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- Initiatives Concerning Human Rights and Labor
The Mitsubishi Chemical Holdings Group (MCHC Group) participates in the United Nations Global Compact and endeavors to comply with its ten principles. Consequently, in compliance with basic principles such as the Universal Declaration of Human Rights and the fundamental principles of the International Labor Organization with regard to labor, we have developed the Mitsubishi Chemical Holdings Group Corporate Ethics, the Mitsubishi Chemical Holdings Group Compliance Code of Conduct and other regulations.
Mitsubishi Chemical Holdings Corporation (MCHC) regards its employees as its most precious asset, and in the APTSIS 15 mid-term management plan that is currently underway, we have established items concerning employees as stakeholders in one of the MOS Indexes that serve as management indicators. We have stipulated quantitative targets with these items as a priority for employee policies and measures within the Group.
Based on this kind of approach demonstrated by MCHC, each of the Group companies develops activities autonomously in compliance with its own basic policies concerning human rights and employment while striving to respect the dignity and rights of individuals and develop a pleasant and fulfilling workplace for each and every person.
| S-3 | Implementation of CSR procurement |
|---|---|
| C-2-2 | Employee satisfaction (job, workplace, etc.) Workplace where various individuals can contribute Workplace where work-life balance can be achieved Self-growth and improved awareness of contributions to society |
| C-3-2 | Fifty percent reduction in accidents that suspend operations |
Respect for human rights is an essential matter for a company that engages in business activities around the world. Our basic approach to this is outlined below.
In addition, with the globalization of economies and expansion of the value chain, it has become important for us to monitor all processes concerning our products, from the procurement of raw materials to their manufacture, sale, disposal and recycling, and to select appropriate business partners while keeping potential human rights issues in mind.
Towards achieving this, in addition to sharing the principles and directions of MCHC across the MCHC Group, we endeavor to comply with the legal principles applicable in each country, foster best practices concerning human rights and raise the satisfaction levels of the employees in each country. We also strive to promote business activities associated with appropriate value chain management. The establishment of subsidiaries tasked with developing and strengthening the supervisory functions of overseas Group companies (which is introduced in other section) is one example of specific initiatives in this regard.
In keeping with our basic approach to respect human rights, we actively conduct training to educate people about human rights in a manner consistent with circumstances at each Group company.
| FY2009 | FY2010 | |||
|---|---|---|---|---|
| Number of trainings | Participants | Number of trainings | Participants | |
| Group total | 529 | 18,025 | 568 | 17,439 |
Each Group company conducts other enlightenment activities in addition to the group training, and in the future we will strive to develop workplaces that feature a high level of awareness concerning human rights by further strengthening these initiatives.
![Human Rights Training [Mitsubishi Chemical Group]](../../images/csr/activities/emp_ph_01.jpg)
Human Rights Training [Mitsubishi Chemical Group]
For example, the Mitsubishi Chemical Group also conducts a human rights e-learning program over its company intranet and solicits human rights slogans to commemorate Human Rights Week. According to its results for fiscal 2010, a total of 16,742 employees took part in human rights e-learning and 16,220 suggestions for human rights slogans were received. In addition to focusing on these enlightenment activities, “human rights counselors” have been put in place at head office and each office and plant and together with the Group companies, we are working to respond swiftly and appropriately to various human rights issues in the workplace.
Based on the idea that Group employees leading fulfilling lives by feeling satisfied by their work and growing through that experience not only contributes to the happiness of individual employees but raises the corporate value of their company and by extension leads to the realization of KAITEKI, the MCHC Group has set targets by means of MOS Indexes.
Of all the social issues Japan faces with the advancement of declining birthrates and an aging population, one of our highest priority issues is to create a workplace that is welcoming for all kinds of people and that can respond flexibly to the needs of each person’s family life. From that perspective, each Group company works to enhance diversity and devise innovations to create a pleasant workplace.
Amid an ever-shrinking workforce due to the declining birthrate and aging population and the increasing diversity of individual values, Mitsubishi Tanabe Pharma Corporation (MTPC) is promoting the development of pleasant workplace environments to allow employees to perform and contribute to the best of their individual potentials. As one example of this, in the area of childbirth and childcare periods which pose a challenge for female employees continuing on with their careers, when resuming work after taking childcare leave (to care for a child up to three years of age), employees are able to utilize reduced working hours until the end of March in the year their child reaches the third year of elementary school. We have also developed schemes to allow employees to use time effectively and continue to work during the period of child-rearing, including to utilize flextime work in combination with reduced working hours.
In recent years, 100% of employees expecting a child have returned to work after taking childcare leave, and each year between 50 and 70 employees start taking childcare leave. Moreover, while the labor force survey conducted by the Ministry of Health, Labor and Welfare has pointed out that female workers still have a shorter lengths of service compared with their male counterparts, at MTPC there is only a slight difference in the length of service*1 between men and women. Further, as a result of female employees remaining continuously employed, the scope of their opportunities for contribution has also broadened. For instance, the promotion of female employees to expert rank*2 and above has been expanded. In this way, at MTPC we have fostered a corporate culture where women continuously develop their careers.
*1 Average length of service for all employees: 18.8 years (Men: 19.2 years / Women: 17.2 years)
*2 Expert Rank: Equivalent to the rank of assistant manager, an employee of expert rank assumes an expert or leadership role.
| Promotion rate of female employees to expert level or higher |
|
|---|---|
| FY2009 | 7.21% |
| FY2010 | 7.69% |
Based on the principle of normalization, in 1993 we established a special subsidiary* to help persons with disabilities grow and contribute to society by taking on work involving responsibility. We have also made progress with improvements to the workplace environment. Since achieving the statutory employment ratio of people with disabilities in 2001, each year we have maintained employment levels well above the statutory employment ratio.
* Company Name: Kasei Frontier Service, Inc.
Main Business Activities: Information processing services, general printing, consigned work from Mitsubishi Chemical Corporation, etc.
No. of Employees: 124 (of which 81 are people with disabilities) (As of April 1, 2011)
We have set the following targets to build a “workplace in which a diversity of human resources is able to flourish.”
In June 2010, Mitsubishi Rayon Co., Ltd. (MRC) received a 2010 Excellence Award from the Director of the Tokyo Labor Bureau in the Family Friendly Corporation category as part of the Corporate Awards for the Promotion of Gender Equality and Good Work-Life Balance organized by the Ministry of Health, Labor and Welfare. MRC was recognized for having adopted the perspective of all employees to expand and improve its unique work-life balance support programs.
Number of employees utilizing childcare
*1 Combined total of Mitsubishi Rayon and Mitsubishi Rayon Engineering
At the Mitsubishi Rayon Group (MRC Group), we will continue to carry out initiatives aimed at promoting management strategies that utilize diverse human resources (diversity management) and realizing a good work-life balance from the perspective of “management that makes use of people.”
We have set the following targets to build a “workplace able to achieve a good work-life balance.”
We also believe that the growth of each and every employee through their business career also leads to the development of a fulfilling workplace, and undertake efforts to support the personal growth of employees at each company.
A wide variety of policies are implemented by companies to promote efforts aimed at personal growth. For 20 years, Mitsubishi Plastics, Inc. (MPI) has supported correspondence courses for personal development. From themes directly related to work to those dealing with life enjoyment courses, we currently offer 240 courses which are taken by a total of 360 employees annually.
For most courses, MPI subsidizes half the cost of the course upon completion. In addition, amid the growing momentum of globalization in recent years, we have improved the language courses on offer to accommodate a wider range of employees who wish to develop their skills in English, Chinese and other languages.
We have set the following targets to improve “personal growth and the awareness of contributing to society.”
We undertake efforts to help employees maintain their health.
Mitsubishi Chemical is proactively conducting activities to maintain mental and physical health. One of the measures for maintaining physical health is specific health counseling* provided as a follow-up measure to the health checks conducted by the company. This was undertaken at the request of the Mitsubishi Chemical Health Insurance Association.
*Specific health counseling: Checkups and health counseling to prevent lifestyle related diseases, with emphasis on prevention and elimination of metabolic syndrome for insured persons and dependants age 40 to 74.
Classification of specific health counseling
