Strengthening Human Rights Initiatives by Utilizing the 'Dialogue and Remedy Platform' - Joining the Japan Center for Engagement and Remedy on Business and Human Rights (JaCER)

Sumitomo Forestry Co., Ltd. (President: Toshiro Mitsuyoshi; Headquarters: Chiyoda-ku, Tokyo) has become a regular member of the Japan Center for Engagement and Remedy on Business and Human Rights (hereinafter JaCER). Starting April 1, we will begin accepting complaints and reports regarding business and human rights issues through the use of the 'Dialogue and Remedy Platform' provided by JaCER. We will accept reports from all stakeholders, not just employees but including the supply chain, to strengthen our initiatives respecting human rights.

■ What is JaCER?
It provides a non-judicial grievance platform, the 'Dialogue and Remedy Platform,' which resolves issues through third-party mediation and complies with the 'UN Guiding Principles on Business and Human Rights*1'. It is an organization that aims to support and promote grievance mechanisms for member companies from a professional standpoint.
(Reference) JaCER Website: https://jacer-bhr.org/index.html

■ Overview of the Dialogue and Remedy Platform
Target Cases
Cases related to business and human rights issues, involving violations or suspected violations of international codes of conduct such as the International Bill of Human Rights, or domestic norms of various countries*2

Target Regions
All regions domestic and overseas

Eligible Users
All stakeholders are eligible, including not only the company's own employees, but also people working at business partners in the value chain, local communities, people who suffer or may suffer adverse impacts from a human rights perspective, and their representatives.

Reporting Destination (JaCER Reporting Form)
https://jacer-bhr.org/application/form.html

Start Date of Use
April 1, 2026

International guidelines, such as the 'UN Guiding Principles on Business and Human Rights,' require companies to build mechanisms where all stakeholders—not just their own employees, but business partners and local residents involved in business activities—can report concerns and have them handled appropriately. This 'grievance mechanism' plays a crucial role in enabling the early detection and rapid response to human rights violations, minimizing the negative impacts on human rights caused by corporate activities. The establishment of a highly transparent dialogue and remedy system also leads to the improvement of a company's social trust.

■ Sumitomo Forestry Group's 'Grievance Mechanism' Initiatives
Until now, we have established compliance counters, harassment consultation desks, global internal whistleblowing hotlines, etc., to accept reports and consultations from employees. By utilizing the 'Dialogue and Remedy Platform', we have created an environment that can be used by a wide range of stakeholders, such as business partners, in addition to group employees. We will establish a dialogue and resolution process through a third party, ensuring even greater fairness and transparency.
(Reference) Sumitomo Forestry Group's Initiatives on Respect for Human Rights: https://sfc.jp/information/sustainability/social/human-rights/

*1 The international norm for respecting human rights in corporate activities unanimously adopted by the UN Human Rights Council in 2011. It consists of three pillars: the state's 'duty to protect human rights,' the corporate 'responsibility to respect human rights,' and 'access to remedy.'
*2 Excludes daily dissatisfaction/complaints.