Our People

Zero Tolerance

Epson is serious about keeping all forms of discrimination and unfair practices out of its operations around the world. This stance is reflected in our participation in the United Nations Global Compact since 2004. In 2005 we documented policies that outline Epson's strong convictions in areas including respect for human rights, elimination of harassment, eradication of all forms of discrimination, respect for local culture and customs, prohibition of child and forced labor, and maintenance of positive labor relations.

We have established services that employees can use to report or consult on abuses of any kind. These services include such things as a harassment hotline, employee counseling service, and Epson helpline. Epson also strives to prevent fraud and other forms of misconduct in a number of ways, including by periodically sharing information with all employees and by raising awareness with bulletins on the intranet.

Policies regarding Human Rights and Labor Standards

Power Harassment Prevention Training

Epson maintains a harassment hotline to respond to employees' harassment concerns. Epson has been actively fostering the development of an organizational culture with zero tolerance for harassment. To achieve a fair and pleasant working environment, we provide anti-power harassment training seminars to Epson Group companies as a way to prevent and stamp out harassment.

In fiscal 2015, we carried out training for management (directors and administrative officers) and all managerial staff at Group companies in Japan, with 100% attendance. In fiscal 2016, we expanded the training to middle management and personnel who are to be transferred overseas. More than 90% of those eligible attended the training in fiscal 2017.

The training has also been provided to personnel who are newly promoted to management and other leadership positions since fiscal 2016.

Power Harassment Prevention Training

Human Rights Due Diligence

Our company uses the vertical integration business model, and the majority of the products we sell are produced by our manufacturing subsidiaries. In addition, we sell our products across the globe through our subsidiary sales companies. Regarding identification of human rights risks throughout our business, our suppliers perform a CSR self-assessment questionnaire so that we can identify and understand risks in the supply chain.
For our manufacturing and sales subsidiaries, it is said that human rights risks are high throughout Southeast Asia at production sites in general, so to confirm human rights risks in our overseas subsidiaries, we had all of our overseas subsidiaries, including sales companies, complete an Epson CSR self-assessment. The results allowed us to identify risks, and we instructed our overseas subsidiaries to take steps to mitigate these risks.
The CSR self-assessment will be performed yearly, and we will encourage companies to understand where the issues are and to address them.

CSR Self-assessments by Oversears Epson Group Companies

In the 2017 fiscal year, Epson had its overseas group companies complete a self-assessment questionnaire (SAQ) to evaluate their performance with respect to CSR requirements. The purpose of the SAQ was to identify and address risks and potential threats in areas such as human rights. Epson created the SAQ based on the basic requirements of the Responsible Business Alliance (RBA). The SAQ consisted of 100 questions concerning things such as human rights, labor, safety and health, the environment, the management system, and ethics. Suppliers were asked to complete the same questionnaire as part of our socially responsible procurement program.

Power Harassment Prevention Training
Power Harassment Prevention Training
Power Harassment Prevention Training
Power Harassment Prevention Training


  • No serious compliance or ethics problems were found at any overseas Group companies as a result of the SAQ.
  • In part because this was the first such SAQ, not all affiliates understood the intent of the questions, so the Head Office will provide further explanation and education.
  • Some affiliates did not fully understand the Epson Group's basic policies, rules, and guidelines, so the Head Office will act to improve understanding.
  • A fairly large number of affiliates had not communicated the Epson Group's basic policies, rules, and guidelines to their employees or had not established their own objectives or action plans (in the areas of labor, safety and health, the environment, and suppliers). The Head Office will provide instruction and support to these affiliates and promote action across the Epson Group.

High risk companies (3 companies)

Situation Action
Two of the companies did not understand some of the questions well enough to answer appropriately. Visit the companies to explain the questions to the people in charge and to check the situation on site.
One company that recently joined the Epson Group was not adequately apprised of Epson's policies and management requirements. The Head Office will establish a communication policy, explain requirements, and provide support.

The Head Office and the companies deemed high-risk will draft and execute plans to address issues to bring them up to the middle-risk or low-risk levels by March 31, 2019.

Security Personnel Trained in Human Rights

Seiko Epson outsources security operations to security companies and asks them to train those employees in human rights policies or procedures. In FY2017 we conducted a CSR self-assessment questionnaire to confirm that thoses suppliers, as well as other suppliers of indirect materials, provided human rights training to those people.