In business and human rights, the conventional idea that it is the state’s duty to protect human rights has evolved to include the idea that companies also have a duty to respect for human rights, with the Japanese government creating the National Action Plan (NAP) on Business and Human Rights in 2020 and more. The SDGs, now an indispensable keyword in business, includes in its philosophy the concept of leaving no one behind, and is founded on respect for human rights.

Basic Approach

The Yamazen Group supports and respects the protection of internationally proclaimed human rights and will not be complicit in human rights abuses.

The following has been established under “4. Code of Conduct (2) Human rights and labor” within the Yamazen Group CSR Procurement Guidelines (Achieving Sustainable Procurement and Fulfilling Social Responsibilities).

In addition to complying with relevant laws and regulations, we must also refer to international human rights standards, including core labour standards such as the ILO※, and respect the human rights of workers.

※ILO (International Labour Organization: International Labour Organization) is the only international organization (headquartered in Geneva, Switzerland) to contribute to the establishment of a world of permanent peace based on social justice by improving working conditions, and to promote full employment, social dialogue, social security, etc. It is the sole three-party organization of the government, employers, and workers.

1. Prohibit forced labor

Mandatory, binding, non-humanistic prisoner labour, and the labour force gained through slaughter or human trafficking cannot be used. It is also necessary to protect the right of workers to leave their jobs and to terminate their employment by themselves without forcing them to do all work.

2. Prohibition of child labor and consideration for young workers

Children below the minimum age of employment must not be allowed to work. Young workers under the age of 18 must not engage in dangerous work, such as night shifts or overtime work, that may impair their health or safety.

3. Consideration for working hours

Workers shall not be allowed to work beyond the limits stipulated by the laws and regulations of the region in which they work, and it is necessary to appropriately manage their working hours and days off in consideration of international standards.

4. Appropriate wages and allowances

Compensation paid to workers (including minimum wages, overtime and legally required benefits and wage deductions) must comply with all applicable laws and regulations. In addition, it is desirable to take into consideration the payment of wages (living wages) that are at the level that can cover what is necessary for daily life.

5. Prohibition of harsh or inhumane treatment

Respect the human rights of workers and refrain from inhumane treatment, such as mental and physical abuse, coercion and harassment, and from doing so. The dormitories we provide to our workers also require facilities to store their personal property and valuables, as well as sufficient personal space to adequately accommodate access.

6. Prohibition of discrimination

Discrimination and harassment must not be made. In addition, it is necessary to give due consideration, to the extent appropriate, requests from workers regarding religious practices.

7. Bona fide labor-management consultation

In compliance with local laws and regulations, it is necessary to engage in sincere dialogue and consultation with workers as a means of achieving labor-management consultations on such topics as the working environment and wage levels.

Establishment of Consultation Services

Internal Reporting Hotline

We have established reporting hotlines both inside and outside the company to detect misconduct at an early stage and rectify it in order to help strengthen compliance.

Harassment Consultation Service

We have established consultation services at each of our main offices in order to respond to consultations and complaints concerning harassment.

Initiatives

Human Rights Education and Awareness for Employees

The Yamazen Group has conducted the following training sessions to help employees develop a correct, more profound understanding and awareness of human rights issues, create a cheerier workplace, and fulfill our social responsibility as a company as we work increase employee awareness of human rights.

• Human rights training for officers: We invite external experts to update officers of YAMAZEN CORPORATION (corporate officers and full-time officers) on topics such as “business and human rights” and other company-related human rights issues. (Conducted every other year with compliance training)
• Human rights training for new employees: We incorporate human rights training into the new employee orientation program at YAMAZEN CORPORATION (including some domestic Group companies) as an opportunity to consider why companies are working on human rights and why people should continue learning about human rights as members of society.
• Group-wide human rights training: We conduct human rights training for all employees, including those at domestic Group companies, each December during Human Rights Week, with a different theme each year as an opportunity to consider human rights issues close to home.

Collaboration with Other Companies and Organizations

The Yamazen Group works on human rights issues not only through internal initiatives but also in collaboration with other companies and organizations.