The mission of the Group is to connect people, companies, the economy, and society through its recruitment business, and to continuously contribute to their growth. “People” are at the core of all of our businesses and we recognise the importance of respecting their human rights, and as part of our corporate responsibility, we will promote the decent work of people with a range of different values through our business activities and contribute to achieving a society in which everyone can thrive.
The Group respects the dignity of not only the Group employees but also stakeholders and all other persons, and in April 2024 we enacted the JAC Group Human Rights Policy to ensure no violations of human rights. On the basis of this policy, we declare that we will respect the human rights of not only the Group directors and employees and the companies and individuals who use our services but also every single person involved in JAC Group’s business activities. Going forward, based on this, we will also pay even greater attention to the potential for negative impacts on human rights caused by the business activities of the Group, and aim for a working environment that enables work to be performed safely and with security and continuity while respecting human rights and ensuring that no one is placed in a disadvantageous position or environment.
esponsibility for oversight when it comes to respect for human rights lies with the Head of Administration, and the Compliance Division will play a central role as we undertake our initiatives towards respect for human rights in cooperation with the relevant departments at Group companies. The Compliance Division will collect information on the status of human rights initiatives on a regular basis to compile an up-to-date picture of the status of the initiatives, and shall report to Co-Founder, Executive Director, Chairman & CEO via the Head of Administration. Co-Founder, Executive Director, Chairman & CEO shall in turn report this information to the Board of Directors, which shall provide regular oversight of this process and instruct corrective action where necessary.
- Equal Opportunities
- Discrimination and harassment
- Protection and management of personal data
- Ensuring health and safety
- Prohibition of forced labour, child labour and human trafficking
- Payment of adequate wages and proper working time management
The Group places great importance on dialogue with stakeholders. To ensure transparency and take responsible actions, we have established a contact point for internal and external stakeholders to consult and report on human rights and compliance issues. Upon receipt of a report, we promptly confirm the facts, and if any negative impacts are identified, we immediately take appropriate measures to remedy and correct them.
Consultation desks and whitsleblowing desks have been set up both inside and outside the Company for employees to report and consult on violations of laws and regulations and internal rules, as well as human rights issues including harassment. When a report is received at a whitsleblowing desk, depending on the content and the person about whom the report is made, an Internal Director or a Full-time Audit & Supervisory Committee Member, or others, takes charge and an investigation team is established in accordance with the internal rules. Investigations by external lawyers are conducted as necessary. If the report is found to be true, it is reported to the Board of Directors, and a person is appointed to take responsibility for corrective measures and measures to prevent recurrence. A total of 44 reports were received (up 15 year on year).
To offer contact points that are open to the public, we clearly indicate contact information on our corporate website and accept consultations and reports on human rights.
The Group strictly prohibits harassment with the aim of creating working environments where diverse human resources can thrive and where their values are respected. Our Human Rights Policy clearly states that “We do not tolerate discrimination of any kind, including nationality, race, ethnicity, age, religion, gender, gender identity or expression, sexual orientation, or disability, nor do we tolerate socially unacceptable language, inappropriate behaviour, or harassment”. Our Company conducts harassment training (e-learning) every year to confirm our stance on prohibiting harassment. In FY2025, all employees, including directors, completed the course.
In addition, following the resignation of a director due to harassment in September 2025, we held a new training programme for all employees other than board members. For managers in particular, we conducted online group training for new managers to learn about harassment from the perspective of a manager. For managers ranking at the current “Manager” level or higher, we conducted e-learning to reconfirm basic knowledge, followed by group discussions on harassment cases.
In April 2025, we formulated our Basic Policy on Customer Harassment, which was published on our Company’s website. Protecting the human rights of employees and protecting working environments in which employees can perform their duties with peace of mind will lead to the provision of high-quality services to our client companies and candidates.
JAC Group has released its “My Declaration of Human Rights” vowing to respect human rights to help achieve a society in which everyone shows respect for human rights, in alignment with the aims of the My Declaration of Human Rights project promoted by Japan’s Ministry of Justice.
The My Declaration of Human Rights project serves as an initiative that aims to achieve a society in which everyone respects human rights. Initiated based on the Japanese government’s National Action Plan on Business and Human Rights (2020-2025) (NAP), the project involves having companies, organizations and individuals prepare a “My Declaration of Human Rights” expressing their commitment to taking action that ensures respect for human rights.