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.
From July to October 2024, we conducted an assessment of challenges related to the overall human rights activities and promotion framework of the Fujifilm Group, with the support of external experts. As a result, we identified the following key issues that our group should prioritize:
- Reviewing priority human rights issues in light of changes in business structure and the emergence of new human rights risks.
- Enhancing the effectiveness of grievance mechanisms, particularly within the supply chain.
- Anticipating and addressing human rights risks associated with the active use of AI.
- Creating an environment where diverse talent can thrive.
- Strengthening internal framework to further advance human rights initiatives.
For items 2, 3, 4, and 5, we are working collaboratively with relevant internal departments, such as procurement, ICT, and human resources, to discuss and implement improvements. Regarding item 1, the review of priority human rights issues, we have begun conducting human rights risk assessments and human rights impact assessments for each business segment starting in fiscal year 2024, with the cooperation of the nonprofit organization Caux Round Table Japan (hereinafter, CRT Japan). For more details on these efforts, please refer to “(1) Priority Human Rights Issues” under “1. Identification and assessment method” below.
Regarding the adverse impact of the Group's business activities, in fiscal 2019 we re-examined potential human rights issues based on the character of our businesses and the countries in which we operate. We also assessed the potential and likely severity of those issues. Potential human rights issues were identified for each stakeholder, including our own employees and the employees of our business partners, suppliers and subcontractors, our customers and consumers and local communities. We are assessing the adverse impact in light of the status of our Group's activities.
Since then, we have been working on risk mitigation measures based on priority human rights issues every year. However, considering the changes in the business environment, we determined that a review was necessary. In February 2025, with the support of CRT Japan, we initiated a review of our priority human rights issues.
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, after discussions with CRT Japan, the Business Innovation segment was selected as a priority business 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 laborintensive manufacturing processes.
- Many of its manufacturing sites and suppliers are located in Asia, a region considered to have relatively high human rights risks.
Building on this, we are proceeding with the human rights risk assessment in the Business Innovation segment as outlined below (as of June 10th, 2025).
- Assessment of Potential Human Rights Risks (Desktop Research, March–May 2025):
Potential human rights risks in the Business Innovation field are assessed based on human rights risks in the countries and regions where business sites are located (country risk assessment) and human rights risks related to the nature and scale of the business (business risk assessment), with high-risk regions and issues identified. - Identification of Potential Human Rights Risk Factors (Cross-Functional Workshop, May 2025):
Specific human rights risk factors related to business activities are identified and clarified through internal crossdepartmental workshops involving relevant divisions of the business. Examples of participating organizations:
Human Resources, Corporate Communications, ESG, Compliance, Information Security, Production Planning and Management, Procurement, Production Sites (in Japan and overseas), Resource Circulation, Logistics, Sales Promotion, Customer Service, Global Audit, etc.
Based on the activities described above, after identifying potential human rights risks, we will continue to conduct Human Rights Impact Assessments to understand whether there are any actual and specific adverse human rights impacts.
In the Fujifilm Group, the ESG Committee reviews and determines the group-wide priority risks involved in our business activities annually, and reports them to the Board of Directors. Since fiscal 2022, these reviews have identified items requiring consideration from a human rights perspective and determined the risk items to be addressed by the Group as a whole, taking human rights risks into account. When extracting risk items, the responsible business divisions evaluate them based on their potential occurrence and the anticipated damage and impact.
In these activities, the major risks identified as human rights-related include employees' long working hours, discrimination, and harassment.
For further details on identification, prevention and mitigation of group-wide priority risks, please refer to 2.2.4 Risk Management.
Based on the impact assessment conducted in fiscal 2019, we have set three priority human rights issues and these 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 continued to implement activities associated with the following three priority issues:
- 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.
As stated in “1. Identification and assessment method,” the review of priority human rights issues by business segment began in fiscal year 2024.
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）*2 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.
- *2 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
- *3 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)*5 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.
- *4 Caux Round Table Japan
- *5 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.