Deepen corporate culture that respects human rights
We upholds the corporate philosophy "the spirit of human dignity". This means that we have a constant sense of gratitude to all stakeholders, extending to shareholders and business partners as well as customers and employees, as we build relationships of mutual respect. We set respect for the fundamental human rights of all people as the foundation of our actions. By respecting, recognizing, and accepting each other's differences in attributes such as gender, age, ability, marital status, and nationality, we equally promote making the most of the innate abilities of all people and allowing them to do their best.
Human Rights Policy
1. Commitment to Respect for Human Rights
Since our founding, ACOM has adopted the corporate philosophy "based on the spirit of human dignity and in putting customers first, is contributing to the realization of an enjoyable and affluent personal life, and to improving lifestyle, through creative and innovative management." Guided by this philosophy, all of our officers and employees promote initiatives to respect human rights.
2. Human Rights to be Respected
ACOM respects the following as international human rights standards.
- 1. Universal Declaration of Human Rights
- 2. Declaration on Fundamental Principles and Rights at Work (International Labour Organization (ILO))
- 3. Guiding Principles on Business and Human Rights
Furthermore, regardless of whether or not there is a legal obligation in a given country to respect human rights, we support and respect internationally recognized standards and related principles concerning human rights.
In cases where there is a conflict between internationally recognized standards and the laws and regulations of a given country, we seek ways to honor international standards.
3. Positioning of the ACOM Human Rights Policy
ACOM recognizes its corporate social responsibility and mission, and is committed to upholding the founding spirit of the "Circle of Trust," while acting in line with our corporate philosophy derived from this spirit. The ACOM Human Rights Policy, established by resolution of the Board of Directors, is based on the "ACOM Group Code of Ethics" and the "Code of Conduct" and represents our pledge to respect human rights in all of our business activities.
4. Scope of the Human Rights Policy
Guided by the ACOM Human Rights Policy, all of our officers and employees strive to respect human rights.
We also share this policy with all stakeholders identified in our vision, and work to promote respect for human rights among them.
Our vision is available here
5. Human Rights Issues
- ・Discrimination
We do not tolerate discriminatory treatment or harassment of any kind, including on the basis of race, national origin, belief, religion, disability, family origin, gender, sexual orientation, gender identity, age, or health condition. - ・Forced Labor and Child Labor
We do not tolerate labor practices that infringe upon human rights, such as forced labor or child labor. - ・Freedom of Association and the Right to Collective Bargaining
We respect employees' freedom of association and their right to collective bargaining in labor-management relations. - ・Ensuring a Safe and Comfortable Working Environment
We maintain a working environment where employees can continue to work safely and comfortably. - ・Working Hours and Wages
We comply with the laws and regulations of each country and region, and appropriately manage employees' working hours, holidays, leave, and wages.
6. Requests to Stakeholders for Respect for Human Rights and Engagement
We request that our stakeholders respect human rights and refrain from any infringement. In cases where business activities have caused negative impacts on human rights, we take appropriate measures, including requesting stakeholders to respect human rights and prevent infringements, thereby promoting respect for human rights.
Furthermore, in implementing initiatives under the ACOM Human Rights Policy, we strive to enhance and improve our efforts to respect human rights through dialogue and consultation with relevant stakeholders.
7. Remediation and Relief
If our business activities cause negative impacts on human rights, or if it becomes clear that we have contributed to such impacts, we respond swiftly and appropriately and work to provide remediation.
8. Governance and Management Structure
The ACOM Human Rights Policy is determined by the Board of Directors. We regularly consider the need for revisions and revise the policy as necessary. In addition, with respect to initiatives deemed highly important in light of the Human Rights Policy, deliberations are held at the management meeting, followed by reporting to the Board of Directors for oversight. We also strive to identify risks related to human rights, while initiatives concerning human rights are carried out by the relevant departments for each stakeholder group. Furthermore, we make appropriate and proactive disclosures and strive to ensure transparency.
9. Education Activities
We continuously conduct training and awareness activities on human rights to ensure that all of our officers and employees understand the ACOM Human Rights Policy and can actively engage in respecting human rights.
Established on June 20, 2025
| Stakeholder | Human Rights-Related Risks | Response Measures |
|---|---|---|
| Customers | Risks related to consumer protection, including products, advertising, communications, discrimination, and the handling of personal information. | We maintain management frameworks for personal information protection and external communications and conduct appropriate operations and monitoring. We also collect customer feedback through consultation channels and utilize it to improve our services. |
| Partners / Alliance | Risks related to labor conditions, including excessive working hours, harassment, discrimination, and the handling of personal information in business relationships. | We maintain frameworks for contract management and outsourced service provider management and conduct appropriate operations and monitoring. In addition, we regard respect for human rights in our relationships with business partners as an important element and will continue to consider and promote our approach through policy development and communication efforts. |
| Employees | Risks related to labor conditions, including excessive working hours, harassment, discrimination, and the handling of personal information. | We maintain frameworks for labor management and harassment prevention and conduct appropriate operations and monitoring. We also strive to maintain and improve working conditions through training programs and the Whistleblowing and Reporting Hotline. |
| Society | Risks related to discriminatory expression and the handling of personal information. | We maintain review frameworks for information management and external communications and conduct appropriate operations and monitoring. We also promote human rights-conscious communications and provide education and awareness programs to help prevent inappropriate expression and discriminatory treatment. |
| Shareholders and Investors | Risks related to fair disclosure of information and the handling of personal information. | We maintain management frameworks for investor information, including access control measures, and conduct appropriate operations and monitoring. We are committed to timely, appropriate, and fair disclosure while fostering constructive communication with shareholders and investors. |
Main Activities and Initiatives
| Main Activities | Targets and Initiatives for Each Activities |
|---|---|
| Participation and advancement of female employees | Ratio of female managers above Assistant Manager: 26.5% by March 2028 Ratio of female managers: 11.0％ by March2028 |
| Providing Career Opportunities to Persons with Disabilities | Employment rate of persons with disabilities (compliance with statutory rate) |
| Formulation of Human Rights Policy | Disclose Human Rights Policy and implement human rights Due Diligence |
Introduction of Activities
Promoting Women's Participation
Various measures have been implemented to create a workplace where female employees can thrive even more. We offer a training program called the "Woman Career Program" to support female employees in taking the first step toward building autonomous careers. Among program participants, about half of the employees eligible to apply for a selective training program have voluntarily applied for our training program for future management candidates. In this way, the program is expanding opportunities for diverse personnel to pursue decision-making roles.
In addition, we provide organizations and workplaces with communication tools related to Diversity & Inclusion and overall healthcare, helping to foster an environment where every individual can thrive through awareness-raising initiatives.
Providing Career Opportunities to Persons with Disabilities
The percentage of employees with disabilities exceed the statutory rate at ACOM. (2.71% as of March 31, 2026) To cultivate an environment where employees with disabilities can experience job satisfaction and work comfortably while making the most of their individual abilities, we have established a follow-up system that aligns with the employees' individual circumstances. Aspects include an annual questionnaire on the work environment and job responsibilities, consultations with supervisors and the Human Resources Department, and a reporting hotline.
We also undertake initiatives to promote and establish Diversity & Inclusion while fostering an organizational culture that respects diversity. These include workplace training on universal manners and efforts to disseminate information on various relevant programs.
Expansion of Career Paths
We support employees in building autonomous careers by enabling transitions from fixed-term to permanent employment, as well as allowing career path changes between limited positions--with defined duties and locations--and general positions that involve diverse duties and locations.
Continued Employment of Retirees
To support employees who wish to continue working after retirement, we have implemented a reemployment system that allows us to rehire those who have retired at the mandatory retirement age, in light of the increasingly diverse life plans of our workforce. Employees rehired after mandatory retirement can choose to work three, four, or five days a week, allowing them to tailor their work schedule to their individual needs.
Same-Sex Partnership System
We have introduced a same-sex partnership recognition system that treats same-sex partners and their children as family, creating a workplace where diverse employees can access various types of leave, including marriage leave, and receive benefits.