The Fujifilm Group recognizes that respect for human rights is our responsibility. We clearly state our commitment to this responsibility in the Fujifilm Group’s Charter for Corporate Behavior and Code of Conduct, which is available in 24 languages. The Charter for Corporate Behavior and the Code of Conduct state our fundamental approach to respecting human rights.
We established the Fujifilm Group Human Rights Statement, which declares our support for a range of global human rights principles, including the UN International Bill of Human Rights and the UN’s Guiding Principles on Business and Human Rights. This statement outlines our commitment to taking necessary measures to assess and mitigate any risks that may negatively impact human rights in our business activities. To create the Human Rights Statement, we sought opinions and advice from our Group companies and external stakeholders. It was introduced after being adopted by the CSR Committee (currently the ESG Committee), which is chaired by the President of FUJIFILM Holdings Corporation, in 2018.
In the Fujifilm Group, priority issues related to human rights, as well as the outcomes of measures taken to prevent and mitigate any violations, are reported to and deliberated on by the FUJIFILM Holdings ESG Committee, chaired by the President, and subsequently reported to the Board of Directors. The policy of the Board of Directors and the ESG Committee state clearly that “activities for identifying significant human rights issues in business activities and preventing and reducing any issues” shall be deliberated on and decided by the Committee.
In October 2023, to strengthen efforts to foster a workplace culture where diverse employees can work with confidence and vitality, we established the FUJIFILM Holdings Diverse Stories Promotion Committee, chaired by the President and CEO. At the same time, affiliated companies in Japan and abroad launched their own Diverse Stories Promotion Committees, each chaired by their respective presidents. Together, the entire group is advancing initiatives to create environments where every individual can express their unique personality and values and work in safe and comfortable environments.
The relevant department allocates resources on a daily basis to ensure respect for human rights, depending on the potential impact. The Human Resources Division addresses issues concerning Fujifilm Group employees, while the procurement divisions handle issues concerning suppliers or in-plant contractors. Prior to completing a merger and acquisition or embarking on a new business venture involving a substantial investment, we conduct a comprehensive due diligence review that includes an assessment of the investment’s compliance with human rights standards.
In addition, the ESG Division provides monthly reports on supply chain risk management and human rights initiatives to the Audit & Supervisory Board Office*1, and regular exchanges of opinions are held, incorporating perspectives on corporate governance.
- *1 Established directly under the Audit & Supervisory Board to enhance the effectiveness of the audit function.
The Fujifilm Group has implemented a human rights due diligence process in accordance with the procedures outlined in the UN Guiding Principles on Business and Human Rights. This process covers all our business activities. To facilitate our process, we referred to the requirements outlined in the UN Guiding Principles Reporting Framework with Implementation Guidance, which we studied in the Human Rights Due Diligence Working Group under the Global Compact Network Japan.
As part of our due diligence process, we identify both potential and actual risks related to human rights. We investigate the various stages of our value chain where these risks are likely to occur, specify the individuals who may be negatively impacted, and assess the likelihood and severity of potential impacts. Based on this assessment, we develop and implement preventive or mitigating measures. We also maintain open lines of communication with external stakeholders and disclose relevant information.
Regarding adverse human rights impacts arising from the Fujifilm Group’s business activities, the ESG Division of FUJIFILM Holdings Corporation conducts assessments in collaboration with third-party organizations.
<Initiatives from FY2019>
We identified potential human rights issues based on the characteristics of our business and the countries and regions where we operate, and assessed their likelihood and severity.
Potential human rights issues were identified for each stakeholder group, including our own employees, employees of our business partners, such as suppliers and subcontractors, customers and consumers, and local communities.
Taking into account the status of our Group’s initiatives, we identified the following three priority human rights issues to focus on:
- Inappropriate work environment and labor practices at suppliers;
- Long working hours, discrimination and harassment of our employees;
- Violations of the rights of clinical trial participants in the healthcare business.
These priority human rights issues were shared and discussed with top management at the regular Board of Directors meeting of FUJIFILM Holdings held in July 2020.
Since then, we have been implementing risk mitigation measures annually based on these priority human rights issues.
Impact Assessment of Potential Human Rights Issues (Risks Associated with Existing Businesses)
<Review and updates from FY2025>
Considering changes in our business environment, we determined that a review was necessary.
In February 2025, with the support of the third-party organization, the nonprofit Caux Round Table Japan (CRT Japan), we began reviewing our priority human rights issues as part of a series of due diligence processes based on the Fujifilm Group Human Rights Statement.
For details of these initiatives, please refer to the section on priority human rights issues.
<Annual Review>
The Fujifilm Group comprehensively identifies priority risks related to its business activities every year. Through a process in which the departments responsible for each risk category review all potential risks anticipated within their respective areas of responsibility, the Group as a whole determines the “Group-wide Priority Risks.” Within this framework, risks related to human rights are also specifically identified.
The Fujifilm Group operates a wide range of businesses, including “Healthcare,” which provides support for drug discovery and medical devices; “Electronics,” which supplies high-performance materials for various industries; “Imaging,” which handles cameras and lenses; and “Business Innovation,” which supports customers in transforming their workstyles through multifunction devices and solutions. When reviewing the Group's priority human rights issues, it is essential not only to address issues common across diverse businesses but also to identify human rights issues specific to the characteristics of each business. Therefore, with the cooperation of a third-party organization, we conduct identification of human rights issues for each business segment through two processes: [STEP 1] Human Rights Risk Assessment and [STEP 2] Human Rights Impact Assessment.
[STEP 1] Human Rights Risk Assessment
In this step, we evaluate potential human rights risks based on the human rights situation in the countries and regions where our business sites are located, as well as risks associated with the business itself. The assessment is conducted using evaluation axes such as rights holders, human rights indicators, and the value chain.
The assessment primarily utilizes the following information:
- Desktop research on human rights risks;
- Human rights risk factors in the business value chain identified through a cross-functional workshop with employees from related organizations (as supplementary information).
[STEP 2] Human Rights Impact Assessment
In this step, we assess the presence and degree of actual impacts related to the potential human rights risks identified in the Human Rights Risk Assessment. This approach includes direct dialogue with affected parties (rights holders) through interviews.
In fiscal 2025, we carried out the process of identifying human rights issues in the Business Innovation segment for the following reasons.
Reasons for Selecting the Business Innovation for FY2025:
- Among the four business segments of our Group, it is the largest in scale and has the greatest impact on stakeholders.
- Products such as multifunction devices consist of a large number of components and involve many labor-intensive manufacturing processes.
- Many of its manufacturing sites and suppliers are located in Asia, a region considered to have relatively high human rights risks.
In fiscal 2025, we conducted human rights risk and impact assessments in the Business Innovation segment as follows.
| Category | Item | Description |
|---|---|---|
| Scope | Value Chain | Assessment of impacts at each stage of the business value chain: Design & Development – Raw Material Procurement – Purchasing – Manufacturing – Logistics – Sales – Use – Disposal |
| Country/Region | Assessment of impacts in 17 countries/regions where the main business sites of the Business Innovation segment are located | |
| Rights Holders | Rights holders potentially subject to negative human rights impacts, with particular focus on:
|
|
| Indicators | Human Rights Indicators | Assessment based on the following 12 human rights indicators closely related to business, as outlined in international standards: Fair Wages, Reasonable Working Hours, Discriminatory Practices, Health and Safety, Freedom of Association, Child Labor, Modern Slavery, Land Rights, Indigenous Rights, Right to Privacy, Consumer Safety and Right to know, Resources and Communities (Human Rights Issues related to Disposal) |
We assessed potential human rights risks based on the human rights risks of the countries and regions where our business sites are located, as well as human rights risks associated with our business activities.
The assessment primarily relied on desktop research, supplemented by the results of a cross-functional workshop that identified specific human rights risk factors related to operations within the business value chain.
| Assessment Methods | Description |
|---|---|
| (1) Country Risk Assessment | Based on the human rights risk database provided by an international risk analysis and research specialist organization, human rights risks were evaluated on a four-level scale by country/region and by human rights indicator. |
| (2) Business Risk Assessment | The impact of business scale on human rights risks was assessed using business data such as revenue, procurement amounts, and number of employees. Additionally, specific human rights risks associated with the business were evaluated based on information about raw materials and operational processes. Furthermore, we conducted a cross-functional human rights workshop involving participants from organizations related to human rights issues to identify potential human rights risk factors that may occur within the business value chain. |
| (3) Assessment of Potential Human Rights Risks | Based on the results of (1) Country Risk Assessment and (2) Business Risk Assessment, potential human rights risks were identified using the assessment axes of rights holders, human rights indicators, and the value chain. |
As a proxy for the voices of stakeholders and rights holders, information disseminated by over 14,000 NGOs worldwide and data from 3,500 global news media sources were collected and analyzed. The results of the assessment of human rights impacts on stakeholders and rights holders across the business value chain were organized into a risk map.
Human Rights Risk Map Across the Business Value Chain
| Rights Holders | Impact on Human Rights | Value Chain | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Development and Design | Raw Material Procurement | Purchased Components | Manufacturing | Logistics | Sales | Use | Disposal | Overall | ||
| Employees and Workers within the Group | Living Wage | ● | ● | ● | ● | |||||
| Long Working Hours | ● | ● | ● | ● | ||||||
| Workplace Safety | ● | ● | ● | ● | ||||||
| Health Hazards from Chemicals and Hazardous Substances | ● | |||||||||
| Rights of Labor Unions | ● | ● | ● | ● | ||||||
| Discriminatory Practices Based on Gender and Minority Status | ● | ● | ● | ● | ||||||
| Rights of Migrant Workers | ● | ● | ● | ● | ||||||
| Employment Discrimination | ● | ● | ● | ● | ||||||
| Employees and Workers of Suppliers and Contractors | Living Wage | ● | ● | ● | ● | |||||
| Long Working Hours | ● | ● | ● | ● | ||||||
| Workplace Safety | ● | ● | ● | ● | ||||||
| Health Hazards from Chemicals and Hazardous Substances | ● | ● | ||||||||
| Rights of Labor Unions | ● | ● | ● | ● | ||||||
| Discriminatory Practices Based on Gender and Minority Status | ● | ● | ● | ● | ||||||
| Rights of Migrant Workers | ● | ● | ● | ● | ||||||
| Child Labor and Forced Labor in Resource Extraction and Waste Disposal | ● | ● | ||||||||
| Consumers | Product Safety | ● | ||||||||
| Health Impacts from the Use of Chemicals | ● | |||||||||
| Consumer Privacy and Security | ● | ● | ● | |||||||
| Sustainable Consumption | ● | |||||||||
| Human Rights–Respectful Marketing | ● | ● | ● | |||||||
| Accurate and Transparent Labeling | ● | ● | ● | |||||||
| Local Residents and the General Public | Use of Products and Components for Military or Surveillance Purposes | ● | ● | |||||||
| Land Rights Violations Caused by Mining and Development | ● | |||||||||
| Environmental Pollution and Ecosystem Destruction associated with Resource Development | ● | |||||||||
| Environmental Damage Caused by Electronic and Electrical Waste Disposal | ● | |||||||||
| Governance | Governance on Sustainability and Human Rights | ● | ||||||||
| Accountability and Transparency | ● | |||||||||
| Anti-Corruption and Political Engagement | ● | |||||||||
Through a cross-functional workshop involving employees from relevant organizations, specific human rights risk factors were identified.
One of the objectives of the workshop was to raise awareness among participants to encourage proactive engagement by each division in future human rights respect initiatives.
Examples of participating divisions include: Human Resources, Corporate Communications, ESG, Compliance, Information Security, Production Planning and Management, Procurement, Production Sites (Japan and overseas), Resource Circulation, Logistics, Sales Promotion, Customer Service, Global Audit, and others.
Workshop scene (May 2025)
Group discussion on human rights risks
Based on country risk assessments and business risk assessments conducted through desktop research, as well as the identification of human rights risk factors through a cross-functional workshop, CRT Japan identified the following five human rights risks as highly relevant potential risks for the Business Innovation segment.
| Potential Human Rights Risks | Affected Rights Holders | Relevant Human Rights Indicators to Consider | Related Value Chain |
|---|---|---|---|
| 1. Human Rights Risks in the Upstream Raw Material Supply Chain | Workers of Suppliers | Child Labor, Forced Labor, Land Rights, Indigenous Rights, Living Wages | Upstream Supply Chain, including Raw Material Procurement |
| 2. Human Rights Risks for Workers of Suppliers and Contractors | Workers of Suppliers and Contractors | Living Wages, Working Hours, Discriminatory Practices, Occupational Health and Safety, Freedom of Association, Forced Labor | Transactions across the stages of Procurement, Manufacturing, Logistics, and Sales |
| 3. Human Rights Risks of Migrant Workers*2 | Employees and Workers within the Fujifilm Group | Living Wages, Working Hours, Discriminatory Practices, Occupational Health and Safety, Freedom of Association, Forced Labor | Overall Operations of the Fujifilm Group |
| 4. Human Rights Risks at the Product Use Stage | Consumers and Users of Products and Services, and the General Public | Consumer Safety and Right to Know, Right to Privacy | Product Use Stage |
| 5. Environmental Pollution and Human Rights Risks Associated with Disposal | Local Residents and the General Public | Community Impacts from Disposal, Child Labor | Raw Material Procurement, Disposal |
*2 “Migrant Workers” refers to workers who leave their home country or place of origin to work, including foreign workers in Japan.
Among the five potential human rights risks identified in STEP 1, "3. Human Rights Risks of Migrant and Immigrant Workers" was selected as the focus of the 2025 Human Rights Impact Assessment based on the following considerations:
- Increasing legal and social demands regarding the working conditions of foreign workers in Japan in recent years
- Business scale
- The company’s ability to directly exercise influence
To conduct the Human Rights Impact Assessment of "3. Human Rights Risks of Migrant and Immigrant Workers," the Suzuka site of FUJIFILM Manufacturing Co., Ltd., which is responsible for domestic manufacturing functions within the Business Innovation Segment and employs a large number of foreign workers, was selected as the target site.
Overview of the Human Rights Impact Assessment at the Suzuka site of FUJIFILM Manufacturing Co., Ltd.:
- Purpose
To identify and assess existing and potential human rights risks through a dialogic process with workers on site, and to promote improvements in the workplace environment.
- Implementation Period
October 2025 (3 days)
- Participants
17 temporary workers at the Suzuka site (including Japanese workers)
- Interviewers
CRT Japan
In addition to the above, to incorporate the perspective of the staffing agency, interviews were also conducted with representatives of the staffing agency employing the temporary workers. Furthermore, to comprehensively assess challenges and issues at the site, interviews were conducted with the leaders of the departments to which the temporary workers belong, as well as with the Human Resources and General Affairs Department.
- Pre-survey questionnaire for participants
- On-site inspection of participants’ workplace environment
- Face-to-face interviews with participants
The Human Rights Impact Assessment did not identify any significant human rights violations requiring immediate corrective action. The Suzuka site was found to maintain a high standard both in terms of facilities and surrounding environment, as well as in the management of labor conditions such as wages, working hours, and workplace safety. It was also confirmed that when issues arise in the workplace, prompt initial responses and problem-solving efforts are carried out by both the site and the staffing agency.
However, the following points were identified as challenges for further improvement toward a better workplace environment:
- Some concerns about harassment and dissatisfaction with work allocation were found to be difficult to voice due to the temporary workers’ position and reluctance, as well as challenges in resolving issues on-site, posing risks of latent and prolonged problems.
- Regarding whistle-blowing systems (such as helplines), awareness among foreign workers was insufficient, and among Japanese workers, psychological barriers and fears of disadvantage from using these systems existed. As a result, these whistle-blowing systems are not yet fully effective as corrective grievance mechanisms at present.
Based on these points, we are working on improvements such as strengthening awareness of whistle-blowing systems and expanding multilingual support. Specifically, we have reintroduced easily accessible on-site reporting and consultation desks by posting multilingual (Japanese and Portuguese) posters within the sites, in addition to the Group-wide channels.
Furthermore, we have prepared Human Rights training materials in multiple languages (Japanese and Portuguese) aimed at increasing understanding of discrimination, harassment, and grievance mechanisms. These trainings have begun rolling out to manufacturing site workers.
For detailed information on the human rights training, please refer to the “Education and Awareness.” section.
In addition, we have engaged with staffing agencies that had yet to implement multilingual work rules, and confirmed that Portuguese versions of the rules have now been established.
Face-to-face interview
(conducted in groups of 2 to 4 participants)
Verification of multilingual safety information displays
Confirmation of adequate break facilities
The Fujifilm Group is implementing several initiatives to prevent and/or mitigate any adverse impact on the following three priority human rights issues.
The Fujifilm Group operates businesses that require assembling and processing products and parts, and has a large number of suppliers to work with. In these circumstances, one of our priority human rights issues to tackle is possible inappropriate work environment and labor practices at our suppliers. The Fujifilm Group implements actions for respecting human rights in our supply chain at the suppliers and in-plant contractors mainly within the framework of sustainable procurement.
In fiscal 2024, a risk assessment based on self-checks on issues related to human rights, labor, the environment and corporate ethics was conducted mainly for the Group's critical suppliers and with other suppliers located in Japan, China and other Asian countries targeted as priority regions. We sent feedback sheets to all suppliers who responded to our selfchecks. In particular, we sent feedback sheets with advice on improvements to suppliers with compliance rates of under 80% and those who failed to comply with higher priority items in human rights and labor.
| Categories | Checkpoints | Non-conformance Rate in Self-Checks |
|---|---|---|
| Forced Labor | Are employees required to submit money or original identification documents at the time of employment? | 1.7% |
| Child Labor | Is age verification conducted using identification documents at the time of employment? | 5.8% |
| Child Labor | Is there a policy prohibiting the employment of workers under the minimum working age, and is it being implemented? | 1.5% |
| Right to Collective Bargaining | Are employees allowed to participate in collective bargaining? | 3.4% |
| Occupational Health and Safety | Are fire detection and alarm systems, as required by law, installed in all building areas? | 0.5% |
For some of our suppliers, we investigated items they failed to comply with through follow-up interviews. Where we found corrective action to be necessary, we encouraged them directly to make improvements and confirmed the implementation status.
For example, in cases where suppliers responded that “original identification documents are stored in the company’s safe,” we explain that even if this is done with good intentions, such as managing employees' valuables, if employees cannot freely retrieve their documents, it could hinder their freedom of movement or resignation, potentially leading to forced labor. We encourage these suppliers to review their practices. In this way, we continue to engage with suppliers to understand actual conditions and encourage improvements, focusing on high-priority items in the human rights and labor fields, through the Fujifilm Group companies that conduct business with these suppliers.
When conducting on-site diagnoses at suppliers, checks are also conducted from the human rights perspective. Required improvements are requested and subsequently confirmed (see the examples below).
| Categories | Issues | Examples of Improvements |
|---|---|---|
| Young Workers | No system in place to protect young workers regarding health, safety and morals and protective measures such as a ban on overtime work. | Although there are currently no young workers employed, the systems have been established to protect their health, safety, and morals, including the prohibition of overtime work, and awareness activities were conducted within the company. |
| Grievance Mechanism | Lack of an internal grievance and whistleblowing system. | The internal grievance and whistleblowing system has been newly established and awareness activities were conducted within the company. |
We include items related to modern slavery and human trafficking in the supply chain in supplier self-checks and monitor them regularly.
Regarding overtime working hours, trend in monthly overtime is monitored, and warnings and guidance are issued to the business divisions exceeding the designated levels and the necessary corrective measures are implemented continuously.
The Fujifilm Group has been engaged in WSI (Work Style Innovation) activities since 2014, with the aim of becoming a company where diverse employees can fully demonstrate their individual capabilities. Work style reforms include improved working hours and the provision of support to enable employees to continue working while achieving a balance with family responsibilities such as childcare and nursing care.
Specifically, employee training for their work attendance recording is provided to improve their long working hours. Human resources divisions manage work attendance by monitoring the difference between the time the computer is turned on and the recorded data. We are also working to ensure that everyone is aware of the need to prevent long working hours by putting a ban on overtime exceeding 80 hours per month and through our training programs for managers.
We want to establish environments that will lead to a motivated workplace where all of our employees can demonstrate their capabilities. For this, we will strengthen initiatives that apply DX actively in WSI activities (WSI x DX) and accelerate daily work style reforms.
The Fujifilm Group lists “Respect of diverse personalities and individuality” and “Prohibition of discrimination” in the Fujifilm Group Code of Conduct. We aim to become a robust organization that can contribute to a prosperous society by creating new values through respecting, accepting, and being inspired by each employee’s personality and individuality. In addition to regular employee education and awareness promotion, we are continuously communicating our commitment to promoting these efforts to our employees.
Our healthcare business including medical systems and BIO CDMO is one of the Group’s major businesses and is expected to grow in the future. Considering the increasing number of people affected by the growth in our Group’s business, it has become increasingly important to pay attention to clinical trial participants, as well as medical professionals and patients who use our products and services, in addition to other interested parties.
The Fujifilm Group Global Healthcare Code of Conduct published in fiscal 2020 opens with a declaration of respect for the right to self-determination, dignity, privacy and the human rights of clinical trial participants. Our Global Healthcare Code of Conduct has been disseminated across the Fujifilm Group. It applies to all executive officers and employees in our healthcare businesses as well as to our subcontractors, temporary workers, sales agents and distributors, and all other business partners and interested parties involved in the provision, sales and support of our healthcare products and services. To ensure that the standards and requirements of the Fujifilm Group Global Healthcare Code of Conduct are respected, the In-house Guidelines on the Global Healthcare Code of Conduct that explain the Code in detail were also released.
Complaints related to healthcare products and services are reported promptly to the relevant business division or affiliate. Appropriate investigation will then be carried out, followed by corrective measures where necessary. Complaints may be reported to the relevant regulatory authority where appropriate.
For direct employment, the Fujifilm Group checks all candidates’ ages with public documents such as residence certificates. In fiscal 2024, we confirmed that no instances of child labor were found among Fujifilm Group employees. Additionally, items related to child and youth labor are included in the self-checks for suppliers and their implementation is confirmed.
All complaints and suggestions will be considered and handled appropriately after investigating the facts.
Taking account that human rights issues concerning foreign workers are surfacing in Japan, the Fujifilm Group started a survey on the status of foreign workers directly employed by our operating companies in fiscal 2019. As of the end of fiscal 2024, we have confirmed the presence of 207 employees from 19 countries and regions and have received no reports of issues related to the working environment and practices.
In view of the anticipated increase in foreign technical interns, we plan to continue monitoring conditions in the work environment and introduce initiatives such as sharing best practices across the Group.
The Fujifilm Group requires all executive officers and employees in the worldwide Group to declare to comply with its basic stance on respect for human rights as stated in the Fujifilm Group Charter for Corporate Behavior and Code of Conduct. We conduct the global education including dissemination of Human Rights Statement to raise awareness for human rights continuously.
| Program Name | Outline |
|---|---|
| Training in the Fujifilm Group Charter for Corporate Behavior and Code of Conduct and declaration of compliance with the Code of Conduct | Provided to deepen understanding of the Charter for Corporate Behavior and Code of Conduct (including specific topics on harassment, corruption prevention, etc.). As of April 2024, 99.6% of the target participants (83,610) took part in the program. |
| Basic training on business and human rights | [Japan] Basic training on business and human rights (e-learning) was conducted in November and December 2024. 97.4% of all executive officers and employees in Japan, equivalent to 47,270 participants, took part in the program. |
| [Japan] Basic training on business and human rights (e-learning) for new graduates and mid-career hires was launched in February 2025. As of March 2025, 213 participants have completed the training. | |
| [China] Basic training on “Business and Human Rights” was conducted for the first time in the China region from September to December 2024. A total of 2,959 participants from the targeted sites completed the training during the fiscal year. | |
| Information security training (including personal data protection, etc.) | The program is designed to give all executive officers and employees globally an accurate understanding of information security rules and to prevent confidential data leaks. In Japan, it was conducted in January and February 2025, with 98.4% of the target participants (47,147) taking part in the program. |
| Training in Global Healthcare Code of Conduct | The program held in October and November 2024 was designed to explain the code of conduct and laws pertaining to the healthcare business and to prevent violations. It covers all executive officers and employees in our healthcare business in Japan. 97.1% of the target participants (13,684) took part in the program. |
| CSR training (including human rights issues) | CSR training programs were provided for newly appointed executive officers and new employees in fiscal 2024, with 245 executive officers and 1,010 employees taking the respective training programs. |
In planning global education and awareness initiatives on “Business and Human Rights,” we began in fiscal 2023 by engaging in dialogues with the presidents of regional headquarters in Europe, the Americas, China, and Asia, as well as with leaders responsible for human resources, sustainability, compliance, and other areas.
Taking into account the differing human rights issues and social contexts in each region, we assessed the status and challenges of education and awareness efforts related to human rights in each region. It was confirmed that a basic understanding of “Business and Human Rights” is essential across all regions, but that education and awareness initiatives should be tailored to the specific needs of each region. Based on this, concrete initiatives have been implemented in each region starting in fiscal 2024.
In addition, M&A cases have increased in the Fujifilm Group in recent years, requiring training at our acquired subsidiaries. Due diligence is conducted on compliance, followed immediately after acquisition by introduction and training on the Group’s Code of Conduct to disseminate an understanding of the Group’s corporate philosophy.
Besides the executive officer and employee training described above, briefings and exchanges of views were organized with internal relevant divisions such us procurement and purchasing departments, as well as legal affairs and compliance departments, all concerned with human rights issues.
We also held multiple briefings for our suppliers.
For details of these activities, please refer to Data and Information.
Information on the activities to promote respect for human rights is given in our Sustainability Report, Integrated Report, official website and other sources. We are collecting the observations that have resulted from handling inquiries and survey requests received from our customers, investors, ESG assessment organizations, NGOs and media organizations and are using them to make further improvements.
The Fujifilm Group releases a statement in response to the Modern Slavery Act 2015 of the UK, the Modern Slavery Act 2018 of Australia, the Fighting Against Forced Labour and Child Labour in Supply Chains Act of Canada.
Chapter 1 of the Fujifilm Group Code of Conduct states our policies on Respect for Human Rights. The Fujifilm Group employees have access to an internal whistle-blowing system that offers hotlines to report any concerns related to violation of any items listed in the chapter or infringements of human rights that require correction and remedies. For external stakeholders, we provide a “Contact Us/Regarding Sustainability” form on our official website and have requested reports through external platforms.
The Fujifilm Group operates internal whistle-blowing systems on two levels —within each company or region and at a Group-wide level— and receives reports from both inside and outside the Group. Reporting forms are available on our websites and our telephone reporting service is available in the language of each region. All of these processes are managed, and reported incidents are handled under regulations that comply with the country or region in which each company operates and under the applicable management rules.
Fujifilm Group accepts any type of enquiry, including consultations and conplaiants from suppliers at the website of “Contact regarding Sustainability”.
The Fujifilm Group is an official member of the Japan Center for Engagement and Remedy on Business and Human Rights（JaCER）*3 since June 2024.
The JaCER grievance form is available to all the people, entities, or groups in the Fujifilm Group value chain, to report actual or suspected human rights violation.
- *3 JaCER provides a non-judicial platform for grievance redress and acts in a professional capacity to support and promote redress of grievances by its member companies.
The Fujifilm Group boosts the transparency and equity that UNGP calls for by using the JaCER grievance form. At the same time, the Group operates contact points for receiving grievances and consultations related to human rights from a wide range of stakeholders, including local communities, customers, and direct and indirect business partners. For each case received, we conduct neutral and impartial fact-finding and take appropriate corrective measures, while receiving advice from experts through JaCER. The results and progress status of the cases we receive via JaCER will be published on the JaCER website's Grievance List, with anonymity preserved for the whistle-blowers involved.
The Fujifilm Group leverages JaCER to strengthen the acceptance of reports, particularly focusing on addressing the following potential human rights violations in the supply chain:
- Forced labor and child labor at sites for the collection or mining of natural raw materials (including conflict minerals issues)
- Adverse impacts on the livelihoods of indigenous peoples due to business development
- Health damage to local residents caused by the release of hazardous substances
- Workplace accidents caused by inadequate safety management at manufacturing sites
- Unjust dismissal of workers or non-payment of wages
- *4 Departments within the Fujifilm Group that are directly or indirectly involved in the reported case, such as those having a business relationship with the reported party (including companies)
The following is an example of a report received and improvement actions taken in fiscal 2024.
| Whistleblower | Case | Response |
|---|---|---|
| Supplier Employee | In March 2025, an employee working for a supplier of a Fujifilm Group company in Asia submitted an anonymous report via the Group company’s external whistleblowing channel (email). The employee stated that toilet breaks and water intake were limited to within 15 minutes per day. Exceeding this limit resulted in fines. | The reporting response department of the Group company conducted an on-site visit to the supplier and confirmed the reported facts. Taking into consideration the anonymity of the whistleblower, they engaged in dialogue with the supplier’s management and explained that such a system could constitute a human rights violation (forced labor) against employees. They requested the supplier to revise the system, inform employees about the revision, and ensure that the anonymous whistleblower would not suffer any disadvantages. Approximately one month later, it was confirmed that the system had been revised and employees had been informed accordingly. |
FUJIFILM Holdings is signed up for United Nations Global Compact, a voluntary initiative that encourages companies to undertake fair operations in the areas of human rights, labor, environment, and anti-corruption. We have also been in collaboration with the Global Compact local network in Japan, by participating in, to name those concerning human rights, the Human Rights Due Diligence Working Group, Supply Chain Working Group and Human Rights Education Working Group.
FUJIFILM Holdings participated in the “Business and Human Rights Academy” program hosted by the United Nations Development Programme (UNDP) from February 27 to 28, 2023. The Academy was organized to support business efforts in Japan contributing to the implementation of human rights due diligence by businesses and the creation of responsible global supply chains for Japanese businesses, their affiliates, suppliers and business partners operating in 17 countries, with the cooperation of UNDP and the Japanese government.
Since then, we have continued to participate in the Human Rights Dialogues for participating companies of the Academy held in Tokyo (1st Dialogue: August 23, 2023; 2nd Dialogue: January 19, 2024; 3rd Dialogue: February 6, 2025). We have learned about laws, trends, and practical application methods related to human rights due diligence from leading domestic and international experts in business and human rights, and reflected on our own initiatives through discussions with other participating companies.
FUJIFILM Holdings has been actively participating in the Stakeholder Engagement Program (SHE)*6 since 2012. This program, organized by the Nippon CSR Consortium (with CRT Japan as the secretariat), facilitates discussions on human rights due diligence as recommended in the UN Guiding Principles on Human Rights and Business, as well as addressing industry-specific human rights issues. Through this program, we engage in valuable dialogue with NGOs, NPOs, academic experts, and other businesses.
- *5 Caux Round Table Japan
- *6 CRT Stakeholder Engagement Program (SHE)
We have set up Fujifilm Bioethics Review Committee to oversee our research and business activities related to life sciences. The committee members include external experts, allowing the committee to conduct comprehensive studies into protecting personal information and the viability of action in terms of ethics and science. The findings of such reviews are fed back to our research & development and other related activities appropriately. The targets for review are genetic analysis with the use of human-derived tissue, immunological research, clinical research and the handling of personal genetic data and related operations. In clinical trials, for example, our clinical trial plans are reviewed by the external experts to ensure that they do not affect the interests of the clinical trial participants.
As a member of the community, the Fujifilm Group proactively discloses the Group’s environmental protection activities and holds events in the form of environmental communication meetings and similar activities to collect feedbacks from the local community. We plan to upgrade the environmental activities conducted by our factories and carry out active and continuous information communication and disclosure to the public at large.
In January 2024, on the occasion of the 90th anniversary of the company’s founding, we established the purpose of the Fujifilm Group, which highlights the significance of our existence in society: “Giving our world more smiles.” To define this purpose, we launched a cross-divisional project and conducted interviews with Group members ranging from top management in Japan and other countries to employees at our sites. We discussed the strengths, DNA, and direction of the Fujifilm Group and also sought the opinions of external experts.
Since establishing our Group Purpose, we have been holding dialogues between the President and employees.