MITSUBA Group upholds respect for human rights in its code of conduct, “How We Should Act.” Moreover, to continue to be a company that is trusted by the international community, we communicate not only with our employees, but also with our suppliers and local communities; and respect the basic human rights of society as a whole.
MITSUBA Group advocates the abolition of discrimination in its code of conduct “How We Should Act” and works to create a comfortable workplace where diverse human personnel can thrive and play an active role, regardless of their birth, nationality, creed, religion, gender, race, ethnicity, age, mental / physical disability, medical history, social status, etc. Moreover, when hiring, applicants are judged on matters unrelated to the applicant's aptitude or ability, such as “matters beyond the applicant’s responsibility” as in family or living environment, and “matters of essential liberty” as in religion or ideology. In addition, briefing sessions for interviewers are conducted to ensure that they have a good understanding of our hiring process, as well as to ensure fairness.
MITSUBA prohibits harassment related to gender, pregnancy, childbirth, childcare, elderly care, as well as power harassment and sexual harassment, etc. and establishes internal regulations to these effects. Moreover, we have established “MITSUBA Free Consultation Desk” both inside and outside the company, and when a matter is reported, we verify the facts and take measures to prevent recurrence.
In order to prevent child labor, MITSUBA confirms the age in the documents submitted when joining the company. In addition to hiring people who apply of their own free will, we also strive to prevent forced labor by providing prior notice (in writing) of working conditions to hired employees, and not requiring foreign technical intern trainees to keep important employee documents such as passports in the company’s custody.
MITSUBA considers collective bargaining to be an element of basic human rights that should be respected as a company, and recognizes the right of employees to bargain collectively regarding wages, working conditions, etc., in collective bargaining agreements.
MITSUBA has adopted a union shop system, and all non-managerial regular employees, with the exception of some management-related employees, are members of the labor union. With the aim of establishing fair and stable labor-management relations, we have concluded a comprehensive collective labor agreement, available to all employees at any time via the intranet, promoting MITSUBA’s development and improving the lives of union members.
At MITSUBA, we hold a central management meeting for the entire company and a departmental management meeting for each department every month. In addition, the labor union and the human resources department hold labor relations committee meetings weekly to create a better workplace environment, where active exchange of opinions and information between labor and management takes place on a daily basis. Moreover, when revising or establishing new systems that have a significant impact on employees’ working styles and working conditions, these new systems are implemented only after mutual consultation and agreement between labor and management.
Furthermore, in order to promote communication between the company and its employees, we are actively implementing “Kurumaza,” which is a dialogue and information exchange between management and employees in each department. This serves as an opportunity to convey management policies and ideas to employees and to directly confirm the opinions of employees to such policies and ideas.
MITSUBA is working to raise awareness of human rights by conducting sustainability education (including MITSUBA Group Human Rights and Labor Policy, etc.) for employees using e-learning, and by providing education on harassment at the “Personnel Labor Meeting” for managers once a year.
MITSUBA Group has set up the “MITSUBA Comprehensive Consultation Desk”, both internally and externally (at law firms), where employees can report and consult about “corporate ethics” and “compliance,” including discrimination and harassment. When operating the MITSUBA Comprehensive Consultation.
At MITSUBA, we undergo periodic (once a year) sustainability performance evaluations by third-party organizations, and strive to maintain and improve the system by incorporating any human rights issues that emerge into our plans for the following fiscal year. The evaluation results and improvement plans are reported and discussed at the ESG Committee meeting.
Furthermore, each Group company periodically (once a year) conducts a self-evaluation using a checklist based on the Group’s sustainability standards. The items in the checklist are based on human rights items that should be considered in the corporate activities of MITSUBA Group, such as prevention of child labor by verifying age at the time of employment, and all types of harassment and discrimination in human resources. Furthermore, we added risk assessments related to human rights and labor in FY 2024 and worked to understand the actual situation at each company.
We analyze human rights issues within the MITSUBA Group based on the results of each Group company’s self-evaluation and use this information to develop measures to correct and improve these issues.
| Target | Domestic and overseas Group companies (34 companies) |
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| Recovery rate | FY 2024: 100% |
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