We respect the human rights of all stakeholders in our business activities, including the Glosel Group, the employees and business partners involved.
In accordance with international human rights principles, the Company respects the basic human rights of all people and respects the human rights of all stakeholders, regardless of their gender, age, race, nationality, sexual orientation, social status, disability, etc. In addition, we will develop a working environment where diverse employees can work safely in good physical and mental health and a personnel system and education and training system that enable them to fully demonstrate their individual abilities to develop human resources that challenge innovation.
We have implemented company-wide human rights awareness activities and established a whistleblowing system and a harassment consultation desk to create an employee-friendly working environment.
This policy represents the Glosel Group’s commitment to respect human rights based on its corporate philosophy and applies to all board members and employees of the Group. We also expect our suppliers and business partners to understand and support this policy.
In our business activities, we respect human rights in accordance with international human rights principles (Note 1). We respect basic human rights and prohibit discrimination, harassment and violence based on race, nationality, gender, sexual orientation, social status, disability, or creed. Furthermore, we are committed to promoting diversity, prohibiting child labor, respecting freedom of association and the right to collective bargaining in accordance with laws and regulations, paying employees more than the legal wage, fair treatment, preventing excessive work and providing appropriate holidays, ensuring occupational safety, preventing occupational accidents, and protecting privacy.
We fulfill our responsibility to respect human rights by not violating the human rights of others in our own business activities, and by taking appropriate action to correct any negative impact on human rights.
We will develop and continually implement human rights due diligence mechanisms to identify and assess the negative human rights impacts of our business activities and prevent or mitigate such risks.
We engage in dialogue and consultation with relevant internal and external stakeholders on how to address the negative impact on human rights.
We regularly disclose our initiatives to respect human rights, including through our website.
Revision of the human rights policy is resolved by the Management Meeting and supervised by the Board of Directors.
If we are found to have caused or facilitated a negative impact on human rights through our business activities, we will address this through appropriate procedures.
We will provide the necessary education and capability development to our directors and employees in order to instill this policy in all our business activities and implement it with certainty.
(Note 1) The term refers to the Universal Declaration of Human Rights, the United Nations Guiding Principles on Business and Human Rights, the Children’s Rights and Business Principles, and the ILO’s eight core labour standards. ILO’s eight core labour standards: “Forced Labour,” “Freedom of Association and the Right to Organize,” “Right to Organize and Collective Bargaining,” “Equal Remuneration for Work of Equal Value,” “Abolition of Forced Labour,” “Discrimination in Respect of Employment and Occupation,” “Minimum Age of Employment,” and “Worst Forms of Child Labour.”
Established: March 30, 2023
We have established the Compliance Committee as an independent, company-wide organization. Chaired by the President, Representative Director, the Committee operates as a forum for discussions on respecting human rights and dealing with harassment. The results of these initiatives are evaluated annually by the Compliance Committee, which meets twice a year, and reported to the President, Representative Director. We have implemented company-wide human rights awareness activities and established a whistleblowing system and a harassment consultation desk to create an employee-friendly working environment.
We have established Human Rights Policy.
We recognize that human rights risks are small in the Glosel Group’s business activities, but in the next fiscal year we will reconfirm the risks to human rights for each stakeholder.
Now that we have established Human Rights Policy, we will examine a mechanism for providing training opportunities regarding human rights.
The Glosel Group consults and accepts reports on human rights and labor-related issues at the Human Resources & General Affairs Division and the whistleblowing hotline (law office and the Human Resources & General Affairs Division). We protect the privacy of whistleblowers, prohibit retaliatory actions, and do not allow any disadvantageous treatment.
The Glosel Group provides education on human rights and harassment prevention through training for new employees, training for new managers, and compliance education (for all employees, once a year). In fiscal year 2022, the Company’s compliance education enrollment rate was 100%. We will continue to make efforts to raise awareness of human rights and harassment prevention.
As a mechanism to prevent overwork, the Glosel Group adopted the “Smart Work Life Declaration” in April 2017 and has been implementing various initiatives. This declaration states that we will strive to enhance the value of work and personal life by “creating time” on our own with the aim of creating a rich personal life for each employee.
We are actively working on workstyle reforms, including reducing overtime, promoting the use of paid leaves (implementation of a plan for three consecutive holidays, including Saturdays and Sundays), recommending morning work, leaving work at 5 PM every Friday (paid early leave), encouraging leaving work on time on Wednesdays and Fridays, flexibly using lunch break time, and implementing a telecommuting system to support suitable and appropriate work-life balance of our employees.
The Glosel Group has established anti-harassment provisions in its employee work rules from the perspective of respecting human rights and creating a safe and healthy work environment. In addition, we have established consultation and reporting desks (Human Resources & General Affairs Division and whistleblowing hotline) and are working to prevent through education, detect problems, and take prompt corrective action. When compliance problems, including human rights issues, are discovered through reporting, etc., direct, or indirect remedies are taken.
At the Glosel Group, when incidents of human rights violations occur, they are reported to the Compliance Committee to be put on the agenda and to discuss the Company’s response. In addition, the Company discloses these incidents internally and raises awareness to prevent recurrence.
No incidents of human rights violations occurred in fiscal 2022.
