Management Respect for Human Rights

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 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).

In Japan, the compliance guidebook that we distribute to employees includes such content as respect for human rights and states that we seek to create a safe and comfortable work environment by respect for human rights. In addition, we ask suppliers to share “Developing Cooperative Business Practices with Suppliers and Business Partners – Guidebook,” and also conduct surveys to deepen their understanding of human rights.

Establishing a Sustainable Supply Chain

*LGBT is a general term for sexual minorities. Based on the words Lesbian, Gay, Bisexual, and Transgender

Human Rights Awareness Promotion Structure

Based on “Respect for Human Rights” written in our Code of Conduct, we instituted the Regulations for Promoting Awareness of Human Rights to establish a system for promoting human rights awareness activities as well as basic points for human rights training in the domestic Group.

Based on Article 3 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 human rights awareness policies. Furthermore, headquarters committee members, department committee members, and regional committee members play a key role in holding in-house training for officers and employees, and promote awareness of human rights and diversity.

Human Rights Awareness Promotion Structure

Human Rights Awareness Training

In fiscal 2019, the Group held e-learning courses in Japan for all officers and employees on the prevention of power abuse (workplace bullying by those in positions of authority). In department-level training, we took up “racial harassment*” as a new subject in our training.

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.

*Racial harassment is discriminatory behavior and harassment based on a person's race, ethnicity, or nationality.

Diversity & Human Rights Slogan Contest

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.

In fiscal 2019, employees at 15 Group companies in North America, Europe, the Middle East, Asia, and Japan submitted 521 slogans. The Global Best Award was given for a slogan selected from among the Local Best Award, which were chosen by Group companies.

Global Best Award: “Diversity has no boundaries”
Winner: Kevin Turner(Mitsubishi Tanabe Pharma Development America, Inc.)

Comments from an Award Winner

The reason I chose the phrase “Diversity has no boundaries” is because the promotion of diversity is vested in the individual consciousness of each employee of the Mitsubishi Tanabe Pharma Group. Working across boundaries obliterates the boundaries from patient care to employee engagement, and to other stakeholders involved in the drug development process. Today, although there are people with various experiences, backgrounds, values, physical characteristics, beliefs, ethnicities, races, ages, genders, preferences, ideas, and behavioral patterns, we interact with this diverse range of people across Group boundaries. One of our core values is “People Count” (Respect), so I am happy and appreciate that I can work in an organization that values each and every one of us.

Global Best Award: “Diversity has no boundaries”Winner: Kevin Turner(Mitsubishi Tanabe Pharma Development America, Inc.)
Kevin Turner (right)

Human Rights Due Diligence*

The Group conducts its business activities 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 2019, to track 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 and confirmed that three issues — employee involvement, security arrangements and country risk, which were identified from last year's self-assessment results, have been improved. In November 2019, we shared the self-assessment results 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.

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 applicant's 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 job application form for new graduates or the internship application form for students.