Human Rights and Labor
DNP recognizes that “respect for human rights” is a responsibility that a company must fulfill as a member of society and is therefore strengthening initiatives in this area through dialogue with a variety of stakeholders that include shareholders and investors, customers, suppliers, local communities and employees. Moreover, 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
- Initiatives for
- Initiatives for
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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Initiatives for Human Rights
Policies and Structure
After deliberations of the Board of Directors, DNP established the DNP Group Human Rights Policy in 2020 based on the International Bill of Human Rights, the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work and other international rules. In line with this, each department at the head office, including the Personnel & Employee Relations Division, Diversity Promotion Department, Sustainability Promotion Department, Purchasing Division, Strategic Business Planning & Development Division and Legal and Compliance Department, is working together to promote initiatives for human rights.
Education and Permeation
DNP believes that every employee who supports our business activities needs to understand the importance of respecting human rights and reflect this in their daily activities. For this reason, in keeping with the DNP Group Human Rights Policy, we at DNP implement a wide variety of training programs, including training on diversity and various types of harassment for all Group employees as well as specialized education for staff involved in procurement operations. Particularly noteworthy, our training on “business and human rights” does not stop at just gaining knowledge about the meaning of human rights and the historical background in which these rights arose and trends in the international community regarding human rights. This training also has a practical content that provides all Group employees with opportunities to reflect back on their own work from the standpoint of respecting human rights by studying a variety of actual cases that occurred in Japan and overseas. DNP also continuously provides education to its suppliers through a wide range of opportunities such as various surveys, interviews and briefings based on the DNP Group CSR Procurement Guidelines.
Including building a grievance mechanism, DNP is making group-wide efforts globally to establish an environment where employees and suppliers and contractors can more easily report and consult on compliance-related issues and the Company is able to understand and identify any infringements on rights.DNP protects the confidentiality of reported information as well as the anonymity of the whistleblower and operates the system in a manner that ensures the whistleblower does not suffer any disadvantages.
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.The results confirmed no significant risks at any of the nine companies.In the future, we will further ascertain risks by undertaking local surveys and taking other measures.
Initiatives in the Supply Chain
DNP is promoting a variety of initiatives to undertake responsible procurement that respects human rights throughout the supply chain. These efforts include the establishment of an array of guidelines, the implementation of fact-finding survey questionnaires to raise the effectiveness of the guidelines, and the interviews and education based on these questionnaires.
DNP provides a variety of products and services to the global market from its domestic and overseas business locations, and its procurement activities are also globalized. Since fiscal year 2018, we have expanded the scope of our supplier surveys to include overseas companies in order to implement risk management throughout the entire supply chain, aiming to build and operate a safer and more resilient system. In fiscal year 2021, based on the results of the previous year's survey, we interviewed 14 suppliers and provided them with written guidance for specific improvements.
Initiatives as a Corporate Citizen
DNP supports the Convention on the Rights of the Child and the Principles on the Rights of the Child and Business, and respects not only the prohibition of child labor, but also the four rights of children stipulated in the Convention on the Rights of the Child: the right to live, to grow up, to be protected, and to participate. As one of the DNP Group Social Contribution Policy and Social Contribution Themes, we support the sound upbringing of children who will lead the next generation.
Initiatives for Human Resources
Human Capital Policy
To achieve growth over the medium to long term, DNP is reinforcing its business infrastructure by utilizing financial and non-financial capital in an integrated manner. We are working to provide systems that take into account changes occurring in the entire society and are attractive both internally and externally, to support employees who form a particularly important foundation for our growth, and to transform their awareness and action. In FY2022, we established the belief that respecting employees leads to the respected employees driving corporate growth and enriching society, which represents the DNP Group’s universal and basic approach to human resources, as Human Capital Policy. By placing this consept at the top of the other mission, visions, charter and declarations related to people we will endeavor to reinforce and maximize our human capital in a strategic, integrated manner for enhancing corporate value.
Diversity & Inclusion
The source of the strengths of the DNP Group is undoubtedly the presence of each and every employee. We seek to maximize the capacity of the organization and create new value by respecting individual differences, accepting each other and synergizing each other’s strengths.
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 Style Reform
- Work/Leave System
- Support for Balancing Work and Childcare/Nursing Care
- Employment of People with Disabilities
- Employment of the Elderly Persons (flexible retirement 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
- Employee Awareness Survey
- Renshikai (Mutual Relief Association)
- DNP Family Friendly Days
Human Resources Development and Training
DNP has devoted efforts to supporting active roles of its employees who are irreplaceable assets and who have driven innovation since our founding. We provide systems related to recruitment, development and promotion of excellent human resources in order to optimize and maximize our human capital while capturing overall trends in society.
Initiatives and Systems for Human Resources Development and Training
- Human Resources Development and Training
- Pay Grade System
- Hiring Situation
- DVO 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
Occupational Safety and Health
Under the DNP Group Safety and Health Charter, the DNP Group promotes All-DNP safety and health activities involving all employees with the aim of building a workplace culture of "safety and health takes precedence over everything else."
Initiatives for Promoting Industrial Safety and Health
DNP is promoting safety and health activities by formulating the three-year medium-term Basic Plan for Prevention of Industrial Accidents and Health Maintenance and Promotion based on the results of internal activities and the problems that need to be addressed, taking trends in the society and the industrial safety and health measures being taken by the Japanese government into consideration.
Based on “mutual understanding and mutual trust” between labor and management, the DNP Group has established systems (Joint Management Council, Labor-Management Expert Committee, etc.) for undertaking labor-management discussions and exchanging opinions on a variety of issues to realize the stable and sustainable development of management as well as the spiritually enriched lives of employees. Also, the DNP Group holds a wide range of labor-management discussions on work styles, workplace environments, overall personnel systems, safety and health, and more. This fulfilling labor-management relationship is also one of the strengths of the DNP Group and we will further advance this relationship toward demonstrating the comprehensive strengths of “All DNP.”
Joint Labor-Management Declaration
In October 2006, DNP announced its Joint Labor-Management Declaration to share with all employees “the shape of labor-management relations to aim for” and “the starting point of labor-management relations.” “Labor-management collaboration” advocated in the Joint Labor-Management Declaration means that all employees, including those besides company and union members, have a shared recognition of the “direction we aim for" through Taiwa (dialogue) and fulfill their respective roles toward the direction.
Joint Labor-Management Declaration
We mutually confirm the importance of“labor-management cooperation”to the goal of the perpetual development of the DNP Group and society, and to enhance the role we are bound to fulfill in society as a truly superior company, and we hereby issue the following declaration:
To contribute to 21st Century society through cooperation
To seek perpetual development and wealth
To create a corporate culture based on TAIWA