SDGs Covered by the Vision

Performance Indicators to Monitor the Progress in Achieving the Vision and Activity Results

• Various data on human rights and labor at DNP

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.

• DNP Group Code of Conduct
• Human Capital Policy
• DNP Group Human Rights Policy
• DNP Group Diversity Declaration
• DNP Group Safety and Health Charter
• DNP Group Declaration on Health
• DNP Group Basic Procurement Policy
• DNP Group CSR Procurement Guidelines

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.

Relief System

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.

• Open Door Room
• Global Internal Whistle-blowing System
• Consultation Office
• Compliance Hotline (Japanese site opens)(Open in a new window)

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.

• Click here for the latest DNP Group Integrated Report.

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.

• Responsible Procurement
• Fiscal Year Activities Report of Responsible Procurement (59KB)(Open in a new window)

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.

• DNP Group Social Contribution Policy and Social Contribution Themes

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.

• DNP Group Diversity Declaration
• DNP Group Safety and Health Charter
• Joint Labor-Management Declaration
• DNP Group Declaration on Health

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.

• Diversity & Inclusion

Fostering a corporate culture to support the active participation of diverse human resources

• Diversity Week
• Diversity & Inclusion Training
• Mentor System
• Harassment Measures
• Promoting the Active Role of Women
• LGBTQ+

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
• Telecommuting
• 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.

• Human Resources Development and Training

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."

• Occupational Safety and Health

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.

• Initiatives for Maintaining and Improving Health
• Initiatives for the Prevention of Industrial Accidents

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.”