Sustainable Supply Chain Policy

  • Mitsui & Co.’s mission is to “build brighter futures, everywhere” through realizing a better tomorrow for earth and for people around the world. Toward the realization of this goal, Mitsui & Co. Global Logistics, Ltd. will strive to gain, through business activities of the Mitsui & Co. group, an understanding of issues associated with the supply chains in which Mitsui & Co. group is involved. Furthermore, based on various perspectives of stakeholders who may be affected by these issues, Mitsui & Co. Global Logistics, Ltd. will value dialogue with relevant parties, while working to find solutions to these issues on a global group basis. In this way, Mitsui & Co. Global Logistics, Ltd. will do its utmost to achieve sustainable development.
  • Mitsui & Co. Global Logistics, Ltd. will require its business associates, including suppliers, to understand and implement the following principles, and will strive to create sustainable supply chains in cooperation with them:
  • Respect for International Standards

    To ensure compliance with applicable laws and regulations of relevant countries, fair transactions in accordance with international rules and practice, and corruption prevention.

  • Respect for Human Rights

    To strive not to infringe on human rights in our business activities, nor to contribute to human rights infringements by others through our business relationships, including supply chains.

  • Forced Labor

    Not to tolerate forced labor or any forms of modern slavery, including bonded labor or human trafficking.

  • Child Labor

    Not to tolerate child labor and to comply with the minimum working age stipulated by the law. Not to hire individuals that are under the age of 18 for roles requiring hazardous work.

  • Discrimination

    To prohibit any form of discrimination in employment.

  • Harassment and Inhumane Treatment

    Not to tolerate any form of harassment, irrespective of whether it is physical or mental harassment.

  • Freedom of Association and Right to Collective Bargaining

    To respect the rights of employees to associate freely and bargain collectively in our labor-management relations.

  • Working Hours and Wages

    To manage employees’ working hours, holidays, leaves of absence, and wages properly in accordance with applicable laws and regulations.

  • Occupational Health and Safety

    To secure the health and safety of employees in the work environment.

  • Community impact

    To conduct human rights impact assessments, covering issues such as prevention of pollution and water stress, for prevention of adverse impacts on the safety and health of local communities. To implement necessary measures in line with international standards to avoid risks and mitigate negative impacts.

  • Reduction of Environmental Burden

    To reduce the burden on the environment through the efficient utilization of resources, energy, and water, as well as the thorough reduction, reuse, and recycling of waste, including harmful substances, and its proper disposal. To give the utmost consideration to the environment to the extent technologically and economically feasible by exercising an appropriate degree of influence and evaluating the impact on the environment, not only in the prevention of pollution, but also on such issues as climate change and the conservation of biological diversity.

  • Safety and Security of Products and Services

    To ensure safety and security of products and services.

  • Information Disclosure

    To disclose information properly related to the above principles in a timely manner.

    Where it is identified that in violation of this policy, Mitsui & Co. group’s business activities have caused adverse human rights impact or contributed to it through its business transactions including its supply chains, Mitsui & Co. Global Logistics, Ltd. will work to remediate such impacts through appropriate processes.




As professionals in the logistics field, we will deliver a prosperous future for the whole world.


We will strive to be a global logistics partner who provides logistics solutions together with innovative “Logistics + α” services.

  • Quality Policy

    We give top priority to earning the trust and confidence of customers by carefully and accurately handling the properties entrusted to us by the customers, protecting the properties and customer information in line with the basic behavior rules, and constantly making improvements and devising measures for higher operational efficiency.

  • Environmental Policy

    Global environmental problems should be tackled by all humankind. Accordingly, each individual employee will raise their environmental awareness and comply with related laws and regulations for the effective and efficient use of energy and resources as well as for the reduction, reuse and recycling of waste. We will make all-out efforts to reduce our environmental impact.

Occupational Health and Safety Policy

We are firmly committed to ensuring the health and safety of all members working at our workplaces. We will implement health and safety activities on a daily basis for zero workplace accidents. We will keep our workplaces healthy and hygienic by steadily conducting the 5S (Seiri, Seiton, Seiketsu, Seiso and Shitsuke) activities.


General employer action plan made based on the Act on Advancement of Measures to Support Raising Next-Generation Children(July 28, 2014)

The Act on Advancement of Measures to Support Raising Next-Generation Children was enforced on a full scale on April 1, 2005 against the backdrop of the rapidly decreasing birthrate in Japan (and revised on July 1, 2012). The Act mandates employers of a certain size and larger to formulate an action plan to help employees make their work and childcare responsibilities compatible so that employees can bear and raise children, who are the next generation of leaders in a better environment. Accordingly, Mitsui & Co. Global Logistics formulated the following action plan with a view to helping all employees, not limited to those raising children, make their business life and private life compatible and fully demonstrate their abilities at their respective workplaces.

  • Target period

    August 1, 2014 to July 31, 2017 (Phase 1)
    August 11, 2017〜 (Phase 2)
    April 1, 2021 to May 31, 2024 (Phase 3)

  • Action plan, goals,
    and specific measures

    Formulation of an action plan and goals in line with the Act

  • -Improve the work environment to help employees raising children make their business life and private life compatible
    - Raise awareness about the treatment of employees taking childcare leave and issues related to the working conditions applied to those returning from the leave to their workplaces
    From 2017: Revise the related in-house rules to provide employees with more support than that provided for in the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members.
  • Improve work conditions through work style reforms
    Shorten total working hours (by reducing overtime work and encouraging employees to take paid leave)
    From 2017: Make employees widely aware of the “no overtime day” and continue sending messages to encourage them to leave their workplaces on time or reduce their overtime work on the day.
  • Promote measures other than those listed in 1 and 2 above. For example, provide young people with opportunities to experience work through internships, employment on a trial basis and vocational training.
    From 2017: Implement an internship program for senior high school students.

General employer action plan made based on the Act on Promotion of Women’s Participation and Advancement in the Workplace(April 1, 2016)

For the creation of a society where all women who want to work are provided with opportunities to express themselves and demonstrate their abilities on a full scale, companies of a certain size and larger are required to formulate and announce an action plan that includes their numerical targets and measures for the empowerment of women. Accordingly, we set the following targets and measures to improve the workplace environment for female employees and to allow them to reach their full potential.

  • Target period

    April 1, 2016 to March 31, 2021
    April 1, 2021 to May 31, 2024

  • Issues

    - The company has few female employees and has not promoted women’s participation enough.
    - The company needs to enhance the management of working hours to reduce employees’ overtime work.

  • Proactively approach female graduates to encourage them to join the company, which is committed to promoting women’s participation, and increase the employment rate of women to 30% of the total 【employment rate of women 2020: 46%】- Dispatch more information to female university students on the new graduate recruitment website (including posting comments from female employees of the company)
    - Raise the awareness of managers about women’s participation/advancement through training provided to them
  • Brief all employees on work-life balance and implement related measures
    Increase the annual rate of employees taking paid leave to 50% (Actual result in fiscal 2019: 60%)
    - Hold a briefing seminar on work-life balance to help employees deepen their understanding of the paid leave system
    - Raise the awareness of managers for the better use of the paid leave system by employees through training provided to them