Respect for Human Rights
INPEX supports international standards such as the International Bill of Human Rights, the International Labor Standards of the International Labor Organization (ILO), the United Nations Guiding Principles on Business and Human Rights, and the principles of the United Nations Global Compact. To demonstrate the stance on respect for human rights and fulfill the responsibilities, in May 2017 INPEX established and announced the INPEX Group Human Rights Policy. In accordance with that policy, INPEX takes measures to address the human rights of all stakeholders including the supply chain in each country and region where INPEX conducts business. Our Human Rights Policy prohibits all forced labor and child labor and confirms our respect for freedom of association and protection of the right to organize.
To comply with the United Kingdom Modern Slavery Act 2015, each year since FY 2016 INPEX has released a statement on the company website to disclose the policies, systems, and measures for preventing slave labor and human trafficking within the company and throughout the supply chain.
According to the INPEX Group Human Rights Policy, Corporate Social Responsibility Principle, Business Principles, and Code of Conduct, all executives and employees are required not only to comply with laws and regulations but also to respect social norms and act with high moral values. Our Code of Conduct, in particular, makes the following statements concerning human rights.
- We recognize that human rights are important rights that derive from the dignity of individuals, and we respect the human rights of individuals in relevant countries.
- We respect international human rights codes, and we pay attention not to be involved in any act that may infringe human rights.
- We do not discriminate based on factors such as race, skin color, gender,sexual orientation, gender identity, age, creed, religion, birth, nationality,disabilities, or educational background.
- We do not force employees to work against their will, and we do not cause children to work.
The Compliance Committee, which consists of directors and executive officers, is chaired by the director in charge of compliance, meets regularly to ensure strict compliance with corporate ethics and the Code of Conduct.
Human Rights Initiatives
When implementing projects, we voluntarily adopt IFC Performance Standards as our standards. For both new and existing projects, we conduct studies in the regions where we operate on possible environmental and social impacts including labor issues and human rights, identify risks, and implement prevention, mitigation and monitoring.
When conducting those studies, INPEX emphasizes dialogue with local governments, local residents, and other stakeholders. In Australia, in addition to 250 face-to-face meetings, communication via phone and email was provided to government, business and community stakeholders in FY 2019. When withdrawing business, INPEX conducts studies and assessments in advance on the environmental and social impacts of abandoning wells and removing facilities, fully considers the safety of local communities and the environment, and takes appropriate measures with the consent of local residents.
Human Rights Due Diligence
Since FY 2016, the Company has been conducting human rights due diligence at domestic and overseas sites as part of efforts to enhance its human rights management. We found some human rights risks in the form of poor complaints handling processes of our suppliers and other business partners. These risks were also reflected in questions asked in the previously mentioned self-assessments conducted by major suppliers. From that time, we have continued discussions with each site to ensure implementation of the PDCA cycle through the following.
- Identify human rights violation cases in the oil and natural gas industry in the past
- Categorize possible human rights violation cases (child labor, forced labor, freedom of association, right to bargain collectively, employment discrimination, social discrimination)
- Analyze country risk based on statistical data
- Conduct surveys and interviews, with reference to the Global Compact Self Assessment Tool for the Ten Principles of the United Nations Global Compact, at all INPEX business sites to understand the status of responses to human rights risks identified through the desktop investigation
Examination and Implementation of Action Plans
- Confirm the status of the management of human rights risk based on the assessment as mentioned above
- Provide feedbacks on the results of the assessment to each business site and discuss future actions, such as widely disseminating the INPEX Group Human Rights Policy and providing human rights education
- In an effort to strengthen respect for human rights based on the results of the assessment, continue to provide human rights education to employees
Raising Executive and Employee Awareness Regarding Human Rights
To deepen awareness of the importance of taking into consideration the human rights of various stakeholders in day-to-day operations, we conducted human rights training for all executives and employees in FY 2017 and has been continuing the training for all new employees since FY 2018. We also joined the IPIECA*1 Human Rights Working Group. This working group collaborates on activities, including review of human rights due diligence in the supply chain and information-sharing on the prevention of modern slavery, such as child labor and forced labor. There were no occurrences of serious violations related to discrimination or human rights abuse in FY 2019.
The global oil and natural gas industry association for environmental and social issues
Dialogue and Complaints Handling Between Labor and Management
We promptly recognize discrimination, human rights, harassment and other issues, and minimize related risks. We have also established a grievance system to comply in good faith with our compliance obligations. In addition, the labor agreement with the INPEX labor union stipulates that the union possesses three labor rights (the right to organize, the right to bargain collectively, and the right to act collectively). Opportunities for discussions on labor issues between management and labor representatives are provided at overseas offices as well. We strive to maintain and develop a healthy labor-management relationship by regularly providing opportunities for labor and management representatives to exchange views and ideas on a wide range of issues, including not only labor issues but also challenges and the future outlook of the Company. INPEX provides appropriate notification in advance of any operational change that will significantly affect employees. No complaints have been received so far since the union was formed in October 2008.