Based on a fair and just employment system, we are creating workplaces that are conducive to work, and where each of the Meiden Group’s employees showcase their abilities as much as possible.
Furthermore, we respect the basic human rights such as protection of association’s freedom and the right to organize, prohibition of forced labor, abolition of child labor, and elimination of discriminatory treatment in respect of employment and occupation, which are among the ILO’s* core labor standards, and going forward, we will continue and promote initiatives to protect human rights through human rights training, etc.
* ILO (International Labor Organization): A UN organization that gives recommendations and guidance to national governments with regard to improving labor conditions and social welfare.
We introduced a whistleblower system that enables direct reporting to the internal compliance manager (business unit) or an external law firm in order to prevent, quickly discover, and immediately rectify illegal and inappropriate conduct, and we established an Internal Hotline System for Compliance Violations.
This system may be used by employees of the Meiden Group (including retirees), temporary staff and subcontractors, and business partners. Furthermore, we are working to increase the dependability of information management, such as the names of whistleblowers and of the whistleblower system as a whole, in accordance with national guidelines, to ensure that whistleblowers are not disadvantaged by using the system.
We investigate all reports and promptly take appropriate measures as necessary having confirmed the facts of the matter.
The entire Meiden Group understands international norms (Universal Declaration of Human Rights and International Bill of Human Rights) and is working to conduct education activities focused on human rights, with the aim of ensuring “respect for human rights,” which is listed in the Meidensha Corporate Code of Conduct.
We conduct periodic group training and video educational activities, relating to compliance and harassment for all Group employees and improve understanding and awareness by providing opportunities for individuals to reexamine their workplace and views.
With regard to mental health, we conduct education as part of our level-dependent education in the second year after joining the company, and we are reinforcing our efforts in relation to younger employees.
| Content of Initiatives | Targets |
|---|---|
| Workplace discussions relating to compliance and human rights | All employees |
| Anti-compliance and harassment training | All employees |
| Mental health training | Second-year employees |