Business and Human Rights
Basic Approach
GRI 2-25 / 3-3
Because the mineral resources industry necessitates large-scale development, impact on local communities is significant. Additionally, the development of mineral resources especially poses the risk of human rights abuses, such as child labor. Given the nature of our business, the SMM Group focuses its efforts on respecting the human rights of three stakeholder groups: local communities and indigenous people, supply chain employees, and SMM Group employees.
The SMM Group supports the UN’s Guiding Principles on Business and Human Rights, and made “respect for all individuals as the basis” part of its Corporate Philosophy. Based on the SMM Group Policy on Human Rights, we conduct due diligence and operate grievance (remedy) mechanisms.
■ Process for Initiatives Regarding Business and Human Rights
Initiatives relating to business and human rights based on the UN Guiding Principles are organized in the figure below. The SMM Group conducts due diligence and operates grievance mechanisms in accordance with our human rights policy and discloses the details in sustainability websites and other formats.
The Sumitomo Metal Mining Group Policy on Human Rights
GRI 2-23 / 2-24
In 2022, the SMM Group revised its human rights policy. The revised policy sets forth the Group’s commitments on fundamental human rights issues, including respect for children’s rights and prohibition of child labor, and prohibition of discrimination, harassment, and bullying on the basis of race, religion, gender, age, sexual orientation, disability, nationality, and other factors. We are also committed to respecting human rights based on international norms such as the International Bill of Human Rights, the ILO Core Labor Standards (10 conventions in five areas: freedom of association and the effective recognition of the right to collective bargaining; the abolition of all forms of forced or compulsory labor; the effective abolition of child labor; the elimination of discrimination in respect of employment and occupation; safe and healthy working environment). In the unlikely event of a conflict between applicable laws and regulations and international norms on human rights in the regions in which we operate, we seek ways to respect international norms while complying with the laws and regulations.
Human Rights Due Diligence
GRI 2-25 / 3-3
Our Group conducts human rights due diligence (DD) in accordance with the OECD Due Diligence Guidance for Responsible Business Conduct, and other standards.
Grievance Mechanism
GRI 2-25 / 2-26
With respect to handling grievance (remedy) mechanisms, the Group established an internal reporting system for Group employees. We also have a platform operated by a third party available for use even by outside stakeholders as a grievance mechanism. This platform is provided by the Japan Center for Engagement and Remedy on Business and Human Rights (JaCER), which was established in 2022. SMM participates in JaCER as a founding member (regular member). JaCER is an organization that aims to support and promote the redress of grievances of member companies from a professional standpoint by providing a non-judicial Engagement and Remedy Platform for grievance redress based on the United Nations Guiding Principles on Business and Human Rights. They also established an Advisory Board consisting of external experts and an Advisory and Mediation Panel and an Investigation Panel consisting of independent experts.
● Grievances received by JaCER about the Group: 0 cases (FY2024)
Human Rights of Employees
Approach and Policy
The SMM Group takes action in accordance with its human rights policy to prevent not just violations of human rights, such as child labor and occupational health and safety at Group mines, smelters, and other facilities, but also the occurrence of workplace discrimination and harassment.
In-House Education on Human Rights
GRI 2-24
As stated in our Corporate Philosophy, we place respect for people at the core of our activities, recognizing each person’s dignity and worth. In our pursuit to become a bright and vibrant company, every year we set December as Human Rights Month, and we hold human rights training programs throughout the Group.
We aim to create a workplace that realizes DEI, where we accept our different attributes, backgrounds, and experiences, and we inspire one another and grow together. As unconscious bias, prejudice, and stereotypes can become obstacles in achieving DEI and the cause of harassment, we held a training session titled “Microaggressions: Casual Remarks can Unintentionally Hurt Others—The Key is to Notice, Learn, and Change” at various workplaces in FY2024.
