Our System and Efforts to Achieve Respect for Human Rights

System for Promoting Respect for Human Rights

The Sustainability Committee deliberates efforts for promoting respect for human rights as outlined in the ORIX Human Rights Policy, and reports on the content of these deliberations to the Board of Directors. Information about ORIX’s Sustainability Governance Structure and the role of the Sustainability Committee can be found here.

Compliance Hotline for Consultation and Reporting on Human Rights Issues

ORIX accepts human rights consultations and reports through our internal and external whistleblower system. The internal whistleblower system is available to ORIX Group employees and the external whistleblower system is available to our clients and suppliers. We accept consultations on human rights violations such as harassment and opinions on human rights considerations.

Human rights risk analysis/evaluation and investment and lending-related decisions (establishment of prohibited transactions)

ORIX has worked with third-party experts to analyze the specific risk profiles of its various businesses in order to understand our overall human rights risk profile. Based on these analyses’ results, we have identified regions, business areas, and practices where human rights risks are relatively high in our value chain.
We evaluate projects using the Sustainable Investing and Lending Checklist*, based on the ORIX Sustainable Investing and Lending Policy.Open PDF in New Window[85KB] We also use information from databases provided by third parties in this process. Human rights risk is an important factor in our investment and lending-related decisions. We strictly prohibit transactions with organizations that have elevated or suspected human rights risks, as well as sovereign initiatives in which human rights issues exist or are a concern, as described below.

  • Organizations that carry out forced labor, child labor, human trafficking, or any other practices defined as human rights offenses by the UK Modern Slavery Act 2015
  • Organizations that are operating in countries/regions determined as high risk in relation to human rights violations and have participated in human rights violations
  • A proprietary ORIX checklist based on international sustainability guidelines.

Human Rights Due Diligence

Since 2022, we have been undertaking human rights due diligence with reference to international norms such as the UN Guiding Principles on Business and Human Rights. We conducted desktop analysis to identify and assess potential negative impacts our value chain may have on human rights, and identified the specific human rights risks that are relatively elevated for our organization. For business divisions that appear to be closely related to high-priority issues are conducting more comprehensive training than that offered to all employees, and are working to improve the accuracy of risk assessments through fact-finding surveys that encompass stakeholder engagement, thereby taking steps to prevent and mitigate adverse impacts on human rights.

Efforts to Educate ORIX Group Employees about Human Rights

ORIX has established a Code of Conduct which applies to all directors, officers and employees, which provides basic guidelines to be followed within the course of our daily operations. The Code of Conduct includes items such as “Respect Human Rights” and “Foster Inclusion.”
ORIX carries out compliance training sessions regarding our Code of Conduct both within Japan and overseas. Each session covers "Respect Human Rights" and "Foster Inclusion" as key themes and also addresses "Business and Human Rights" and "Prohibition of Harassment." An e-learning course targeted at employees at ORIX and its domestic and overseas group companies in the fiscal year ended March 31, 2025 had approximately 37,000 participants (approximately 32,900 participated in the fiscal year ended March 2024).
ORIX also offers training on respecting human rights and prohibiting harassment as part of its programs for different employee levels. The training for new hires provides basic knowledge regarding harassment. For newly appointed managers, the training covers specific cases of harassment and how to properly address them, helping them build responsibility and response capabilities as managers. In addition, the third-year training for general employees and the training for newly appointed assistant managers include lectures on ‘Organizational Culture and Communication’ as well as sessions on the theme of ‘Business and Human Rights’. In the fiscal year ended March 31, 2024, around 750 employees participated in these trainings, while around 800 participated in the fiscal year ended March 31, 2025.
In addition to these training programs, we also conduct surveys on compliance awareness and workplace environment interviews, implementing initiatives that foster awareness and mindset shifts among every single group employee.
In April 2024, we revised the ORIX Human Rights Policy and produced an explanatory video and leaflet in both Japanese and English for internal distribution.
In addition to the compliance training conducted annually for all domestic and overseas Group employees, ORIX will begin providing training specifically focused on business and human rights, thereby strengthening awareness and education regarding respect for human rights.

Addressing Human Rights Risks in the Supply Chain

In business divisions where human rights risks in the supply chain are presumed to be relatively high due to the nature of operations, ORIX has conducted risk assessments. We are also conducting surveys of suppliers, including through questionnaires. Based on the survey results, we will formulate plans to prevent and mitigate risks and will work to make continuous improvements.

Creating a Comfortable Workplace for Employees with Diverse Values

At ORIX, diverse people support our diverse businesses. We are creating work environments that are comfortable for all types of employees through the efforts outlined below.

Promoting DE&I (Diversity, Equity & Inclusion)

For a company to grow, it must foster diversity in both the traditional sense (by including personnel from a variety of nationalities, ages, genders, and work backgrounds), and in terms of diversity of viewpoints and thought. By preventing all discrimination (such as that based on race, gender, nationality, religion, disability, sexual orientation, and age) and harassment (such as sexual harassment or workplace bullying), we endeavor to create a corporate culture which respects a wide array of opinions and values. ORIX has also enhanced its human resources and training systems to enable employees to both enjoy a sense of purpose in their work while maximizing their unique abilities and specialties.

Supporting Flexible Work Styles

ORIX aims to establish a safe, healthy working environment for employees with a diverse set of values. We make efforts to reduce excessive working hours which exceed the legal requirements of Japan and foreign jurisdictions. ORIX has a variety of human resource systems in place to enable flexible working styles that match employees’ needs in different life stages – from marriage, childbirth, and child rearing to caring for sick or aging relatives. Employees are given a wide variety of options which they can mix and match to use according to their situations.

Information about ORIX’s diversity, equity & inclusion promotion efforts and workplace environment-related personnel systems can be found here.

Human resources data, including working hours and leave taken, can be found here.