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Human Rights

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. Respect for international norms

    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. Responsibility to Respect Human Rights

    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. Scope of application

    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. Compliance with application laws and regulations

    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. Human Rights Due Diligence

    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. education

    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. Dialogue and consultation

    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. Disclosure of Information

    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.

Basic principles of personnel policy

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 health and safety management and ethical considerations

Based on the "Fujikura Fujikura Group Corporate Philosophy (MVCV)," Fujikura Group has established "Standards for Fujikura employee Safety and Health Management and Ethical Considerations" to stipulate respect for human rights and the creation of a comfortable working environment, and is promoting the creation of a vibrant workplace where diverse human resource can thrive.

Standards for Fujikura employee health and safety management and ethical considerations

  1. Prohibition of child labor and restriction of youth labor
  2. Prohibition of forced labor
  3. Non-Discrimination
  4. Prohibition of corporal punishment, abuse and harassment
  5. Appropriate management of working hours
  6. Promoting a safe and healthy working environment and health management
  7. Providing fair and equitable compensation
  8. 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.

Fujikura Group UK Modern Slavery and Human Trafficking Statement

Protecting human rights through business activities

Promoting human rights due diligence

Based on the Fujikura Group Human Rights policy, Fujikura Group takes internal measures in the event that a human rights problem becomes apparent through a whistleblowing system and partner meetings with business partners. In recent years, there has been a growing demand to promote human rights due diligence in order to protect human rights and ensure transparency in business activities such as procurement and manufacturing. In fiscal 2020, we continued to follow the procedures outlined in the Guiding Principles on Business and Human Rights to create a human rights due diligence system.

Basic principles of personnel policy

Identifying potential human rights risks and periodically reviewing them

Fujikura Group uses international guidance on human rights, customer surveys, and questionnaires from ESG rating agencies to organize and regularly examine human rights risks that may occur in the course of its business activities.

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

Handling customer questionnaires and RBA audits

Fujikura Group Aiming to build a long-term, sustainable relationship with customer, MCCI responds to requests from customer, such as sustainability questionnaires, RBA survey responses, and on-site audits. In particular, we focus on responding to RBA audits, and by taking the comments and suggestions we receive seriously and responding promptly, we are able to gain the trust of customer and identify and correct human rights risks in our business activities.

Understanding social demands using questionnaires from ESG rating agencies

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

Fujikura Group In establishing or expanding production bases, Minebea hires locally in order to contribute to local social and economic revitalization through the creation of jobs.
In accordance with the labor laws and collective labor agreements of each country, each company stipulates appropriate wages, commuting and other allowances, bonuses, other temporary salaries, and retirement benefits.
For managerial positions at Fujikura and major related company companies, a "role grading system" has been introduced to determine compensation based on "the job or role currently held," and there is no gender-based disparity in the compensation system.
Overseas, each country has established rules that complies with all wage-related laws and regulations regarding minimum wages, legal benefits, overtime, etc., and operates in accordance with these laws and regulations, and pays employees at the determined payment period and time.

人権課題に関するステークホルダーエンゲージメント

Based on the Fujikura Group Human Rights policy, Fujikura assesses potential human rights impacts, considers and implements countermeasures, and discloses information.
In fiscal 2020, we held an ESG meeting with institutional investors to exchange opinions on Fujikura's current status and future initiatives related to business and human rights.
Through communication, we deepen our understanding of human rights risks related to business activities and use them for future countermeasures.

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 Share news about human rights and examples from other companies from among the latest ESG topics at the Sustainability strategy Meeting (held four times a year)
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

フジクラグループは、「フジクラグループ ハラスメント防止ポリシー」を制定し、その取り組みとして、ハラスメント相談窓口の設置や相談フローの整備、新任管理職研修、eラーニングの実施等を通じた啓発活動を行っています。また、国内外に内部通報制度を整備し、その事実が認められた場合は就業規則等に基づき懲戒処分を行い、規程に従い個人情報が特定されない形で公表し、社内周知を図っています。

Fujikura Group Harassment Prevention Policy

1. We do not tolerate harassment of any kind.

We will hire, develop, and treat Fujikura employee who have a strong sense of ownership and who act as the main players.

2. In order to provide all employees with a comfortable and easy-to-work work environment, we will do 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 penetration through the World Human Rights Day campaign

Fujikura Group conducts the "International Human Rights Day Campaign" every year to coincide with International Human Rights Day on December 10th. This campaign involves displaying human rights posters both in Japan and overseas to raise awareness of human rights and to promote in-house penetration of the "Fujikura Group Human Rights policy." In addition, the company intranet provides information on the United Nations "Universal Declaration of Human Rights" and the background to establishment of "International Human Rights Day," providing an opportunity for Group Fujikura employee to think about human rights.

Labor-management relations that emphasize sufficient consultation

Fujikura considers the "freedom of association" and the "right to collective bargaining" to be fundamental human rights that should be respected as a company. In the collective labor agreement concluded between Fujikura and the Fujikura Labor Union, the union is allowed to retain the right to organize, bargain collectively, and dispute. In addition, Fujikura is committed to building a relationship of mutual trust between labor and management by discussing each other's positions with respect. Regarding management policy and business plans, management measures and business policies, we hold "management briefings" and "labor council meetings" as appropriate, where management provides sufficient explanations to the labor union and fully exchanges opinions to deepen understanding between labor and management while working to resolve issues. In addition, training sessions are regularly held on the management environment surrounding Fujikura, the company policy and the labor union movement policy, with labor union leaders, the president, and the heads of each business units department as lecturers. We also hold labor council meetings to discuss and decide on working conditions (e.g., the realization of reforms in the way of working) in order to reach a consensus between labor and management.

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