Respect for Human Rights
Basic Policy
We are committed to fair management in compliance with international standards regarding respect for human rights and the laws and regulations of each country and region. We also believe that “respect for human rights” is the foundation of our sustainability activities to utilize every employee's diverse abilities, personalities, and values worldwide and is linked to our corporate philosophy of “Alps Alpine innovates value for humans and society on a brighter planet.”
Alps Alpine GROUP CODE OF CONDUCT (excerpt)
| 5-1. No Forced or Child Labor |
The Alps Alpine Group will employ all of its employees of their own free will, regardless of the style of employment, and will not permit forced or child labor. Employees under the age of 18 will not be made to engage in work potentially hazardous to their health or safety (including night work and after-hours work). * A ”child” is someone who has not yet reached the age of 15, the age at which compulsory education ends, or the applicable country’s minimum legal working age, whichever is oldest. |
|---|---|
| 5-2. No Inhumane Treatment |
We will not engage in abuse, bullying (harassment) or any other inhumane treatment. |
| 5-3. No Discrimination |
We will not discriminate against anyone based on race, color, age, gender, sexual orientation, gender identity and expression, national origin, social origin, disability, pregnancy, religion or other status. |
| 5-21. Labor-Management Communication |
The Alps Alpine Group will respect the rights of employees, complying with laws, regulations and labor agreements; and we will endeavor to maintain and develop trust-based relationships between labor and management through sufficient communication. |
| 5-22. Freedom of Association and Collective Bargaining |
The Alps Alpine Group will respect the rights of employees to exercise freedom of association and engage in collective bargaining, complying with labor-related laws and regulations in each country and community where we operate. |
| 5-23. Appropriate Pay and Working Hours |
The Alps Alpine Group will pay employees a wage or salary as high as, or higher than, the statutory level that allows them to maintain social and cultural living standards and will comply with working hour limitations established by law. |
| 5-24. Indigenous and Community Rights to Land, Forests and Water |
The Alps Alpine Group will respect the rights of indigenous peoples, and other residents in communities where we operate, to land, forests and water and will not forcibly implement illegal evictions or illegally take possession of land, forests or water. |
| 5-25. No Use of Security Forces Intending to Violate Human Rights |
The Alps Alpine Group will not, in the running of our business, use the services of public or private security forces intending to partake in torture, acts of cruelty, inhumane or degrading acts, or other human rights violations. |
[Support and Respect for Protection of Internationally Proclaimed Human Rights]
Recognizing respect for human rights as an essential value shared by all humankind, we uphold the following internationally proclaimed standards and support activities aligned with the intent of those standards.
- Universal Declaration of Human Rights (UN:United Nations)
- Declaration on Fundamental Principles and Rights at Work (ILO:International Labour Organization)
- Guiding Principles on Business and Human Rights (UN:United Nations)
- OECD Guidelines for Multinational Enterprises on Responsible Business Conduct
- Other internationally recognized human rights declarations
Identification of Material Human Rights Issues Specific to Alps Alpine’s Business
Considering the issues emphasized in the electronics industry, we have identified the following as risks of human rights issues specific to our business.
- Free choice of employment
- Young workers
- Working hours
- Wages and benefits
- Humane treatment
- Discrimination/harassment
- Freedom of association
Framework for Protecting Human Rights
Until fiscal 2023, the Human Rights and Diversity and Inclusion Working Group was established under the Sustainability Promotion Committee to promote activities and report on human rights issues, led by the Human Resources Department. From fiscal 2024, the Sustainability Committee, whose members are executive officers,will report on the activity plans and results.
Human Rights Education
Our policy on respect for human rights is set down in the Alps Alpine GROUP CODE OF CONDUCT and is continually implemented within business practices, including through coverage in annual compliance and CSR training provided to employees worldwide for the purpose of promoting and entrenching the code. In fiscal 2023, 98.0% of around 31,000 targeted personnel received the training.
Level-specific training, such as for new employees and newly appointed managers and officers, also incorporates human rights themes corresponding to the respective standpoints. The intention is to instill a kind of understanding that will be replicated in the workplace.
Participation rate for training on the GROUP CODE OF CONDUCT
| FY2021 | FY2022 | FY2023 |
|---|---|---|
| 93.6% | 97.0% | 98.0% |
Assessment of and Response to Adverse Human Rights Impacts
Internal Human Rights Due Diligence
In principle, due diligence focused on human rights including worker and labor relations is conducted once every two years. In fiscal 2023, we conducted due diligence across 33 global locations. Reflecting the growing awareness of human rights in business, the number of A-ranked locations increased significantly compared with the previous results from fiscal 2021.
diligence specifically focusing on human rights issues relating to workers and labor-management relations generally once every two years
Human Rights Issues Within the Supply Chain
Alps Alpine recognizes the importance of respecting human rights not only inside the company, but also within the supply chain and acts accordingly. Guidelines relating to human rights matters are included in the Alps Alpine Responsible Corporate Action Guidelines (guidelines for responsible business conduct). We ask suppliers to comply with these guidelines and check compliance through implementation of CSR assessments.
Remedial Action (Grievance Mechanism) Initiatives
Establishment of a Consultation Service (Hotline)
As an internal reporting system for domestic Group employees, we have established an Ethics Hotline that ensures independence from management. The Ethics Hotline regulations stipulate the confidentiality of whistleblowers and the prohibition of disadvantageous treatment, and are strictly enforced. We also surveyed the status of consultation services at overseas sites, and confirmed that they were in place at all of the targeted sites.
Understanding Reports on Human Rights and Incident Details
In addition to routine human rights due diligence, the relevant departments regularly meet to share actual case examples for the purpose of gaining an understanding of the details of reports about human rights issues occurring in real day-to-day situations and the facts behind human rights incidents. Relayed information is reflected in employee training intended to prevent human rights abuses and measures to improve workplace culture.
Fiscal 2023 case examples in Japan looked at an incidence of harassment involving a supervisor routinely commenting about an employee’s physical attributes. The supervisor was disciplined in accordance with company rules. The aim was to share details of the incident and spur action to prevent a recurrence.
Establishment of a Consultation Service for the Supply Chain
Since April 2023, we have been a member of the Japan Center for Engagement and Remedy on Business and Human Rights (JaCER), a non-judicial grievance platform in compliance with the UN Guiding Principles on Business and Human Rights.
Through collaboration with JaCER and other support organizations, we are working to better address complaints and other issues from a wide range of stakeholders.
