Mandom Group's CSR KohDoh Practices
With regard to human rights, we support and respect the protection of human rights as declared by the international community and will do our best to continuously monitor actions and educate people at every stage of our business activities to avoid complicity in any human rights violations.
Promoting Human Rights Education
At Mandom we are working to promote human rights awareness through ongoing employee education and will integrate into the Mandom Group Code of Conduct (2018 revised version).
Respect for Human Rights, Ban on Discriminatory Treatment
- We shall respect the basic human rights of everybody.
- Under no circumstance shall we discriminate against anybody for their nationality, race, ethnicity, religion, color of skin, age, sex, gender identity, sexual orientation, health condition, physical disability or employment status. Should we detect any discrimination, we shall not turn a blind eye.
- We shall not discriminate against anybody or anything on the grounds of preconception or prejudice.
- We shall not force anybody to follow our own personal beliefs or preferences.
Ban on Child Labor and Forced Labor
- We shall refrain absolutely from any use of child labor, the employment of children who are under the minimum working age.
- We shall refrain absolutely from any use of forced labor, the illegal extraction of labor by means of physical or psychological constraint.
- We shall comply with treaties and laws that prohibit child labor and forced labor.
Development of Working Conditions
- We shall create working conditions which are conducive to work, taking into account health and safety.
- We shall produce ways of working which develop individual capability and respect diversity, personality and individuality so that we can enhance the power of individual members to the strength of the entire team.
- Placing top priority on human life, we shall comply with laws and rules concerning working conditions/industrial health and safety.
- We shall positively implement measures such as creating a safety-first environment and ensuring reasonable working hours.
- We shall actively participate in efforts to maintain and promote health.
- If any accidents or other problems relating to our product occur, we shall promptly respond to such a situation.
Ban on Harassment
- We shall speak and act with consideration from other people's point of view.
- We shall not engage in sexual harassment (any sexual acts that go against somebody else's will).
- We shall not engage in power harassment (any harassment using some advantage of business position in and out of the office).
- We shall not engage in maternity harassment (any unfair treatment for pregnancy or childbirth).
- We shall not engage in other harassment such as social harassment(infringements of privacy or nuisances involving social networks) and alcohol harassment(for example, forcing of participation in drinking parties, forcing of drinking down a jug of beer in one go).
- Should we detect any harassment, we shall not turn a blind eye.
Creating an Environment Enabling Participation by Diverse Human Resources
In April 2015 Mandom established a Diversity Promotion Office to help create a corporate culture of respect for diversity and differences, which involves the utilization of not only female employees but also individuals of various dispositions and abilities, employees of foreign nationality, and others.
Human rights and labor practices are closely related issues. We are trying to build an organizational system that embodies diversity and inclusion in order to retain workers of diverse attributes and value systems, and enable them to reach their full potential.
Recent data that includes figures for women in management positions and the employment of people with disabilities and non-Japanese employees can be found below.
Creating an environment enabling participation by diverse human resources, including people with disabilities
We aim to build an organization that encourages diversity and inclusion. As part of this, we are creating workplace environments that allow us to hire more people with disabilities and facilitate their participation.
At our head office we have set up an accessible restroom on the ground floor, provided handicapped parking spaces, and made the office hallways wide enough for wheelchairs and other mobility equipment, among our many efforts to ensure a "barrier-free" workplace. At the Fukusaki Factory in 2014 we renovated the production building, and set up accessible and multi-purpose restrooms, along with an accessible entrance and other measures.
Further supplementing our efforts with regard to physical facilities, we have been holding seminars on universal manners with the assistance of the Japan Universal Manners Association (Mirairo Inc.) to teach our employees how to approach people of all kinds and show basic manners toward them. The goal is to build a workplace environment with a positive attitude or sense of heart that promotes working enthusiastically together among all types of people-those with disabilities, seniors, non-Japanese, pregnant women, etc. These seminars complement the physical accessibility measures we have also implemented.
Continuous investment in education on human rights
To promote the creation of an organizational structure aimed at diversity and inclusion, we believe it is necessary for every employee to have a proper understanding of, and deal appropriately with, the various human rights issues arising in the international community such as forced labor, child labor, and LGBT issues.
Going forward, Mandom will continue in-house activities to raise awareness of human rights, in order to cultivate employees suitable for a company engaged in business on a global scale, and build an inclusive society.
Please see below for information on our recent hirings of people with disabilities (and the legally mandated employment rate over time).
Aiming to establish a new CSR promotion system for the Mandom Group, a CSR Promotion Committee was set up in 2015 to carry out inter-departmental CSR activities.
The committee is working to gain the cooperation of our suppliers and partners to build a CSR procurement system that addresses issues of human rights, labor practices, the environment, and fair operating practices in the supply chain — specific topics that belong to the CSR material issues of building and implementing a CSR procurement system.
Understanding and Paying Respect to the Culture and Customs of People in Different Countries
We carry out business with respect for the history, culture, customs, and ways of thinking of the people in different countries and regions.
Our wholly owned subsidiary, PT Mandom Indonesia Tbk is based in a country where about 90% of the populations is Muslim. To show respect for the religious customs of Muslim workers, we built a place of worship on company grounds and run operations with as much consideration as possible for prayer times throughout the day.
Also, in deference to the victims of the July 10, 2015 fire at the plant in Indonesia, and the families of those who were injured or who lost their lives, we have engaged in follow-up activities in a way that is respectful of local customs, religious beliefs, and culture.
A memorial service marking the 100th day after the fire in PT Mandom Indonesia Tbk. (October 19, 2015)