Respect for Human Rights


Basic Policy

We shall observe international norms and comply with laws and regulations in respective countries regarding worker rights, working hours, and so on, such as by respecting personal rights, eliminating child or forced labor, and prohibiting discrimination based on race, gender, language, nationality, religion, physical handicaps, or beliefs.

General Rule

(1) Respecting Human Rights

(1) Respecting Human Rights

We shall respect and never violate human rights established based on international norms. Furthermore, we shall not harm the character or dignity of other people, such as engaging in any of various types of harassment.

(2) Eliminating Child Labor and Forced Labor

(2) Eliminating Child Labor and Forced Labor

We shall eliminate the use of child or forced labor from all stages of business activities.

Measures for Conflict Minerals

Compliance with the Modern Slavery Act 2015


(3) Abolishing Hiring or Career Discrimination

(3) Abolishing Hiring or Career Discrimination

We shall not discriminate in hiring, based on factors such as race, gender, language, nationality, religion, physical handicaps, or beliefs. In addition, we shall ensure equal opportunities for workers and treat them fairly based on factors such as competence and job duties.

(4) Permitting Freedom of Association and Right of Collective Bargaining

(4) Permitting Freedom of Association and Right of Collective Bargaining​

We shall permit workers freedom of association and shall engage in constructive discussions with labor representatives regarding workplace problems, based on applicable international norms and laws and regulations of corresponding countries.

(5) Maintaining Appropriate Working Conditions

(5) Maintaining Appropriate Working Conditions

We shall specify and appropriately implement working conditions, such a working hours and wages, based on applicable laws and regulations of the corresponding countries.


Measures for Respecting Human Rights

The Shimadzu Group has included respecting the rights of individuals and not discriminating based on race, gender, language, nationality, religion, physical handicaps, beliefs, or other reasons among the principles of conduct in the Corporate Code of Ethics. Meanwhile, we established a Conduct Guidelines Related to Respecting the Human Rights and Diversity of Employees and have been promoting the creation of workplaces that respect the human rights of all employees and show mutual appreciation of diversity, such as differences in personality and individuality. Human rights is also included as an important theme of Shimadzu’s CSR Charter, which specifies a basic policy of complying with international norms, laws, and regulations, such as respecting the rights of individuals, eliminating child labor and forced labor, and banning discrimination.
A Corporate Ethics and Code of Conduct Handbook was created, an internal education program based on e-learning has been provided, a harassment help desk is available, and so on, based on that policy. In addition, we implement measures to promote awareness about respecting human rights, such as distributing a booklet about respecting human rights to new managers and conducting harassment training for managers and for personnel working at contact points for reporting harassment. We also periodically survey suppliers in and outside Japan to check for any human rights violations in their business practices.

Freedom of Association and Recognition of the Right to Collective Bargaining

There are individual labor unions for SHIMADZU Corporation and 12 domestic group companies, mainly the Shimadzu Labor Union. SHIMADZU has established Labor-Management councils and committees in order to enhance mutual communication between employees and management, contributing to smooth management and business development, as well as improving working conditions for union members.
At Shimadzu Corporation, in principle, all regular employees except those in managerial positions are members of the labor union.
※Participation rate of Shimadzu HQ regular employees (excluding managers): 99.9% (As of March 31, 2020)

Labor-Management Consultative Structure

Name of Council/Committee Content Meeting Frequency
Management council Discussions on Company's management, business conditions and status of business execution Once or Twice/year
District Council Discussions on departmental issues Monthly
Company-wide Health and safety committee Discussions on company-wide health and safety initiatives Once a year
Health and safety committee at each site Discussions on health and safety at each site Monthly
Health and safety committee at HQ Plant Discussions on health and safety initiatives in each district of the Head Office Plant Monthly
Labor Committee Exchanges of opinions and discussions on individual issues between labor and management Monthly