Human Rights
Our Policy
Iwatani Code of Corporate Ethics calls for all “to respect human rights, and refrain from any form of discrimination and harassment.” We are focusing on enhancing programs and training to develop an environment in which each and every employee can work in confidence while demonstrating their individual abilities to the fullest.
Iwatani Code of Corporate Ethics
Based on our support for international human rights standards, we have also established the Iwatani Group Human Rights Policy to promote human rights initiatives both within the Iwatani Group and externally.
Iwatani Group Human Rights Policy
In accordance with this policy, the Iwatani Group in its policies and actions will demonstrate respect for the human rights of all stakeholders and strive to promote human rights initiatives both within the Iwatani Group and externally.
- １．Scope
This policy applies to all officers and employees of the Iwatani Group. Additionally, we strive to ensure that all business partners and other stakeholders understand and comply with this policy.
- ２．Support and Respect for International Agreement on Human Rights
We support various human rights declarations and guidelines, including the United Nations International Bill of Human Rights and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. We are committed to pursuing our business activities in strict accordance with the UN Guiding Principles on Business and Human Rights.
- ３．Human Rights Due Diligence
Through due diligence efforts to monitor human rights issues, we strive to identify, prevent, and mitigate any negative human rights impacts of the Iwatani Group’s operations.
- ４．Correction and Remediation
Should our business activities have or contribute to negative impacts on human rights, we will fulfil our responsibility to take appropriate corrective and remedial steps.
- ５．Dialogue and Discussion
Through the initiatives based on this policy, we will pursue and seek to maintain an attentive two-way dialogue with all stakeholders.
- ６．Training and Education
We will provide the training and education needed to ensure that officers and employees understand this policy and to ensure that this policy takes firm root within the company.
- ７．Information Disclosure
We will disclose appropriate information on our human rights initiatives based on this policy on our website and elsewhere.
Established March 2023
Iwatani Corporation
President
Major Human Rights Initiatives
Addressing Harassment
Workplace harassment refers to socially unacceptable behavior detrimental to the dignity of individual workers—behavior that keeps others from demonstrating their abilities.
Iwatani’s rules of employment clearly prohibit harassment, including harassment related to gender, pregnancy, childbirth, childcare leave, or long-term care leave, as well as power harassment and sexual harassment. As part of efforts to prevent harassment, we have held harassment training sessions to promote an understanding of harassment. We also implement e-learning for all employees to raise internal awareness and to foster atmosphere where can work comfortably.
In addition, we have established a Workplace Harassment Hotline, act swiftly to investigate the facts of cases reported to the hotline, and take steps to prevent recurrences. We have manuals that cover practices required to protect the privacy of related parties, including both those who report cases to the hotline and those accused of harassment. We respond to consultations in accordance with these manuals.
Relationship of Mutual Trust Between Employees and the Company
Based on our conviction that trust between employees and the company is essential to corporate growth and that improving employee living standards and corporate growth go hand in hand, we strive to build strong and positive relationship. We maintain and enhance strong relationship of trust and mutual understanding. On the purpose of pursuing both the sustained growth of the company and the well-being of employees, we conclude labor agreements and confirm the right to organize and rights to collective bargaining and act collectively, and recognize the proper exercise of these rights.
We also hold regular labor-management meetings to discuss labor and management concerns and the maintenance of workplace environments. We provide opportunities for mutual consultations between labor and management on a regional basis as well to encourage labor and management to work together toward environmental improvements.