Respect for Human Rights

Human Rights Policy

We at the Mandom Group recognize that our business activities must only exist on the basis of our respect for human rights.
We have adopted and will implement the following Human Rights Policy so that we can promote action in respect of the human rights of all Mandom employees and their families, trading partners and all others involved in the supply chain as well as production operations upstream, consumers and all other stakeholders relating to the Mandom Group.

  • Basic Stance on Human Rights
    We support and respect international norms relating to human rights including the International Bill of Human Rights stipulated by the United Nations on the basic human rights of all people, the ILO Declaration on Fundamental Principles and Rights at Work, and the Guiding Principles on Business and Human Rights.
    As a signatory to the United Nations Global Compact, the Company supports the ten basic principles of the Compact.
    The Mandom Group will comply with the laws of the nations and regions where we conduct our business activities. If laws or rules in the nations or regions conflict with the international principles on human rights, we will comply with the local laws while pursing methods of respecting the internationally accepted basic human rights principles.
  • Respect of Stakeholder Human Rights and Promotion of Diversity
    We respect all the diverse values, individualities and privacy of stakeholders relating to our corporate activities as we promote diversity.
    We will not discriminate under any circumstance against any person on reasons of race, nationality, ethnicity, sex, age, origin, religion, education, physical characteristics, disability, health condition, sexual orientation, or gender identity.
    We will strive to create a workplace environment where employees can work safely with reassurance, energy and in full mental and physical health, where there is mutual trust and where common sense prevails.
    We will eliminate any discrimination, violence or harassment in the workplace.
  • Due Diligence in the Supply Chain
    We will follow the Guiding Principles on Business and Human Rights and identify the negative impact on human rights relating to the business conducted by the Mandom Group and will engage in action that prevents or reduces such negative impact.
    If due diligence action on human rights uncovers any occurrence or furtherance of negative impact on human rights, we will strive to take appropriate and effective remedial action.
    If our products or services are directly linked to a negative impact on human rights due to our trading partnerships, we recognize the possible need to take corrective action.
  • Dialog and Discussion with Stakeholders
    In our activities relating to negative impact on business and human rights, we will engage experts from outside the Company and we will provide opportunities and engage in dialog and discussion with relevant stakeholders, with respect and sincerity.
  • Reporting System
    Any employee recognizing the possibility of violation of laws and rules that apply in the countries and regions of our operation or the infringement of human rights rules and other in-house regulations can use the internal reporting system to report such violations.
    We also have set up a reporting contact where external stakeholder can report any violation of our Human Rights Policy or any risk of violation.
  • Education and Training
    We will deliver continuous education to employees so that correct knowledge about respect for human rights can be fully diffused and understood throughout the Mandom Group.
  • Information Disclosure
    We will disclose the progress and results of our human rights actions on the Company website and through other means.

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

At Mandom we promote activities that foster a culture which values diversity and difference, not only by utilizing female employees, but also exploiting a variety of highly individual, diverse capabilities, and embracing employees with foreign nationality.
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.

Due Diligence

We have been promoting inter-departmental CSR activities since setting up a CSR Promotion Committee (currently Sustainability Promotion Committee) in 2015.
At the Sustainability Promotion Committee we have set forth the issue of building and implementing a CSR procurement system. We are working to develop a CSR procurement system that takes into account issues in the supply chain such as human rights, labor practices, the environment, and fair business practices, while enlisting the cooperation of trading partners.

Fair Operating Practices

Regarding fair operating practices, with the shared goal of sustainable social development, we will build good relationships with our suppliers and partners and fulfill our social responsibilities through our business activities.

Toward Fair and Transparent Transactions

Mandom established the Antimonopoly Act Compliance Program back in July 2004, to establish fair and transparent business transactions and build stable relationships of trust as a good partner to all with whom we are engaged. Since we revised the program, our legal affairs office has held seminars for the sales division and purchasing department, and the purchasing department also participates in outside seminars related to purchasing and procurement to acquire greater knowledge.
In addition, group training is given annually to all employees as a means of reinforcing and confirming their understanding of Mandom KohDoh Practices. Several times a year, training is conducted through meetings and other gatherings of each section or division, using training materials distributed. The MP News carries articles on KohDoh Practices to enhance understanding, and employees are encouraged to read these in their own time.

Since September 2007 the Mandom Group has been expanding the scope of its Helpline System to include business partners. See below for more details.