Human Rights
Basic Approach and Policy
Olympus supports the United Nations Declaration of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, the UN Guiding Principles on Business and Human Rights, and the 10 Principles of the United Nations Global Compact. To put international initiatives into practice in our business activities, we have also clearly spelled out respect for human rights in the Olympus Global Code of Conduct. In addition, we have formulated the Olympus Group Human Rights Policy that stipulates the implementation of human rights due diligence based on the UN Guiding Principles. We strive to respect human rights in the management of our businesses. We also urge our customers and third parties promoting business activities with Olympus to comply with the protection of human rights.
Initiatives
Human Rights Due Diligence
In FY2021, Olympus became a member of Business for Social Responsibility (BSR), a global organization offering support to businesses in the field of human rights and sustainability, and we engage in global activities in the area of human rights due diligence in compliance with the UN Guiding Principles (UNGPs) on Business and Human Rights. In FY2022, Olympus implemented a human rights impact assessment that covered the entire Olympus Group, and based on the results of this assessment, established a mechanism to grasp the status of the management of human rights issues internal to the Olympus Group in FY2023. Further, with consideration of the legal and regulatory trends of each country, Olympus implemented a human rights impact assessment at a medical-equipment manufacturing site in Japan with the cooperation of the BSR. Based on these endeavors the Group implemented the following initiatives in FY2024.
Olympus commenced implementing a system which was formulated in FY2023 to facilitate the understanding of the management status of human rights issues internal to the Olympus Group. The current status of the Olympus Group’s major companies in each country was ascertained for 12 items including forced labor, child labor, working hours, humane treatment, elimination of discrimination and harassment, freedom of association, and the use of emerging technologies such as AI. Through this assessment, it was confirmed that all companies managed the assessed topics properly in accordance with local laws and regulations. Further, as far as the use of emerging technologies and AI in the field of human resources is concerned, while applicable laws and regulations are still in the process of being formulated in each country, the Olympus Group’s companies in each country recognize that this is a notable topic in the years to come. Based on this assessment, we will review assessment items and implementation process and conduct surveys on a regular basis while also making improvements. The aim is to establish a PDCA cycle and deepen our efforts beyond just compliance with local laws and regulations.
Furthermore, through the human rights impact assessment conducted at a manufacturing site in Japan in FY2023, we identified the need for the establishment of human rights standards as reference for the Olympus Group. Hence, in accordance with the Olympus Global Code of Conduct and the Olympus Group Human Rights Policy, we have commenced formulating the Olympus Group Human Rights Guidelines (tentative name). These guidelines refer to the concrete requirements applicable to all Olympus Group companies with respect to eight human rights issues (working hours, wages and renumeration, harassment and violence, non-discrimination and equal opportunity, freedom of association and the right to collective bargaining, child and youth labor, forced labor, and occupational health and safety), as well as the grievance mechanism and remedy. We plan to use the guidelines to understand and assess the status of management of human rights issues more deeply.
Olympus conducted global human rights awareness activities through the use of e-learning and other means to introduce Olympus' responsibility to respect human rights in its supply chain and to provide an overview of the laws and systems in each country in FY2023. In Japan, 8,998 employees participated in this e-learning program (participation rate: 94%). Olympus will continue to carry out regular educational activities to improve the awareness of its employees regarding human rights.
Preventing Harassment and Promoting Diversity, Equity, and Inclusion
The Olympus Global Code of Conduct states that "Our Behaviors" are the expression of "Our Core Values" through our day-to-day activities. The Code of Conduct places the highest value on "Respectful Behavior." In its Diversity, Equity, and Inclusion (DEI) Statement, the Olympus Group states that it “respects differences in age, gender, race, sexual orientation, gender identification, socio-economic status, ethnicity, dis(abilities), nationality and culture, language, religion, opinions, political stance, experience, or career backgrounds.” Further, the Olympus Group does not tolerate harassment or discrimination based on personal characteristics. Olympus makes every effort to prevent workplace harassment by itemizing concrete prohibitions on sexual and other types of harassment in the employment regulations.
The Olympus Group has a implemented system to prevent any kind of harassment and, in case it occurs, to resolve it swiftly and quickly, which covers all Regions in the group.
Olympus and group companies in Japan have also established a Harassment Hotline in each business site and subsidiary as a preventive means and to provide a prompt and pertinent solution if a problem arises. Our Hotline officers are trained with the skills and knowledge to handle complaints appropriately, which include protecting the privacy of the consulter or harassment victim, ensuring consultation confidentiality, and preventing any adverse consequences from the consultation.
Since FY2019, we have delivered the Harassment Prevention Guidebook to all employees of the group companies in Japan. In this guidebook, a description of sexual minorities, such as LGBTQ, was also added to keep in line with the times, including power harassment, maternity, paternity, and sexual harassment involving LGBTQ. Accordingly, the coverage of our internal consultation manual has been revised and enhanced. In June 2020, the "Power Harassment Prevention Act" was enacted, mandating that companies must take preventative measures regarding harassment. In preparation for this and to avoid potential incidents we provide an e-learning course to help employees to understand the key points of the law and what constitutes power harassment.
We also hold regular harassment prevention training programs for managers, who are responsible for creating a culture of respect in the workplace, to widen their understanding and to ensure harassment-free offices.
- Diversity, Equity, and Inclusion: Social: Sustainability: Olympus (olympus.co.jp)
- Notice on Establishment of Chief Diversity, Equity and Inclusion Officer at Olympus
Initiatives with Suppliers
The following page provides details on Olympus’s initiatives with its suppliers.
Response to the UK Modern Slavery Act
Olympus KeyMed, the Olympus Group company in the UK, has issued a statement in accordance with the provisions of Article 54, Clause 1, of the 2015 Modern Slavery Act in the UK.
Olympus UK and Ireland: Modern Slavery Statement (In English only) 