Philosophy and Policy on Human Rights
The Fujikura Group Policy on Human Rights expresses the responsibility to respect basic human rights stipulated in the Universal Declaration of Human Rights during the course of our business activities globally.
In addition, we strive to promote understanding and the actualization of human rights and reference international norms such as the International Labor Standards, the International Labour Organization's Declaration on Fundamental Principles and Rights at Work, and the OECD Guidelines for Multinational Enterprises and the Guiding Principles on Business and Human Rights established by the UN as we establish policies and measures on human rights.
Fujikura Group Policy on Human Rights
Established on January, 1, 2017
The Fujikura Group contributes to the development of the international community through excellent 'Tsunagu' (the Japanese word meaning "connecting") technology in response to the trust of our customers around the world. We fully understand that the human rights of all people affected by our globally developing business activities must be protected, and will respect human dignity and all internationally recognized human rights.
The Fujikura Group Policy on Human Rights (hereafter "this Policy") expresses the responsibility to respect human rights based on the management philosophy and code of conduct of the Fujikura Group.
Basic Philosophy on Personnel Policies
The Fujikura Group has established a basic policy to identify the needs of stakeholders and reflect this in its personnel policies and systems in order to build win-win relationships with customers, employees and society.
Group HRM Vision
The Fujikura Group established the Group HRM Vision in September 2017 as a compass guiding our human resources management to ensure we can beat out competition globally and grow as a group of companies.
Through the establishment of the Group HRM Vision, we hope to speed up the hiring of human resources globally, create an environment where all group employees can achieve growth and self-actualization through their work, provide career opportunities to all regardless of nationality, race, gender, religion or age, promote diversity that embraces a workforce with various backgrounds and approaches, and foster global leaders. This is achieved by putting these actions into writing and broadly sharing them with stakeholders inside and outside the company. Through the Group Human Resource Committee and others, we seek to share information with other group companies and ensure the Group HRM Vision is implemented by all.
Group HRM Vision
Standards for Ethical Consideration and the Health and Safety Management of Employees
Under the Fujikura Group Corporate Philosophy (MVCV), the Fujikura Group has established standards for ethical consideration and the health and safety management of employees to establish a workplace environment that respects human rights and is comfortable for employees by establishing workplaces where a diverse workforce can thrive professionally.
Criteria for the Management of Employees' Health and Safety and for Ethical Considerations (Established in April 2007)
Response to the UK’s Modern Slavery Act 2015
In 2017, we established the Fujikura Group Slavery and Human Trafficking Statement in response to the UK’s Modern Slavery Act 2015. Since establishing the statement, we are making efforts to make it known to all of our employees globally through our company intranet.This Statement has been reported to the Management Meeting of the Company and signed by Shigeo Sekikawa, Senior Vice President & Member of the Board, Human Rights Officer.
Protection of Human Rights Through Business Activities
Specifying and Regular Examination of Potential Human Rights Risks
The Fujikura Group uses international guidance on human rights, surveys from customers, and questionnaires from ESG rating institutions to establish human rights risks that could materialize through business activities and carefully examine them on a regular basis.
|Human Rights Risks||Child labor, forced labor, abuse of superior position, discrimination, non-payment of wages, wrongful dismissal, safety and health, etc.||Occupational health and safety, labor-management relations, foreign workers, freedom of association, harassment, etc.Occupational health and safety, labor-management relations, foreign workers, freedom of association, harassment, etc.||Human rights violations due to product safety and quality, unintended use, etc.Human rights violations due to product safety and quality, unintended use, etc.|
|Impact||Impact on stable procurement and risk of customer losses||Reduction in engagement||Damage to brand value|
|Risk Assessment||Communication with suppliers through Partners Meetings and conducting surveys||Use of the Whistleblower system, internal audits by a specialized department, responses to RBA audits from customersv||Understanding trends in legislation concerning human rights|
Initiative 1: Responding to Questionnaires from Customers and RBA Audits
The Fujikura Group aims to build long-term, sustainable relationships with customers and responds to sustainability surveys, RBA questionnaires, on-site audits, and other requests by customers. We focus our efforts on RBA audits in particular, take any findings received seriously, and respond quickly. This enables us to earn the trust of our customers and leads to the identification and correction of human rights risks in business activities.
Initiative 2: Using Surveys from ESG Rating Organizations to Determine Social Demands
The Fujikura Group actively responds to surveys received from ESG rating organizations to determine actual conditions and respond to social demands. We extract the issues in actions, information disclosure, and other things demanded of the company by analyzing the different ratings by each ESG rating organization. This leads to stronger management infrastructure.
Wage Management for Local Hiring
The Fujikura Group hires locally whenever it establishes or expands its production sites overseas in order to actively contribute to the local society and economy through job creation. We make sure that wages paid to employees hired locally exceed the minimum wage in each particular location.
Each of our companies have rules in place for decent pay, various stipends for commuting, bonuses, other discretionary pay, and retirement benefits, based on the labor standards laws and labor agreements in each country.
For management staff at Fujikura and its main affiliated companies, we have introduced an arrangement of role ranks based on their current job and roles. We ensure there is no gender gap in the compensation system.
Outside of Japan, we have established rules in full compliance with local laws on wages concerning the minimum wage, statutory pay, and overtime work in every country where we operate. Based on these laws, we ensure wages are paid according to a pre-determined schedule.
Human Rights Due Diligence
Based on the Fujikura Group Policy on Human Rights, the Fujikura Group takes steps internally to address human rights issues when they emerge through the company’s internal reporting system and Partners Meetings with suppliers. The practice of human rights due diligence is now required to protect human rights and ensure transparency in procurement, manufacturing, and other business activities.
In FY2019, we worked to build a human rights due diligence framework based on the procedures outlined in the Guiding Principles on Business and Human Rights.
Raising Awareness Internally
Efforts Toward Harassment Prevention
At the Fujikura Group, we established the Fujikura Group Harassment Prevention Policy and promote the following initiatives.
Fujikura Group Harassment Prevention Policy (Established in October 2015)
Raising Awareness Internally Through Human Rights Day Campaign
At the Fujikura Group, every year we hold a Human Rights Day Campaign coinciding with Human Rights Day on December 10. This campaign involves displaying posters at our workplaces inside and outside of Japan to raise awareness internally about human rights and the Fujikura Group Policy on Human Rights. In addition, we provide employees across the group with the opportunity to think about human rights by conveying information about the background as to why the UN established the Universal Declaration of Human Rights and Human Rights Day.
Labor-Management Relationship Based on Acceptable Consultation
We recognize that freedom of association and the right to collective bargaining are fundamental human rights. In labor agreements concluded between Fujikura and the Fujikura Labor Union, we acknowledge that the labor union has the right to organize, the right to collective bargaining, and the right to strike.
In order to keep labor union members fully informed, we also hold briefing sessions and consultation meetings on management policies, business plans, management measures, and business measures. In addition, management and union members engage in frank exchanges of opinions, striving to deepen mutual understanding and resolve any issues or disputes when they arise.
Opportunities for Communication
- Briefing sessions (held twice annually)
- Consultation meetings (held monthly and as needed): quarterly financial results, monthly profitability, production situation, labor situation, and labor conditions, etc.
- Labor-management workshops (annually): MVCV, labor union policies, etc.
- Collaboration with affiliated companies (held as needed): sharing of opinions with labor-management of affiliated companies