Human Rights

Human rights are universally valued rights that all people are born with. In today’s world, there is a growing awareness that businesses can have a great impact on human rights.

The Konica Minolta Group Charter of Corporate Behavior establishes the principles of corporate behavior for Konica Minolta’s business activities, and in April 2022, with the approval of the Board of Directors, added respect for human rights as one of its principles.

Furthermore, based on the Konica Minolta Group’s corporate philosophy and management vision, the Konica Minolta Group Human Rights Policy establishes the Group’s responsibilities and commitment to human rights. This policy was approved by the Management Council in September 2021.

Konica Minolta Group Human Rights Policy

Basic thinking

The Konica Minolta Group has established "Imaging to the People" as its management vision, and aims both to "support people to achieve their own purpose" and "realize a sustainable society" to a greater degree. To achieve this goal, we will strive to fulfill our responsibilities by recognizing respect for human rights as a basic principle of the Konica Minolta Group's business activities.

Based on the UN Guiding Principles on Business and Human Rights, we support and respect the human rights set out in the "International Bill of Human Rights" and the International Labor Organization's Declaration on Fundamental Principles and Rights at Work. In addition, we will comply with the relevant laws and regulations of each country in which we conduct business. In the case of deviations between the laws and regulations of a country and international norms, we will attempt to respect and prioritize international norms to the extent admissible by the laws and regulations of a country.

This policy declares the Konica Minolta Group's responsibility and determination to support human rights based on the Konica Minolta Group's corporate philosophy and management vision, and ranks high among the human rights policies in the Konica Minolta Group.

Scope of application of this policy

This policy applies to all directors, officers and employees of the Konica Minolta Group, which consists of Konica Minolta Inc. and its consolidated subsidiaries. In addition, based on this policy, we will respect human rights and ask business partners and other parties connected to the Konica Minolta Group's business not to violate them.

Initiatives to Respect Human Rights

1) Elimination of discrimination

Within our workforce and in our relationships with business partners, we will strive to eliminate discrimination based on race, gender, nationality, age, sexual orientation and gender identity, religion, ethnicity, disability, pregnancy status, ideology, creed, social status, etc.

2) Consideration for employees

We will respect the diversity, fundamental human rights, and privacy of our employees, strive to eliminate all forms of discrimination within our workforce and in our relationships with business partners, eliminate child labor, forced labor, harassment, etc., and strive to manage appropriate working hours, secure a minimum wage, provide a safe and hygienic work environment, and respect freedom of association and the right to collective bargaining.

3) Consideration for business activities

We will, in accordance with the human rights principles set forth in the Konica Minolta Group's Supply Chain Code of Conduct, require our suppliers to adhere to those principles when they conduct business with us. In addition, we will work to respect our customers' privacy so that we do not cause them to be discriminated against.

Practice of Respect for Human Rights

1) Implementation of human rights due diligence

We will strive to prevent and mitigate negative human rights impacts by establishing human rights due diligence mechanisms, assessing and identifying potential or actual human rights risks, and addressing them.

2) Remedies

We will use a system that can capture human rights concerns, and when human rights violations are alleged, promptly investigate such allegations, in order to take corrective action through appropriate internal and external procedures if it is clear that we have directly caused or been involved in a negative impact on human rights.

3) Education

We will provide appropriate education to directors, officers, employees, etc. so that this policy can be incorporated into all business activities of the Konica Minolta Group.

4) Dialogue with stakeholders

We will seek expert advice from external stakeholders regarding this policy and our efforts based on this policy to strengthen our commitment to respect human rights.

5) Information disclosure

We will disclose the progress of our efforts to address the negative impact on human rights appropriately through our website and Integrated Reports.

April 1, 2022

Toshimitsu Taiko

Konica Minolta, Inc.

President and CEO

In addition, the Konica Minolta Supply Chain Code of Conduct outlines specific actions that each Group company should take, and the Group also requests that its business partners act in accordance with the same standards. This Code is based on the latest version of the Code of Conduct of the Responsible Business Alliance (RBA), which Konica Minolta joined in 2013 to enhance the quality and transparency of CSR procurement.

In its initiatives, Konica Minolta particularly supports and respects the latest versions of the following global principles and international norms:

• Universal Declaration of Human Rights
• International Covenants on Human Rights
• The International Labor Organization (ILO) Declaration on Fundamental Principles and Rights at Work
• United Nations Guiding Principles on Business and Human Rights
• OECD Guidelines for Multinational Enterprises
• United Nations Global Compact
• ISO 26000
• RBA Code of Conduct

Konica Minolta promotes its human rights initiatives under the leadership of the Group Human Rights Officer (the Executive Officer responsible for human rights), a position established this year. The Corporate Strategic Planning Division, which handles sustainability, plays a central role in advancing these initiatives in collaboration with the Corporate Divisions responsible for promoting them and the business divisions responsible for implementing them.
In the same fiscal year, we established the Human Rights Promotion Committee to govern human rights initiatives across the entire company, aiming to strengthen human rights compliance throughout the Group.
In addition, we are strengthening our governance system by having the Group Human Rights Officer report on the status of human rights initiatives and material issues to the Board of Directors through the President and CEO.

In accordance with the UN Guiding Principles on Business and Human Rights, Konica Minolta is committed to respecting human rights by formulating a human rights policy, implementing human rights due diligence, and establishing remediation and grievance mechanisms.

Konica Minolta has established a human rights due diligence mechanism and continuously works to identify potential and actual human rights risks that its business activities may pose to stakeholders, to consider and implement measures to prevent or mitigate adverse impacts, and to disclose progress on these efforts.
Konica Minolta’s business activities, including new investments, follow-on investments, business expansion through M&A, and participation in new projects, incorporate human rights assessment criteria into investment decision-making processes.

Based on the list of “Key Types of Human Rights Risks Companies Should Consider,” compiled by Japan’s Ministry of Justice from major international rules, frameworks, and guidelines on human rights, Konica Minolta has organized stakeholders who are potentially or actually affected by its business activities and transactions, along with the human rights issues.

Human rights risks	Stakeholders
Examples of potential risks	Workers		Stakeholders other than workers
	Group employees	Employees of business partners	Customers	Local communities /Indigenous peoples
Wages and benefitsInsufficient or unpaid wages, inability to secure a living wage, unequal pay for equal work and qualifications, etc.	✓Applicable	✓Applicable	Not applicable	Not applicable
Excessive/Unfair laborOvertime work not legally mandated, continuous work, restriction on vacation taking, etc.	✓Applicable	✓Applicable	Not applicable	Not applicable
Occupational health and safetyInadequate protection of damage to health due to workload, occurrence of occupational accidents, etc.	✓Applicable	✓Applicable	Not applicable	Not applicable
Freedom of associationForced or non-participation in labor unions and collective bargaining	✓Applicable	✓Applicable	Not applicable	Not applicable
DiscriminationDiscrimination based on gender, age, nationality, or employee status (regular/irregular)	✓Applicable	✓Applicable	Not applicable	Not applicable
Bribery/CorruptionBribery of public officials, provision of money or goods during customs clearance procedures	✓Applicable	✓Applicable	Not applicable	Not applicable
Consumer safety and right to knowProvision of products and services harmful to the mind, body, or health of consumers, product mislabeling, and violation of consumers’ right to know	✓Applicable	Not applicable	✓Applicable	Not applicable
Gender-related human rights issuesUnequal treatment of men and women such as wage disparity, disadvantages to sexual minorities, discriminatory language in advertising, etc.	✓Applicable	✓Applicable	✓Applicable	Not applicable
HarassmentAbuse of power, sexual harassment, maternity/paternity harassment, nursing care harassment, etc.	✓Applicable	✓Applicable	✓Applicable	Not applicable
Freedom of speechSuppression of opinions about corporate activities, suppression of employees’ opinions about the company and working conditions	✓Applicable	✓Applicable	✓Applicable	Not applicable
Intellectual property rightsNonpayment of compensation for inventions, infringement of personal intellectual property rights, etc.	✓Applicable	✓Applicable	✓Applicable	Not applicable
Forced laborLabor without worker consent, involvement in human trafficking, retention of identification documents	✓Applicable	✓Applicable	Not applicable	✓Applicable
Child/Youth laborLoss of children’s opportunity to learn, lack of consideration for impact on growth and health and for young workers under 18, etc.	✓Applicable	✓Applicable	Not applicable	✓Applicable
Freedom to relocate residenceRelocation of residence against one’s will, eviction of residents due to business activities, forced job relocation, etc.	✓Applicable	✓Applicable	Not applicable	✓Applicable
Human rights issues related to ecosystem degradation, water stress, and climate changeEnvironmental damage caused by business activities, ecosystem degradation and water stress, funding of projects that accelerate global warming, etc.	✓Applicable	✓Applicable	Not applicable	✓Applicable
Rights of foreign and migrant workersDiscrimination against foreign and migrant workers, working conditions described in a specific language only, exploitation of recruitment commissions, etc.	✓Applicable	✓Applicable	✓Applicable	✓Applicable
Right of access to redressInsufficient recognition of the complaint process, limited access, etc.	✓Applicable	✓Applicable	✓Applicable	✓Applicable
Human rights issues related to technology and AIDiscriminatory human rights issues arising from AI use, discriminatory use of own products	✓Applicable	✓Applicable	✓Applicable	✓Applicable
Right to privacyInappropriate acquisition, storage, disclosure, or provision of personal or sensitive information to third parties	✓Applicable	✓Applicable	✓Applicable	✓Applicable

We evaluated the severity and likelihood of human rights impacts for the identified stakeholders and their associated human rights risks across each stage of the product supply chain (development, procurement, production, logistics, sales, recycling and disposal). The assessment also incorporated the results of risk assessment questionnaires conducted at Group production sites and among key suppliers. Based on these assessment results, we reported and discussed the findings with senior management, including the CEO, and identified the highest-priority human rights risks.
Severity is assessed based on the scale, scope, and remediability of the human rights violation should the human rights risk materialize.
Likelihood is assessed based on the past frequency of occurrence, future probability, and management systems should the human rights risk materialize.
We regularly review the assessment results. For human rights risks considered to have particularly high priority, the departments responsible for human resources, legal affairs, procurement, quality, IT, and sustainability work to prevent and mitigate negative impacts by setting targets, developing and implementing measures, and promoting initiatives.

KPI	Results			Targets
	FY2023	FY2024	FY2025	FY2025	FY2028
Number of sites	30	30	29	―	―
Number of sites assessed	9	30	29	―	―
Assessment coverage	30%	100%	100%	100%	100%

Stakeholders	Human rights risk items identified as high priority
Group employees	Excessive/Unfair labor, occupational health and safety, discrimination (women’s advancement), gender-related human rights issues, forced labor, child/youth labor, right to privacy
Employees of business partners	Excessive/Unfair labor, occupational health and safety, discrimination, rights of foreign and migrant workers
Local Communities/Indigenous Peoples	Forced labor, child/youth labor
Customers	Right to privacy

Konica Minolta implements appropriate measures and tracks their effectiveness for human rights risks identified as high priority.

Stakeholder	Human Rights Risk Items Identified as High Priority	Implementing Appropriate Measures (Prevention/Mitigation of Negative Impacts)	Tracking and Evaluation of Effectiveness
Group employees	Excessive/unfair labor Measures to Address Overwork	Overtime working hours are tracked through the attendance system	No upward trend in overtime hours
	Occupational Health and Safety Managing Occupational Safety and Health	Risk assessments are conducted to respond to business changes Safety patrols and safety education are implemented	The number of serious accidents remains at zero
	Discrimination (women’s advancement) DE&I	Development of individual training plans for female leader candidates and training thereof Promotion of male employees' participation in childcare and enhancement of support for balancing work and caregiving	The ratio of female managers is on an upward trend
	Gender-related human rights issues Compliance	Sexual harassment prevention guidelines are established, and harassment prevention education is implemented If an employee commits discrimination or harassment, corrective measures or disciplinary action are taken in accordance with the rules of employment	Out of 34 human rights-related internal reports, including sexual harassment and discrimination, there were no serious cases requiring public disclosure were reported
	Forced labor	Confirmation of alignment between international standards and disciplinary regulations	Abolishment of wage reduction measures in disciplinary actions
	Child labor and youth labor	Thorough age verification is conducted during hiring in each country	No cases of child labor
	Right to privacy Information Security	Education on personal information protection and information security is conducted A group-wide system (KM-CSIRT) is established to prepare for incidents	Incident reports to KM-CSIRT were handled appropriately with no impact on business
Employees of business partners	Excessive/unfair labor, occupational health and safety, discrimination, rights of foreign and migrant workers Sustainable Procurement Initiatives	Compliance with the Konica Minolta Supply Chain Code of Conduct (=RBA Code of Conduct) is requested Implementation of Self-Assessment Questionnaires (SAQ) for critical suppliers and formulation of improvement plans based on SAQ results	SAQs were conducted for 181 out of 183 important suppliers Formulation of improvement plans completed for 91% of targeted suppliers
Local Communities/Indigenous Peoples	Forced labor, child labor and youth labor Responsible Minerals Procurement Initiatives	Implementation of responsible mineral procurement	In the Digital Workplace and Professional Print businesses, the percentage of 3TG smelters confirmed to be conflict-free or undergoing the audit process is 65% Confirmed that toner, optical lenses, and some functional film products, which are among the main products, are conflict-free
Customers	Right to privacy Information Security (Protection of Personal Data)Customer Responsibility and Quality	A personal information protection policy and regulations in compliance with GDPR have been formulated Product security guidelines have been established, and the Group as a whole promotes secure development and operation processes for products and services	The number of serious security incidents related to products remains at zero

Konica Minolta continuously undergoes third-party audits (RBA VAP Audits) to reduce human rights risks at its own production sites. As of April 1, 2026, the following three major sites hold certifications.

Site name	Country	Certification rank	Certification expiration date
Konica Minolta Business Technologies (DONGGUAN) Co., Ltd.	China	Platinum	Aug. 22, 2027
Konica Minolta Business Technologies (Malaysia) Sdn. Bhd.	Malaysia	Platinum	Sep. 25, 2027
Konica Minolta Mechatronics Co.,Ltd. (Mikawa)	Japan	Platinum	October 9, 2026

Konica Minolta regularly discloses its initiatives in a timely manner through its website and Integrated Report.

Based on the UN Guiding Principles on Business and Human Rights, Konica Minolta has established a grievance mechanism to provide appropriate remediation and remedy when a negative impact on human rights has occurred, or is feared to occur, in relation to Konica Minolta's business activities and supply chain. When an allegation of a human rights violation is made through the reporting system, Konica Minolta promptly conducts an investigation. If it is clearly determined that the company has caused or contributed to a negative impact on human rights, the company takes corrective actions through appropriate internal and external procedures.

As a regular member of the Japan Center for Engagement and Remedy on Business and Human Rights (JaCER), Konica Minolta utilizes the “Engagement and Remedy Platform” operated by JaCER to receive grievances related to human rights. This platform functions as a non-judicial grievance mechanism, utilizing specialized expertise from a third-party perspective to support the fair and appropriate handling of cases.
This mechanism is available to all stakeholders, including employees, business partners, supply chain workers, local communities, and others involved in Konica Minolta’s business activities. Anonymous reporting is permitted. In addition, the use of representatives or supporting organizations is also permitted, ensuring that complainants are able to participate in the process in an informed and equitable manner.
In accepting grievances, Konica Minolta strives to provide an environment in which individuals can raise concerns with confidence, and takes appropriate measures to prevent any form of disadvantage, retaliation, or reprisal. Following the receipt of a grievance, procedures and each stage of the process are carried out in accordance with the procedures established by JaCER, and cases are handled appropriately depending on their nature. While sharing progress with the reporter, Konica Minolta conducts necessary fact-finding and dialogue, and considers and implements measures toward appropriate and effective remedy. These actions are undertaken in alignment with internationally recognized human rights standards.
Konica Minolta analyzes the content and trends of grievances received and utilizes the findings to enhance its human rights due diligence and to develop measures to prevent recurrence, thereby strengthening the effectiveness of the grievance mechanism and promoting continuous improvement. In addition, with due consideration for personal information and confidentiality obligations, Konica Minolta seeks to ensure transparency regarding the overall operation of the grievance mechanism by also referring to information disclosed by JaCER.

Konica Minolta has established a Whistle-blowing System (Help Line) not only within the Group in Japan but also overseas. The Help Line is an anonymous reporting system, and whistleblowers are not subject to adverse treatment.

Each report made is examined fairly, equitably and with integrity to determine the need for an investigation. The content of a hotline report in each case is kept confidential and investigated in detail. In the event of a compliance issue, the main department for the hotline system works in cooperation with the relevant departments to correct the problem and prevent any recurrence.
The Chief Compliance Officer reports all information on the records of the whistle-blowing systems to the Audit Committee regularly.
In fiscal 2025, there were 34 Help Line cases related to human rights issues (abuse of power, sexual harassment, discrimination, and inappropriate treatment).

Furthermore, there were no serious issues that required public disclosure.

Konica Minolta recognizes that ensuring a healthy and respectful workplace environment is a fundamental corporate responsibility. To prevent harassment and to respond promptly and appropriately should any incident occur, Konica Minolta has established the “Harassment Helpline.” The Harassment Helpline strictly safeguards the privacy of individuals seeking consultation and maintains complete confidentiality regarding all matters discussed. Employees will not suffer any disadvantage or adverse treatment as a result of seeking consultation. All consultations received are handled fairly and appropriately in accordance with the “Harassment Response Process.”

Help Lines are open to suppliers in Japan, China, and Southeast Asia, and have also been made available to suppliers in Europe. In North America, the Help Line is open to all stakeholders, including suppliers.
There were no reports from suppliers in FY2025.

Konica Minolta has established KONICA MINOLTA PSIRT* as a Companywide organization to manage information on the vulnerabilities of its products and services, and to pursue necessary measures. When KONICA MINOLTA PSIRT receives a vulnerability report from an outside stakeholder about Konica Minolta's products or services, it takes appropriate action in compliance with the international vulnerability handling process.

For human rights risks identified through human rights due diligence and grievance mechanisms, Konica Minolta implements appropriate remediation by incorporating the voices of affected or potentially affected stakeholders, as well as advice from internal and external experts. The following are specific examples.

During the RBA VAP audit of Konica Minolta Mechatronics Co., Ltd. Headquarters, an evacuation exit that was not easily accessible was identified in part of the designated evacuation route in the event of a fire, and additional construction work for the evacuation exit was carried out. In addition, although there was a wage reduction penalty in the disciplinary section of the rules of employment, it was determined that this provision constituted unpaid wages, and the rules of employment were revised retroactively, extending the revision to cover Konica Minolta, Inc. as well.

In an RBA VAP audit conducted at Konica Minolta Business Technologies (Dongguan) Co., Ltd., it was confirmed that warning labels were missing from some electrical boxes inside the factory, and the necessary warning labels were promptly installed. In addition, it was found that some on-site service providers had set their monthly social insurance contribution bases below the level required by law. We requested corrective action from these providers, and corrections were made to meet the appropriate legal standards.

Information was received from stakeholders regarding two suppliers in Malaysia and one production contractor in Thailand concerning the exploitation of foreign workers through recruitment fees and insufficient safety measures. Konica Minolta requested the suppliers and production contractors to confirm the facts, implement corrective actions if the facts are confirmed, and have a third party verify the corrective actions. Corrective actions (e.g., refunds, provision of appropriate protective equipment) and third-party verification of the corrective actions are completed.

As a result of the SAQ, it was confirmed that a supplier evaluated as high risk lacked policies prohibiting the charging of recruitment fees and limiting working hours to less than 60 hours per week. In response, the supplier took corrective measures by establishing management regulations that explicitly prohibit charging job seekers fees during the recruitment process and specify standards of less than 60 working hours per week and an average of no more than 20 hours of overtime per week.

We engage in dialogue with stakeholders to strengthen our efforts to respect human rights.

Konica Minolta, Inc. has concluded a collective labor agreement, and regular meetings of the joint management council are held four times a year with the president’s attendance to provide an opportunity to explain the Company’s management situation to the labor union and give the labor union an opportunity to explain its policies to Company management. Many other Group companies also have their own labor unions and employee associations and have built good labor-management relations.

Konica Minolta has established call centers and web-based consultation services around the world for each of its products and services. Not only does it swiftly respond to inquiries and information on product defects received at each contact point, but Konica Minolta is also consolidating this information to monitor quality status and customer requests. The Company has also established an AI Ethics Review Committee with outside experts to verify the appropriate use and application of AI technology.