We conduct risk assessments using the RBA-SAQ at major manufacturing sites within the Group.
We plan to implement the RBA-SAQ at 87 sites within the Group by fiscal 2029, and completed assessments at all 19 sites that were targeted for the fiscal year in fiscal 2026.
The results of the RBA-SAQ showed no sites assessed as "high risk."
However, some issues were identified in items related to “health and safety” and “forced labor.” In particular, we will continue to monitor the risks faced by migrant workers and other vulnerable rights holders, and if any issues are identified, we will work to mitigate the risks.
Human Rights
Concept of Respect for Human Rights
Policy on Respect for Human Rights
Protection of human rights and support for internationally agreed human rights are imperatives for the Mitsubishi Electric Group’s business activities. Accordingly, as members of the Group, we recognize our duty to prevent any complicity with human rights violations.
In August 2024, we revised our Human Rights Policy in response to changes in the social environment surrounding human rights.
With regard to specific issues such as the human rights of our Group employees and those of supply chain employees, the ethical use of technology, and privacy and information security, we are taking concrete action based on the relevant policies outlined below to make our human rights initiatives more effective.
Management System Related to Respecting Human Rights
To advance our efforts in respecting human rights, the Human Rights Subcommittee—under the Sustainability Committee—deliberates and approves relevant policies and plans, and reviews progress and implementation outcomes. Subsequently, those points are discussed within the Sustainability Committee, then reported to the Executive Officers’ Meeting for further deliberation, and are subject to oversight by the Board of Directors. Given the wide-ranging nature of human rights issues, the Human Rights Subcommittee determines strategic direction for cross-functional matters and assigns clear departmental responsibilities to ensure effective implementation.
In addition, the Human Rights Working Group, which is composed of Section Manager-level members from the divisions that make up the Human Rights Subcommittee, examines the practical implementation of various human rights-related initiatives.
In fiscal 2026, the Human Rights Subcommittee met 3 times, while the Human Rights Working Group met 10 times.
Furthermore, to promote employees’ understanding of human rights within the Group and to respond to increasing human rights-related laws and regulations in countries worldwide, Human Rights Promotion Officers have been appointed at sites, and Human Rights Promotion Officer Meetings are held in each region.
Management System for Human Rights Respect
Human Rights Management
Medium- to Long-Term Goals and Roadmap for Human Rights Initiatives
We pursue human rights initiatives based on defined medium- to long-term goals and the roadmap.
In the short term (one year), specific action items and KPIs are set, and the Human Rights Subcommittee and the Sustainability Committee follow up on the results.
Medium- to long-term goals and the roadmap for human rights initiatives
Human Rights Due Diligence
Based on the United Nations Guiding Principles on Business and Human Rights, the Mitsubishi Electric Group regularly conducts human rights due diligence (1) within the Mitsubishi Electric Group and (2) across the supply chain, in order to reduce human rights risks (negative impacts on human rights).
The Mitsubishi Electric Group transitioned to regular membership in the RBA in February 2025, and has been using RBA tools to strengthen its human rights due diligence initiatives with high objectivity and transparency.
(1) Human Rights Due Diligence within the Mitsubishi Electric Group: This is promoted at both the corporate level, which identifies company-wide risks, and the site level, which identifies human rights risks at each manufacturing site and affiliated company.
(2) Supply Chain Human Rights Due Diligence: Sustainable procurement is conducted in accordance with the RBA* Code of Conduct, a global standard. Please see Supply Chain Management (Procurement) for details.
- Responsible Business Alliance: An international business alliance that promotes responsible business conduct in global supply chains. It provides a range of tools to advance supply chain sustainability.
Human Rights Risk Assessment (Human Rights Impact Assessment) and Identified Human Rights Issues
Corporate Level
In fiscal 2024, the Mitsubishi Electric Group conducted human rights impact assessments in collaboration with the external specialist organization Business for Social Responsibility (BSR), based on global standards. Prioritizing potential human rights risks throughout the value chain from the perspectives of “severity,” “likelihood of occurrence,” and “relevance to business,” the impact assessment identified “the most salient human rights issues” requiring priority attention.
Most Salient Human Rights Issues
| Category | Human Rights Issues | |||
|---|---|---|---|---|
| Employee-related human rights issues | Working Environment | Occupational Safety & Health | ||
| Supply chain-related human rights issues | Labor standards | Forced, Slave & Debt Labor | Child Labor | |
| Product/service-related human rights issues | Privacy & Information Security | |||
Site Level
Human Rights Due Diligence Cycle
Correction, Prevention, and Mitigation of Human Rights Risks
For the identified salient human rights issues, the Human Rights Subcommittee, composed of corporate departments, has formulated Company-wide shared targets and is working to reduce human rights risks. In addition, for risks specific to individual sites, each site proactively leads improvement activities.
Human Rights Risk Reduction Priority Measures, Targets, and Results
| Priority measures | FY2027 target | Results |
|---|---|---|
Aligning Human Rights Policy with UN Guiding Principles |
Periodic review of Human Rights Policy | FY2025: Human Rights Policy reviewed with insights from external human rights experts FY2026: The main content of the Human Rights Policy has not been revised |
| Aligning grievance mechanism with UN Guiding Principles on Business and Human Rights | Improvement of grievance process, taking into account the 8 requirements of the Guiding Principles | FY2026: Human rights grievance response manual reviewed |
| Strengthening identification and response to labor and human rights issues across the Group’s global operations | 100% implementation of RBA-SAQ at 44 major manufacturing sites in the Group to identify human rights risks such as child labor and forced labor (Planned rollout at 87 Group sites by FY2029) | FY2025: 100% (target: 16 sites/ result: 16 sites) FY2026: 100% (target: 19 sites/ result: 19 sites) |
| 100% implementation of corrective actions at RBA-SAQ-identified high-risk sites in Group companies | FY2025: Zero high-risk sites (Sites assessed: 16) FY2026: Zero high-risk sites (Sites assessed: 19) |
|
| Establishment of a cooperative framework for promoting human rights with Group companies | FY2026: Establishment of human rights promotion system in Group companies |
|
| Strengthening supply chain management | 100% implementation of sustainable procurement surveys for major suppliers to identify human rights risks such as child labor and forced labor | Social Data (overview of supplier survey on sustainable procurement) |
| 100% implementation of corrective actions at high-risk suppliers identified in sustainable procurement survey | Social Data (overview of supplier survey on sustainable procurement) |
Tracking and Evaluating Human Rights Initiatives
Regarding Company-wide risk reduction activities based on the results of the human rights impact assessment, the Human Rights Subcommittee periodically reviews progress and reflects its findings in the following fiscal year's activities. In addition, human rights risks at the Mitsubishi Electric Group's major manufacturing sites are regularly monitored through the RBA-SAQ.
Initiatives Related to Employee Human Rights
Basic Policy
Mitsubishi Electric Group is committed to respecting the basic rights of employees, an approach that is included in the principles of the Universal Declaration of Human Rights as well as the United Nations Global Compact, as provided in Mitsubishi Electric Group Code of Conduct.
In addition, Mitsubishi Electric respects the freedom of association as a company and assures Mitsubishi Electric labor union to hold the three basic rights of labor (the right to organize, the right to collective bargaining, and the right to act collectively), under the labor agreement entered into between Mitsubishi Electric and Mitsubishi Electric labor union.
Relationship with Labor Union
Based on the labor agreement, Mitsubishi Electric implements the following.
- The Company and labor union periodically hold meetings of a management council and labor council and have active communication.
- Under the union-shop system, all employees (excluding management-level employees) become union members after completing a trial period, as a rule.
- Working conditions for employees not covered by this labor agreement are determined based on individual employment status and laws related to equal pay for equal work.
- Associated companies in and outside of Japan also share the principle of holding thorough rational discussions between labor and management, and endeavor to maintain and improve sound working conditions and workplace environments in compliance with labor-related laws and regulations concerning employment, personnel affairs, work duties, wages, working hours, immigration control, and so on in the countries and regions where they do business, as well as with internal regulations and procedures.
- The labor contract stipulates that Mitsubishi Electric will swiftly notify the labor union of secondments and transfers of employees within and outside the organization for business reasons. The contract also states that, particularly when large numbers of employees will be seconded or transferred within or outside the organization, the Company will consult with the labor union regarding the basic terms.
Promotion of Responsible AI
The Mitsubishi Electric Group has established a standard category of “high-risk” AI businesses based on the principles of its AI Ethics Policy. For businesses falling under this category, the Risk Management Division assesses risk from a third-party perspective, and management decisions are made incorporating input from external experts as necessary.
Compliance with Laws and Regulations on Human Rights
Relevant divisions within the Mitsubishi Electric Group are collaborating to respond in a timely and appropriate manner to legislation being developed in various countries regarding the implementation of human rights due diligence by companies.
Our statements on the UK Modern Slavery Act, the Australian Modern Slavery Act, Norway’s Transparency Act, and Canada’s Modern Slavery Act are posted on our official website.
Human Rights Education
The Mitsubishi Electric Group takes various opportunities to educate its employees on human rights.
| Training | Content |
|---|---|
| Human Rights Week | During Human Rights Week (December 4-10), the officer in charge of sustainability disseminates human rights awareness messages (in Japanese and English) and human rights awareness videos (in Japanese, English, Spanish, and Chinese) to foster a human rights mindset among Group employees. |
| Company-wide training (e-learning) |
In the “Mitsubishi Electric Group Sustainability” e-learning course for all employees of Mitsubishi Electric and its associated companies in Japan, employees are provided with opportunities to deepen their understanding of business and human rights issues and the Mitsubishi Electric Group’s human rights initiatives. |
| Job-level specific training | For new employees and newly appointed managers, we provide ongoing training programs regarding "Business and human rights." In the training for managers, after completing the course, participants confirm from a manager’s perspective whether any problems have occurred in their own workplaces, thereby facilitating the realization of workplace environments in which employees can work comfortably. |
| Role-based training | Training opportunities are provided to employees engaged in operations closely related to key stakeholders (Group employees and suppliers' employees), such as human resources & general affairs and procurement, to deepen their understanding of work-related human rights risks (including forced labor, child labor, discrimination, and harassment). |
| Harassment prevention education | Mitsubishi Electric and its associated companies in Japan provide harassment prevention education to all employees, promoting a correct understanding of harassing behavior and encouraging the development of appropriate communication skills. |
| Social Data | Human rights and harassment prevention education |
|---|
Grievance Mechanism
Human Rights Contact Desk
Reports on adverse impacts (including forced labor, child labor, discrimination, and harassment) are accepted from all stakeholders involved in the Mitsubishi Electric Group's business activities, including employees, business partners, customers, consumers, and local residents.
・Internal contact point: Official website’s "Human Rights Contact Desk"
・External contact point: JaCER (Japan Center for Engagement and Remedy on Business and Human Rights)
Note: Both contact points are accessible 24 hours a day, 365 days a year, and accept anonymous reports.
Response Process for Human Rights Contact Desk
Response Process for Human Rights Contact Desk
The Sustainability Department receives reports as the contact point, reviews the details, and requests the appropriate responsible department (the relevant company and department) to respond according to the nature of the case. Upon receiving the request, the responsible department promptly investigates the facts and, if the report details are deemed valid, considers and implements action to remedy the adverse impacts and provide relief to the affected person through dialogue with the reporting party.
Depending on the circumstances, a third-party expert appointed by JaCER may serve as an advisory mediator to discuss resolution measures.
Upon completion of relief measures, the outcome is reported to the reporting party and the affected persons or their representative, and the case is closed once agreement is reached. If corrective measures or relief are insufficient, or if retaliation against the reporting party is identified, strict remedial action will be taken.
Grievance Response Flow
Information Sharing among Parties and Prohibition of Retaliation
The content of the report is shared with the department in charge at the company or site concerned to resolve the problem. In doing so, information is shared with relevant parties only to the minimum extent necessary.
Any disadvantageous treatment (retaliation) in response to reporting is strictly prohibited.
Grievance Statistics
The numbers of grievances received in fiscal 2026 are as follows.
- Human Rights Contact Desk: 18 cases
- JaCER: 3 cases
Of these, there were no reports related to forced labor or child labor.
Discussion with External Parties
In order to make the Mitsubishi Electric Group’s efforts for human rights issues effective, we have discussions with experts, human rights NGOs, and other parties to receive advice on human rights initiatives.
In June 2025, we had the opportunity to explain the Mitsubishi Electric Group's initiatives to respect human rights to Ms. Asako Nagai, Managing Director of BSR, and to receive her feedback on the overall assessment and future expectations.
Asako Nagai, Managing Director of BSR
The Mitsubishi Electric Group demonstrates its commitment to human rights across the value chain—including employees, supply chain workers, customers, consumers, and local communities—through its Mitsubishi Electric Group Human Rights Policy. In 2024, the Group established the Mitsubishi Electric Group Supply Chain Code of Conduct, and in 2025 transitioned to regular membership in the Responsible Business Alliance (RBA), a recognized industry standard. In addition, the Group has established multiple grievance mechanisms related to human rights, including an external channel via JaCER (Japan Center for Engagement and Remedy on Business and Human Rights), ensuring progress in its human rights initiatives.
We hope to see further reinforcement of these efforts through the following:
1) Setting and managing goals that incorporate KPIs and other indicators to give greater concreteness to medium- to long-term plans and roadmaps
2) Reliable risk mitigation, including self-assessments and on-site evaluations
3) Enhancing understanding of human rights through expanded training and education for all personnel—from executive leadership to general employees
The feedback received will be discussed within the Human Rights Subcommittee and reflected in the Mitsubishi Electric Group’s future human rights initiatives, as part of our commitment to continuous improvement.