Human Rights

Tanseisha Group Human Rights Policy

Basic Approach to Respecting Human Rights

The Tanseisha Group's Sustainability Policy, formulated in accordance with Purpose, states, "The Tanseisha Group is committed to continuously enhancing its corporate value and contributing to the realization of a colorful and sustainable society by addressing environmental and social issues through its business of creating valuable spaces and working diligently to resolve them. The company also states that it will "contribute to the realization of a colorful and sustainable society. In addition, the Tanseisha Group Code of Conduct states "Respect for Human Rights and Prohibition of Discrimination," and the Tanseisha Group will fulfill its responsibility to respect the human rights of all stakeholders involved in its business.
In formulating this policy, it was submitted to and approved by the Management Committee of Tanseisha and resolved at the Director meeting.

Tanseisha Group Human Rights Policy

Compliance with international standards and laws related to human rights
We will conduct business activities based on the United Nations Guiding Principles on Business and Human Rights, and will support and respect international norms regarding human rights, such as the International Bill of Human Rights, the International Labor Organization's (ILO) Declaration on Fundamental Principles and Rights at Work, Children's Rights and Business Principles, and the Ten Principles of the United Nations Global Compact, while also complying with applicable laws and regulations in the countries and regions in which we conduct business.
Furthermore, when we are faced with a conflict between internationally recognized human rights standards and local laws, we will adhere to the higher standard and seek ways to respect international human rights standards.
Scope
This policy applies to all directors and employees of the Tanseisha Group (including seconded and temporary employees).
We also expect our business partners, including cooperating companies, and everyone involved in our business activities to understand, support, observe, and practice respect for human rights and diversity in accordance with this policy, and we aim to work together with them on this initiative.
Priority themes for respecting human rights
1. Prohibition of discrimination and harassment
  In order to respect human rights and diversity, we will not tolerate any discrimination, harassment or unfair treatment on the grounds of nationality, race, ethnicity, religion, ideology, sex, age, disability, gender identity, sexual orientation, employment status or any other reason.
2. Prohibition of child labor and forced labor
  We will not engage in any form of child labor, forced labor, or human trafficking, nor will we engage in any human rights violations against foreign workers, etc.
3. Respect for fundamental labor rights
  We respect fundamental labor rights, including freedom of association, as well as the right of workers to organize and the right to collective bargaining. In addition, we maintain and promote healthy and favorable labor-management relations through dialogue and discussion with employees or their representatives.
4. Appropriate payment of wages and management of working hours
  In accordance with applicable laws and regulations, we will comply with the legal minimum wage and strive to pay a living wage or higher. We will also prevent long working hours and manage working hours appropriately.
5. Ensuring a safe working environment
  We will consider the mental and physical health and safety of our employees, strive to create a comfortable and rewarding working environment, and ensure occupational safety and health.
6. Support for achieving work-life balance
  We understand the importance of work-life balance for each employee, and we will promote initiatives that allow employees to choose from a variety of work styles to achieve both productivity and improved well-being.
7. Promoting Diversity, Equity & Inclusion (DE&I)
  We will work to create a workplace and climate that respects different cultures, customs, and values, and strive to improve diversity so that each employee can grow and play an active role regardless of race, nationality, gender, etc. In addition, we will respect the human rights of vulnerable people who are easily alienated from society or whose human rights are violated, such as people with disabilities, foreign workers, and sexual minorities (LGBTQ, etc.), and work to support and provide relief for such people's independence.
8. Respecting the rights of indigenous peoples and local communities
  We will respect the rights and cultures of indigenous peoples and local residents as stipulated in the laws and international agreements of the countries and regions in which we conduct our business.
9. Protection of personal information and respect for privacy
  We will comply with relevant laws, regulations and other standards when handling personal information, and will work to protect the personal information and respect the privacy of all people involved in our business activities.
Governance and Promotion Structure for Human Rights
Human rights initiatives are promoted mainly by the Sustainability Promotion Division, Human Resources and Labor Relations Division, and Supply Chain Management Division. The Sustainability Committee, chaired by President and Chief Executive Officer, is positioned within the governance structure. After regular discussion and deliberation, important matters are discussed and decided by the Executive Committee and reported to the Director meeting, thereby strengthening governance and reducing risk to management.
Human Rights Due Diligence Initiatives
We will establish a human rights due diligence system in accordance with the United Nations Guiding Principles on Business and Human Rights, identify any adverse impacts on human rights that may arise in the course of our business activities, and work to prevent and mitigate such impacts.
Corrective Actions and Remedies
If it becomes clear that the business activities of the Tanseisha Group have caused, contributed to, or contributed to adverse impacts on human rights, we will take appropriate measures to remedy or remedy the situation.
Furthermore, even if the Tanseisha Group itself does not directly contribute to adverse human rights impacts, if the Tanseisha Group's partner companies or other related parties are directly connected to adverse human rights impacts through their business, products or services, we will strive to prevent and mitigate those impacts.
We will set up a consultation desk through our corporate website etc. for all people involved in the business activities of the Tanseisha Group and operate it appropriately. With regard to reports and consultations received, we will thoroughly manage the privacy of the whistleblower and related parties and the information on the report, and protect the whistleblower from being treated disadvantageously as a result of having made a report.
Dialogue and consultation with stakeholders
We will continue to engage in dialogue and discussions with relevant internal and external stakeholders regarding the identification of actual and potential impacts on human rights and responses to improve them.
Education and Training
We will provide appropriate education and training to the directors and employees of the Tanseisha Group so that this policy is understood, established in our business activities, and effectively implemented. We will also promote activities to ensure that our business partners, including our cooperating companies, understand this policy.
Information Disclosure
We will disclose our human rights initiatives based on this policy on our corporate website and other means, and strive to ensure that our stakeholders understand them.

Established on February 1, 2025
President and Chief Executive Officer Osamu Kobayashi

Human rights management (human rights due diligence)

Based on the Tanseisha Group Human Rights Policy, we have begun human rights due diligence in 2025 to identify, prevent, and remediate risks to human rights that our group's business activities pose.

Human Rights Due Diligence Process

Human Rights Impact Assessment

In order to identify significant human rights issues that should be addressed as a priority, we conducted a human rights risk impact assessment for all of our businesses with the cooperation of Owls Consulting Group, an external human rights expert.

<Procedure for identifying and assessing human rights risks>

Scoping
Focusing on the space creation business, which is the core business of our group, we divided the value chain into the phases of planning and proposal, design and production, procurement, sales, and use and consumption, and organized and grasped the overall picture.
Identifying human rights risk items
We comprehensively identified human rights risk items related to each stage of the value chain based on international human rights norms and industry-specific issues.
Conducting assessments for each human rights risk item
Based on interviews with relevant internal departments and the results of surveys of suppliers, we analyzed and assessed the importance of the issues from two perspectives: "Severity: the severity or seriousness of the adverse impact on human rights, the extent of the impact, and the inability to correct (difficulty of remediation)" and "Likelihood: the likelihood of the potential and actual risks occurring (frequency and possibility)."
Human rights risk mapping
We placed each risk item on a matrix diagram with the assessed "severity" and "likelihood" as the two axes, and organized it into a human rights risk map. We visually organized the major risks and prioritized specific corrective actions. We reported this to management and disclosed the results on our corporate website and elsewhere.

<Human rights risk map>

Among the high human rights risk items, we have identified those that we believe are particularly relevant to our business as items that require action. While continuing with the measures we have taken so far, we will promote efforts to reduce risks throughout our entire supply chain.

[Severity] The severity or seriousness of the adverse impact on human rights, the extent of the impact, and the inability to correct it (degree of difficulty of remediation)
[Likelihood of occurrence] Likelihood of potential and actual risks occurring (frequency and possibility)

Comments from external experts

Taking into account the characteristics of the business, the report broadly identified human rights risks across the entire value chain, from planning and design to Production, Construction, and operation, targeting a variety of spaces. This is an appropriate approach that is in line with the actual business situation. It is also important that the report focused on a variety of rights holders (those affected by human rights violations) and conducted an evaluation based on international standards. As demands on companies to address human rights grow, this type of response is an area that is directly linked to the sustainable growth and improved competitiveness of businesses. We look forward to continued steady efforts in the future. (Owls Consulting Group, Inc.)

Specific initiatives to address human rights risks

To address human rights risks that we have identified as particularly important and requiring action, we are implementing the following preventative and mitigation measures:

item	Human Rights Risk Overview	Examples of preventative/mitigation measures being implemented
Harassment	Various types of harassment against employees of our own group and employees of design and construction subcontractors, and the risk of inadequate response to such harassment	・Establishment of internal and external consultation desks based on the "Harassment Prevention Regulations" and efforts to quickly resolve and correct problems - Establishment and operation of a "Compliance Hotline (internal reporting hotline)," a "Harassment Consultation Hotline," and a "Dialogue and Remedy Platform." - Thorough awareness-raising and situation assessment through e-learning-based "harassment prevention training" for all officers and employees, and the implementation of a survey to investigate the actual situation.
Excessive and unfair working hours	Risk of overwork and health damage due to inappropriate management of working hours, long working hours, and lack of breaks and holidays for our group companies and design and construction partner companies	- Real-time visualization of each employee's working hours through the implementation of an attendance management system. ・Utilize alert functions based on working hours and clock-in status, and have managers check as needed -Monthly confirmation of the occurrence of long working hours and progress of corrective measures ・Establishing a flexible work system by introducing telework, flextime, and short-time work systems ・Monthly meetings of the "Working Hours Improvement Committee," consisting of management and employee representatives - Encouraging the setting of construction periods that take into account the securing of holidays. - Model implementation of a shift system to ensure holidays
Occupational safety and health (mental and physical health)	Risks arising from inadequate safety and health measures and health management at business and workplaces	- Promotion of activities based on the "Safety and Health Management Regulations" ・Establishment of the Health Management Division as a dedicated department for health promotion - Implementation of "periodic health checkups," "stress checks," etc., based on the Industrial Safety and Health Act. ・Implementing "self-care learning" to learn knowledge and coping methods regarding one's own mental health care ・Promoting the creation of a workplace environment that is friendly to female employees and workers - Care provided in collaboration with industrial physicians and public health nurses for employees working long hours or those experiencing health problems.
Occupational safety and health (disasters and accidents)	Risks arising from inadequate safety and health measures at worksites and inappropriate responses to work-related accidents for employees of our own group and employees of construction subcontractors	- Promotion of activities based on the "Safety and Health Management Regulations" - Under the "Tanseisha Group Safety and Health Policy," we are committed to safe construction, high quality, and Environmental Consideration in cooperation with the group and partner companies. - Collecting information, coordinating, instructing and providing guidance to prevent occupational accidents among employees of our company and partner companies through monthly "Safety and Health Committee" meetings
Impact of using facilities and services on safety	Risks from a lack of inclusive design, health hazards from chemicals and building materials, and the loss of physical safety due to design and construction defects	・Establishment of "Sustainable Design Guidelines" to realize a sustainable society and promotion of solving social issues through space creation - Adherence to the "Tanseisha Group Quality Policy," which serves as a guideline for providing appropriate quality and services. - Compliance with "Quality Technology Management Regulations," "Quality Technology Guidelines," etc. ・Through the "Tanseisha Safety Conference" and "Production Seminar," we raise awareness and provide various education programs regarding safety and quality control.

Contact point for stakeholders to seek advice or report

classification	Reception details	Eligible users	Reception desk	How to file a complaint
Whistleblowing	Reporting and consulting on general compliance issues (regarding misconduct such as violations of laws and regulations or internal company rules)	・Business partners of Tanseisha Group companies ・Tanseisha Group executives, employees (full-time employees, facility management employees, part-time employees), and temporary employees	External contact point (compliance hotline)	Telephone, email, fax, written communication, and in person
			Internal (Audit and Supervisory Committee Member)	Telephone, email, fax, written correspondence, and in-person meetings (details will be provided on the company intranet).
			<Within the Tanseisha Group> Risk and Compliance Office	Telephone, email, fax, written correspondence, and in-person meetings (details will be provided on the company intranet).
Harassment counseling	Complaints and consultations regarding harassment	Tanseisha Group executives, employees (full-time employees, facility management employees, part-time employees), and temporary employees	Compliance Hotline (Whistleblowing Hotline)	Telephone, email, fax, written communication, and in person
Harassment counseling	Complaints and consultations regarding harassment		<Within the Tanseisha Group> Wellbeing Promotion Department	Telephone, email, fax, written correspondence, and in-person meetings (details will be provided on the company intranet).
Human rights violations (including harassment)	All issues related to human rights, including harassment (including environmental issues that can lead to human rights violations).	All stakeholders, including those listed above (including foreign workers of suppliers, rights holders such as human rights NGOs, and their representatives).	JaCER (Japan Association for Business and Human Rights Dialogue and Relief)	JaCER Complaint Reporting Form Japanese: https://jacer-bhr.org/application/index.html English: https://jacer-bhr.org/en/application/index.html

Whistleblowing system

In order to respond to reports and consultations regarding misconduct within the Tanseisha Group (public interest whistle-blowing reports, harassment complaints, etc.), and to ensure early detection and appropriate action, we have formulated "Internal Reporting Handling Regulations" and "Harassment Prevention Regulations," and have established and are operating a response system that includes the establishment of contact points both inside and outside the company. In addition, those who are closely involved in handling public interest whistle-blowing reports are designated as "employees" as defined by law and are managed appropriately.

Compliance Hotline

Address: Ichigaya Legal Building 105, 4-1-5 Kudankita, Chiyoda-ku, Tokyo 102-0073
Telephone number: 03-3239-5601
FAX number: 03-3239-5651
E-mail kasuga@kasuga-law.jpMAIL
Attorney Michikazu Kunizuka

Report/Consultation FormPDF

External whistleblowing and consultation service for human rights issues (dialogue and redress platform)

The Tanseisha Group has adopted the "Dialogue and Remedy Platform" of the "Japan Association for Business and Human Rights Dialogue and Remedy (JaCER)" as an external contact point to receive consultations and reports from all stakeholders (including business partners and local communities) regarding cases where negative impacts on human rights occur or are likely to occur in business activities or supply chains.
We operate in accordance with the UN Guiding Principles on Business and Human Rights (UNGP), including ensuring the strict protection of whistleblowers' privacy and prohibiting any adverse treatment for reporting wrongdoing. We implement transparent problem-solving and remedy measures through dialogue with expert and neutral external organizations.

[Who can use this service?]
This service is available to all stakeholders (rights holders) involved in our business activities, including our group's officers and employees (regardless of employment status), our suppliers with whom we do business, and members of the local community.
[Cases covered]
You can consult with us on all business and human rights issues, including forced labor, child labor, excessive working hours, harassment, and occupational safety and health (accidents, physical and mental health).

JaCER Complaint Reporting Form

●Japanese: https://jacer-bhr.org/application/index.html
●English　https://jacer-bhr.org/en/application/index.html

Education and Training

We provide sustainability training (e-learning) to all executives and employees of the Tanseisha Group, including information on sustainability in general.In particular, regarding "human rights," a theme particularly relevant to our group's business, we incorporate appropriate content into the training to ensure that the Tanseisha Group Human Rights Policy is understood, embedded in business activities, and implemented effectively.We also provide separate training specifically on the themes of "compliance" and "harassment."

Initiatives to respect people in creating spaces

We have developed the "Sustainable Design Guidelines," which outline our efforts to promote "sustainable design," a design methodology for realizing a sustainable society, and are working to solve social issues through the creation of a variety of spaces.

Sustainable Design [Respect for People]

(1) We provide a space that "moves hearts" by deepening understanding of a diverse range of users.
(2) We will consider ways to make the space easy to use and safe for everyone to experience.
(3) We strive to maximize people's well-being through creating spaces.

Initiative Themes

(1) Universal design (2) Safety design (3) Wellness design

Promoting Universal Design

Consumer Issues Community

In addition to universal design in terms of both soft and hard aspects, we strive to practice "universal design of the heart."
Since 2018, we have partnered with Mirairo Co., Ltd., a company that specializes in universal design consulting, to create facilities that incorporate universal design.
In addition, we have developed a multilingual app called "T-VOIX" that uses UV codes * to provide information translated into various languages in text and audio in offline environments, and we are working to have this app adopted by cultural facilities throughout Japan.
Additionally, we are continually collecting information about universal design and sharing it on our company intranet.

UV code: Uni-Voice, a speech code developed by the Japan Association for Visually Impaired Information Service (JAVIS), a non-profit organization.

Examples of achievements
"Ikei Pharmacy Yanaka Store"

Together with Mirairo Co., Ltd., a universal design consulting company, we carried out on-site surveys and verifications, aiming to create a space that took into consideration the width of the aisles, the wheelchair space in the waiting area, the dimensions and shape of the prescription counter, and the location of assistants. In addition, in the lobby, we placed bookshelves that also function as partitions at a height that can be easily used by people of all ages, from children to the elderly. In the sales corner, we also installed a counseling counter and beauty salon booths to help people become truly healthy.
(Owner: Sun IM Planning Co., Ltd. | Scope of work: architectural and interior Basic Planning, design, Basic Layout, logo and business card design, Total Design supervision, furniture, store signs, and tower clock construction)

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