Human Rights

Human Rights Policy

Since our founding, the LIFULL Group Corporate Credo "Altruism" has been at the heart of our business pursuits. In 2017, we changed our name to LIFULL and have been following our Corporate Message "Make Every LIFE FULL" with various initiatives to realize a society where everyone can truly be themselves. For these reasons and in order to fulfill our social responsibilities as a company and contribute to the sustainable growth of society, we have established a Human Rights Policy and will adhere to this policy to ensure that we are protecting human rights.

Commitment to Respecting Human Rights

Respecting human rights is one of the most fundamental aspects of our businesses. We believe we can work together with our stakeholders to appreciate and preserve individuality while also creating new value for each individual. The LIFULL Group hereby declares to respect all internationally recognized human rights including the International Bill of Human Rights and the International Labor Organization (ILO) Declaration on Fundamental Principles and Rights at Work. We do not tolerate forced labor, child labor, human trafficking, slave labor, or any other acts that violate human rights, and we are committed to eliminating all forms of discrimination. In practice, we will continue to conduct our businesses in accordance with the United Nations Guiding Principles on Business and Human Rights. The LIFULL Group complies with the laws and regulations applicable in the countries and regions where it conducts business activities. In cases where there is a conflict between internationally recognized human rights and the laws of a particular country or region, we will seek ways to respect internationally recognized human rights.

Defining our Human Rights Policy

This policy has been formulated by referencing existing guidelines and internationally recognized human rights standards such as the International Labor Organization (ILO) Declaration on Fundamental Principles and Rights at Work. This policy has been formulated based on discussions we conducted during meetings of the Board of Directors and has been approved by the Board of Directors. Moving forward, we will continue to revise and adapt the policy to social changes and technological advancements.

Scope of Application

This policy shall be applied to value chain of the various businesses of the LIFULL Group. In addition, we expect our business partners and suppliers to also understand, support and follow this policy.

Human Rights Due Diligence

We conduct human rights due diligence in accordance with the United Nations Guiding Principles on Business and Human Rights to identify infractions on the human rights of those involved in our businesses while also working to prevent, mitigate and correct any infractions. We will disclose further details and progress of our efforts on our website.

Remediation

If the LIFULL Group's business activities cause or contribute to negative impacts on human rights, or if involvement through business partners becomes evident, we will take appropriate measures to address and rectify the situation.

Education

The LIFULL Group provides appropriate education and awareness programs to ensure that each executive and employee understands international human rights principles and that this policy is integrated into all business activities.

Dialogue and Consultation

In implementing this policy, we will continuously engage in dialogue with relevant stakeholders and consult with external experts.

Information Disclosure

The LIFULL Group discloses information on the progress of its human rights initiatives through its website and annual reports.

Human Rights Due Diligence

We conduct human rights due diligence in accordance with the United Nations Guiding Principles on Business and Human Rights to identify infractions on the human rights of those involved in our businesses while also working to prevent, mitigate and correct any infractions.

Key Human Rights Issues (as determined during FY 2023/9)

Appropriate working hours

In addition to our business partners, we are working to create a healthy working environment where people work appropriate hours with sufficient downtime and time off.

Harassment Prevention

We educate our employees have established a monitoring system to prevent harassment in all situations while providing assistance to victims.

Privacy Protection

We are always adjusting our internal processes for handling data with private information in order to keep up with technological advances.

Filling the Gender Gap

We are working to fill the gender gap in terms of management positions and payment through the diversity and inclusion issues we have outlined.

Correcting Human Rights Issues and Aiding Victims (Grievance Mechanism)

The LIFULL Group has established a communication channel to receive and respond to opinions, consultations and grievances regarding human rights from our stakeholders.

LIFULL Whistleblower Contact Form for Stakeholders

Basic Policy on Customer Harassment in the LIFULL Group

1. Introduction

Guided by our corporate credo of Altruism, the LIFULL Group (hereinafter referred to as "the Group") pledges to sincerely listen to feedback from our users and business partners (hereinafter collectively referred to as "customers") and strives to improve our products and services. The Group firmly believes that these efforts will build the foundation for an environment where every employee is physically and mentally healthy and empowered to take on new challenges with a positive attitude. Based on this belief, the Group has formulated this policy to protect our employees from harassment and ultimately allow us to continue providing higher-quality services to our customers.

2. Definition of Customer Harassment

In accordance with the "Corporate Manual on Measures Against Customer Harassment" published by the Ministry of Health, Labour and Welfare, the Group defines customer harassment as "complaints or demands from customers that lack reasonableness, or where the means or manner used to realize such demands are considered inappropriate in light of socially accepted standards, thereby compromising the working environment of employees."
Specifically, this includes, but is not limited to, the following acts:

  • Physical attacks (assault, bodily injury)
  • Mental attacks (threats, slander, defamation, insults, verbal abuse, demanding forced and demeaning formal apologies)
  • Coercive or intimidating remarks or behavior
  • Persistent or relentless remarks or behavior (repeatedly asking the same questions, detaining employees for long periods over the phone or in person)
  • Discriminatory remarks or behavior
  • Sexual remarks or conduct (acts falling under sexual harassment, etc.)
  • Confining or restrictive remarks or behavior (refusal to leave, sit-ins, confinement)
  • Online libel, defamation and abuse on social media or the internet
  • Acts that infringe on privacy
  • Excessive demands for services exceeding contractual agreements
  • Demands for apologies, monetary compensation or product exchanges without reasonable grounds
  • Demands for disciplinary action or punishment against employees

3. LIFULL Group Initiatives

  • Establishing a system to respond appropriately when customer harassment occurs.
  • Taking appropriate measures prioritizing the care of employees who have suffered customer harassment.
  • Developing response methods and procedures for customer harassment, while disseminating them and conducting training for employees.
  • Educating employees to ensure they themselves do not engage in customer harassment toward business partners or other parties.

4. Our Stance on Customer Harassment

If the Group determines that an act constitutes customer harassment, we will take a firm stand to protect our employees. Depending on the situation, we may decline or suspend the provision of services, business transactions or responses to inquiries. Furthermore, if an act is deemed malicious, we will cooperate with external experts, such as the police and attorneys, to take strict action, including legal measures.

5. Request to Our Customers

The Group is committed to engaging with all customers with sincerity and striving to improve our services. To enable our employees to work with peace of mind and perform to the best of their abilities, thereby continuing to deliver high-quality services, we kindly ask for your understanding and cooperation.

Training and Awareness Initiatives

Employee Training

We offer ongoing theme-specific training in line with social trends, such as harassment, unconscious bias, social networking, etc., to raise employees' awareness of human rights.

Initiatives to Raise Employee Awareness

Our online media project, LIFULL STORIES, operates under the concept of "there's nothing you have to do." It supports originality by featuring interviews and event reports of individuals who have taken a step towards living their own authentic lives and breaking free from conventional notions.

Initiatives to Maintain an Appropriate Working Environment

In Japan, we comply with the 36 Agreement and the Labor Standards Act, which generally prohibit work after 10 p.m. when working remotely. Additionally, we manage employee working hours on a daily basis and strive to improve long working hours by promptly responding with measures such as conducting hearings with superiors or individuals and holding consultations with a corporate physician when employees exceed set working hour limits.

Protecting Human Rights

Based on our Corporate Message of "Make Every LIFE FULL," we are working to create a world where people of all backgrounds can live and work the way they want regardless of their gender, age, race, nationality, special needs, sexual orientation or religion. The following is a list of specific examples of some of our actions and services:

Sustainability