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SocialRespect for Human Rights
Respect for human rights is fundamental to our business activities.
Nihon Parkerizing Group endorses the UN Universal Declaration of Human Rights principles, the ILO Declaration on Fundamental Principles and Rights at Work, and the OECD Guidelines for Multinational Enterprises. Simultaneously, we have established the Nihon Parkerizing Group Human Rights Policies and implemented initiatives to respect human rights.
In addition, as a company trusted by society, we will strive to maintain and improve safe and secure work environments.
Human Rights Policies
- The Nihon Parkerizing Group will comply with the laws and regulations of the countries and regions in which it operates, support and respect international norms related to human rights, and fulfill its responsibility to respect human rights.
- The Nihon Parkerizing Group will eliminate unfair discrimination and any form of harassment in the workplace and respect labor rights.
- The Nihon Parkerizing Group will strive to promote respect for human rights throughout the supply chain involved in its business.
- The Nihon Parkerizing Group will prevent the occurrence of adverse human rights impacts. It will take prompt and appropriate action when identifying contributing or complicit violations.
Human Rights Guidelines
Compliance with laws and regulations
We support and respect internationally recognized human rights principles, including the UN International Bill of Human Rights, which stipulates the fundamental human rights of all people, the UN Universal Declaration of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, the OECD Guidelines for Multinational Enterprises and the UN Guiding Principles on Business and Human Rights. We also support and respect the Ten Principles of the UN Global Compact.
Prohibition of discrimination and harassment
We prohibit discriminatory treatment based on age, gender, nationality, race, religion, language, disability, creed, marital status, sexual orientation, employment status, and other attributes in all employment processes from recruitment, job assignment, treatment, training, and retirement, and do not tolerate any form of harassment including power harassment, sexual harassment, and maternity harassment.
Respect for labor-related rights
We shall comply with internationally recognized core labor standards, including the prohibition of forced labor, child labor, unfair low-wage labor, fundamental rights related to work, and freedom of association and collective bargaining. We also strive to ensure minimum wages and appropriate working hour management in our countries and regions.
Respect for human rights through business activities
We respect human rights in our business activities and endeavor not to promote human rights infringements. If we learn that our corporate activities have caused or contributed to a negative impact on human rights, we will fulfill our responsibility to respect human rights by taking appropriate measures to correct the situation. We will strive to reduce human rights risks in our overall business activities by taking necessary steps such as ensuring strict compliance with policies, rules, principles, and guidelines, as well as the introduction of a Compliance Whistleblowing System with an attorney serving as an external contact in addition to an internal contact.
Responsible supply chains
We seek to build a responsible supply chain by asking and encouraging our business partners, including supply chain partners and other related parties, to support our policy to respect human rights.
Training and awareness activities
We provide appropriate education and training to our officers and employees to ensure that our policies and guidelines on respect for human rights are adequately understood, recognized, and effectively implemented.
Information disclosure
Any non-compliance with the Human Rights Policies and Guidelines will be appropriately disclosed and reported on our website.
Response to Human Rights Infringements, Harassment, or Similar Events
System We have established the Risk Management Committee and Compliance Committee under the Internal Governance Committee chaired by the president. The Risk Management Committee annually investigates all risks, including human rights risks. It takes action on survey results, such as recommending that relevant departments avoid or prevent such risks. The Compliance Committee reports on the operation of the whistleblowing contact and consultation (including the number and content of reports and consultations). Where there is a problem, the committee handles it promptly and appropriately to reduce human rights risks.
Compliance CommitteeRisk Management Committee
Remedy System In addition to an internal whistleblowing desk, Nihon Parkerizing Group has also established an external compliance reporting system, which is staffed by attorneys, to handle human rights infringements, harassment issues, and similar problems. We promptly investigate the facts of reported cases, seek advice from attorneys or external specialized institutions if necessary, and provide guidance, instructions, and training to parties involved to remedy and resolve the problem appropriately. We protect the privacy of whistleblowers who report or consult with the staff of the Compliance Whistleblowing System to ensure that they are not treated unfairly.
Human rights enlightenment activities Our compliance handbook clearly states respect for fundamental human rights, distributed to all employees. To ensure that each employee has a correct understanding and awareness of the importance of respecting each other and eliminating any form of discrimination, we issue a monthly Compliance Newsletter and conduct compliance training once a year. We also provide human rights education to new employees and those in each job class, such as in managerial training. In employee training programs, we incorporate content focusing on human rights issues during work performance, including harassment. We are creating a climate and workplace for all employees to prevent human rights infringements.
Promoting Diversity & Inclusion
We are committed to promoting diversity so all employees can leverage their diverse personal qualities and maximize their abilities.
We aim to realize a company where employees with diverse values, ways of thinking, and skills, consisting of various backgrounds such as race, gender, physical characteristics, physical disabilities, diseases, nationality, religion, political beliefs, age, sexual orientation, and gender identity, can maximize their abilities and characteristics and work energetically.
Basic Philosophy on Promotion of Diversity
According to the words of our founder, “The foundation of the business is people.” We recognize the need to respect the values of every employee and to make the most of each other's strengths to continue to meet the diversifying needs of our customers amidst the rapid progress of globalization.
We are actively working to promote diversity to change every employee’s motivation to work and way of working.
Promotion of Diversity: Initiatives and Achievements
(1) Developing a corporate culture where female employees can demonstrate their capabilities
Initiatives we have taken We have been working to create comfortable work environments for female employees. Specifically, our project team (Work Style Reform Committee) began reforming our corporate culture in 2016. To reform our awareness, the team eliminated the uniform requirements for female employees (allowing free dress) and held seminars for female employees and male managers with female subordinates (nine times total). We also promote initiatives involving Group companies as well. For example, in 2022, we held the Parker Group Special Lecture Meeting for Promoting Active Participation of Women. We have enhanced institutional aspects of the work-life balance measures as well. For example, we introduced a flextime system and a program for using company-driven daycare facilities in 2018 and established a teleworking system in 2021. We have thus been working to improve environments that enable female employees to continue working with peace of mind even when they are pregnant, after childbirth, and as they raise children.
Initiatives | Results |
Improving hiring and retention rates In addition to striving to hire more women, we are taking measures to improve the retention rate, such as promoting shorter working hours for childcare and teleworking so that even employees who have time and space constraints due to childcare can work flexibly. |
FY 2023/3 Number of female new graduates: 2 (of 14) Number of females hired mid-career: 2 (of 3) Total: 4 (of 17) Percentage of newly hired female employees: 23.5% |
Career development support and work-life balance support In April 2022, we held the “Parker Group Special Lecture Meeting for Promoting Active Participation of Women” for female employees and their male superiors to encourage female employees to develop further and demonstrate their capabilities. We invited a female officer of one of our trading partners who is active at the forefront of corporate activities to speak about their careers and how they face their work. We also provide new managers with training related to unconscious bias and diversity management to develop a workplace culture that facilitates employees’ healthy balance of work and their family lives. We will continue to examine measures and support systems related to the active participation of women and promote diversity, aiming to be a company where diverse human resources can participate actively. |
FY 2023/3 Percentage of female employees (excluding dispatched employees): 16.9% Percentage of female mangers included in the above: 2.4% * As of March 31, 2023 |
(2) Other initiatives
Initiatives | Results |
Initiatives to retain employees Our employees’ average length of service is 17.6 years, and the voluntary turnover rate is 2.3%. We revise our systems and institutions as necessary following societal changes and the diversification of work styles. |
FY 2023/3 Average duration of service: 17.6 years Voluntary turnover rate: 2.3% |
Initiatives to improve the treatment of non-regular employees Based on the policy of equal pay for equal work, we are taking initiatives to improve the treatment of non-regular employees, such as encouraging conversion of the work contracts with non-regular employees to indefinite-term contracts and conversion of non-regular employees to regular employees, as well as the revision of bonuses for contract employees, aiming to improve the gap in treatment between regular and non-regular employees. |
FY 2023/3 Percentage of non-regular employees converted to regular employees: 5.6% Percentage of contract employees: 8.6% Percentage of dispatched employees: 9.0% |
Re-employment of senior human resources to promote their active participation To enable senior employees to continue working energetically, we implement initiatives to improve their job satisfaction and treatment. |
Number of re-employed senior employees FY 2023/3 22 FY 2022/3 11 FY 2021/3 17 |
Basic Approach to Recruitment
Nihon Parkerizing Group’s basic policy is to respect human rights and conduct recruitment activities without discrimination based on race, religion, gender, age, nationality, language, disability, sexual orientation, gender identity, and other attributes. We select and hire candidates fairly and equitably by eliminating matters unrelated to vocational aptitude and job performance from the factors considered during selection. We believe hiring people with diverse values, backgrounds, and skills will lead to innovations and the sustainable growth and development of the Group and society.
Initiatives | Results |
Global human resources With the development of our overseas business, we are focusing on recruiting global human resources. We are proactive in recruiting foreign nationals overseas and creating an environment for the acceptance of cross-cultural human resources as part of our commitment to diversity. In addition to language training focusing on speaking skills, we provide overseas training to young employees based on our belief that overseas experience is essential. We also launched the “Global Associates Program” to accept technical staff from overseas Group companies to our technology centers in Japan. Through this initiative, we conduct technological, cultural, and other exchanges in various areas to invigorate the entire Group. |
Number of non-Japanese new graduates who joined the company from April 2020 to March 2023: 5 |
Initiatives on the employment of people with disabilities We actively employ highly motivated people to develop personally and who take on challenges in their work, regardless of whether they have disabilities or not. They are active in all of our offices nationwide. We are progressively upgrading our facilities to be barrier-free to establish comfortable work environments for people with disabilities. We are also working to achieve the goal of 2.3% barrier-free access by the end of FY2030. |
FY 2023/3Percentage of employment of persons with disabilities: 2.0% * As of March 31, 2023 |
Initiatives to retain new employees We believe that human resources are the best management resource above all else. Based on this belief, we have established human resource development programs such as post-employment orientation, various level-specific training programs, and a mentor system to support employees in growing and fully demonstrating their capabilities over the long term. |
FY 2023/3 Retention rate of 23 new graduates: 100% FY 2022/3 Retention rate of 32 new graduates: 93.8% FY 2021/3 Retention rate of 22 new graduates: 90.9% * As of March 31, 2023 |
Mid-career employment initiatives (hiring experienced workers) We recruit human resources with diverse values, backgrounds, and skills regardless of their experience level. To ensure that new employees feel at ease when they join the company, we provide orientation sessions when they arrive at work before assigning them to their respective departments. We also offer level-specific training and skills enhancement training according to career stage to promote the further development of our employees. |
Number of people hired mid-career Note: Regular employees FY 2023/3 2 (Male:0, Female:2) FY 2022/3 9 (Male:7, Female:2) FY 2021/3 7 (Male:4, Female:3) |
Prevention of forced labor of non-Japanese and immigrant workers
When we employ agencies, we confirm that no business activities infringe on the human rights of job seekers. We prove that the agency has obtained a foreign worker dispatching license through documents and other information submitted by the agency and determine that activities are being appropriately implemented. We also confirm with the job seekers that the agency does not collect commission fees from the job seekers. We provide prospective employees with written statements in their native language or a language they understand, which clarify significant employment conditions (including the content of work, wages, and working hours). We also provide them with information for employment (including the work rules, occupational safety and health, performance review, access to dormitories, and who to contact in case of problems) in their native language or a language they understand.