Human Rights and Labor
DNP respects and encourages the mutual acceptance of differences among individuals, and by leveraging their diversity, connects people and society and provides new value (promotion of diversity). For facilitating the lasting growth of the DNP Group and the creation of a safe, healthy and vibrant workplace, we also strive to maintain and improve the safety and healthiness of workplace environments and to maintain and promote the physical and mental health of employees and their families (promotion of occupational safety and health).
Medium-to Long-term Vision
We place human dignity first and foremost and respect diversity unique to all persons that includes their culture, nationality, race, ethnicity, language, religion, values, gender, age, gender identity, and sexual orientation or whether they have disabilities. We accordingly respect working styles suited to the diversity of our employees and make efforts to create a safe, healthy and vibrant working environment based on the assumption of acting with discipline.
SDGs Covered by the Vision
Performance Indicators to Monitor the Progress in Achieving the Vision and Activity Results
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Human Rights Management
Recently, there has been rapidly growing attention to the impact of business on human rights. In 2020, DNP formulated The DNP Group Human Rights Policy based on the International Bill of Human Rights and the International Labor Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work. In line with this, we are strengthening our initiatives that include undertaking due diligence concerning human rights to identify and monitor the risk related to human rights in business activities.
Structure to Promote Diversity & Inclusion
DNP has been promoting diversity since around 2000 in seeking to foster a corporate culture that allows women and other diverse human resources to play active roles. In 2016, as an effort to augment our activities in this area, we established the Diversity Promotion Department within the Employee Relations Department in the head office and the Diversity Promotion Committee in each business unit and Group company. To drive our efforts further, we converted the Diversity Promotion Department into an independent, dedicated organization in June 2018 and extended our focus from women to other groups, including non-Japanese employees, persons with disabilities, LGBT+ and senior employees age of 60 or older.
Structure to Promote Human Resources Development and Training
DNP established the Recruiting & Training Department as the organization that promotes the optimal securing of human resources and the development of active human resources essential for realizing and implementing the Corporate Philosophy and the Business Vision based on this philosophy, while ascertaining changes in the economic and social environments. We are also building and developing even better environments, frameworks, and organizations to ensure each employee can execute his or her role to the fullest and achieve personal growth and self-fulfillment as independent individuals and to nurture an emergent corporate culture as the basis for this.
Structure to Promote Occupational Safety and Health
In 2019, DNP formulated the DNP Group Safety and Health Charter to truly foster a workplace culture of “safety takes precedence over everything else” and engaged in All-DNP activities involving all employees. In promoting safety and health activities, the DNP Group Safety and Health Liaison Council oversees and leads relevant activities of the entire Group, while the responsible committee of each business unit and Group company and the Safety and Health Committee of each workplace create specific action plans. In this way, DNP's management and employees are making concerted efforts to increase the level of safety and health throughout the Group.
DNP’s Main Initiatives
Human Rights Due Diligence
From 2014 to 2016, we carried out interview surveys with all business units in addition to implementing written surveys at all 22 overseas consolidated Group companies. Through these surveys, we worked to ascertain risks from a wide range of perspectives, including the countries and communities where we operate, suppliers and outsourcing contractors, raw materials countries of origin, consumers and customers and employees. DNP recognizes there is no significant risk associated with human rights within the scope of this information obtained from these investigations. In 2017, to formulate a human rights policy and implement detailed risk assessment, we promoted considerations, which also incorporated the opinions of experts, on how to proceed with these initiatives.
As part of due diligence on human rights based on the DNP Group Human Rights Policy, in 2020 risk assessment utilizing the Human Rights Compliance Assessment (HRCA) Quick Check of the Danish Institute for Human Rights was implemented at nine overseas consolidated Group companies with manufacturing departments. In the future, we will further ascertain risks by undertaking local surveys and taking other measures.
Promoting Diversity-Related Measures
We will create new value by respecting each person’s differences and leveraging their diversity. We will strive to promote diversity measures in accordance with the following three basic policies.
Basic Policies on Diversity Promotion
・Developing diverse human resources (career development)
・Fostering a corporate culture to encourage the active participation of diverse human resources (management and awareness reforms)
・Realizing diverse work styles (work style reform)
Fostering a corporate culture to support the active participation of diverse human resources
Initiatives and Systems to Support Active Roles of Diverse Human Resources
We are promoting initiatives for supporting active roles of diverse human resources for increasing our capabilities to resolve social issues and create new value that meets people’s expectations.
- Work/Leave System
- Support for Balancing Work and Childcare/Nursing Care
- Employment of People with Disabilities
- Employment of the Elderly Persons (Senior Staff System)
- Reemployment of Retired Employees (Return-to-Work System)
- Non-Regular to Regular Employee Conversion System
- Side Jobs/Dual (or Multiple) Jobs
- Life Planning Promotion System
- Consultation Office
- DNP Family Friendly Days
- Employee Awareness Survey
- Renshikai (Mutual Relief Association)
Initiatives and Systems for Human Resources Development and Training
DNP believes it is important to realize its Business Vision of contributing to society and to create corporate culture that enables employees to simultaneously achieve personal growth and self-fulfillment. DNP is deploying a variety of measures to create free-spirited and open workplaces that respect individual values, enable people to raise their own abilities, encourage utmost efforts, and that can promote mutual cooperation for deepening dialogue. DNP is focusing especially on enhancing personnel systems that support independently minded employees and training systems that support self-fulfillment.
- Human Resources Development and Training
- Pay Grade System
- Hiring Situation
- MBO System
- In-House Recruiting System
- Self-Reporting System
- FA System
- In-House Study Abroad System
- Specialist Work System
- ICT Professional System
- Meister System
- System for Encouragement of Qualification Acquisition
- Award System
- Career Counseling Center
- Training Program
Promoting Occupational Safety and Health Initiatives
DNP is promoting safety and health activities by formulating the Basic Plan for Prevention of Industrial Accidents and the Basic Plan for Health Maintenance and Promotion every three years. These medium-term plans reflect social trends and Japan’s industrial safety and health initiatives as well as our past activity results and issues facing DNP.