As a company that respects human rights, SCSK makes clear its related code and not only complies with laws and regulations but also continuously undertakes the development and fostering of employees and a corporate culture with sensibleness related to basic human rights and individuality.
Respect for Human Rights
Every employee must adhere strictly to the SCSK Compliance Manual, which contains policies for respect of human rights, not only through adherence to applicable laws and regulations but also through respect for fundamental human rights and avoidance of discriminatory treatment, as well as conduct that ignores the individuality of persons, such as sexual and power harassment. These policies were established based on the Constitution of Japan, the Universal Declaration of Human Rights, The International Bill of Human Rights, Labor Standards Act, and the Equal Employment Opportunity Law.
Code of Respect for Human Rights
|Human rights shall be respected, and no unfair discrimination shall be permitted.|
|1||As stipulated in the work rules, it is a workplace requirement that directors and employees shall respect each other's individuality, cooperating harmoniously to make the company a cheerful place.|
|2||Discrimination due to factors with no connection to work performance, including ethnicity, nationality, gender, religious affiliation, beliefs, age, place of origin, and physical or psychological disabilities, is prohibited.|
|3||Discriminatory speech, harassment, slander and libel, threatening or violent statements, and other speech unbecoming of a director or employee that evokes fear in others or offends them, are prohibited.|
|4||Actions detrimental to the workplace environment, including using one's position or advantage in the workplace to make repeated statements that exceed the appropriate scope of one's professional responsibilities and infringe on the individuality and dignity of other persons, are prohibited (power harassment prohibition).|
Note: Excerpted from SCSK Compliance Manual
Support for UN Global Compact
SCSK has adhered to the UN Global Compact since 2007. We support the Compact's Ten Principles relating to human rights, labor, the environment, and prevention of corruption. In addition to respect for human rights, we are committed to carrying out corporate activities to guarantee fundamental labor rights.
- UN Global Compact
The UN Global Compact involves voluntary participation in a global effort to act as a good citizen and achieve sustainable growth by fulfilling corporate responsibility and by exercising creative leadership.
- Human Rights
- Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights; and
Principle 2: make sure that they are not complicit in human rights abuses.
- Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining;
Principle 4: the elimination of all forms of forced and compulsory labour;
Principle 5: the effective abolition of child labour; and
Principle 6: the elimination of discrimination in respect of employment and occupation.
- Principle 7: Businesses should support a precautionary approach to environmental challenges;
Principle 8: undertake initiatives to promote greater environmental responsibility; and
Principle 9: encourage the development and diffusion of environmentally friendly technologies.
- Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery.
Establishment of a Hotline
SCSK has established a hotline through which all employees can report or consult on any sexual or power harassment that may have taken place at the workplace.
The privacy of the consulter is completely protected, and the Company also accepts and responds to anonymous telephone and online consultations. Furthermore, it ensures that there will be no repercussions to the individual making the report/consultation or to those cooperating in the confirmation of facts.
Professional counselors respond to the consultations and work to resolve the problem, reporting matters to the Company as necessary upon obtaining the consent of the consulter.