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

In recent years, interest in the impact of business on human rights has grown rapidly.　After deliberations of the Board of Directors, DNP established the DNP Group Human Rights Policy in 2020 based on its previous efforts and in accordance with 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 related to human rights 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. In FY2021, DNP conducted a business and human rights e-learning program for all of its Group employees with the goal of fostering an understanding of human rights. Approximately 25,000 employees took part in this program. Additionally, DNP provides a wide range of training courses, including courses whose focus is diversity and inclusion, addressing the different forms of harassment, specialized courses for procurement staff and specific education regarding mineral procurement for particular business units. DNP also continuously uses a range of opportunities, such as surveys, interviews and briefings based on the DNP Group CSR Procurement Guidelines, to increase its suppliers’ awareness of human rights issues.

Relief System

Including building a grievance mechanism, DNP is making group-wide efforts globally to establish an environment where employees, suppliers and outsourcing 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 stakeholder perspectives, including the countries and communities where we operate, suppliers and outsourcing contractors, raw materials countries of origin, consumers, 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. We will continue our efforts to understand 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, including the sourcing of raw materials. To establish a secure and robust operational structure, DNP actively manages the risks throughout its entire supply chain. These initiatives involve annual compliance level surveys of its suppliers and outsourcing contractors, both domestic and international, based on the DNP Group CSR Procurement Guidelines. DNP particularly emphasizes respect for human rights by increasing its dialogue with suppliers, scrutinizing their management practices, and consistently working to reduce risk.

• Responsible Procurement

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. We not only prohibit child labor but also respect 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 emphasize the development of next generations, supporting the sound growth of the 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
• Evaluation 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.”