Respect for human rights
- Formulation of human rights policy
- Promotion system
- Overall picture of initiatives to respect human rights
- Roadmap
- Conducting human rights due diligence
- Initiatives to respect human rights in the supply chain
- Education and awareness activities
- Mechanism for dialogue between employees and the company
- Wage management
Formulation of human rights policy
Our company formulated a "Human Rights Policy" in fiscal 2020 and is working to respect the human rights of our stakeholders.
Promotion system
We promote initiatives respect for human rights at Human Rights Subcommittee, which is under the umbrella of "Sustainability Committee", and Compliance Subcommittee, which is under the umbrella of "Risk Management Committee". Sustainability Committee" and "Risk Management Committee" regularly report their activities to Executive Committee and Board of Directors, and Executive Committee and Board of Directors have the function of directing Supervise their activities. We have been initiatives committed to respecting human rights to date, including the formulation of the J-OIL MILLS Group Human Rights Policy in 2020 and signing a statement of endorsement of the United Nations Global Compact in 2021. Considering the growing social demand for corporate response to human rights, the importance of human rights risks to our Group company, and the degree of impact when they become apparent, we have clarified "human rights risks" as a management risk from FY2022, and are managing them intensively in our Risk Management Committee.
Overall picture of initiatives to respect human rights
Roadmap
| ～2023 | 2024-2025 | From 2026 onwards | |
|---|---|---|---|
| Policy |
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| Human rights DD |
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| Relief |
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Conducting human rights due diligence
We conduct human rights due diligence to ensure the effectiveness of our Human Rights Policy.
Based on the "Guidelines for Respecting Human Rights in Responsible Supply Chains," we identified issues and stakeholders in establishing a human rights DD process, and organized our current situation and considerations. Going forward, we will prioritize issues based on their urgency and importance, decide on countermeasures, and move forward with initiatives.
| Item | Stake holder |
Main issues recognition | Direction of measures to address issues | FY2023 results | |
|---|---|---|---|---|---|
| Human rights DD | Impact and Evaluation | Employee | No impact assessment of direct approaches to employees | Dialogue with rights holders on impact assessment | Continuing support |
| Overseas Group company |
Investigation of Malaysian corporations not yet conducted | Understanding the actual situation of overseas corporations in impact assessment | Conducting a survey to grasp the actual situation of Malaysian corporations | ||
| Supplier | Responses to requests for improvement and monitoring based on the results of the SAQ* analysis conducted in fiscal 2022 | Creating a mechanism for continuous impact and evaluation | Engage in dialogue with some suppliers based on the results of the SAQ analysis | ||
| Foreign Skills Trainee |
Lack of direct dialogue with foreign technical intern trainees | Be in a vulnerable position | Understanding the actual situation from working conditions to the working environment | ||
| Prevention and Mitigation | Supplier | ESG perspectives are not included in the decision-making process for new transactions | Impact assessment when entering into new business activities or business relationships | Continuing support | |
| Information disclosure and literacy improvement | All stakeholders | Build a monitoring function to check the progress of issues | Evaluation of effectiveness of human rights DD | Monitor the implementation and progress of each issues identified in the gap analysis | |
| Enhancement of disclosure regarding human rights | Continuous information disclosure | Disclosed in the J-OIL MILLS Report 2022 and on our website | |||
| Remedy | Overseas Group company |
Confirming whether consultation desks at overseas Group companies are sufficiently well-known | Thorough awareness | Provide English helpline information | |
| Outside Stakes holder |
Establishment of a consultation desk and system development that external stakeholders can access | Establishment of a grievance mechanism | Continuing support |
Initiatives to respect human rights in the supply chain
We have established the "Sustainable Procurement Policy and Standards" and are working with our suppliers to promote sustainable procurement that takes human rights and the environment into consideration.
In order to ensure responsible procurement of palm oil, one of the raw materials that support our business activities, we have joined the Roundtable on Sustainable Palm Oil (RSPO) since 2011 and formulated Palm oil procurement policy in 2020. Similarly, for soybean, we joined the Roundtable on Responsible soybean (RTRS) in August 2022 and formulated the Soybean Procurement Policy. We will strive to procure soybean in a transparent and responsible manner. We will share these Sustainable Procurement Policy and Standards, Palm oil procurement policy Sourcing Policy, and Soybean Procurement Policy with our business partners and promote transparent and responsible efforts that consider soybean rights and the environment throughout the supply chain. As a mechanism to ensure the effectiveness of the policy and to continuously assess human rights impacts, we will conduct SAQs for suppliers from 2022 and provide feedback, including dialogue. In addition, in 2024, we visited and engaged in dialogue with local palm oil refineries and loading ports as part of a human rights impact assessment of palm oil in Malaysia, and confirmed that no serious human rights violations were found within the scope of this inspection.
Education and awareness activities
当社は、人権侵害によるビジネスインパクトの事例紹介など、企業が人権について取り組む意味を説明し、人権意識の向上、人権尊重の風土づくりを推進するため、従業員へ研修を実施しています。2023年度は、国内外の当社グループ全従業員を対象に人権e-ラーニングを実施し、人権方針の周知、人権DDから抽出された課題の取り組み、LGBTQ+の今後の取り組みについて理解を深めました。また、サステナビリティe-ラーニングも実施し日々の業務への落とし込みや当事者意識の醸成に努めました。
ハラスメント防止に向けて、内部通報制度(ヘルプライン相談窓口)の周知徹底や、DE＆I推進のための「カシオペアWプロジェクト」の取り組みなどを通じ、従業員の人権を守る取り組みも進めています。また、新任管理職を対象とした研修プログラムの一環として、ハラスメント防止の教育を実施しています。この研修では、実際に起きた事例を交え、管理職がハラスメントのリスクを認識し、適切に対応できるようになることを目指しています。
Mechanism for dialogue between employees and the company
We respect the right of employees to join labor unions, freedom of association, and collective bargaining. Based on the labor agreement concluded between our company and J-OIL MILLS Labor Union, labor and management discuss various working conditions and cooperate to create a comfortable working environment. Our company has 727 labor union members, and the labor union membership rate is 100% (2023).
Wage management
Our company complies with the legal minimum wage based on the Labor Standards Act and labor-management agreements.