Human rights issues related to global business activities have come more to the forefront in recent years, and this has accelerated the promotion of protections in international frameworks. In line with the corporate philosophy of promoting happiness throughout society, DMC has strived to expand its business globally. In response to global issues related to human rights, DMC established its Human Rights Policy in 2017 in accordance with the UN Guiding Principles on Business and Human Rights. We place a priority on respecting the human rights of all employees and other stakeholders under the International Bill of Human Rights, and the Declaration on Fundamental Principles and Rights at Work by the International Labor Organization (ILO). Specifically, we established our Procurement Policy and CSR Procurement Guidelines to promote thorough understanding of human rights protection among all suppliers as well as to guide appropriate actions against the potential impact of our business activities on human rights and eliminate behaviors that violate human rights, including forced labor and child labor.
In accordance with the corporate philosophy of “achieving sustainable growth while promoting happiness throughout society,” DMC strives to realize a sustainable society through its business while taking account of social and environmental issues. In order to do so, we place a priority on our responsibility to protect human rights.
We understand the significance of our corporate responsibility to promote the protection of human rights, to protect stakeholders’ rights and individuality, and to provide a safe, secure and comfortable working environment.
The DMC Human Rights Policy conforms to the International Bill of Human Rights and the Declaration on Fundamental Principles and Rights at Work by the International Labor Organization (ILO).
Responsibility for human rights protection applies to all executives and employees at DMC and its affiliated companies. We also require all our suppliers and business partners to protect human rights. If human rights are violated, we take prompt and appropriate action.
DMC promotes human rights protections in accordance with the Guiding Principles on Business and Human Rights specified by the United Nations.
DMC has established human rights due diligence processes to identify DMC business that impacts human rights and strives to reduce or prevents human rights violations. DMC continues examining the effects of such measures to respond to the potential or actual influence on and risk of human rights efficiently.
In the event that DMC business activities cause a negative impact on human rights, either directly or indirectly, it shall strive to address the issue immediately through appropriate action.
DMC follows the laws and regulations of the regions where it conducts business activities. In the event that there is a contradiction among internationally adopted human rights conventions and laws and regulations in individual countries and regions, DMC strives to follow international principles of human rights protection.
DMC provides appropriate education and enlightenment to implement this basic policy into its business activities.
We also discuss responses to potential and actual impact on human rights with stakeholders.
DMC discloses the progress and results of its approaches to human rights protection on its website and reports.
DMC respects the free will of all employees and prohibits forced labor. DMC provides employment conditions in advance in the language that the relevant employee prefers. DMC does not require any employee to surrender his/her passport, official ID card, or work permit.
DMC does not ask any employee to work in excess of the maximum weekly working hours specified by local laws and regulations. DMC provides each employee at least one holiday per week.
DMC respects the individual employee’s freedom of association, freedom to join or not join the union, right to collective bargaining and peaceful assembly in accordance with local laws and regulations. DMC promotes direct communication between individual employees and top management without fear of discrimination, revenge, threat, or harassment. DMC prohibits the illegal firing of any employee.
Fair and Equitable Recruitment
We recruit individuals based on their aptitude and abilities without regard to nationality, ethnicity, thinking or beliefs, religion, physical disability, gender, gender identity, or sexual preference to provide job opportunities for a wide variety of people. We also have systems in place to provide fair wages and benefits in consideration of human rights.
Prohibition of Forced Labor and Child Labor
When recruiting individuals, we confirm age to prevent child labor. At our DMC factory in Indonesia, which has a high risk of child labor, we require all employees to submit documents to confirm their age.
In addition, DMC prohibits forced labor, secures appropriate working hours, and develops a work environment based on respect for the culture in each location. At the Shirakawa Factory, we built a prayer room equipped with space for ritual ablution and provide prayer times for Muslim employees.
Prevention of Discrimination and Harassment
DMC respects the personality of individual employees and strives to prevent discrimination or harassment. Since employees in managerial positions or higher positions are required to have proper knowledge and skill to handle discrimination and harassment, DMC scheduled selfexaminations and seminars.
Installation of a Human Rights Reporting & Consultation Desk
DMC has established a consultation desk to provide appropriate and prompt responses to reports and consultations regarding human rights to prevent the risk of violations. We thoroughly observe the confidentiality of individuals and prohibit the inappropriate handling of information.
Sharing the Human Rights Policy throughout the company
DMC held study meetings on social issues and movements related to human rights both at home and abroad for directors, managers, and other employees in managerial positions for the purpose of disseminating its Human Rights Policy among group companies. In addition, at the Indonesia Factory, we have published a report on social activities once per year since FY2019 as a tool to enable employees to learn about the importance of CSR activities, including compliance with the Human Rights Policy and social issues related to human rights.