate Management Planning Department
Platform House Promotion Department
Communication Design Department
IT Design Department
CS Promoting Department

Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee

Accounting Department
Finance Department
TKC Project Department

Promotion Committee
Promotion Committee
Promotion Committee

ESG Management Promotion Headquarters Promotion Committee
External Affairs Department
Investor Relations Department
Diversity and Inclusion Promotion Department
Environment Improving Department

Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee

Auditing Department
Human Resources Development Department
Human Resources and General Affairs Department
Real Estate Department
Legal Department
Secretariat
Office of Directors of the Board

Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee

Research & Development Headquarters Promotion Committee
Comprehensive Housing R&D Institute
Human Life R&D Institute
Design and Planning Department
Detached Housing Product Design and Development Department
Building Product Design and Development Department
Remodeling Product Design and Development Department
Center for Global Product Design and Development

Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee

Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee
Promotion Committee

As of August 1, 2022

SEKISUI HOUSE GROUP

8

Since the establishment of the Human Rights Protection
Promotion Committee in 1980, we have confronted
discrimination and prejudice, especially concerning Buraku(marginalized communities) issues, and have continued toprovide human rights training for employees. These efforts
are now handled through the human relations promotion
framework. The Human Relations Office (part of the Legal
Department) issues directions to business sites based on
the decisions made by the Groupwide Human Relations
Promotion Committee Meeting, providing guidance, andmonitoring progress across the Company.
Efforts to respect human rights
We are continuing and stepping up phases 1 and 2 while
implementing phase 3.
Phase 1 (1980-1999)
Learn about human rights by confronting
discrimination and prejudice, with a focus Buraku(marginalized communities) issues• Seminar given by outside lecturers• On-site training• Mt. Koya training course
Phase 2 (2000-2019)
Prevent all work environment-degrading harassment• Compliance with laws prohibiting sexual and power
harassment: abuse of authority, case studies• Sharing of consultation cases forrecurrence prevention
Phase 3 (2020-)

Konoike Construction Promotion Committee
Tohoku Branch Office
Tokyo Main Office
Nagoya Branch OfficeOsaka Main Office
Hiroshima Branch Office
Sanin Branch Office
Kyushu Branch OfficeInternational Division

The Human Relations Office’s efforts
to dateHuman Rights Report 2023

Fulfilling our corporate responsibility to respecthuman rights from a global perspective• SDGs • E
 SG• Group Human Rights Policy• Implementation of human rights due diligence

1980

The Human Rights Protection Promotion
Committee established
Human rights protection training for employees started(since its establishment, training continues to be given
systematically every year)

1981

1984
1990

Participated in an external course, the Buraku Liberation
Summer Course (Mt. Koya training course), for the firsttime (continuously participated thereafter)
The first human rights slogan solicited within
the company
Human Rights Awareness ReportCreated in-house for employee training (issued
annually thereafter)

1999

Sexual Harassment Hotline launched

2003

Human Rights Promotion Office (dedicated organization
dealing with human rights issues) established in the
Personnel Department

2006

2008

Human Rights Promotion Office moved into the Legal
Department and reorganized into the Human
Relations OfficeSexual and power harassment consultation service
set up at all business sites, including at theGroup companies
Manuals for consultation personnel training course
created, and training conducted every year thereafter

2014
2016

Sexual Harassment Hotline renamed to Sexual andPower Harassment Hotline

Measures to prevent harassment in the workplace
The Human Relations Promotion Committee plays a central role in fostering a workplace environment in which diverse
employees can play an active role from two aspects: a preventive approach and a reactive approach. The annual PDCA
cycle is shown below.

PDCA of Human Rights Due Diligence (for employees)
Identification of implicit issues
Analysis of Governance Awareness
Survey score trends
Training report analysis
Dialogue with each organization
Risk assessment
The Risk Management Committee
verifies recurrence prevention measuresand disseminates them via General
Affairs senior manager meetings.

Analysis of explicit issues
Explore the cause, backgroundand solution of consultation cases.
Solution of consultation cases

Awareness-raising policy formulation

Neutral and fair decisions based on facts
The Disciplinary Advisory Board implements
disciplinary actions and personnel
measures depending on the case.
Sexual and Power Harassment Hotline
Full-time personnel provide consultation support
Consultation personnel are assigned at
all organizations
Consultation personnel undergo annual
training to improve their skills

C

A

D

P

Human Relations Promotion Committee

Human relations training
Required for all Group employees, including
temporary employees and part-time employees
Three hours per year for all employees

The Sexual and Power Harassment Hotline started
accepting consultations related to creating a
comfortable working environment for employees withdisabilities

2017

The Sexual and Power Harassment Hotline started
accepting consultations on harassment related topregnancy, childbirth, childcare leave and nursing
care leave

2020

Sekisui House Group Human Rights Policy formulated
and publicized, full-scale operation of human rights due
diligence started

Integration

Collaboration with human rights groups
Collating social conditions and theirimpact on corporate activities
Selection of human rights slogans
Production of human relations training
manuals for the next fiscal year

Committees established in 303 organizations
National Promotion Committee Meeting held
Set out policy measure guidelines
every year
Reactive approach
Preventive approach

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Human Rights Report 2023

5 Human Relations
Training

Under the human relations promotion framework, theSekisui House Group continue to raise awareness ofhuman rights issues. Our Human Relations Training
programs are held for employees every year, aiming tocreate a welcoming, comfortable workplace environment
based on the following concepts:• Improve knowledge and moral awareness about various
issues (preventing sexual harassment and the abuse of
authority, labor management, mental health, etc.)
stipulated in our Corporate Ethics Guidelines.
• Think about ways to improve communication to create afree and open workplace culture by truly understanding
ourselves and by accepting ourselves and others(acceptance of diversity).
• Through internal case studies, employees aim to relate
human rights issues to themselves more closely, respect
each other, and attain the insights required to always beaware of and practice the “love of humanity” that
underlies our Corporate Philosophy.

Training
We continue to provide rank-based training to prevent
human rights violations, including all types of harassment.
Training programs

TargetManagement training

General Managers, Chief
Managers, etc.

Training for Human Relations
Promotion Officers

Promotion leaders(managers, etc.)

Human Relations Training for
All Employees

All employees

Introductory training

New employees

External training (Buraku Liberation andRace Summer Course etc.)

General Managers,
Chief Managers, etc.

Groupwide Human Relations Promotion
Committee Meeting
The Human Relations Promotion Committee is attended byrepresentatives of the Sales Administration Headquarters,
factory and Group company human relations promotion
officers (the heads of general affairs departments) andrepresentatives of the Head Office.
This meeting serves as an opportunity to reflect on theprevious fiscal year’s Human Relations Training and otherinitiatives and to review reports on the usage of the Sexualand Power Harassment Hotline and other reporting systems
as well as trends in the matters on which users sought
consultation. The meeting also includes the presentation andexplanation of annual training themes and measures to betaken to prevent the recurrence of harassment incidents.
Depending on the training themes, the meeting may includelectures from outside experts.
For the FY2022 meeting, we invited an external expert.
The meeting’s main topic was “Business and human rights:
Whose rights to what?” Participants considered therelationships between the Sekisui House Group’s businessand human rights though workshops.
Some of the lectures held at this national meeting will be
used as educational materials in the FY2022 Human
Relations Training for All Employees with the aim ofenhancing awareness of business and human rights
among all Group employees.

Training for Human Relations
Promotion Officers
Human Relations Training for Promotion Leaders is aimed
at internally fostering leaders who promote businessactivities that are respectful of human rights. Taking abroader view of human rights issues, we include humanresource development and management issues in thethemes of this training. At the same time, in terms ofcorporate risk management, the training also focuses on

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Human Rights Report 2023

the acquisition of strategies and skills for eliminating risk
and on enhancing knowledge and ethics.

Human Relations Training for All Employees
Training is provided every year to all employees* in the Group,with work leaders serving as facilitators. To raise awareness ofhuman rights issues and encourage employees to takeownership of such issues as they relate to their jobs, thetraining is focused on dialogue between employees.
The Human Relations Office gives guidance to the work
leaders who facilitate the training. Representatives from theoffice also take part in the training to check its
implementation and solicit feedback from employees to bereflected when planning the following year’s training.
* Training manuals are distributed to temporary, part-time and fixed-term employees as
well, and all employees are encouraged to attend training. Some Group companies
hold their own, equivalent training instead.

Training themes for FY2022
Training for promotion leaders (2 hours a year)• Majority privilege• Considering the abuse of authority through the news
Training for all employees (3 hours a year)• Business and human rights: Whose rights to what?
• Companies and the human rights of children• Resilience in the workplace6 Consultation system
Sexual and Power Harassment Hotline
The Human Relations Office, a dedicated department, hasestablished the Sexual and Power Harassment Hotline toprovide in-house consultation on all human rights issues,
including various types of harassment, and consultation
related to creating a comfortable working environment for
employees with disabilities.
We promptly respond to consultations and reports,
conducting investigations and taking corrective and remedial
measures as necessary. We strictly protect confidentiality
and ensure that the users of these services will suffer nodisadvantage due to their consultations and reports.
In FY2022, the Sexual and Power Harassment Hotline
received 169 calls. Consultations were not confined toharassment and included discussions related to management
and interpersonal relations in the workplace. Depending on
the nature of the consultation, action to correct issues, advice
and other forms of support were offered.
All calls were appropriately handled, including those that
resulted in offering support to callers.

Training Name

TargetConsultation personnel
training course

Newly appointed personnel or personnel
who have not attended past training courses

Consultation personnel
skill improvement
training

Personnel who have taken the training
course and continue to hold the positions
at the consultation counter

Inquiries related to human rights:
public website
Since formulating the Sekisui House Group Human Rights
Policy in April 2022, we have accepted inquiries related tohuman rights from both inside and outside the Group via
our public website.
In FY2021, there were 32 inquiries. The greatest portionof the these inquires, 23%, were complaints about themanners of rental housing tenants. We have looked intoand responded as needed to all inquiries received, and we
did not identify any serious human rights violations inflictedby our business.

Business site sexual and power
harassment consultation personnel
We assign one male and one female employee each toserve as consultation personnel (788 people total, as ofFebruary 2022) across 100% of our business sites inJapan, including at Group companies. We hold training
sessions every year for these consultation personnel toimprove their skills and strengthen cooperation with the
Human Relations Office. All employees are made aware ofthat consultation personnel are stationed at all businesssites through the Company intranet, human relations
training manuals and posters.

Point of contact

Internal reporting system andwhistleblower protection
The Sekisui House Group has a whistleblower system inplace for all Group employees. In compliance with theWhistleblower Protection Act, employees notify theCompliance Office in the Legal Department by email or
telephone of any conduct that violates laws or corporate
ethics. Our corporate law office has served as an external
point of contact since October 2016.
In September 2021, we changed the name to the
Sekisui House Group Compliance Helpline and madechanges to the system, such as handling reports
anonymously and sharing information on reports to external
contact desks with the Audit and Supervisory Board. In linewith the amendments to the Whistleblower Protection Act
in June 2022, we made corporate officers and employees
subject to whistleblowing up to one year after theirretirement or the end of their tenure and establishedCompany regulations setting forth responsibilities forcorporate officers and employees, including prohibiting
them from engaging in disadvantageous treatment ofwhistleblowers on the basis of such whistleblowing.

MethodContent of report

Sekisui House Group
Compliance Helpline

Compliance office(Legal department)
Sekisui House corporate
law office (external)

Phone
LetterEmail

Cases that violate or could potentially violate laws, regulations, or
corporate ethics in relation to businesses and business activities
for Group employees and business partners that the Group has an
ongoing relationship with.

Sekisui House
Global Helpline

Law office (external)

Email (English language
support is available)

Cases at overseas subsidiaries that violate or may violate laws andregulations and corporate ethics in relation to businesses andbusiness activities

Sexual and power
harassment hotline

Human Relations OfficeCompliance office(Legal department)

Phone
Email

Consultation pertaining to sexual, power harassment and otherhuman rights issues, including concerns and problems related tointerpersonal relationships; consultation aimed at creating a
comfortable workplace for disabled employees, etc.

Personnel related
hotlineHuman Resources andGeneral Affairs Department

Intranet

Labor management issues in general, such as work hours andworking on scheduled days off

Note: We also provide an external (outside the Company) contact for counseling by a professional for Group employees and their families.

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Human Rights Report 2023

7 Promoting diversity
The diversity and inclusion that the Sekisui House Groupaims for cannot be achieved unless a culture that respects
all human rights is firmly rooted in the workplace.
Recognizing diverse ideas and values, we carry out various
activities to enable each individual to realize a workstyleand lifestyle that suits them.

Selected as a Nadeshiko Brand 2021, becoming
the only company in the housing andconstruction industry to be selected six times

Awarded the Grand Prix at the
IKUMEN AWARD 2020

Diverse workstyles and work-life balance

Gender

LGBTQ issues See page 149 of Value Report 2022

In 2006, we declared our commitment to “Human Resource
Sustainability.” We have focused on promoting diversity fromearly on and worked to eliminate the anxieties of women,
who are a minority due to the characteristics of theconstruction industry, and to solve issues.
In 2021, we set new targets for Sekisui House’s Action
Plan for the Promotion of Active Participation by Women.
To achieve these targets, the Sekisui House Group
provides training for female manager candidates andcreates career development role models for each job type.

Action Plan for the Promotion of Active Participation
by Women
Sekisui House Women’s College, training for
management candidates

The Sekisui House Group seeks to create
an organization that allows employees withdiverse personalities that make themunique to recognize differences andexercise their abilities to the fullest, thereby
realizing a society where everyone canwork with peace of mind in their own way.
• Optional system for registering one’s
partner in a common law or same-sex
marriage• Consultation exclusively for LGBTQrelated matters• “Ally Declaration” by President Nakai“Ally Declaration” by President Nakai

See page 146 and 148 of Value Report 2022
I hereby declare that I am an LGBTQ ally.

We are taking steps to create a workplace environmentand systems that allow every employee to work with peaceof mind and reach their full potential. These are workstylereforms that stimulate innovation.

In order to make the Sekisui House Group “the happiest company inthe world,” we are committed to creating a corporate group where
each and every employee can make the most of their diversity.
Through effective communication, we create an innovative culture
where everyone can be themselves and maximize their abilities,
leading to further growth of both individuals and organizations.

Encouraging all eligible male employees to takechildcare leave
We believe that men’s participation in childcare andhousework will contribute to the achievement of the SDGs,
including women’s participation in society, and serve as ameasure to tackle the declining birthrate.

This is what “Diversity & Inclusion” at Sekisui House is all about.
Sekisui House Women’s College, training for
management candidates

Maternity uniform

See page 148 of Value Report 2022

• Support for Marriage Equality Campaign• Support for the Declaration of Business Support for LGBT

Expanding our support system for balancing workand life

Equality in JapanSee pages 148–149 of Value Report 2022

Systems and measures to support a healthy work-lifebalance include the following: shortening and changing
working hours for childcare; Nursery School Hunting
Concierge; Financial Aid for Childcare; Nursing care
support program; Promoting smart work.

Women’s meeting to exchange opinions
regarding construction uniforms

SEKISUI HOUSE GROUP

Orihime toilet (temporary toilet thatis easy and comfortable to use forwomen and children)

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Human Rights Report 2023

LGBTQ-related initiatives in our realestate business
The Sekisui House Real Estate Group aims to ensure
LGBTQ-friendly service when soliciting tenants forrental housing.
Since August 1, 2022, we have taken the following
actions to help eliminate the particular stresses LGBTQ
individuals face when looking for and moving into homes
and thereby send a message of our support.
1. We strive to enhance understanding of LGBTQ people
and increase customer satisfaction by regularly
conducting training for Sekisui House Real Estate Group
employees and member stores.
2. We made diversity-minded changes to paper andelectronic applications and rental agreements, such as
the deletion of the gender column and the addition of“partner” to the relationship column.
In May 2022, we held training for Sekisui House Real
Estate Group employees and member stores with the aimof ensuring LGBTQ-friendly customer service. Including theviewing of training videos, over 3,000 people participated.
Sekisui House Real Estate Group Initiatives (Japanese only)

Promoting the employment of persons
with disabilities
As of January 31, 2022, the employment rate of persons
with disabilities at Sekisui House, Ltd. was 2.9%,
exceeding the legally mandated 2.3%, which was raised in
March 2021. We will continue to actively promote theemployment of persons with disabilities, as we aim toemploy and retain at least one or two at every worksite.
Since 2015, we have held diversity meet-and-greet
events participated in by employees with disabilities andtheir supervisors for the purpose of establishing a networkthat transcends their respective departments, building
relationships that allow mutual communication andconsultation, and improving their respective work

environments. In 2021, the COVID-19 pandemic forced us
to hold these meetings in an on-demand video format;
however, many employees with and without disabilities fromall across Japan participated by viewing the videos. At theend of 2021, we held a web-based meet-and-greet eventwith visually impaired employees and their supervisors.
In March 2022, “Realization of Universal Talk” won thesecond-place prize in the performance category in the
Sekisui House Innovation & Performance Awards (SHIP)
Collective Communication and Innovation Awards Program.
Employees with hearing impairments were having difficulty
obtaining information as a result of the sudden spread ofpeople wearing masks and holding web conferences
because of the COVID-19 pandemic. In this project, weused the Zoom web conferencing system along with the
UDTalk voice recognition application so that participants
with hearing impairments could acquire accurate
information. We also created a manual explaining how tosend communications and distributed it within the
Company. This manual compiled results obtained througha process of trial and error by concerned employees andworkplace colleagues at multiple bases. Going forward, we
will strive to improve various environments through meetand-greet events and other meetings that include
employees who themselves have disabilities.
Sekisui House has participated in the Accessibility
Consortium of Enterprises (ACE) since its establishment in2013. ACE was established for the purpose of establishingan employment model for persons with disabilities that
contributes to corporate growth and disseminating thehuman resources required by companies to society. As of
September 2022, a total of 37 major companies havejoined ACE. We are developing a variety of activities,
including awards for activity models, inter-company
collaboration activities, career seminars to which school
officials and students with disabilities are invited, andinternships.
In October 2020, we became a member of The Valuable
500, an international initiative promoting the active

SEKISUI HOUSE GROUP

13

Human Rights Report 2023

participation of people with disabilities. The Valuable 500
was launched at the World Economic Forum Annual
Meeting (Davos) held in 2019, based on the idea that
inclusive business practices create inclusive societies. 500
major companies around the world have joined in thisactivity with the aim of initiating reforms by businessleaders that enable persons with disabilities to demonstrate
their potential value in business, society and the economy.
The Sekisui House Group, which aims to become a leading
company in ESG management, has endorsed theobjectives of The Valuable 500 and established thefollowing commitments.
1. C ustomer happiness: Create
homes and communities toprovide lifelong housing.
2. E
 mployee happiness: Provide
opportunities and develop an
environment for employeeswith diverse backgrounds toreach their full potential.
3. S ocial happiness: Support social inclusion andnormalization for people with disabilities.

Supporting senior citizens taking on
greater roles at work
In April 2015, we raised our employees’ retirement age to
65 with the hope that the higher retirement age would
encourage individual employees of the Group to be more
motivated and be able to work energetically for a longer
period. In addition, in April 2020 we introduced a postretirement re-employment option for employees aged 65
up to the month of their 70th birthday in order to support
their continuing success.

Lifelong housing
The concept of “lifelong housing” was formulated in
1989 in the pursuit of safety that takes into consideration
the physical characteristics of people that change overtime as well as the construction of houses that areconvenient for everyone over their entire lifetime. Since
then, we have beencreating housing systems
and components withlifelong housing
specifications based on
the outcomes of
ergonomic experiments.
Receiving the title of Caring Company
1975

Built a “Wheelchair House” for elderly people andpeople with disabilities

1981

Participated in the construction of Japan’s first model
house for people with disabilities

1984

The expression of “lifelong housing” is used for the
first time

1985

Established the Human Life R&D Department

1989

Defined “lifelong housing” as the ideal for our housing
construction

1990

Established the Comprehensive Housing R&D
Institute, opened the industry’s first experiential
learning facility Nattoku Kobo

1999

Awarded the title of “Caring Company” by aUN-affiliated organization in recognition of theconcept and initiative of “lifelong housing”

2002

Established SH-UD (Sekisui House Universal Design)
standards

2010

Unveiled smart universal design

2018

Established the Human Life R&D InstituteThe smart universal design unveiled in 2010 pursues“comfort” in terms of touch and operability, as well as“safety and security” and “ease of use.” It also aims tocreate a living space where everyone feels comfortable,a place that customers can develop an emotional
attachment to. It has subsequently developed into Kids
Design and Kodomo idokoro.

Kodomo idokoro

ComfortPleasant to the touch
Good operability
Beautiful appearance

Safe and secure

Ease of use

Hard to fall
Easy to maintain postureLess likely tocause injury

Easy to operate
Smooth movement
Easy to work

It has now become fundamental to propose houseplans that correspond to changes in the physical functions
that happen to each family member as they live a long life,
including variations in age, physique and physicalstrength. This design philosophy aims to provide as many
people as possible with a better home and lifestyle,respecting a wide variation of personalities and lifestyles.

SEKISUI HOUSE GROUP

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Human Rights Report 2023

We also apply this philosophy to diversity in our humanresources, which means creating an environment where
people with diverse backgrounds can work together.

Research and development of homeand living styles
The Comprehensive Housing R&D Institute is engaged in
the research and development of new construction
methods, universal design and eco-friendly technologies,
as well as inspections and assessments of the basic
performance of housing.
At Nattoku Kobo, customers have the opportunity tolearn about and try out all kinds of home amenities while
talking with the manufacturer. The studio is a place
where visitors come to think about home living, a place
where visitors are not only informed but provide us withvaluable input.
The Human Life R&D Institute carries out surveys andperforms forward-looking research on housing andlifestyles from the standpoint of how people live, focusing
on homes where happiness grows the longer you residein them. The aim of the research is to increase theintangible value that Sekisui House aspires to provide—in the form of happiness and well-being.

Comprehensive Housing
R&D InstituteNattoku Kobo
Offers a simulated
experience with the use oforthotic devices

8 Supply chain:procurement

PDCA practice for CSR procurement
The Sekisui House Group is committed to CSR
procurement, based on a policy for finding the best quality,
robust delivery and reasonable price while also
incorporating ESG.
Upon signing the United Nations Global Compact in2018, Sekisui House joined the supply chain subcommitteeof the Global Compact Network Japan (GCNJ). We
established the CSR Procurement Guidelines for our
suppliers, which are compliant with the GCNJ’s
self-assessment questionnaire (SAQ). Since that time, wehave asked suppliers to submit a signed agreement toconfirm their understanding and compliance with the
purpose and content of the guidelines, as well as
cooperation with periodic checks or audits regarding theirefforts, and we explain the significance and importance of
CSR procurement to our suppliers at our annual action
policy briefings held each February. In addition, at the endof each year, we conduct a CSR evaluation using aself-assessment check sheet based on the GCNJ’s SAQ inorder to confirm compliance with the guidelines. By
implementing the PDCA cycle for CSR procurement, weare raising awareness of social responsibility among our
suppliers and deepening CSR procurement.

Supply chain policy on social issues
We recognize “human rights and labor” as one of the mostimportant social issues in our supply chain.
The Sekisui House Group Human Rights Policy wasestablished in April 2020 and applies to all officers andemployees of the Sekisui House Group. We also expect
our business partners, including partner building
constructors and suppliers, to understand and support thispolicy. In addition, the Sekisui House Group Human Rights
Policy is presented on the online information-sharing
platform we maintain with our suppliers, and we encouragethem to comply with the policy.
The CSR Procurement Guidelines prohibit discrimination
based on nationality or race, inhumane treatment, forced
or compulsory labor, and child labor, and require theappropriate management of employee health and safety.
We obtain signed agreements to adhere to the guidelines
from our suppliers.
In order to promote respect for human rights in the
supply chain, it is essential to expand the circle ofencouragement from our suppliers to their suppliers.
Therefore, in February 2022, we held a study session withan external expert. Approximately 150 suppliers
participated in the session to raise awareness and acquirebasic knowledge.
CSR Procurement Guidelines

Supplier monitoring
In the event that risks are found in the results of the CSR
evaluations of existing suppliers in such areas as theenvironment and human rights, Sekisui House conducts
monitoring by visiting the individual suppliers determined torequire monitoring, provides advice on the evaluation
criteria and achievement levels, and confirms their actual
status by conducting due diligence.
As of the end of 2021, we conducted CSR evaluations of
150 suppliers and determined that six suppliers should beclosely monitored in terms of human rights, four suppliersin terms of labor, and five suppliers in terms of the supply
chain, for a total of six suppliers (some suppliers presented
overlapping concerns).
We are monitoring each company and encouraging themto make improvements. In serious cases, we work with thedepartment concerned to determine the proper action totake and stipulate measures, which might include cuttingback on transactions, depending on the score in the
supplier assessment.
We will continue our efforts to promote respect forhuman rights in our supply chain.
QDC and ESG
Strive to procure materials of
the best quality to earn customer
trust and satisfaction

Work with suppliers to improvevalue and offer reasonable prices

SEKISUI HOUSE GROUP

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Human Rights Report 2023

Robustdelivery

Promote supply chain resilience,
ensure stable delivery, and prepare
for delivery constraint risks

C ESG

Proactively address social issues,
such as respect for human rights
and decarbonization in the
supply chainBest
qualityQ

Reasonable
price

D

9 Partner building

constructors andpartner companies

Sekisui House Association
The Sekisui House Association consists of Group
companies and partner building contractors involved inconstruction. As of February 1, 2023, the association
includes eight Sekisui House Construction (renamed from
Sekiwa Construction effective February 1, 2023) companies
that are part of the Sekisui House Group and approximately
7,000 partner building contractors throughout Japan.
Sekisui House has pursued “responsible construction”
since the Company’s founding. Our partner building
contractors are irreplaceable, and we consistently holdthem in high regard, fostering relationships of trust andmutual interest to work together over the long term, going
beyond the contractual relationship of prime contractor andsubcontractor.
A spirit of coexistence and co-prosperity drives ourvarious initiatives, which encompass responding tocustomers and nearby residents, developing humanresources, and improving working environments, not tomention improving construction quality. It is the foundationof our culture and informs how we interact with nonJapanese individuals, the number of whom has been
increasing on construction sites in recent years.

Sekisui House Cooperation Association
The Sekisui House Cooperation Association is a voluntarygroup established in 1982 by Sekisui House and its partner
building contractors. It aims to improve employment
practices and expand benefits to partner building
contractors. The Sekisui House Cooperation Association
assists in the running of various systems, including ourconstruction site safety assurance system and fundedpension system.

Systems operated and managed by the
Sekisui House Cooperation Association• Sekisui House construction site safety assurance system:
A compensation system aimed at reducing the economic
losses of partner building contractors in the event ofaccidents, etc., at our construction sites Occupational accident condolence/consolation
payment system
Third party damage compensation
On-site theft compensation
On-site theft consolation payment
Condolence payment for the death of an employer
Special condolence payment• Hospitalization compensation• Cancer insurance• Income compensation• Funded pension (contribution corporate pension system)

Sekisui House-subsidized systems• Skill incentive for chief technicians• Employment service fund• Health exam subsidy• Funded pension subsidy• Subsidy for new employees’ completion of training school

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Human Rights Report 2023

10 Occupational healthand safety:
construction sites

Construction site work environments are hazardous andmissteps can readily lead to life-threatening accidents.
Accordingly, occupational health and safety is the highest
priority of the Sekisui House Group, underlying all businessactivities. We take a wide range of measures to ensure
healthy and safe work environments for all workers.

Occupational health and safety activities
at construction sites
We formulate annual construction health and safety plans,
laying out key themes based on current conditions
nationwide. Under these plans, we work to ensure safe
environments in which workers can work with confidence
as well as to prevent serious accidents and accidents that
affect the public.

Company-wide annual
construction health andsafety plan slogan poster
We are promoting the total
adoption of full harness
safety belts (belts withlocking lanyards that meetCompany specifications).
Furthermore, we held
special online training on this
topic for approximately 1,000
participants in September
and October 2022.

To prevent accidents that affect the public, we useawareness-raising posters and manage construction sites
to ensure peace of mind for owners and nearby residents.
In addition, to help prevent occupational accidents andaccidents that affect the public, the Construction Safety
Management Group of the Construction Quality andWorkers Safety Promotion Department puts out a monthly
newsletter about construction site health and safety.
This newsletter is posted on construction site safety
bulletin boards.

Poster about
COVID-19 prevention

Poster about
heat stroke prevention

Outline of Sekisui House Zero Hazard System
Zero system core(foundation)
Basic cycle

Occupational accidents
The Health and Safety Committee, a committee mandated
by the Industrial Safety and Health Act and other laws,
thoroughly analyzes the causes of occupational andcommuting accidents that occur and shares information,
thereby raising awareness of safety and health, preventing
unsafe behavior, and discouraging long working hours thatlead to accidents and illnesses. The number of contractor
fatalities due to occupational accidents in Sekisui House
construction departments over the past three years waszero in FY2020, one in FY2021 and one in FY2022.

Sekisui House Zero Hazard System

The Orihime Toilet is temporary toilet that is easy andcomfortable to use for women and children, developed
jointly by the city of Sendai and Sekisui House based on
the lessons learned from the Great East Japan Earthquake.
Its development has helped spur efforts to increase the
comfort of all temporary toilets, including those for men.
Leveraging feedback from women, we are working toprovide accommodating environments for all on-site
supervisors and workers.

We combine Occupational Health and Safety Management
System recommended by the Ministry of Health, Labourand Welfare with the Sekisui House Zero Hazard System,
which we developed taking into account the specificcharacteristics of construction sites, to carry out health andsafety management activities.

SEKISUI HOUSE GROUP

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Human Rights Report 2023

Steps for effectively
implementing basic cycle(left)

1. Identify source of risk,
specify implementationitems

5. Daily inspections andimprovements

2. Formulate annual
health and safety plan

7. Health and safety
management structure

3. Announce health andsafety policies

8. Partner building
constructor health andsafety activity
evaluations

4. Implement and operateannual health andsafety plan
Review annual planin preparation for formulationof next year’s plan

6. Incorporate worker
feedback

9. Making and keeping
written records

10. Response in the eventof an emergency or
accident

11. Evaluate system
12. Revise system

In the event of an occupational injury or accident involving
an employee, the Human Resources and General Affairs
Department is promptly notified by the workplace where
the injury or accident occurred, and the incident is sharedwith the entire Company through the Health and Safety
Committee and other channels. If an occupational injury or
accident occurs at a construction site, the site promptly
informs the Construction Quality and Workers Safety
Promotion Department, which shares the information withthe entire Company.
Sekisui House Group company Konoike Construction
Co., Ltd. has maintained certification for the Construction
Occupational Health and Safety Management System(COHSMS) since 2014 at all its offices as an initiative foroccupational health and safety, and conducts regularinternal audits.

Educational training centers andtraining schools
Sekisui House has established educational training centers
and training schools where we conduct training that allows
technicians from our Group to learn techniques and acquire
skills. These facilities also teach proper conduct to facilitate
interaction as professionals and prepare trainees for theworking environment. Our educational facilities are uniquein that they do not merely provide the opportunity toacquire technical skills and knowledge necessary forconstruction with Sekisui House, but also the opportunity
to study our Corporate Philosophy, which is indispensable
for achieving customer satisfaction.

Employment of non-Japanese technicians
at construction sites in JapanThe Sekisui House Group works with non-Japaneseconstruction technicians, including technical trainees,
regardless of nationality or gender, and have focused on
improving the working environment for such workers,
including technical intern trainees, with different culturaland linguistic backgrounds.
We conducted surveys of technical trainees at Group
companies and their partner building contractors, andreceived responses from 127 trainees in their native
languages. In response to the question “Do you want towork in Japan after you finish your technical training?” 76%of respondents answered “Yes, I do.” Given the possibility
that some of them may have no choice but to work, we
continue to provide many opportunities for dialogue withtechnical intern trainees.

Overseas technical training centers
In November 2019, with the opening of our facility in
Hanoi, Vietnam, Sekisui House became the first housing
manufacturer to establish a technical training center in
Vietnam for housing construction. The center strengthens
our system for taking on technical trainees from Vietnam
in Japan.
We have a service agreement with the JIC Kyodo
Kumiai Support Association to help local organizations
overseas prepare recruits. The center gives technicaltrainees a chance to learn Sekisui House’s construction
techniques and study Japanese in a practical way whileremaining in familiar surroundings in their home countries
so that they can start work without any problems when
they arrive in Japan. Explanatory meetings are held forfamilies, training fees and other expenses are fully covered
by Sekisui House, and a supportive atmosphere iscreated so that technical trainees can work in Japan
without any concerns. This provides a foundation thatallows both technical trainees and the companies taking
them on to work with confidence.
We hold regular meetings and discussions with fivetechnical trainees who are employed at Sekisui House, andthey have given the Company a positive review, saying, “Ifind my work rewarding.”

WIN-WIN initiative

Sekisui House
Construction,
Partner building
constructors• Sekisui Housesupports recruitment
and skill developmentof technical trainees• Securing excellent
young skilled workers

Human Rights Report 2023

• Support for acquiring
qualifications• Improvement ofJapanese language
skillsStrengths

Strengths• Sekisui House provides
support related totechnician recruitment
and skill development for
Sekisui House
Construction companies
and primary work
constructors (employment
contracts, risk avoidance)• Sekisui House provides
both physical and mental
support• Partnership with a goodsupervising organization18• Growth as building
technicians• Stable income• Providing a stable andsecure workplace

SEKISUI HOUSE GROUP

Vietnamese
technical trainees• Pre-education andinformation provision at
the training center in
Vietnam• Explanatory meetings forfamilies in Vietnam• Follow-up for training andlivelihood in Japan

11 Occupational healthand safety: employees

To promote workplace health and safety, we perform
worksite health and safety inspections using checklists inaddition to holding seminars on occupational accident
prevention as well as mental health seminars withoutside instructors.

“Happiness health management”
With employee health enhancement positioned as animportant issue for promoting ESG management, theSekisui House Group is rolling out strategic initiatives basedon the annual goals and plans approved by the ESG
Promotion Committee (including
two outside experts) formed
under the Board of Directors. We
have positioned healthenhancement as a source of
employee happiness and haveaccordingly named these efforts“happiness health management.”
We have set the following four goals and are working toachieve them by analyzing the results of medical checkups.
1. Reducing the number of people at risk of lifestyle-relateddiseases (including metabolic syndrome and premetabolic syndrome)
2. Boosting the happiness of employees and workplaces
3. Improving productivity (correcting presenteeism)
4. Preventing mental disorders (decreasing long-term
absenteeism and leave taking)Mental health measures
We utilize the stress check system legally mandated since
December 2015 to promote mental health at the individuallevel (self-care) and implement workplace environment
improvements based on analyses of stress check results.
Our training for newly appointed leaders includes mental
health topics. In addition, as part of our Human Relations
Training, all participants implement annual self-checks, andwe seek to promote understanding and awareness ofmental health among all employees.

Improving work environments
To reduce working hours nationwide, each division setstargets for per-person monthly working hours, andworksites advance measures to improve workstyles.
Specifically, we hold labor management seminars forworksite managers and share examples of effective efforts
from worksites around the country. Through these andother efforts, we are working to change mindsets about
workstyles and to improve labor efficiency.

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Human Rights Report 2023

12 Collaboration with external
human rights organizations

Sekisui House strives to improve its corporate value while
coordinating with related organizations working on various
human rights issues, such as Buraku (marginalized
communities) issues. We continuously collect information
through participation in seminars and workshops
sponsored by related organizations and throughsubscription to publications that contribute to human rights
promotion in order to raise awareness among employees
and for utilization in in-house training.

External training

Since 2000, the Sekisui House Group has been working
with Together, a certified nonprofit, and uses SELP*
products as a way of supporting the independence andsocial participation of people with disabilities. The SELP
products are distributed as novelty goods to guests whocome to the Sekisui House Group “Open House Day”
events and other types of events held nationwide.
In FY2021, the number of products used was 22,499,
worth ¥16.87 million. This initiative contributes to bringing
more employment opportunities to people with disabilities
who work at employment support facilities, mainly inOsaka prefecture.
*S ELP products are made by people with disabilities at welfare centers as partof rehabilitation or vocational training to encourage their participation in society.
Offer novelty goods

The Buraku Liberation and Human Rights Summer Course
held every August is attended by chief managers, deputy
technology managers and managerial employees selectedfrom our factories and Group companies nationwide. In
FY2019, with 22 people attending the course, thecumulative number of attendees reached 1,260.

Employees'
voluntarycooperation
Awareness raising byusing SELP products

Use SELP
novelty goods

Major collaborating organizations• Buraku Liberation and Human Rights Research Institute• The Corporate Federation for Dowa and Human Rights
Issue, Osaka• Association for Fair Employment and Human
Rights Education• Osaka City Corporate Human Rights Promotion Council• Multi-Ethnic ‘Human Rights’ Education Center for
Pro-existence• Normalization Society• Global Compact Network Japan• Cuore C Cube Co., Ltd.
• Nijiiro Diversity

13 Efforts to heighten

Collaboration with Together, an NPO

Communication
with customers andcommunities
Eco-friendly,

Adopt
welfare-promoting
SELP products
products
as novelty
goods
Promoteunderstanding
Supportindependence ofpeople withdisabilities

Make great products together
and secure stable work

Through collaboration with many social welfare
corporations and organizations nationwide, including
Together, the number of group homes for persons withdisabilities constructed by the Sekisui House is increasing.
A group home for people with disabilities provides a true
home where people with disabilities can live with peace ofmind in their community. Sekisui House will work incollaboration with landowners, corporations andorganizations toward creating an environment where
everyone can live in their own way.

SEKISUI HOUSE GROUP

20

Human Rights Report 2023

awareness using
human rights slogans

Each year, we solicit human rights slogans from all
employees and their families for Human Rights Week, from
December 4 to 10.
In 2022, we held our 39th slogan solicitation, and, from a
total of 27,073 entries submitted, we selected one
outstanding slogan and five excellent slogans. We distributeposters containing these six slogans to worksites
nationwide.

Excerpt from ESG data (social)
ThemesKPI

Customer initiatives, technology
development and new business creation

Detached house customer satisfaction rate(from questionnaire one year after moving in)
CSR procurement, human rights and labor score

2021

Unit

2017
Results

2018
Results

2019
Results

2020
Results

Targets

Results

2022
Targets

%

95.6

95.8

95.9

96.1

95.0% or higher

96.0

95.0% or higher

Points

86.2

87.6

85.2

90.1

90.4

90.9

90.9

CSR procurement, human rights and labor coverage 1

%

—

—

—

—

—

93.8

90.0

Percentage of employees joining employee-company joint
donation programs (Sekisui House Matching
Program employee participation rate)

%

18

21

25

27

30

31

35

Trip Base Michi-no-Eki Stations Project, a project forregional revitalization (total numbers since start of project)

—

—

—

—

4 prefectures:
8 buildings 596 rooms

5 prefectures:
14 buildings 1,053 rooms

5 prefectures:
14 buildings 1,053 rooms

9 prefectures:
20 buildings 1,582 rooms

Cumulative number of workers who have acquired
major qualifications required for a position

Persons

20,632

21,51622,176

22,53422,70022,94022,900

Number of female directors of the Board(non-consolidated basis)

Persons

—

1

1

1

3

3

3 or more

Number of female managers (Group basis) 2

Persons

158 (2.94%)

176 (3.10%)

206 (3.44%)

236 (3.79%)

240 (—)

273 (4.31%)

260 (—)

Percentage of full-time female employees 2%

25.1 (5,426 persons)25.8 (5,687 persons)26.5 (5,957 persons)27.3 (6,225 persons)27.5 (—)

28.1 (6,454 persons)28.0 (—)

Percentage of female new graduates hired(Group basis) 2%

40.3 (266 persons)37.7 (250 persons)42.0 (281 persons)41.6 (305 persons)41.1 (—)

41.2 (278 persons)42.0 (—)

Employment rate of persons with disabilities(non-consolidated basis) 3

%

2.38

2.53

2.61

2.76

2.61

2.90

2.61 4Take-up rate for eligible male employee childcare leave (%)(non-consolidated basis)

%

95.0

100

100

100

100

100

100

Happiness health management

Rate of employees opting for the secondary medical checkup 5

%

89.9

91.2

85.5

87.0

89.0

97.8

98.0

Respecting human rights

Monthly average working hours per person 6

Hours

168.32

170.26168.17

176.71176.00177.64175.50Occupational health and safety

Frequency rate of accidents in the construction
division that result in lost worktime 7

—

1.89

2.42

2.92

2.27

2.15

2.49

2.13

Occupational illness frequency rate in the construction division 7

—

0.20

0.63

0.43

0.37

0.33

0.20

0.31

Supply chain management

Coexisting with local communities

Developing human resources

Diversity and inclusion

1. Ratio of CSR assessments related to human rights and labor to all suppliers (procurement value basis; includes major raw material manufacturers) 2. Consolidated (Sekisui House, Sekisui House Real Estate, Sekiwa Grand Mast. Ltd., Sekiwa Construction, SEKISUI HOUSE noie, Sekisui House Remodeling)
3. Calculation based on the exclusion rate system (construction industry 20%) 4. Regarding the number of employees with disabilities, we plan to achieve our 2022 target on a non-consolidated basis and satisfy the statutory requirement on a consolidated basis.
5. Results for FY2020 and FY2021 and targets for FY2021 and FY2022 are for non-consolidated sales divisions only. 6. Starting from FY2020, the aggregation method was changed to include managers and exclude employees on leave.
7. Scope of aggregation: (FY2017-2019) Contractors of Sekisui House, (from FY2020 onward) Contractors of Sekisui House, Sekisui House noie, and Konoike Construction Co., Ltd.

Index

Unit

2017 Results

2018 Results

2019 Results

2020 Results

2021 Results——

1/150 (0.67%)

1/119 (0.84%)

4/90 (4.44%)——

Of which, 1/3 are external

Of which, 1/4 are external

Of which, 3/4 are external——

1/11 (9.09%)

1/12 (8.33%)

3/10 (30.00%)——

Of which, 1/3 are external

Of which, 1/4 are external

Of which, 3/4 are external——

1/8 (12.50%)

1/8 (12.50%)

2/8 (25.00%)——

Of which, 1/6 are external

Of which, 1/6 are external

Of which, 1/6 are external——

1/6 (16.67%)

1/6 (16.67%)

2/6 (33.33%)——

Of which, 1/4 are external

Of which, 1/4 are external

Of which, 1/4 are external——

3/26 (11.54%)

4/28 (14.29%)

3/40 (7.50%)——

1/18 (5.56%)

1/18 (5.56%)

2/28 (7.14%)

Sales positions

84 (4.26%)

88 (4.26%)

95 (5.09%)

105 (5.49%)

113 (5.86%)

Technical positions

44 (1.74%)

50 (1.87%)

58 (2.31%)

64 (2.41%)

79 (3.00%)

30 (3.47%)

38 (4.06%)

50 (4.73%)

65 (6.05%)

79 (7.10%)

—

—

3

2 (0.34%)

2 (0.36%)

100

100

100

100

99.9

100

95.3

97.5

97.3

97.1

98.6

98.9

98.1

100

99.9

Consolidated

Persons

Number of female directors/Total number

Number of female Audit and Supervisory
Board members/Total number

Non-consolidated

Persons

Consolidated

Persons

Non-consolidated

Persons

Consolidated

Number of female executive officers/Total number

Non-consolidated

Number of female managers by job type

Administrative positions

Persons

Persons

Female managers 1
Returning rate from childcare leave

Male

2

FemaleRetention rate per year after returning from childcare leave
Number of employees who have taken childcare leave

3

2

Male
FemaleMale
Female%%Persons

100

100

98.2

98.7

98.9

597

818

1,054

642

549

241

282

264

334

270

1. Job classification was changed in February 2019. 2. On a non-consolidated basis 3. On a consolidated basis (Sekisui House, Sekisui House Real Estate, Sekiwa Grand Mast. Ltd., Sekiwa Construction, Sekisui House noie, Sekisui House Remodeling)* Our diversity-related initiatives and achievements are also disclosed in the Ministry of Health, Labour and Welfare’s Database on Companies Promoting Women’s Active Participation (Japanese only). Database on Companies Promoting Women’s Active Participation (Japanese only)

SEKISUI HOUSE GROUP

21

Human Rights Report 2023