Respect for Human Rights

Human Rights Policy

The Morinaga Group considers that respect for human rights is an important corporate social responsibility. Based on the Morinaga Group Human Rights Policy, each and every employee shall respect human rights, proceed with the creation of a workplace free from discriminations and harassments, and take human rights into consideration on a supply chain-wide basis.

Morinaga Group Human Rights Policy

As a member of the international community, the Morinaga Group respects fundamental human rights, undertaking sincere business activities that do not tolerate human rights violations.

1. Respect for human rights and prohibition of discrimination
We respect fundamental human rights, and will not discriminate in any way based on a person’s race, gender, nationality, religion, ideology, age, or physical characteristics, or for any other reason.
2. Prohibition of harassment
We will not participate in power harassment, sexual harassment, or any other behavior whatsoever that injures human dignity.
3. Consideration for safety/hygiene
We will give consideration to safety and hygiene in the workplace, endeavoring to ensure a comfortable work environment, and respect employees’ fundamental human rights.
4. Building and maintenance of good labor-management relations
We will respect the right to freedom of association and collective bargaining and other fundamental rights, building and maintaining good labor-management relations.
5. Elimination of child labor/forced labor
In our various business activities, we will not accept child labor, forced labor, or any other unfair labor practices.

(Established in May 2018)

Consideration for Employees’ Human Rights

Anti-harassment training

According to our pro-human rights policy, we set the elimination of harassments as a goal of our compliance activities. In our compliance training sessions, we continuously provide educational programs designed to prevent and raise awareness about power, sexual, and other harassments.
Such programs ranges from two types of anti-harassment trainings for executives (one are trainings provided by external lawyers targeting all executives of Morinaga, the other are those for Morinaga’s all General Managers leading a division or department, heads of business offices, and executives of Group companies) to training session videos that can be accessed online by every employee of the Company.

Identifying harassments through compliance survey

The Morinaga Group conducts a compliance survey in every December, targeting all employees working at domestic Group companies (the number of respondents to the survey conducted in December 2019: 3,733), with the view to determine the level of compliance in the Group on a regular basis. In the survey, we attach a special attention to harassing behaviors and include questions asking whether the respondent was directly harassed or saw or heard of a harassing behavior in the last 12 months and in any past year, respectively. Answers to these questions are tabulated separately so that we can have a detailed view of the Company’s level of compliance.
We also ask questions about the corporate culture that respects for workplace compliance as well as the respondent’s view on the Company’s degree of engagement in the compliance management, in an effort to identify our employees’ level of compliance awareness. The summary of the survey results is fed back to all the survey respondents to share the understanding about the extent of the Group’s compliance.

Examples of questions in the compliance survey

  • Have you ever been a victim of a power or sexual harassment?
  • In the workplace, do you consult or confirm with your supervisor or colleague when you have any compliance or work-related questions? Alternatively, does your workplace have an atmosphere (environment) that allows such consultation or confirmation?

Furthermore, as part of our proactive activities for an improvement of corporate culture, these results are used as a basis for holding interviews and opinion exchange sessions with respective business offices and making proposals on possible measures to solve compliance issues.

Online anti-harassment training

Online anti-harassment training