Materiality :Relationships with the people we work with
Respect for human rights
We fully consider the impact of our business activities regarding human rights issues and endeavor to comply
with domestic laws and with the human rights norms stated in the International Bill of Human Rights with a
view toward the prevention of any event that may leads to the infringement of human rights. In addition, we
stipulate respect for human rights as a part of our Basic Rules on Compliance and our Supplier Code of
Conduct to ensure our actions are in accordance with these policies throughout our business activities.
Human Rights Policy
Providing sound workplace environments
Compliance
We have introduced a whistleblowing system as a means of notifying the company of any conduct that violates
the Basic Rules on Compliance when any violation is identified. The system consists of a helpline, an
outside helpline and a point of contact for harassment. In addition, we report the status of the operation
of the system to the Board of Directors once a year.
Engagement
We believe that the engagement of employees is an important part of ensuring that employees endeavor to
achieve the growth of the business and their continuing to work with a sense of satisfaction and enthusiasm.
From this perspective, we implement initiatives including the solicitation of comments and questions
regarding our vision at townhall meetings that our president participates in.
Steps we are taking to improve employee engagement include the enhancement of matching in new personnel
recruitment activities, activities to retain employees and staff exchanges within the Mitsubishi Pencil
Group.
In our recruitment activities, we believe it is important to increase employees' motivation to act and learn
proactively for their own development and to enable employees and the company to grow together.
Regarding employee retention, we implement follow-up training for new employees, training for second-year
employees, training for third-year employees and other training for staff development. We also have a
program that appoints second- and third-year employees to be mentors for new employees. We also provide
employee evaluator training to ensure the fairness of employee evaluations.
We proactively encourage the exchange of staff members between group companies to enable the development of
management-level employees. In so doing, we are working to improve the capabilities of the staff of the
entire Group. We also recruit employees’ mid-career for general employee and management positions with a view
toward the increase of corporate value and the energization of the organizational culture.
Respect for diversity
We believe that a diverse workforce is essential for sustainable growth, and we aim to create a workplace where employees can fully utilize their abilities, regardless of age, gender, or nationality, in all aspects of hiring, employment, and promotion. We aim to create new value for our employees with diverse values and provide products our customers can trust. We view diversity and inclusion management as a strategy to optimize various human resources.
In association with our diversity management, we will endeavor to present our ideas about ensuring
diversity in our promotion of women, foreign nationals and experienced staff to managerial positions as well
as in our independent measurable targets. We will disclose the state of the gender wage gap and actively
promote women to managerial positions. In addition, we will shift fixed-term employees with the proper
aptitudes to regular employee positions and revise the allocation of duties in an effort to redress the
gender wage gap.
As part of our efforts to create an environment that enables women to participate and advance, we will
provide training that enables women to independently think about their own careers on a regular basis and
organize cross-industrial workshops with other companies to change people's mindsets. We also work to
support childcare, including a childcare support handbook, interviews before employees take childcare leave
and seminars for employees returning from childcare leave, to prevent the interruption or discontinuation of
careers due to the birth of a child or the need to care for children.
We believe we need to ensure that employees with different nationalities are able to display their potential
and we need to employ these employees with an eye towards our future development into a global company.
In addition, we are striving to continue to fulfill the statutory minimum percentage of employees with
disabilities, something we have done for multiple years. In addition to duties within our company, we are
working on an agriculture-welfare collaboration for employment as one diverse form of employment. We will
actively address this while respecting the personalities and skills of workers with disabilities.
Ensuring safety and health
Occupational safety and health
We consider the safety, security, and health of the people we work with as an essential mandate to our business activities, and we strive to realize a safe and comfortable working environment by appropriately utilizing our management resources. In particular, the prevention of occupational accidents is a primary objective, and thus, we strive to manage health in the workplace thoroughly. At the same time, we strive to establish a system that enables early correction of any inappropriate events that may be detected.
As an action to prevent industrial injuries, we have established the Safety and Health Committee composed of
representatives from different workplaces and others selected by the company. The Safety and Health
Committee identifies hidden dangers and hazards in workplaces to prevent industrial injuries. To ensure
strict health management at workplaces, we are working with different counselors and industrial physicians
to prevent employee health hazards arising from overwork and to support their mental health.
To swiftly remediate any inappropriate action, we have built a structure that enables compliance with the
Labor Standards Act and other laws and ordinances governing personnel affairs and established an internal
point of contact for whistleblowers and an external one operated by an outside law firm.
Our health improvement efforts beyond those stated above include health guidance provided by industrial
physicians based on the results of health checkups and health promotion measures including walking events.
Work-life balance
We will create different programs that help individual employees work with job satisfaction and fulfillment,
balance work and childcare, nursing care or similar activities, and design their careers according to their
life stage to adapt to changes in social structure and the diversification of lifestyles.
Regarding the balancing of work with childcare and nursing care, our personnel affairs department will play
a central role in the distribution of childcare and nursing care handbooks and the organization of nursing
care support seminars to provide information to increase employees' understanding of the programs we offer
and encouraging them to take advantage of them. In Japan, we are enhancing these programs. For example, the
shortened working hours program for childcare has been made available to employees with children who are in
the third grade or younger. We are also working to build an environment where male employees are less
hesitant to take childcare leave. In recent years, around 30% of our male employees entitled to childcare
leave have actually used this leave. Our president communicates his message of support to individual
employees caring for children and the Company offers them small gifts and implements other support measures.
Regarding the company's support for the design of careers in consideration of the life stage of the
employee, we organize round-table talks for 52-year-old employees, financial planning training for
53-year-old employees, career design training for 55-year-old employees and life planning training that
starts when employees reach the age of 60.
Personnel development
Based on our philosophy of 'Uniquely Beautiful,' we believe that enhancing the value of human resources by making the most of each individual's uniqueness will create new value. We have established various internal rules and systems and are working to disseminate them while appropriately operating multiple systems, including those for hiring and evaluating human resources. Through these efforts, we will work on human resource development based on the policy of raising the motivation for those who work together with us so that both the individual and the Company can grow together. As part of these efforts, we conduct various training programs, such as position-based human resource development training. In addition, we actively dispatch personnel to our overseas sales and manufacturing subsidiaries to develop future management executives.
Our personnel training programs aimed at the growth of employees and the company include cross-industrial
business leadership workshops, cross-industrial dispatch training, management training, leadership development
training, teaching training, business skills training, business figure management skill training, training
for new employees, business school (distance education) and a program encouraging the acquisition of
qualifications.
Materiality :Relationships with the people we work with
Respect for human rights
We fully consider the impact of our business activities regarding human rights issues and endeavor to comply with domestic laws and with the human rights norms stated in the International Bill of Human Rights with a view toward the prevention of any event that may leads to the infringement of human rights. In addition, we stipulate respect for human rights as a part of our Basic Rules on Compliance and our Supplier Code of Conduct to ensure our actions are in accordance with these policies throughout our business activities.
Human Rights Policy
Providing sound workplace environments
Compliance
We have introduced a whistleblowing system as a means of notifying the company of any conduct that violates the Basic Rules on Compliance when any violation is identified. The system consists of a helpline, an outside helpline and a point of contact for harassment. In addition, we report the status of the operation of the system to the Board of Directors once a year.
Engagement
We believe that the engagement of employees is an important part of ensuring that employees endeavor to achieve the growth of the business and their continuing to work with a sense of satisfaction and enthusiasm. From this perspective, we implement initiatives including the solicitation of comments and questions regarding our vision at townhall meetings that our president participates in.
Steps we are taking to improve employee engagement include the enhancement of matching in new personnel recruitment activities, activities to retain employees and staff exchanges within the Mitsubishi Pencil Group.
In our recruitment activities, we believe it is important to increase employees' motivation to act and learn proactively for their own development and to enable employees and the company to grow together.
Regarding employee retention, we implement follow-up training for new employees, training for second-year employees, training for third-year employees and other training for staff development. We also have a program that appoints second- and third-year employees to be mentors for new employees. We also provide employee evaluator training to ensure the fairness of employee evaluations.
We proactively encourage the exchange of staff members between group companies to enable the development of management-level employees. In so doing, we are working to improve the capabilities of the staff of the entire Group. We also recruit employees’ mid-career for general employee and management positions with a view toward the increase of corporate value and the energization of the organizational culture.
Respect for diversity
We believe that a diverse workforce is essential for sustainable growth, and we aim to create a workplace where employees can fully utilize their abilities, regardless of age, gender, or nationality, in all aspects of hiring, employment, and promotion. We aim to create new value for our employees with diverse values and provide products our customers can trust. We view diversity and inclusion management as a strategy to optimize various human resources.
In association with our diversity management, we will endeavor to present our ideas about ensuring diversity in our promotion of women, foreign nationals and experienced staff to managerial positions as well as in our independent measurable targets. We will disclose the state of the gender wage gap and actively promote women to managerial positions. In addition, we will shift fixed-term employees with the proper aptitudes to regular employee positions and revise the allocation of duties in an effort to redress the gender wage gap.
As part of our efforts to create an environment that enables women to participate and advance, we will provide training that enables women to independently think about their own careers on a regular basis and organize cross-industrial workshops with other companies to change people's mindsets. We also work to support childcare, including a childcare support handbook, interviews before employees take childcare leave and seminars for employees returning from childcare leave, to prevent the interruption or discontinuation of careers due to the birth of a child or the need to care for children.
We believe we need to ensure that employees with different nationalities are able to display their potential and we need to employ these employees with an eye towards our future development into a global company.
In addition, we are striving to continue to fulfill the statutory minimum percentage of employees with disabilities, something we have done for multiple years. In addition to duties within our company, we are working on an agriculture-welfare collaboration for employment as one diverse form of employment. We will actively address this while respecting the personalities and skills of workers with disabilities.
Ensuring safety and health
Occupational safety and health
We consider the safety, security, and health of the people we work with as an essential mandate to our business activities, and we strive to realize a safe and comfortable working environment by appropriately utilizing our management resources. In particular, the prevention of occupational accidents is a primary objective, and thus, we strive to manage health in the workplace thoroughly. At the same time, we strive to establish a system that enables early correction of any inappropriate events that may be detected.
As an action to prevent industrial injuries, we have established the Safety and Health Committee composed of representatives from different workplaces and others selected by the company. The Safety and Health Committee identifies hidden dangers and hazards in workplaces to prevent industrial injuries. To ensure strict health management at workplaces, we are working with different counselors and industrial physicians to prevent employee health hazards arising from overwork and to support their mental health.
To swiftly remediate any inappropriate action, we have built a structure that enables compliance with the Labor Standards Act and other laws and ordinances governing personnel affairs and established an internal point of contact for whistleblowers and an external one operated by an outside law firm.
Our health improvement efforts beyond those stated above include health guidance provided by industrial physicians based on the results of health checkups and health promotion measures including walking events.
Work-life balance
We will create different programs that help individual employees work with job satisfaction and fulfillment, balance work and childcare, nursing care or similar activities, and design their careers according to their life stage to adapt to changes in social structure and the diversification of lifestyles.
Regarding the balancing of work with childcare and nursing care, our personnel affairs department will play a central role in the distribution of childcare and nursing care handbooks and the organization of nursing care support seminars to provide information to increase employees' understanding of the programs we offer and encouraging them to take advantage of them. In Japan, we are enhancing these programs. For example, the shortened working hours program for childcare has been made available to employees with children who are in the third grade or younger. We are also working to build an environment where male employees are less hesitant to take childcare leave. In recent years, around 30% of our male employees entitled to childcare leave have actually used this leave. Our president communicates his message of support to individual employees caring for children and the Company offers them small gifts and implements other support measures.
Regarding the company's support for the design of careers in consideration of the life stage of the employee, we organize round-table talks for 52-year-old employees, financial planning training for 53-year-old employees, career design training for 55-year-old employees and life planning training that starts when employees reach the age of 60.
Personnel development
Based on our philosophy of 'Uniquely Beautiful,' we believe that enhancing the value of human resources by making the most of each individual's uniqueness will create new value. We have established various internal rules and systems and are working to disseminate them while appropriately operating multiple systems, including those for hiring and evaluating human resources. Through these efforts, we will work on human resource development based on the policy of raising the motivation for those who work together with us so that both the individual and the Company can grow together. As part of these efforts, we conduct various training programs, such as position-based human resource development training. In addition, we actively dispatch personnel to our overseas sales and manufacturing subsidiaries to develop future management executives.
Our personnel training programs aimed at the growth of employees and the company include cross-industrial business leadership workshops, cross-industrial dispatch training, management training, leadership development training, teaching training, business skills training, business figure management skill training, training for new employees, business school (distance education) and a program encouraging the acquisition of qualifications.