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Growing together through activities with all
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With our management philosophy of conducting business operations with integrity, we are committed tocontributing to society through manufacturing, and are working to develop our personnel and create comfortable
work environments as the foundation for such initiatives. Respect for human rights is also important, and is thebasis for various initiatives with our domestic and overseas Group companies and business partners.

Human Rights Initiatives: Basic Approach
The Toyoda Gosei Group respects and supports theUniversal Declaration of Human Rights, the UN GuidingPrinciples on Business and Human Rights (“GuidingPrinciples” below), and other international norms. The
Toyoda Gosei Group Charter for Business Ethics lays out
our basic principles of “respecting human rights and thediversity, character, and individuality of each person andstriving to create workplaces that are free of discriminationand harassment and always healthy, pleasant and safe,
based on labor-management cooperation.” The Toyoda
Gosei Guidelines for Business Ethics, our code of conduct
to realize the ideals in the Charter, declares respect forindividual character, human rights, and fairness in hiring,and forbids forced labor and child labor.

Conducting Due Diligence Based on Human Rights Policy
Since May 2022, we have been conducting humanrights due diligence based on the Toyoda Gosei Group
Human Rights Policy.
Toyoda Gosei Group Human Rights Policy
https://www.toyoda-gosei.com/csr/social/report2/pdf/
ToyodaGoseiGroupHumanRightsPolicy.pdf

Human rights due diligence refers to a series ofprocesses that identify negative human rights impacts
in a company’s operations, supply chain, and otherbusiness relationships; prevent or mitigate thosenegative impacts; track implementation and results;
and communicate how the negative impacts havebeen addressed, with the cycle repeated periodically.
As a first step, we conducted a human rights impact
assessment and identified three priority human rights
issues (prominent human rights issues) within ourGroup: (1) harassment, (2) immigrant workers, and (3)diversity and inclusion (D&I). We implement initiatives
to prevent and mitigate the negative impacts of humanrights issues within our Group that have been
identified, in cooperation with relevant departments.
This fiscal year, we conducted a status survey of ourdomestic consolidated subsidiaries (six companies)that utilize foreign technical intern trainees, and areworking on correcting fees for trainees from Vietnam,
improving the working environment, and making
appropriate use of trainees.
Also, the identification of priority issues to beaddressed in the supply chain is scheduled to becompleted by the end of this year, and surveys andassessments are currently being conducted. The
progress of these initiatives will be disclosed on ourwebsite as appropriate.

Initiatives to Improve Well-Being
We have always been committed to creating a pleasantcorporate culture, and in response to the 2030 Business
Plan, in order to take full advantage of these initiatives, wehave been working to create an environment and systems
that enable each employee to achieve self-fulfillment, placing
importance on efforts to revitalize people and organizations.
To achieve this goal, we are implementing measures toenhance well-being and to enable horizontal collaboration.
Measures to enhance well-being are centered on the threepillars of “Creating a safe and secure place to work,”“Creating a stage where people can play an active role,” and“Shining a light on each and every person.” In FY2023, wehave been working on “Creating a workplace where people
Workplace Environment
As part of our initiatives on respect for diversity, we
have revised some of our benefit programs from April
2023, such as by allowing employees with same-sex
partners to take special marriage leave in the same
way as legally-recognized marriages. We haveobtained Bronze rating in the Pride Index, an indexthat evaluates a company’s inclusivity initiatives toward
LGBTQ employees, and we are working to promote

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can communicate with each other” with the aim of changing
the management style to one where managers are close to
their employees and make the most of each individual’svalues. Training is provided to management-level employees(GLs and section managers), and by having them put theirtraining content into practice, we aim to build relationshipsof trust and bonding.
Self-fulﬁllment for each employee
Improving well-being
Creating a stage
Creating a safe andShining a light on eachwhere people cansecure place to work play an active roleand every person

diversity and inclusion so that people with various
talents and values can maximize their abilities. We areworking on ongoing efforts to create a workplace
where everyone can continue to work with peace ofmind, such as through the establishment of “restroomsfor everyone” and consultation services that take into
consideration diverse gender orientations, as well as
in-company awareness training programs.