Society

Of foundational importance to the YKK Group's business activities is the concept of the CYCLE OF GOODNESS^®, which states that "no one prospers without rendering benefit to others." In order to carry out its business activities in accordance with this concept, YKK AP upholds the YKK Group Code of Conduct, which consists of 7 principles and 29 bylaws that employees of the YKK Group in all countries and regions must follow with a common understanding, and clearly states that it will not engage in discrimination or the violation of human rights for any reason. This policy complements one of the Code's principles, namely Respect for Human Rights, and both supports and respects international norms on human rights, such as the UN Guiding Principles on Business and Human Rights.

At a meeting on March 24, 2023, the YKK AP Board of Directors adopted the YKK AP Human Rights Policy Statement. Accompanying the revision of the YKK Group Human Rights Policy Statement, YKK AP has formulated its own policy that, while sharing the fundamentals of the YKK Group, takes into account the human rights issues that arise in relation to YKK AP's business activities.

YKK AP is aware that addressing the following human rights issues relating to its business activities is a key part of its human rights responsibilities and responds with the following appropriate procedures.

Based on the UN Guiding Principles on Business and Human Rights, YKK AP conducts due diligence with respect to human rights. Through this framework, we identify negative human rights impacts and work to prevent or mitigate them.

Our policy for addressing human rights issues is formulated from a company-wide perspective at the Sustainability General Meeting. Based on this policy, the Human Rights Working Group (WG) within the Compliance Committee and related divisions take the lead in promoting interdepartmental activities across the entire group, both Japan and overseas.

We are continuously working to fulfill our responsibility to respect human rights.

The Human Rights WG promotes human rights due diligence by utilizing the YGCC promotion system. Human rights risks are identified through an assessment of the current situation, and relevant departments reflect preventive and corrective measures based on an evaluation using a matrix of impact and likelihood. This is then reported to the Compliance Committee.

We have compiled a list of human rights issues and have formulated countermeasures and specific action plans.

By assessing new human rights risks, the Human Rights Working Group (WG) is working to ascertain the current situation and evaluate these risks' importance and severity. In FY2023, a human rights impact assessment was conducted for employees in Japan. In accordance with the YKK Global Criteria of Compliance (YGCC), the YKK Group's compliance standards based on ISO 26000, human rights risks were identified by mapping an assessment of severity and likelihood of occurrence for each human rights issue. Based on the results of the assessment, we have established a governance system and preventive and corrective measures to reduce risks related to "Long Working Hours," "Discrimination," "Harassment," "Workplace Accidents," and "Leakage of Personal Information," and are stepping up our efforts accordingly. In addition to the risks identified in the human rights impact assessment, we are also pursuing zero-tolerance initiatives in the areas of "Child Labor," "Forced Labor," and "Emergency Planning and Fire Safety."
In FY2024, as part of our overseas initiatives, we expanded the scope of human rights impact assessments to include overseas employees and made progress in identifying human rights risks. In addition, we will improve the accuracy of our assessments by supplementing the information necessary for assessing risk through YGCC audits and individual company consultations, thereby enabling us to formulate effective countermeasures going forward.
Regarding the supply chain, we revised our CSR Questionnaire in line with trends in international norms and industry standards, and reviewed the definition of important suppliers to be surveyed. Specifically, we will implement preventive measures that take into account adverse impacts on human rights through the implementation of questionnaires and analysis of the results. We have conducted CSR Questionnaires for 111 companies to date, and will analyze the results to assess the likelihood of human rights risks occurring.

If it becomes apparent that a YKK AP business, product, or service has caused or contributed to a negative impact on the human rights of anyone affected by that business, product, or service, YKK AP will deal with the concerned persons in good faith and work to correct the corporate activities that were the cause of the issue. Furthermore, if it becomes clear that there is a direct relation between a YKK AP business, product, or service and a negative impact on human rights, or if such a relation is suspected, we will strive to remedy the situation by communicating with the related party. We will work to build systems by which we can receive the concerns and complaints of stakeholders and strive to solve problems or implement remedies. These systems will include internal and external communication channels by which people who have, or may have, suffered negative impacts to their human rights can communicate with our company.

Based on the idea of "autonomy and coexistence," YKK Group creates systems and environments in which each and every employee can demonstrate their full potential, regardless of age, gender, educational background, and so on. The goal is to create a "Forest Organization," a company in which every employee has a consciousness of being a manager, and grows strongly together as a group, like a forest that is made up of individual trees. To create value as such an organization, we work to develop human resources and achieve truly fair personnel systems.
Regarding the reform of the personnel system, we are further focusing on "Performance-Based Meritocracy" in terms of roles, under the philosophy of "Fairness," "Job (role)," and "Autonomy," while aiming for equality of roles, results, and treatment regardless of age, gender, educational background, or nationality. In FY2021, we abolished the mandatory retirement age, enabling employees to continue working regardless of age as long as they are able to fulfill the roles required by the company. This makes it possible for individuals to work regardless of their age as long as they are able to fulfill the role required by the company. The company supports independent working styles by clarifying the expected working methods and the abilities and experience needed to perform roles, and provides opportunities for employees to forge their own careers and put forth their own intentions.

YKK AP has issued the "Diversity & Inclusion Declaration" with the aim of utilizing the diversity of human resources to create new value and increase our future competitiveness in the international community.
We are undertaking initiatives to provide support for balancing work with childcare and nursing care, including promoting systems such as flextime and telework, holding seminars on balancing work and caregiving, and implementing a company-sponsored "Petit MBA for Childcare Leave" program to help employees return to work after taking childcare leave. A system has been in place since FY2022 that allows employees to apply for a change of work location if they wish to accompany their spouse on a job transfer, allowing them to continue their careers without having to resign.

In order to enable diverse work styles, we have established a cross-organizational "Work Style Reform Committee" and are conducting employee engagement surveys to identify issues and make rapid improvements. As examples of our efforts to date, we have established annual paid leave encouragement days, introduced a "refresh leave system," enhanced our telework centered on working from home, updated our communication tools, and provided smartphones to all employees. We are also actively investing in the ongoing improvement of the workplace environment, including air conditioning, cafeterias, restrooms, and break rooms.

In accordance with its Health and Safety Pledge, the YKK Group strives to create work environments where employees can work safely and with reassurance by taking health and safety into consideration and promoting a strong awareness of health and safety by every employee.

As a proactive safety measure to prevent (anticipate) work-related accidents, we identify and improve awkward tasks (unsafe conditions) and shortcuts (unsafe behaviors) based on feedback from operators and near-miss reports, and implement improvements to prevent accidents before they occur (proactive efforts).

In order to ensure safety and prevent accidents by detecting equipment deterioration and problems at an early stage, to maintain performance by preventing deterioration, and to ensure stable operation, we conduct regular equipment safety inspections.
The equipment subject to these inspections is new equipment, reactivated equipment, and existing equipment (inspected every three years).

In the event of a work-related accident, we follow the procedure below.
(1) Situation report to the Occupational Safety and Health Department within 24 hours (initial report within 3 hours)
(2) Share information on the situation with other domestic and overseas locations (within two days of occurrence)
(3) Investigate the circumstances surrounding the accident (within one week of occurrence)
(4) Formulate measures to prevent similar disasters and make improvements (confirm whether similar equipment or operations exist in Japan or Overseas ⇒ roll out horizontally)

In workplaces where there are frequent work-related accidents, serious accidents, or other issues that are considered to be serious safety concerns, we aim to thoroughly identify potential unsafe conditions and behaviors, as well as deficiencies in management, eliminate or minimize the contributing factors discovered, and raise the overall level of safety management.

We view the health of our employees and their families as a management issue, and under our "Health Declaration" adopted in 2018, we have promoted the establishment of a healthy environment, etc., to reduce lifestyle-related diseases and control psychological disorders. As such, we have been recognized as a "2025 Certified Health & Productivity Management Outstanding Organization (Large Corporation Division)."

The YKK Group sees the health of its employees is an important company asset, and we work with employees to promote good health by supporting the ability of each employee to continue working on good physical and mental health and reducing lifestyle-related disease and mental illness.

YKK implements various initiatives based on policies and plans formulated by the "YKK Group Health Promotion Council."

01. Take action to reduce lifestyle-related disease
02. Take measures to reduce mental illness
03. Take measures to support a balance between treatment for illness and work

We are promoting both prevention and treatment through a nationwide system of health management centers and industrial physicians. To prevent lifestyle-related disease, we are working to improve the quality of health management through employee health evaluations using a health management support system, promoting the implementation of post-checkup measures, and cooperating with the Health Insurance Society to encourage lifestyle improvements. In addition, we are promoting smoke-free workplaces to reduce smoking opportunities and achieve the goal of zero unwanted exposure to secondhand smoke. To prevent mental health issues, we are expanding mental health training, supporting self-care using a stress check system, and improving work environments.

We have established a health consultation service both inside and outside the company to promote the maintenance of employee physical and mental health. Inside the company, employees can consult with industrial physicians at business locations and nurses at health management centers, at any time. We also work with external organizations to provide appropriate mental healthcare for employees through counseling by email, by phone, and via remote interviews. This program makes it possible for employees to consult with counselors about a wide variety of concerns regarding their future and their career, etc., and also promotes mental health and increases motivation for work. We help employees to engage in their work actively and comfortably through these efforts.

The YKK Group provides products in response to societal and market demands with particular attention paid to quality based on an integrated production philosophy. We adopted the YKK Group Quality Charter to make clear our stance of continuing to value this concept even as the times change.

In order to contribute to establishing a culture of product safety as promoted by the Ministry of Economy, Trade and Industry as well as to bring the entire company together and work as one to actively implement product safety efforts so that we can provide our customers with safety and security, YKK AP adopted the YKK AP Product Safety Basic Policy, comprised of the Product Safety Pledge and Product Safety Action Guidelines, at its Board of Directors meeting on November 21, 2008.
While the YKK Group has conducted its business activities centered on its commitment to quality since its founding, we will take this opportunity to further strengthen our efforts in pursuit of product safety.

We are working to realize a quality assurance cycle by feeding back customer requests to product development.

The Field Technical Center (FTC), located in Fabrication Technology Department in the Manufacturing Division, was launched to provide technical support to enhance the competitiveness of distributors, as well as offering training and guidance on assembly and delivery to ensure product quality. Assigned to the FTC are 39 FEs, who work at 13 locations nationwide and are active on the front lines of installation sites. By expanding the educational program for FEs and providing technical guidance at training sessions for professional users in each area, we will ensure final quality and conduct education on defect prevention. Further, in addition to visiting the site and investigating the causes when a fault has occurred, they provide feedback to the FTC and Product Development, leading to improved products.

Less than six years after launching the YKK AP Certified Maintenance Technician Association in 2019, more than 300 technicians with a wide range of skills have now joined, strengthening our response capabilities. In addition, there are more than 600 certified maintenance technicians who have taken technical training courses sponsored by YKK AP and have cleared certain standards, and they play an active role in maintenance support in each area. We have also newly enhanced our warranty scheme, launching an extended warranty scheme on October 31, 2023. We will continue striving to improve our services so that our customers can use them with peace of mind for many years to come.

YKK Group enforces a procurement policy consisting of organizational governance, human rights, labor practices, the environment, fair business practices, and consumer issues. This policy is used as a basis for conducting CSR procurement aimed at fulfilling our social responsibilities throughout the supply chain. In order to deepen mutual understanding with our business partners, we have established our Basic Principles of Procurement that stipulate the following five principles: Compliance with laws, regulations, and social norms along with fair and ethical transactions; Consideration for human rights and the labor environment; Consideration for health, safety, and the environment; Quality and product safety assurance; and Information security assurance.

For this reason, and so that we may promote mutual understanding with our trading partners, the YKK Group has specified the following requests as "Basic Principles of Procurement." We ask for your understanding and assent, and we hope that you will join us in the fulfillment of our responsibilities to society.

In FY2022, we conducted a CSR survey of 1,184 suppliers with whom we have concluded agreements on the Basic Transaction Principles. Since FY2023, we have conducted a CSR survey with more in-depth questions for our major business partners and suppliers who handle particularly important materials and components. We will continue to undertake improvement activities based on analysis of the results of this CSR survey and strive for mutual understanding with our suppliers.

YKK APʼs intellectual property activities are premised on the basic policy of "contributing to the prosperity of our customers and business partners and contributing to society by encouraging the creation of intellectual property that generates new value while respecting the intellectual property of others, and by protecting and utilizing such intellectual property to promote the development of our business." By practicing the YKK Philosophy ― CYCLE OF GOODNESS^® in accordance with this policy we are working to achieve sustainable growth and enhance corporate value through activities centered on the following four perspectives.

YKK AP collaborates with all stakeholders, including employees, customers, business partners, and local communities, to continue being a company that is trusted by the community and loved by society. We strive to improve our corporate value by providing a place for dialog as necessary to be of use in business innovation and product quality improvement.
Our "Multi-Stakeholder Policy" is formulated based on a recognition of the importance of value co-creation between a variety of stakeholders - including employees, clients, end users, and regional communities - in our business operations according to YKK AP's Purpose of "We Build a Better Society Through Architectural Products." Please refer to the following link for details on our policy and our concrete initiatives at implementing it.