Human Rights

Human rights are fundamental rights that all people are entitled to, and the extent of that entitlement should be extremely deep and wide. The concept of human rights is now a fundamental international social issue that must be addressed by all companies wherever they operate. The global community expects companies to operate with due respect for the human rights of all people based on this basic concept.
The origin of Ricoh's respect for human rights lies in one of the Founding Principles —“Love your neighbor”— of our corporate philosophy, which is known as “the Spirit of Three Loves”. Not only do we meet all the regulatory requirements and social expectations in the countries and regions in which we operate, but we also demonstrate our commitment to human rights by following international standards such as the “International Bill of Human Rights” and the “ILO Declaration on Fundamental Principles and Rights at Work”. Furthermore, as a signatory to the United Nations Global Compact, we support “The Ten Principles of the United Nations Global Compact”. We firmly believe that we enhance our corporate value by respecting the human rights of all people involved in the Ricoh Group's business activities and by avoiding risks of human rights violations.

In April 2021, the Ricoh Group established the “Ricoh Group’s Human Rights Policy” in accordance with the “United Nations Guiding Principles on Business and Human Rights.” This policy was formulated based on the opinions of experts inside and outside the company and was deliberated by the ESG Committee *. It is a commitment of the Ricoh Group to respect the human rights of all people, which was approved by the CEO of Ricoh. We had been respecting human rights in accordance with the Ricoh Group Code of Conduct, but we strengthened our efforts based on this human rights policy to comply with international standards, taking into consideration the widening range of human rights issues in the international community. The Policy is positioned at the top of all human rights-related standards and regulations within the Ricoh Group, with its goal as the prevention of human rights violations.
This policy is translated into English and eight other languages and communicated for educational purposes to major group companies in Japan and overseas.
The Policy must be followed by all executives and employees of the Ricoh Group. Suppliers and all forms of business partners of the Ricoh Group are also requested to support and implement this policy.

Ricoh Group’s Human Rights Policy (Index)

*ESG Committee is an internal organization that continuously discusses and makes decisions on mid-and long-term issues of the Ricoh Group in the environmental, social and governance fields at the management level. It is chaired by the CEO delegated by the Board of Directors and consists of executive officers of the Group Management Committee, corporate auditors, and the ESG officer.

The Ricoh Group‘s efforts to respect human rights are promoted mainly by the Human Resource Division and ESG Division under the responsibility of the Chief Human Resource Officer and the executive officer in charge of ESG. Issues related to the respect for human rights(＊), such as the mitigation and corrective measures to the salient human rights issues identified in the human rights impact assessment, are reported by the ESG Strategy Division, which is the promotion department, to the ESG Committee for discussion. The issues that require discussion by the Board of Directors will be presented to the Board.
Human rights risks are positioned as material management risks and are handled within the Ricoh Group's risk management system. In 2021, we established a human rights risk management system, with a key person within all Ricoh business units, share human rights risks in business promotion with them, and we have set up a system to manage and respond human rights risks related to business promotion in cooperation with the Group headquarters.

(*) Issues related to the respect for human rights discussed by the ESG Committee

We are working on promoting respect for the human rights of all stakeholders in the Ricoh Group's business value chain (all employees, suppliers, business partners, people in the community, including indigenous peoples and customers) based on the framework of the United Nations Guiding Principles on Business and Human Rights.

Through its human rights due diligence mechanisms, Ricoh strives to protect the human rights of stakeholders and promote sustainable corporate activities.
Under the responsibility of management, we will continue to work on 1. Identification and assessment of adverse human rights impacts, 2. Prevention and mitigation of adverse impacts, 3. Monitoring, and 4. Information disclosure through business activities and supply chains.

The Ricoh Group identifies salient human rights issues of all stakeholders involved in the Ricoh Group's business activities through the assessment of their adverse impacts on human rights. In 2013, a workshop was held with the participation of experts to identify human rights risk factors at Ricoh. After that, we identified specific issues of concern that take into account the regional characteristics of the selected risk factors. In 2015, we organized the relevance of identified risks and stakeholders. In 2022, in response to the increasingly complex human rights issues in recent years, we identified major human rights risks in the Ricoh Group and sorted out their impact on stakeholders, referring to major international human rights rules and frameworks, as well as the "Major Human Rights Risks Related to Enterprises' Consideration and Corporate Activities" defined by the Ministry of Justice in Japan. [Table 1]

Table1:Representative human rights risks and stakeholder relationships

In addition, we identified salient human rights issues among the typical human rights risks. First, we identified issues for employees working in the Ricoh Group from the perspective of protecting workers, and conducted a human rights impact assessment for Ricoh and Ricoh Group manufacturing affiliates, with advice from outside experts. The results of the impact assessment were reported and discussed with management, including the CEO. As a result, seven prominent human rights issues have been identified. [Table 2]
We plan to conduct periodic reviews of salient human rights issues for our stakeholders. In consideration of the importance of risk management, human rights impact assessments are scheduled to be conducted annually throughout the Ricoh Group.
We will gradually review and expand the scope of human rights impact assessments for other stakeholders.

[Evaluation timing]
January to March 2022

[Evaluated]
1) Ricoh Co., Ltd. (Approx. 300 divisions)
2) Ricoh Group production-related sites (19 sites, Coverage: 76%) in Japan and overseas

[Identified Salient Human Rights Issues]
Seven salient issues; forced labor, excessive and unfair working hours, labor and safety and health, child labor and young workers, discrimination and harassment, rights to privacy, and human rights in the supply chain

[Concept of salient human rights issues]
The severity (*1) and likelihood (*2) are the two axes for assessing the adverse impact on human rights for each of 15 representative human rights risks. Evaluation identifies issues that are "very serious" or "very serious and likely" as significant human rights issues.

At Ricoh, when conducting new transactions such as mergers and acquisitions, etc., we carefully assess the risk of the counterparty in accordance with the standard due diligence process established by the Investment Committee.
“Human rights due diligence” is included as part of these risk assessment items, and we conduct a detailed assessment of the human rights risks of the counterparty company regarding items equivalent to due diligence at our company, such as child labor and forced labor to ensure that there are no issues before making our final decision on the mergers and acquisitions, etc.
After the acquisition, we will promote understanding and dissemination of the Ricoh Group’s human rights policy and related initiatives and will continue to implement human rights due diligence as a group company.

Participation in the Stakeholder Engagement Program organized by the Caux Round Table Japan (CRT)
The Ricoh Group believes that it is important to understand the adverse impact of business activities on human rights from the perspective of stakeholders. In 2023, we participated in a stakeholder engagement program organized by the Caux Round Table Japan. Through dialogue with other companies, NPOs/NGOs, academic experts, etc., we reaffirmed the importance of business activities that take human rights into consideration, and deepened our understanding of the relationship between our business activities and human rights by identifying important human rights issues in our industry(manufacturing (electricity/information)).
Final Report ”Human Rights Issues by Sector v.12"

The Business and Human Rights Academy organized by UNDP
We participated in the Business and Human Rights Academy organized by UNDP(United Nations Development Programme) in 2023.We gained a better understanding of the potential human rights impacts of our own operations and practical knowledge on how to identify, prevent, mitigate, and account for these impacts through human rights due diligence.
In the individual guidance sessions, we shared our company's human rights due diligence practices and challenges, and received advice from experts, including international advisory firms, UNDP, and lawyers, on how to conduct effective human rights impact assessments, and efforts for human rights in the value chain (collaboration with suppliers, downstream due diligence), etc.
Based on the advice we received, we have included countries considered to be at a high human rights risk level in our 2023 human rights impact assessment.

The Ricoh Group implements measures to prevent and mitigate identified salient human rights issues which have high adverse impacts on human rights of others.
Below are examples of initiatives we have taken to address salient human rights issues identified in 2022 as well as future improvement and enhancement items. [Table 3]

[Table 3] Examples of Past Initiatives and Future Improvement and Enhancement items for Salient human rights issues

In addition to the initiatives of the whole Ricoh Group, we also conduct detailed checks on human rights issues in specific regions or sites, and we are making improvements on individual sites. Some examples of these assessments are as follows.

Forced labor
In 2020, for example, a third-party audit (RBA Validated Assessment Program (VAP)) was conducted voluntarily by a production site in China. As a result of the audit, it was revealed that some of the labor agencies contracted by the site had required workers to pay a part of the recruiting fees. As a corrective measure to this issue, the site completed the refund of the fees incurred by the workers. Regarding preventive measures, in the same year, Ricoh ordered the prohibition of charging workers recruitment fees.

Discrimination and harassment
At a production site in Thailand, female workers engaged in standing work had their pregnancy status confirmed prior to employment from the viewpoint of work safety considerations, but this was discontinued in 2023 in accordance with international standards because of the possibility of discrimination.

Additionally, in 2024, with the approval of the ESG Committee, we issued the “Ricoh Group‘s Guide to Respecting Human Rights” for domestic and overseas group companies. The guide sets out standards for each of the 15 representative human rights risks to be followed by the Ricoh Group. This guide also covers the compliance standards for the items listed above that will be improved and enhanced in the future. In our efforts to prevent and mitigate adverse impacts, we will prioritize addressing salient human rights issues, but going forward we will also work to mitigate the occurrence of major human rights risks by rolling out and disseminating this Guide globally to all Ricoh Group companies and putting into practice key points. We will regularly evaluate our compliance with the Guide through human rights impact assessments.

Implementation of Periodic Assessment for Ricoh Group
Regularly review the status of efforts to address adverse impacts through annual SAQs and other means.
The Ricoh Group recognizes that the human rights risk at production sites is of high importance, and continuously monitors it.
In 2019, we joined the Responsible Business Alliance (RBA), a corporate alliance that promotes corporate social responsibility in global supply chains.
Since 2020, Ricoh Group has been conducting annual risk assessments using the RBA SAQ for major production sites of the Ricoh Group. In 2023, 21 production sites responded to the SAQ, and concerns about adverse impacts were identified at 4 sites.
In addition, a third-party human rights audit was conducted at a domestic production site in December 2022. Although no serious risks were identified, some potential issues—such as recruitment processes that may lead to age discrimination—were pointed out, so we will take corrective measures by clarifying the age verification process and the policy for hiring young workers in the Ricoh Group‘s Guide to Respecting Human Rights.

In October 2023, we visited two production sites in Thailand to monitor the progress of efforts to improve salient human rights issues. For example, regarding the inadequacy of the vacation leave system for local employees of an on-site service provider, which was identified as one of the "human rights issues in the supply chain," we conducted interviews with employees of the on-site service provider and evaluated the effectiveness of our requests to the on-site provider to make corrections.
Through this interview, we confirmed that employees were able to take appropriate leave based on our request for improvement.
We also recognized the importance of increasing awareness of the contact point that can be accessed if an adverse impact occurs. We will continue to carry out continuous improvement activities and monitoring for potential risks.

Continuous RBA VAP audits
Among the production sites that have implemented the RBA SAQ, major production sites evaluate the effectiveness of preventive and mitigating measures and corrective measures through the continuation of the third-party audit (RBA VAP) every two years.
All five sites audited from 2022 to 2023 have been certified by the RBA. Two sites have acquired Gold certification [Table 4]. At the sites that have conducted the VAP, they have formulated an improvement plan regarding non-conformances with RBA's compliance requirements and are working toward improvement.
We plan to expand third-party audits to other major production sites. We will continue to conduct on-site audits at necessary sites and monitor the effectiveness of countermeasures against human rights risks.

[Table 4] RBA certification status

Our respect for human rights prioritizes due consideration for all stakeholders associated with corporate activities and requires that each and every employee who is involved in daily operations has a proper understanding of human rights and a deep awareness of human rights issues.
In fiscal 2012, we provided human rights education (e-learning on corporate activities and human rights) for executives and employees of affiliated companies in Japan to learn about human rights from the viewpoint of avoiding human rights risks and improving corporate value.
In 2021, we held a study session for Ricoh executives with the aim of understanding business and human rights, and we invited outside experts to attend.
Along with the revision of the Ricoh Group's Human Rights Policy, we provided human rights education to more than 75,000 executives and employees in Japan and overseas through e-learning and webinars from 2021 to 2022, for the purpose of understanding the Ricoh Group's Human Rights Policy and the relationship between Business and Human Rights.

Results of Human Rights Education in 2021
1) Approximately 32,000 employees and executives of Ricoh Group companies in Japan.(The implementation rate: 94%)
2) Result of questionnaire after attendance: 96% responded that they "understood very well" or "understood well" when checking the degree of understanding.

Results of Human Rights Education in 2022
1) Target company: 80 overseas Ricoh group companies
2) The number of participants: Approximately 45,000 employees and executives. (The implementation rate: 96%)

We will continue to provide education and training so that each and every employee can understand the necessity of respect for human rights in business.

The Ricoh Group provides a whistleblowing system and grievance mechanism that allows stakeholders of the Ricoh Group to report their concerns about human rights without fear of retaliation. The Ricoh Group Code of Conduct stipulates that anyone who makes a report in good faith or cooperates with an investigation will not be subjected to any detrimental treatment. If a petition is made for infringement of human rights, we will promptly investigate the petition and take measures to rectify the adverse impacts on human rights.

For details of each reporting system;

Major international standards and regulations implemented by the Ricoh Group
- International Bill of Human Rights (Universal Declaration of Human Rights)
- United Nations Guiding Principles on Business and Human Rights
- ILO Declaration on Fundamental Principles and Rights at Work
- The 10 principles of the United Nations Global Compact (Recognized as an Advanced Level)
- OECD Guidelines for Multinational Enterprises
- Children's rights and business principles
- the United Nation's Women's Empowerment Principles
- ISO 26000 (social responsibility standard)

The main activities we have implemented so far as measures to mitigate risk to human rights are as follows.

The Ricoh group recognizes that the procurement of some minerals from states in conflict areas and other high-risk areas may become sources of human rights abuses and labor problems, etc.
In order to prevent the occurrence of problems, we have been conducting investigations into responsible mineral resource procurement in cooperation with suppliers every year since fiscal 2013. And simultaneously, we have been conducting and continuing due diligence activities in cooperation with industry groups. The Ricoh Group, as a global citizen, is conscious of the respect for human rights due all the stakeholders involved, will proactively pursue due diligence for human rights.
For more details about Conflict Minerals, please see “Addressing the conflict minerals issues” at the Supply Chain part on our web site.

* The “Conflict Minerals Issue” is an issue in which the profits from minerals mined or traded finance armed groups and foster conflicts, and often involves human rights abuses, labor issues and environmental destruction, etc. The Dodd- Frank Wall Street Reform and Consumer Protection Act, enacted in July 2010, requires specified companies to report the use of conflict minerals--tin, tantalum, tungsten, and gold--and any other minerals determined by the U.S. Department of State which originated in the Democratic Republic of Congo and/or an adjoining country.

The Ricoh Group has issued its Slavery and Human Trafficking Statement in accordance with the Modern Slavery Act.

On August Ricoh South Africa was verified for compliance with B-BBEE Amendment Act of 2013 and the ICT Sector Code 40407 of 7 November and received Broad-Based Bee Verification Certificate.

In recent years, there has been an increasing demand for companies to pay living wages. In response to this trend, starting with initiatives at our U.K. operation, Ricoh has been continuously investigating an appropriate approach to ensure that living wage is addressed from the following three perspectives.

1. Recognizing the importance of implementing a living wage equivalent in addition to the minimum wage.
2. Recognizing possible scope to be covered as " Ricoh Group" and " Supply Chain".
3. Necessity to identify the gap between salaries paid and implemented living wage equivalent, in order to promote our initiatives in the future.

Ricoh HQ has started to conduct research on living wage calculation method with the assistance of third-party experts. Internal discussions at the management level have also commenced and is recognized that it is important to find an appropriate living wage calculation method for the entire Ricoh Group. It is also acknowledged that it would require sufficient time and deliberation to achieve this goal.

The Ricoh Group is working to develop internal standards for human rights violations such as Harassment and Discrimination. The Ricoh Group Standards not only stipulate policies to strictly deal with acts that deviate from the "Human Rights Policy" and "Ricoh Group Code of Conduct," but they also promote "Education to prevent human rights violations," "Clarification of the reporting process when human rights violations occur" and " Disciplinary action if and when necessary”.

Reference ;

• RGS-C0001 Human Rights violation prevention standard
• RGS-C0002 Harassment prevention standard

The Ricoh Group in Japan is to comply with the Power Harassment Prevention Law that was introduced in June 2020. We revised the Group Standards and made sure to comply with the measures required by the law.

The Ricoh Group is implementing measures to promote understanding of the LGBTQ＋ community, with the aim of creating a work environment where everyone can feel at ease with their own personality. We believe that properly understanding various genders and sexual minorities is indispensable for the realization of a work environment in which everyone can work comfortably, with discrimination resulting from incomprehension completely eliminated.
In fiscal 2018, we revised the Ricoh Group Code of Conduct by adding "sexual orientation and gender identity" in consideration of LGBTQ＋ community. In fiscal 2019, we held LGBTQ＋ seminars and e-learning training for Group employees in Japan. As of the end of March 2020, 89.3% of employees completed the e-learning training. In addition to continuing to promote employee understanding through e-learning, we are making various plans for gender-free considered facility renewal and the establishment of a consultation desk in consideration of LGBTQ＋ community.

If any employee at Ricoh Group is the victim of discrimination or harassment, or if they witness such an incident, they can immediately and safely report the incident or consult with a contact person at the global, domestic group, or each company level (in case it is difficult to consult with a superior or the company at which they are employed. Each system prohibits any disadvantageous treatment of whistleblowers or those who cooperate in investigations due to the fact that they consulted or reported a matter or cooperated in an investigation triggered by a consultation or report. The district in charge of each reporting system confirms the facts of the reported or consulted case and after obtaining the consent of the whistleblower, and in cooperation with the personnel district of the district where the case occurred, plans how to proceed with the investigation. The fact that various reporting systems have been established is made known to employees during various training sessions and at the time of policy announcements at each company and organization.

In the event that a violation of human rights or harassment is confirmed, the Ricoh Group places the highest priority on restoring the victim's ability to work safely and securely with zero tolerance policy, while appropriately punishing the perpetrator (including the perpetrator's supervisor in some cases) and providing guidanceappropriate to the severity of the offence. For malicious acts, the perpetrator is subject to disciplinary action in accordance with the work rules and Group standards for human rights violations established by each company, and the perpetrator is warned so that similar acts will never occur again, and management and supervision by superiors are strengthened. In addition, after giving utmost consideration to the privacy of both the victim and the perpetrator, the case is shared with management and managers in the area where the incident occurred, and management checks are conducted to ensure that similar violations do not occur in other organizations.

Based on our human rights policy, we will strive to provide a work environment where the human rights of all workers within the Ricoh Group and in the Ricoh supply chain are respected.

Respect for freedom of association and the right to collective bargaining

We respect the freedom of association and the right to collective bargaining In accordance with the laws of each country, and we respect the rights of workers to form and join labor unions, to bargain collectively, and to participate in peaceful assemblies. We also respect the rights of workers who do not participate in labor unions and shall openly communicate and share their opinions and concerns regarding working conditions and management practices with management without fear of discrimination, intimidation, harassment, retaliation, or unfair treatment.

Prevention of Forced Labor

We will verify personal identification documents to the extent necessary for employment and will not retain original documents except as necessary to comply with local laws and regulations.
In addition, we do not impose unreasonable restrictions on access to facilities provided by the company, including dormitories, nor do we restrict workers' freedom of movement outside of work periods or during breaks.