Respect for Human Rights

Basic Policy

Human Rights Policy

The Alps Alpine Group's Human Rights Policy was estblished in 2025.
Actions and decision-making within the Alps Alpine Group have so far been guided by the Alps Alpine Group Code of Conduct. This includes matters pertaining to respect for human rights. The new policy is specific to human rights and was established for the purpose of further enhancing and promoting efforts to ensure human rights are upheld.
The policy applies to all employees, including corporate officers and non-regular employees. The Alps Alpine Group also seeks the understanding and support of all suppliers and business partners involved in the business activities of the group and expects them to uphold human rights and take steps to prevent human rights violations.

Governance Framework

The human resources, materials, sustainability promotion and other relevant departments, under the responsibility of the vice president in charge of human resources, coordinate on efforts to fulfill this policy. Progress reports are submitted to the Sustainability Committee for discussion every quarter prior to reporting and consideration in meetings of the Board of Directors.

Human Rights Due Diligence

Alps Alpine has established a human rights due diligence framework in line with the United Nations' Guiding Principles on Business and Human Rights. Through ongoing operation of the framework, we endeavor to identify and assess adverse effects on human rights, and to prevent and mitigate those adverse effects.

Overview of Human Rights Initiatives

(1) Risk Map Creation

To specify adverse impacts on human rights, we identified and assessed risks based on our own business environment and created a human rights risk map.

<Map Creation Process>

Step 1	Identify human rights risks related to Alps Alpine’s business domain in reference to the Universal Declaration of Human Rights and relevant international norms

Step 2	Assess and map risks directly arising from Alps Alpine’s business activities and risks arising within the supply chain according to severity (scale, scope, irremediability) and likelihood

Step 3	Determine an order of priority and specify four key issues

At each step, the appropriateness of identified risks and assessments was validated through dialogue between internal parties, including the compliance department and employee representatives, and outside experts.
The risk map will be continually updated through regular reviews accounting for changes to the environment.

<Human Rights Risk Map>

Occupational health and safety, harassment, long working hours, and privacy respect and protection will be addressed as priority issues as determined through the human rights risk assessment.

(2) Prevention and Mitigation

Alps Alpine endeavors to provide appropriate working conditions and environments for workers. We recognize this as an important issue not only for the Alps Alpine Group but also within the supply chain, and we act accordingly. Guidelines relating to human rights matters are included in the Alps Alpine Responsible Corporate Action Guidelines (guidelines for responsible business conduct). We ask suppliers to comply with these guidelines and check compliance through implementation of CSR assessments.

(3) Monitoring Status

Once every two years, we conduct monitoring within the Alps Alpine Group specific to human rights, including those related to workers’ rights and labor-management relations. In fiscal 2024, we conducted monitoring of locations given a B rank in the previous year to check the progress of improvements to areas of non-conformance and ascertain other current issues. As a result, four out of 12 of those locations were upgraded to A rank.

(4) Information Disclosure

We report on human rights efforts via our company website, Integrated Report and annual securities report, which are accessible by all stakeholders.

Human Rights Education

Every year, we implement Alps Alpine Group Code of Conduct training for employees worldwide for the purpose of promoting and entrenching the code, including areas relating to respect for human rights. In fiscal 2024, 98.1% of around 29,000 eligible personnel received the training.
Level-specific training, such as for new employees and newly appointed managers and officers, also incorporates human rights themes corresponding to the respective standpoints. The intention is to instill a kind of understanding that will be replicated in the workplace.

Participation rate for training on the GROUP CODE OF CONDUCT

Remedial Action (Grievance Mechanism) Initiatives

Alps Alpine has established environments allowing employees and other stakeholders to freely speak up on human rights issues. We quickly follow up on information or comments that we receive in relation to human rights or human rights incidents to determine the facts and take action.

Establishment of a Consultation Service (Hotline)

As an internal reporting system for domestic Group employees, we have established an Ethics Hotline that ensures independence from management. The Ethics Hotline regulations stipulate the confidentiality of whistleblowers and the prohibition of disadvantageous treatment, and are strictly enforced. We also surveyed the status of consultation services at overseas sites, and confirmed that they were in place at all of the targeted sites.

Understanding Reports on Human Rights and Incident Details

In addition to routine human rights due diligence, the relevant departments regularly meet to share actual case examples for the purpose of gaining an understanding of the details of reports about human rights issues occurring in real day-to-day situations and the facts behind human rights incidents. Relayed information is reflected in employee training intended to prevent human rights abuses and measures to improve workplace culture.

Establishment of a Consultation Service for the Supply Chain

Since April 2023, we have been a member of the Japan Center for Engagement and Remedy on Business and Human Rights (JaCER), a non-judicial grievance platform in compliance with the UN Guiding Principles on Business and Human Rights.
Through collaboration with JaCER and other support organizations, we are working to better address complaints and other issues from a wide range of stakeholders.

• Attracting and Developing Value-Creating Human Resources
• Fostering a culture that empowers individuals (Work Environment)
• Fostering a culture that empowers individuals (Diversity, Equity & Inclusion)
• Respect for Human Rights
• Workplace Environment, Health & Safety