As a member of the Tokyo Tatemono Group, TRIM supports the Universal Declaration of Human Rights in the International Bill of Human Rights, international labor standards such as the ILO Declaration on Fundamental Principles and Rights at Work, and the UN Guiding Principles on Business and Human Rights. Having always sought to show respect for human rights in its corporate activities in accordance with the Tokyo Tatemono Group Compliance Manual, TRIM established a "Human Rights Policy" based on the UN Guiding Principles on Business and Human Rights.

Human Rights Policy

The Tokyo Tatemono Group, which conducts business activities in various countries and regions, aims to contribute to the realization of a sustainable society by balancing the resolution of social issues through its business and the growth of the company on a higher level. Strongly recognizing the importance of respecting the human rights of all stakeholders in our business, TRIM has established a Human Rights Policy based on the UN Guiding Principles on Business and Human Rights, which we implement as a basic policy in all our business activities.

• Compliance with Human Rights-Related Laws and Regulations
• We support and comply with international standards on human rights such as the International Bill of Human Rights*, which stipulates the fundamental human rights to which all the world’s people should be entitled, and the ILO Declaration on Fundamental Principles and Rights at Work formulated by the International Labour Organization (ILO), which stipulates fundamental labor-related rights (freedom of association, collective bargaining rights, prohibition of forced labor, effective abolition of child labor, the elimination of hiring- and career-related discrimination), and we undertake responsible management based on the UN Guiding Principles on Business and Human Rights.
  We comply with the laws and regulations that apply in the various countries and regions where we conduct our business activities. In cases where there is a conflict between internationally recognized human rights and the country or region’s laws and regulations, we will pursue an approach that respects the principles of international human rights.
  
  *The International Bill of Human Rights consists of the Universal Declaration of Human Rights, the International Covenant on Civil and Political Rights, and the International Covenant on Economic, Social, and Cultural Rights.


• Scope of Application
• This policy applies to all our officers, employees, and temporary employees, as well as all other people engaged in our business (“officers, employees, etc.”). As a member of society, we strongly recognize the importance of respecting human rights, and we provide appropriate education and training to officers, employees, etc. to firmly implement the policy across all our business activities. We also expect that our customers and business partners will support the policy and promote initiatives aimed at respecting human rights through collaborating with us to comply with this policy.


• Human Rights Due Diligence and Remedial/Corrective Measures
• To minimize adverse impacts on human rights, we conduct human rights due diligence. Here, “human rights due diligence” means identifying manifest or potential adverse impacts on human rights that could arise in our business activities and preventing or reducing them, incorporating the results of human rights impact assessments into our decision-making and business processes, conducting follow-up evaluations of the results of measures we have implemented, explaining these activities to external audiences, and so forth.
  If we are found to have actually caused adverse impacts on human rights or to have contributed to adverse impacts, we will strive to take remedial or corrective action by appropriate means. Even if we have not directly contributed to adverse impacts on human rights, if our business partners or other related parties are directly involved in adversely impacting human rights through their business or services, we will strive to improve matters in collaboration with the applicable business partner, etc.
  We are also continuing to work on creating a system that enables internal or external stakeholders to report on or seek advice about behavior that adversely impacts human rights.


• Dialogue with Stakeholders
• With regard to adverse impacts of our business activities on human rights, we strive to understand the perspective of people who are impacted by them and engage in dialogue with relevant stakeholders to address and improve these issues.


• Information Disclosure
• We disclose our human rights initiatives based on this policy on our website, etc.


• Reviewing Human Rights-Related Priority Issues
• Since the issues that should be addressed with respect to human rights change based on social trends, the business environment, etc., we revise human rights-related priority issues as needed through dialogue and discussion with stakeholders and external experts.

Initiatives for human rights due diligence

As a member of the Tokyo Tatemono Group, TRIM works to build a framework for human rights due diligence. This includes cooperating with outside experts to identify and assess risks which might have a negative impact on human rights (risk mapping), focusing on core business and the associated value chain.

Compliance training covering human rights

The Tokyo Tatemono Group raises awareness about "respect for human rights and the restriction of acts of discrimination and harassment" and "ensuring a comfortable working environment" among its workforce through relevant provisions in its Compliance Manual. TRIM also provides compliance training covering human rights to its workforce including managerial level staff as appropriate.

Placement of helplines

The Tokyo Tatemono Group has established the Tokyo Tatemono Group Helpline, a common helpline used by the Group's employees. The helpline helps prevent compliance violations, including violations of laws and regulations, bribery, wrongdoing and harassment. To address violations as quickly as possible, the helpline receives whistleblower reports and requests for consultation. All employees (including part-time employees) and former employees of the Group, temporary employees dispatched to the Group and employees of outsourcing companies may use the helpline anonymously or using their own name. In accordance with the spirit of the Whistleblower Protection Act, the whistleblower’s privacy is protected. The whistleblower will not be treated detrimentally because of their whistleblower report.
For details of the placement of the helpline and the system to protect whistleblowers, please refer to Governance.