Human Rights

Monex Group recognizes respect for human rights as a material issue in its business activities and has formulated the Monex Group Human Rights Policy, which was approved by the Board of Directors on January 24, 2023. In conducting our business, we also respect the Universal Declaration of Human Rights, the Guiding Principles on Business and Human Rights, the OECD Guidelines for Multinational Enterprises on Responsible Business Conduct, and the Children’s Rights and Business Principles (CRBP).

The executive officer in charge of human rights is responsible for reviewing and promoting measures related to respect for human rights across the Group, and the Company’s Board of Directors oversees the progress of these efforts. Following the 2024 review of our Materiality Matrix and reaffirmation of the potential Impact on the Monex Group Business of the sustainability item “Human Rights,” we have strengthened our initiatives for respecting human rights as a top-priority item. The executive officer in charge of human rights reports the status of these measures to the Board of Directors on a monthly basis.

To prevent harassment in the workplace, Monex Group and its group companies regularly conducts bullying and harassment training for all officers and employees, including managers. By providing employees with opportunities to learn through education on the definition of harassment, case studies, prevention measures, and what to do in the event of an incident, we aim to prevent workplace harassment, including sexual harassment, power harassment, and harassment related to pregnancy, childbirth, childcare leave, and nursing care leave, as well as to promote mutual respect and recognition and to encourage employees to work actively and demonstrate their abilities. We also provide a work environment where each and every employee can demonstrate their abilities and play an active role.

 

In addition, in order to listen to the concerns and perceptions of officers and employees in a diverse workplace and to create a workplace in which everyone can work with peace of mind over the long term, we strive to develop a work environment in which employees find it easy to seek consultation and advice. For example, the Company has established a Harassment, Human Rights, and Distress Consultation Desk available to many Group companies located in Japan. The desk is accessible not only to full-time employees but also to contract employees, temporary staff, and part-time workers, regardless of employment status, and it has been designed to facilitate easier consultation, including about distress. We have also created a more accessible system by designing the desk to accept consultations through third parties from both inside and outside the company, such as colleagues and family members.

To further promote the emphasis on human rights across society, we are also conducting human rights due diligence with their suppliers. For our group companies in Japan, we have formulated the Guidelines for Procuring Third Party Services and Goods as guidance for building equal and fair partnerships with suppliers, thereby promoting respect for human rights. At the same time, our executive officer in charge of human rights, along with representatives from each Group company, engages in dialogue and consultation with relevant stakeholders each fiscal year to identify human rights issues within their business activities and, if any, analyzes where risks exist with respect to suppliers and what their degree of impact is. When this analysis indicates that action is needed for certain suppliers, we communicate with them to foster their understanding of the Company’s Human Rights Policy.