Human rights
Human rights
Basic approach
The Idemitsu Group has established the "Idemitsu Group Basic Policy on Human Rights," and in developing its business not only in Japan but also in countries around the world, the Idemitsu Group adheres to the international standards expressed in the Universal Declaration of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work. We declare that we respect the human rights recognized in the United States. In addition, we have established a policy of conducting human rights due diligence in accordance with the United Nations Guiding Principles on Business and Human Rights, and have begun concrete initiatives from 2020. In addition, we have clearly specified nine human rights issues that our group prioritizes, comply with laws and regulations regarding equal pay and equal work, and promote internal awareness activities. We regularly disclose information about these human rights initiatives on our website.
Top commitment
Our group upholds Ningen-Soncho as The Origin of Management, and has consistently practiced "People-Centered Management" since our founding. In other words, we believe that respect for human rights is an essential foundation of management and should be given top priority in all decisions and actions, and we have established the Idemitsu Group Human Rights Basic Policy, which all executives and employees abide by. Masu.
Based on this policy, we continue to respond to global human rights issues while taking into account the culture, customs, and social norms of each country and region. In recent years, we have also focused on "human rights due diligence" efforts in response to human rights issues at domestic and overseas group companies and supply chains, and have clarified the location of human rights violation risks within the group and related business partners. At the same time, we are strengthening our efforts to reduce risks and build relief mechanisms.
Furthermore, in the Compliance Code of Conduct, which was established to instill and put into practice the compliance mindset that each and every employee should have, targeting employees working all over the world, both overseas and domestically, we do not condone any human rights violations, and we do not tolerate any human rights violations. , accepts diversity in terms of nationality, gender, etc., and clearly states that we will create a healthy and comfortable workplace free of harassment.
We will disclose information on this series of human rights initiatives and activities to our stakeholders as needed.
Idemitsu Kosan Co.,Ltd.
Representative Director and President
Shunichi Kito
Policy
Idemitsu Group Human Rights Policy
Idemitsu Group believes in the infinite possibilities of “the power of human beings”.By maximizing the full potential of all our employees, trusting, and cooperating with each other, we aim to contribute to the energy security of countries and regions around the world for the brightness and prosperity of the people who live there.
With this vision for Idemitsu Group, respecting human rights is at the core of everything we do and is the fundamental element of our business.
This policy applies to all executive officers and employees of Idemitsu Group. We also expect all business partners, including our suppliers, to understand and comply with this policy.
1. Respect for Human Rights
Idemitsu Group seeks to work in harmony with both the international and local community, and does not allow discrimination against any individual or groups. In addition, we prohibit words or actions that could harm human dignity, be it physically or mentally.
Idemitsu Group respects internationally recognized human rights as set out in the Universal Declaration of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work, as we conduct business both in Japan and worldwide. We also support the United Nations Guiding Principles on Business and Human Rights, the Voluntary Principles on Security and Human Rights, and the United Nations Global Compact.
Idemitsu Group complies with the laws of the countries and regions where we operate. If local laws contradict internationally recognized human rights standards, we will seek ways to honor the principles of international human rights without violating local laws.
2. Human Rights Due Diligence
Idemitsu Group is committed to implement human rights due diligence in line with the United Nations Guiding Principles on Business and Human Rights. We work to assess human rights risks in our business activities and take actions to prevent and mitigate the identified negative impacts.
3. Human Rights Priority Issues
(1) Promotion of Diversity
Idemitsu Group's vision is to become a Japan-based energy co-creation company that strives to create new values with customers and stakeholders while seeking harmony with the environment and society based on diversity and inclusion. As noted below, we have established the DE & I Policy to embed this vision and commitment within our company.
(2) Prohibition of forced labor
Idemitsu Group does not allow, nor will be complicit in or benefit from, forced labor. In cases where compliance with local laws alone is not sufficient to meet this commitment, Idemitsu Group will take into account relevant international standards.
Idemitsu Group does not allow any form of forced or compulsory labor at any stage, including bonded labor, when planning or conducting business operations. Idemitsu Group also does not confiscate identification cards of any of our workers, nor restricts their freedom of movement outside working hours.
(3) Prohibition of Child Labor
Idemitsu Group does not allow the use of child labor. We prohibit assigning hazardous or harmful work to young workers.
(4) Prohibition of Discrimination
Idemitsu Group is committed to respecting the human rights of all people, creating a work environment that does not harm individual’s dignity, and is free from discrimination.We do not allow discrimination based on race, gender, religion, belief, disability, nationality, ethnic or social origin, sexual orientation, gender identity, age, educational background, marital status, job positions, employment type or any other distinctions irrelevant to business skills or experiences.
(5) Prohibition of Harassment
Idemitsu Group does not tolerate sexual harassment, power harassment, or other words or actions that constitute as physical or mental harassment, that could make a person feel degraded.
(6) Freedom of Association and Recognition of the Right to Collective Bargaining
Idemitsu Group respects employees’ rights to freedom of association, union participation, and collective bargaining. Idemitsu Group further prohibits any intimidation or retaliation against employees who exercise these rights.
At domestic affiliated companies with labor unions, we have collective labor agreements with in-house labor unions where both parties should work to observe such agreements in good faith.At overseas affiliated companies, by the same approach, Idemitsu Group promotes communication between senior management and employees in order to deepen mutual understanding.
(7) Maintaining our Working Environment
Idemitsu Group complies with labor laws and regulations of the countries and regions where we operate, such as minimum wage and reasonable working hours. In addition, we will seek to create a comfortable working environment in consideration of the health and safety of our employees.
(8) Land, Water and the Use of Natural Resources
Where Idemitsu Group is involved in acquisition, leasing or use of lands, or development of natural resources, we work to mitigate negative environmental and social impacts resulting from such business operations. We also seek to give due consideration to the rights of the local people who use or live in or around the affected area. We will strive to ensure that living standards are not adversely affected, especially when the affected community is resettled.
We also work to prevent soil and water pollution so that our business does not negatively impact the local population’s access to safe and hygienic water.
(9) Respect for the Rights of Indigenous Peoples
Idemitsu Group respects the rights of indigenous peoples arising from their cultures, spiritual traditions, history, and philosophies, in the countries and regions where we operate. In addition, if a potential negative impact related to our business operations is identified, we will strive to avoid, mitigate or minimize such impact.
4. Grievance Mechanisms
Idemitsu Group promotes a culture of communication and feedback, and employees can consult with their supervisors on any concerns related to human rights issues discussed in this policy. Idemitsu Group has a whistle blowing system for executive officers and employees to raise concerns related to actual or potential violations of the Code of Conduct, including human rights-related matters. Idemitsu Group also has a reporting channel for any interested stakeholder to raise concerns related to our business activities.
Idemitsu Group continues to enhance our capacity to effectively identify our human rights impacts and optimize our grievance mechanisms.
5. Information Disclosure
Idemitsu Group regularly reports our efforts to respect human rights, including through our website and other appropriate channels.
This policy has been approved by the Board of Directors of Idemitsu Kosan Co., Ltd.
Effective: December 17, 2019
Sustainable procurement guidelines
Our group has established a basic procurement policy based on Management Philosophy and Action Mindset. As part of this, we have established the Sustainable Procurement Guidelines, which are also published on our website. These guidelines clearly state the Group's philosophy regarding human rights, including respect for fundamental human rights and the prohibition of forced labor, child labor, harassment, and discrimination. The company's policy is to strive to improve its performance.
Governance
Initiatives to respect human rights are promoted by the Risk Management Division of the General Affairs Department in collaboration with related departments and Group companies in Japan and overseas. Important human rights initiatives, activity results, and issues are reported and proposed to the Management Committee and Board of Directors as appropriate.
Risk management
Conducting human rights due diligence
Our group conducts human rights due diligence in accordance with the Idemitsu Group Human Rights Basic Policy. From FY2021 to FY2022, we used a survey form for group companies to investigate the status of response to human rights risks at each company. The survey form includes risk assessment items related to local labor issues, and is designed to quickly identify the location of risks. Answers to questions regarding the four issues considered to be particularly serious under the ILO (International Labor Organization) Core Labor Standards (forced labor/human trafficking, child labor, discrimination, freedom of association and the right to collective bargaining) We will check the details of group companies that require further investigation to understand the actual situation, and plan and implement necessary countermeasures. We will continue to conduct regular checks and strive to reduce risks.
As a result of surveying 176 companies out of a total of 258 group companies and affiliates in Japan and overseas, excluding companies scheduled for liquidation, it was found that risk reduction activities regarding human rights issues were generally well implemented, with 90% of companies rated low risk. The results showed that many items were rated as above. On the other hand, we found that the following points require improvement, and we will pursue them as future issues.
・Thorough dissemination of basic human rights policy
・Strengthening supply chain management
In response to the above issues, this fiscal year we will make particular efforts to thoroughly disseminate our basic human rights policy, and will implement human rights education in compliance training for all employees, training for newly appointed executives, and training for employees assigned overseas.
●Human rights due diligence process
●Results of risk assessment by human rights due diligence item
Human rights reporting desk
The Group has established reporting and consultation desks (global whistleblowing system, compliance consultation desk, and harassment consultation desk) for executives and employees in order to respond to violations or potential violations of the Code of Conduct, including matters related to human rights. I am. We have also established a contact point for stakeholders to report concerns about our business activities.
Initiatives to prevent harassment
Basic approach
Our group believes that ''respect for human rights should be given top priority in all decisions and actions,'' and strives for harmony with the international and local communities, and does not engage in acts of discrimination against any party. Furthermore, we do not tolerate behavior or violence that undermines the dignity of others, whether physically or mentally. In order to ensure a healthy workplace environment free of harassment, we are implementing measures to prevent harassment in order to create a workplace environment where each employee deepens their understanding, where the human rights of all employees are respected, and where they can fully demonstrate their abilities. We have established basic policies regarding appropriate responses in the event of harassment. Additionally, the Human Resources Department, General Affairs Department, and Corporate Planning Department Corporate Sustainability Office are promoting specific initiatives across departments.
Policy
Basic policy against workplace harassment
1. Purpose
The Idemitsu Group believes that ''respect for human rights should be given top priority in all decisions and actions,'' and strives for harmony with the international and local communities, and does not engage in acts of discrimination against any party. Furthermore, we do not tolerate behavior or violence that undermines the dignity of others, whether physically or mentally.
This basic policy is based on the Idemitsu Group's basic human rights policy, and aims to ensure a healthy workplace environment free of harassment, with the aim of ensuring that each employee deepens their understanding, that the human rights of all employees are respected, and that their abilities are fully utilized. In order to create a workplace environment where employees can perform to their full potential, this document provides policies for measures to prevent harassment and appropriate responses in the event of harassment.
We also ask our business partners, including suppliers, to understand and cooperate with this policy.
2. Basic policy
<Basic policy against workplace harassment>
I. The company will not tolerate harassment in the workplace or any behavior that undermines the dignity of individuals.
II. The company will continue to implement the following measures to ensure a workplace environment free of harassment.
・Thoroughly disseminate the "Guide to Preventing Harassment in the Workplace" within the company.
・We will establish a workplace harassment consultation desk and respond to a wide range of consultations and complaints.
In addition, we will take measures such as training to enable the staff at the consultation desk to respond quickly and appropriately.
・When responding to consultations and complaints, protect the privacy of those involved (including sensitive personal information such as sexual orientation, gender identity, medical history, and infertility treatment), and protect the privacy of those involved. We will not treat you disadvantageously because you cooperated with the confirmation.
・If harassment occurs in the workplace, the department's human resources department, consultation desk, and human resources department will work together to solve the problem and prevent it from happening again, including a quick and accurate fact-finding process.
・We will respond resolutely to harassment in the workplace.
・In addition to conducting training to understand and raise awareness regarding harassment prevention in the workplace, we will strive to enhance preventive and countermeasures that reflect the opinions of each employee.
III. Promotion of the improvement of the workplace environment based on this basic policy is the responsibility of the human resources officer.
Initiatives
Harassment consultation response skills improvement training
In order to learn the skills to respond appropriately to consultations about harassment from employees, a “Harassment We held a training session to improve consultation skills. A total of 98 people participated, and were able to deepen their understanding of the mindset and key points to consider when receiving counseling, as well as the feelings of the person seeking advice.
Harassment prevention training
Since December 2018, we have been holding harassment prevention training for executives with the aim of eradicating harassment such as sexual harassment, Complex harassment, and maternal harassment. (as of the end of the month) participated. The training session provided an opportunity for participants to deepen their understanding of sexual harassment and power harassment that occur in the workplace, and to consider the role of executives in preventing such harassment. We will continue to provide these training programs and strive to create a harassment-free workplace.
Publication of workplace harassment prevention guide
In order to create a healthy workplace environment free of harassment, we have created a specific prevention guide and disseminated it to all employees in order to ensure that all employees do not, will not allow, or will not tolerate harassment. doing.