Human Rights Human Rights Approach and Initiatives
Basic Stance on Human Rights
Mitsubishi Chemical Holdings Corporation (MCHC) has established the Global Policy on Respecting Human Rights, Employment and Labor in accordance with the Universal Declaration of Human Rights, the United Nations Global Compact, Guiding Principles on Business and Human Rights, and ISO26000.
The Mitsubishi Tanabe Pharma Group has established the Charter of Corporate Behavior and the Code of Conduct based on this global policy and conducts its business activities.
The Group's Code of Conduct stipulates that we support and respect the protection of internationally declared human rights. It also stipulates that we support the abolition of forced labor in all forms and the effective abolition of child labor. We will ensure that we are not involved in any human rights violations ourselves. We will not treat people in a discriminatory or unfair manner regarding such matters as gender, age, nationality, race, ideology, religion, social status, educational background, birthplace, health status, disability status, sexual orientation, or gender identity (including LGBT).
The Code of Conduct has been translated into multiple languages and applied to overseas Group companies as well. In each country, we comply with all laws and regulations concerning wages and labor standards (including the guarantee of at least a minimum wage). We believe that favorable workplace environments in which the character and human rights of each individual are respected and all matters can be discussed openly are the foundation of sound corporate management.
Human Rights Awareness Promotion Structure
Based on our recognition of corporate social responsibility, the Group has instituted the Regulations for Promoting Awareness of Human Rights with the goal of promoting human rights awareness activities to raise each officer and employee's awareness of human rights and build a company that respects human rights.
Based on Article 4 of those regulations, we have established the Human Rights Awareness Promotion Committee, chaired by the President, as a deliberative body for the planning and promotion of Companywide policies. Furthermore, headquarters committee members, department committee members, and division committee members play a key role in holding in-house training for officers and employees, and promote awareness of human rights and diversity.
Initiatives to Raise Human Rights Awareness
Human Rights Awareness Training
In fiscal 2018, the Group held department-level training in Japan for all employees on the importance of promoting diversity and LGBT issues and arranged lectures for all managers on the theme of "Diversity: For a management that turns human resource diversity into a strength."
In addition, regional members of the Company's Human Rights Awareness Promotion Committee worked to acquire knowledge about human rights awareness by collaborating with outside organizations, participating in external training courses, and other means.
Diversity & Human Rights Slogan Contest
In Japan, in anticipation of Human Rights Week in December each year, the Group encourages employees to submit diversity and human rights slogans. In this way, the Group is working to enhance human rights awareness. In consideration of the globalization of our business activities, from fiscal 2018 we have also encouraged employees at overseas Group companies to submit slogans.
To promote submissions, we have translated and distributed training materials in multiple languages with the theme of diversity promotion and international human rights declarations (Universal Declaration of Human Rights, United Nations Global Compact, etc.). Consequently, employees at 17 Group companies in North America, Europe, the Middle East, Asia, and Japan submitted 608 slogans. The Global Best Award was given for a slogan selected from among the Local Best Award, which were chosen by Group companies.
Human Rights Due Diligence*
The Group conducts its business activities in Japan and overseas in accordance with the laws and regulations of each country and region and Group company rules. In this way, we are working to ensure that we do not engage in or participate in violations of human rights. In the unlikely event that a human rights violation is discovered, we work to quickly resolve the problem.
In fiscal 2018, to track and identify human rights risks at overseas Group companies, we implemented a self-assessment as recommended by the United Nations Global Compact. We collected responses from overseas Group companies. Including potential risks, we identified three issues — employee involvement, security arrangements and country risk. In August 2018, the issues that were identified were shared with the human resources departments of overseas Group companies. Moving forward, we will continue to implement initiatives in the area of human rights due diligence.
*Human rights due diligence is the process of identifying, preventing, and mitigating adverse impacts related to human rights.
In its Compliance Code of Conduct, the Mitsubishi Tanabe Pharma Group states clearly that the Group "does not tolerate discrimination, harassment or any other behavior (such as sexual harassment and power harassment) that violates basic human rights or inhibits the capabilities of any individual." As part of the Group's commitment to raising awareness and eliminating harassment in the workplace, this issue is addressed in Groupwide compliance training, training for managers, and in training for new employees.
In July 2018, we issued the Harassment Prevention Guidebook and disseminated it in departmental training. We have added a harassment-related section to article 96 of the rules of employment (subject to disciplinary action), stipulating that sexual harassment includes discrimination or harassment based on LGBT*1 or other sexual orientation or gender identity, and that maternity harassment*2 and paternity harassment*3 are subject to disciplinary action. The Mitsubishi Tanabe Pharma Group believes that eliminating harassment is a key component of creating a comfortable work environment, which will in turn help boost the vitality and performance of the Group.
The Company has established, operates, and manages multiple harassment counseling services, such as internal and external hotlines and an external hotline to address difficulties and interpersonal relationships in the workplace. In principle, we have responded to requests for consultations and reports made by members of the Group (including contract employees and temporary employees) and other relevant parties including business partners. Each hotline accepts anonymous reporting and requests for consultation. Our policy for responding to matters pertaining to consultations and reporting concerning compliance violations is shown in the Code of Conduct below.
- 1Matters reported and consulted on will be responded to fairly and honestly strictly observing personal privacy.
- 2People who have consulted, reported or cooperated in surveys will not be treated unfavorably.
- 3We will not permit retaliation against anyone who has consulted, reported or cooperated in a survey.
In addition, we established a contact point (whistleblower line) for receiving inquiries about the laws, corporate ethics, and research ethics of the Group, or when employee misconduct or violations of the law occur or are highly likely to occur.
- *1LGBT is a general term for sexual minorities. Based on the words Lesbian, Gay, Bisexual, and Transgender.
- *2Maternity harassment refers to harassment or unfair treatment of women in the workplace due to childbirth or childcare.
- *3Paternity harassment refers to harassment of men who actively participate in childcare.
Human rights considerations in hiring
In the Group's employment selection, it has set a basic policy to respect basic human rights and to not accept or reject a person based on their nationality, place of birth, gender, family situation, beliefs or other factors that are unrelated to the applicants aptitude or ability.
In the selection process, we conduct fair employment screening based on the applicant's aptitude and ability and do not ask inappropriate questions that may violate one's human rights. Furthermore, one is not required to indicate their gender on the internship application form for new graduates and students.