Basic Concept
Fujikura Group clearly states in its Fujikura Group Human Rights policy that it will respect basic human rights as defined by the Universal Declaration of Human Rights and other documents in conducting its business activities globally.
In addition, when formulating policy and measures regarding human rights, we also refer to international principles such as the United Nations Guiding Principles on Business and Human Rights, the OECD guideline for Multinational Enterprises, the ILO Declaration on Fundamental Principles and Rights at Work, and International Labor Standards, in order to promote understanding of and realize human rights.
Fujikura Group Policy on Human Rights
Fujikura Group is living up to the trust of customer around the world and contributing to the development of the international community through its "Tsunagu" Technology™. We fully understand that the human rights of all people affected by our global business activities must be protected, and we respect human dignity and all internationally recognized human rights.
This Human Rights policy is based on Fujikura Group 's Corporate Philosophy and Code of Conduct and declares our responsibility to respect human rights.
1. 国際規範の尊重
Fujikura Group supports and respects international standards on human rights, such as the International Bill of Human Rights, which defines the basic human rights that all people around the world should enjoy, and the ILO Declaration on Fundamental Principles and Rights at Work, which stipulates basic rights at work. In addition, we have established the Fujikura Group Human Rights Policy (hereinafter, this policy) based on the United Nations Guiding policy on Business and Human Rights, and will promote efforts to respect human rights.
2. 人権尊重の責任
If Fujikura Group 's business activities result in an adverse impact on human rights, or if it becomes clear that it has contributed to such an impact, it will fulfill its responsibility to respect human rights by taking appropriate remedial measures to correct the impact and by taking preventive and mitigating measures.
Fujikura Group will appoint an individual to be responsible for implementing this policy, and that individual will be responsible for overseeing compliance with this policy.
3. 適用の範囲
This policy is application to all Fujikura employee of Fujikura Group officers and employees, including full-time, contractual, and temporary Fujikura employee, including full-Fujikura employee, Fujikura employee contractual, and temporary . In addition, if the negative impact on human rights by our business partners or other stakeholders is directly linked to our business activities, we will ask these partners to respect human rights and take measures to avoid infringements.
4. 適用法令の遵守
Fujikura Group will comply with the laws and regulations application in each country and region it conducts business in. In the event of a conflict between internationally recognized human rights and the laws and rules of each country or region, we will respect internationally recognized human rights principles while giving as much consideration as possible to the laws and rules of each country or region.
5. 人権デューディリジェンス
Based on the United Nations Guiding Principles on Business and Human Rights, Fujikura Group will conduct human rights due diligence to identify, prevent, and mitigate actual or potential adverse impacts on human rights caused by its business activities.
The human rights due diligence process includes assessing actual or potential human rights impacts, considering and implementing measures based on the results of the assessment, verifying the effectiveness of those measures, and publishing any further actions based on the verification of their effectiveness.
Furthermore, we will continually conduct human rights due diligence, recognizing that adverse impacts on human rights may change depending on business situation of Fujikura Group.
6. 教育
Fujikura Group will continue to provide appropriate education and raise awareness among its officers and all employees to ensure that this policy and human rights due diligence are well understood and effectively implemented throughout its business activities.
7. 対話・協議
In implementing this policy, Fujikura Group will utilize external human rights expertise and will proactively engage in dialogue and discussions with stakeholder who are adversely affected by actual or potential human rights issues in our business activities to identify issues and to discuss efforts to improve them.
8. 情報の開示
To fulfill its accountability regarding this policy, Fujikura Group will report on the status of its human rights efforts in its Corporate Social Responsibility (CSR) reports and on its website.
Basic principles of personnel policy
Fujikura Group 's basic philosophy is to accurately grasp the needs of customer, Fujikura employee, and society and reflect them in its personnel policies and systems in order to build win-win relationships between the three parties.
Group HRM Vision
In order to continue to grow and prevail in the global market, Fujikura Group establishment the Group HRM Vision in September 2017 as the starting point and compass for human resource management.
establishment of the HRM Vision clearly states and declares, both inside and outside the company, that we will accelerate the securing and promotion of global human resource, create an environment in which all Group Fujikura employee can feel a sense of growth and self-actualization through their work, provide career opportunities regardless of nationality, race, gender, religion, age, etc., promote diversity so that human resource with diverse backgrounds and ways of thinking can play an active role, and work to develop global leaders, etc. We are communicating this to each Group company through Group HR unit liaison meetings, etc., to ensure that it is fully understood.
Group HRM Vision "Everyone working at Fujikura Group is an asset"
human resource
We will hire, develop, and treat Fujikura employee who have a strong sense of ownership and who act as the main players.
Desired behavior
We will promote the creation of organization diverse human resource can thrive, regardless of nationality, race, gender, religion, age, etc.
Diversity
We encourage each Fujikura employee to respect each other, cooperate and encourage each other, and lead change.
Opportunity provision
We will seek out human resource necessary for the further growth of the Group from around the world, provide them with opportunities, and select them for promotion.
Standards for Fujikura employee safety and health management and ethical considerations
Based on the Fujikura Group Corporate Philosophy (MVCV), Fujikura Group has established standards for Fujikura employee health and safety management and ethical considerations, stipulating respect for human rights and the creation of a comfortable working environment, and promoting the creation of a vibrant workplace where diverse human resource can thrive.
Standards for Fujikura employee safety and health management and ethical considerations
- Prohibition of child labor and restriction of youth labor
- Prohibition of forced labor
- Non-Discrimination
- Prohibition of corporal punishment, abuse and harassment
- Appropriate management of working hours
- Promoting a safe and healthy working environment and health management
- Providing fair and equitable compensation
- Respect for workers' rights
Compliance with the UK Modern Slavery Act
In response to the UK law "Modern Slavery Act 2015," Fujikura Group formulated the "Fujikura Group UK Statement on Modern Slavery and Human Trafficking" in 2017. Since establishment the statement, we have been disseminating it globally via our company intranet to raise Fujikura employee awareness.
Protecting human rights through business activities
Promoting human rights due diligence
Fujikura Group takes internal measures when human rights issues become apparent through a whistleblowing system and partner meetings with business partners in accordance with the Fujikura Group Human Rights policy. In recent years, in order to protect human rights and ensure transparency in business activities such as procurement and manufacturing, there has been a need to promote human rights due diligence, and we have established a human rights due diligence system in accordance with the procedures set forth in the "Guiding Principles on Business and Human Rights" and are working to review it regularly.
Identifying potential human rights risks and periodically reviewing them
フジクラグループは、人権に関する国際的なガイダンスや顧客からのアンケートおよびESG評価機関の調査票などを活用し、事業活動を通じて起こりうる人権リスクの整理と定期的な精査を行っています。
Anticipated human rights risks related to Fujikura Group 's business activities
| business Activities | Procurement | manufacturing | sales |
|---|---|---|---|
| Human rights risks | Child labor, forced labor, abuse of preferential treatment, discrimination, non-payment of wages, unfair dismissal, health and safety, etc. | Occupational safety and health, labor-management relations, foreign workers, freedom of association, harassment, etc. | Product safety and quality, human rights violations due to unintended use, etc. |
| Stakeholder | Suppliers, local communities | Group Fujikura employee | customer, local communities |
| business impact | Impact on stable procurement and risk of losing customer | Declining engagement | Damage to brand value |
| Risk Identification | Communicating with suppliers through partners' meetings and conducting surveys | Utilizing the internal reporting system, internal audit by specialized unit, and responding to RBA audits by customer | Understanding trends in human rights-related bills |
顧客からの調査票やRBA監査対応
フジクラグループは、顧客との長期持続的な関係構築を目指し、顧客から要請されるサステナビリティアンケートやRBA調査票への回答、実地監査などの対応を行っています。特にRBA監査対応に注力しており、いただいたご指摘などを真摯に受け止め迅速に対応することで、顧客からの信頼獲得とともに事業活動における人権リスクの把握および是正につなげています。
ESG評価機関の調査票を活用した社会要請の把握
Fujikura Group proactively responds to surveys received from ESG rating agencies to understand the current situation and respond to society's demands. By analyzing the different evaluations given by each ESG rating agency, we are able to identify issues, such as the actions and information disclosure required of companies, and use this information to strengthen our management foundation.
Wage management for local employment
フジクラグループは、生産拠点の新設や拡張にあたって、雇用創出を通じて地域の社会・経済の活性化に貢献すべく、現地で採用を行っています。
賃金については各国の労働基準法や労働協約に基づき、適切な賃金、通勤等の諸手当、賞与、そのほか臨時に支払われる給与、退職金などを各社ごとに規定しております。
フジクラおよび主要な関係会社の管理職においては「現在担う仕事・役割」に基づき報酬を決める「役割等級制度」を導入しており、報酬体系上、性別による格差はありません。
海外においては、国ごとに、最低賃金、法定給付、超過勤務等に関するすべての賃金関連法令を順守した規則を定め、これに基づいて運用し、決められた支払い期間と時期に支給しています。
stakeholder engagement on human rights issues
Based on the Fujikura Group Human Rights policy, Fujikura assesses potential human rights impacts, considers and implements countermeasures, discloses information, etc., and exchanges opinions with institutional investors and others on ESG-related topics, including business and human rights.
Through communication, we deepen our understanding of human rights risks related to business activities and use them for future measures.
Initiatives for human rights in procurement activities
グローバル化が進む企業活動においては自社のみならず、サプライチェーン全体での社会への責任が問われています。フジクラグループでは人権に関する内容を含むCSR調達に取り組んでいます。
詳細は「調達活動」をご参照ください。
Raising awareness within the company about business and human rights
Fujikura Group continues to conduct awareness-raising activities to foster respect for human rights and promote understanding of human rights issues through activities to instill the Fujikura Group Code of Conduct among all Fujikura employee, including executives.
| Target Audience | Main Contents |
|---|---|
| For all Fujikura employee | Conducting the "World Human Rights Day Campaign" every year to coincide with "World Human Rights Day" on December 10th. Implementing e-learning training on how to promote understanding of and respond to harassment. |
| For Executives | The Sustainability Promotion committee discusses priority issues for each sustainability theme, including human rights. |
| For new Fujikura employee | Conduct basic training on sustainability and promote understanding and discussion of the SDGs |
| For Procurement a person in charge | Understanding the content of CSR Procurement guideline and sharing basic information on "Business and Human Rights" |
Establishment of a consultation desk for Fujikura employee
Fujikura has set up a "Harassment Consultation Desk," an "Internal Reporting System," an "Internal Reporting Desk Fujikura Group Overseas Bases," and a "Childcare/Nursing Care Consultation Desk." In addition to internal reporting, we have established a system to accept various reports and consultations, including any issues related to human rights, discrimination, and harassment that Fujikura employee may have in the workplace, and we aim to detect, resolve, and correct problems early. Anonymous consultations are also accepted, and a system is in place that allows employees to consult directly with an outside lawyer.
Initiatives to prevent harassment
Fujikura Group has establishment the "Fujikura Group Harassment Prevention Policy," and as part of its efforts, has established a harassment consultation desk, put in place a consultation flow, and is conducting awareness-raising activities through training for newly appointed managers, implementing e-learning, etc. In addition, the Group has established an internal reporting system both in Japan and overseas, and if any harassment is confirmed, disciplinary action is taken in accordance with the work rules, etc., and in accordance with regulation, personal information is made public in a form that does not identify the employee, and the information is made known within the company.
Fujikura Group Harassment Prevention Policy
1. We do not tolerate harassment of any kind.
2. In order to provide a comfortable and pleasant working environment for all employees, we will implement the following:
- We will conduct educational and awareness-raising activities to prevent harassment.
- We will set up a consultation and complaint desk for harassment to widely accept inquiries and complaints.
- We will promptly investigate any inquiries or complaints, while respecting privacy. In addition, we will not treat anyone unfavorably for having made an inquiry or cooperated in the investigation of the facts.
- If any harassment is discovered, we will deal with it promptly and strictly and take measures to resolve the issue and prevent recurrence.
In-house promotion through the World Human Rights Day campaign
フジクラグループでは、12月10日の「世界人権デー」にあわせて、「世界人権デー・キャンペーン」を毎年行っています。本キャンペーンは人権意識の啓発と「フジクラグループ人権方針」の社内浸透などを図るために、国内外で人権ポスターを掲示しています。また、社内イントラネットで国連「世界人権宣言」ならびに「世界人権デー」を制定した経緯などを伝え、グループ社員に人権について考える機会としています。
加えて、フジクラでは人権に関するeラーニングを実施しており、人権意識の向上に努めています。
eラーニングの実績については、こちらをご参照ください。
Labor-management relations that emphasize sufficient consultation
フジクラは、「結社の自由」「団体交渉権」を、企業として尊重すべき基本的人権の1つと考えており、フジクラとフジクラ労働組合とで締結している労働協約において、組合が団結権、団体交渉権、争議権を保有することを認めています。また、フジクラでは労使がお互いの立場を尊重しながら話し合うことで相互の信頼関係を築くことを約束しています。経営方針や事業計画、経営施策・事業施策については、適宜に「経営説明会」や「労働協議会」を開催し、経営者から労働組合に対して十分な説明を行うとともに、意見交換を十分に行い、労使間で理解を深めながら課題解決に努めています。また、フジクラを取り巻く経営環境・会社方針や労働組合の運動方針について、労働組合幹部・社長・各事業部門長を講師とした研修会を定期的に開催しています。労働条件（働き方改革の実現など）についても、労働協議会にて労使間の合意を得るための協議を尽くして決定しています。
Opportunities for communication
- Management briefing (twice a year)
- Labor council (held as necessary): quarterly settlement of accounts results, monthly profits, production status, labor status, working conditions, etc.
- Labor-management training session (once a year): Corporate Philosophy and policy, labor union movement policy, etc.
- Collaboration with related company (held as necessary): Exchange of opinions with labor and management related company