Roland Corporation has the slogans as its management philosophy, “Inspire the Enjoyment of Creativity,” “Be the Best Rather Than the BIGGEST,” and “Cooperative Enthusiasm for All Stakeholders,” and has been striving to contribute to the development of the musical and video cultures through its business activities. Musical and video cultures have the power to transcend national and racial boundaries and bring richness and affluence to the people's minds. By harnessing these business characteristics, we at Roland hope to contribute to the realization of the sustainable society.
Roland recognizes that fundamental human rights are a prerequisite for our business activities and for realizing the society we aim to create, and that they should be respected as a top priority for us in realizing our corporate philosophy.

This policy is a guideline for all Roland officers and employees to respect human rights with a high degree of awareness, and is a superordinate concept in the consideration of human rights.

1. Commitment to respect for Human Rights

Roland hereby declares that we respect the human rights of all people in accordance with the “International Bill of Human Rights, ” the “Guiding Principles on Business and Human Rights” of the United Nations and the “ILO Declaration on Fundamental Principles and Rights at Work” of the International Labour Organization, and that we are committed to increasing our sensitivity to and addressing human rights issues so as not to directly cause or contribute to human rights violations.
Roland will understand the legal regulations and rules which apply in all the nations or regions where we engage in business activities and comply with them. If there is a difference or contradiction between the applicable legal regulations or rules and the international human rights norms, we will search for a way in which we can respect the internationally approved human rights to the maximum without violating such legal regulations or rules.

2. Scope of application

This Policy applies to all officers and employees (full-time, part-time, contract and temporary employees) of Roland Group (including subsidiaries). We will also encourage our suppliers and business partners to respect and implement Roland's Human Rights Policy.

3. Structure of responsibility

At Roland, human rights compliance and commitment is deliberated by the Executive Board and promoted by the Executive Officers and overseen by the Board of Directors.

4. The Human Rights-related issues to which we attach importance

Roland places the following as key human rights issues in its corporate activities. These issues will be reviewed as necessary in the light of changes in the environment and legislation.

• Elimination of discrimination
  Roland endeavors to eliminate discrimination on the basis of race, gender, nationality, age, sexual orientation/identity, religion, ethnicity, disability, ideology, creed and social status.
• Creation of sound workplace environment
  Roland respects the employees' diversity, and endeavor to eliminate discrimination of all kinds. We also endeavor to prohibit harassment, secure proper working environment, working hours and wages, protect the freedom of association and right of organization, and protect privacy.
• Cooperative enthusiasm for all stakeholders
  Roland requests our suppliers and business partners to eliminate discrimination, to prohibit harassment, to secure proper working environment, working hours and wages, to protect the freedom of association and right of organization as well as to prohibit forced labor and child labor, while respecting the suppliers' and business partners' own principles of conduct, and drive it home to those parties.
• Contribution to the local communities
  Roland will actively cooperate and harmonize with local communities to living up to the expectations of the society about the influence the corporate activities have on local communities.

5. Our effort for respect of Human Rights

Roland respects the human rights of all the people engaged in the business and is dedicated to transparent operations.

• Human Rights Due Diligence
  Roland identifies and assess direct and indirect negative human rights impacts of its business activities through the mechanism of Human Rights Due Diligence (a continuous process for mitigating the risk of human rights violation), and continuously monitor situation of improvement. In case where it has been revealed that a negative impact on the human rights has occurred or involvement in such activities has been found, we will take appropriate measures to remedy the situation and prevent recurrence.
• Remedies
  In case where it has become known that Roland's corporate activities are causing occurrence of negative impact, whether direct or indirect, on the human rights, or in case there is consultation or reporting to the Reporting Desk, Roland will take appropriate measures to remedy the situation through appropriate investigation and response. In addition, we ensure the protection of persons who report to the Reporting Desk, handle the content of the report appropriately and keep it strictly confidential.
• Education
  Roland ensures that this policy is properly implemented in all Roland business activities by ensuring that all people involved in the business are aware of it and that all directors and employees in the Roland Group (including subsidiaries) receive the necessary training.
• Dialogue
  Roland engages in genuine consultation and dialogue with stakeholders whose business activities may have a negative impact on human rights, and also utilizes the knowledge and advice of external experts.
• Information disclosure
  Roland appropriately discloses and shares its human rights-related initiatives and impact under this policy internally and externally through its Website, reports and Intranet site.

Established on February 1, 2024

Human Rights Policies（PDF）

Procurement Policies（PDF）