Policy and initiatives to protect the fundamental rights of all
Human Rights Awareness Promotion System
Human Rights Education
Prohibition of Child Labor and Forced Labor
Freedom of Association
The OMRON Group referred to international sustainability-related norms and guidelines, including the International Bill of Human Rights*, the OECD Guidelines for Multinational Enterprises, and ISO26000, and incorporated them into its policies and code of conduct: OMRON Group Sustainable Conduct Policies and OMRON Group Rules for Ethical Conduct.
In the Policies, the OMRON Group declares that the Group respects the basic human rights of individuals and will not discriminate or violate human rights for any reasons. Also, in order to practically act upon the declaration, the Group has been taking initiatives based on the UN Guiding Principles on Business and Human Rights, and the ILO Declaration on Fundamental Principles and Rights at Work.
In 2008, the OMRON Group declared its support to the Ten Principles of the United Nations Global Compact (UNGC), universal principles for human rights, labor, environment, and anti-corruption practices proposed by the United Nations. This is a part of the Group’s constant efforts to implement and maintain management practices and behavior that always go in harmony with the international community.
1-1. Respect for Human Rights
The OMRON Group is conscious of the fact that all human beings should be free and equal, and that we must respect the basic human rights of individuals. The OMRON Group will not discriminate on the basis of national origin, citizenship, color, race, belief, religion, ancestry, marital status, gender, disabilities, age, sexual orientation, place of birth, social status, or any other basis prohibited by local law. To meet this commitment, the OMRON Group references the UN Guiding Principles on Business and Human Rights and fulfills its corporate responsibility to respect human rights by developing procedures to identify, prevent, mitigate and remedy adverse human rights impacts.
The OMRON Group actively strives to educate all OMRON Group directors and employees and enhance their awareness of human rights. We also expect business partners related to our operations, products and/or services to understand and comply with this policy.
1-2. Labor Standards Compliance and Respect for Individuality and Diversity
The OMRON Group believes that human resources are an essential source of energy that drives the company’s growth, and that activating human resources is critical to create added value and improve productivity. Based on this belief, the OMRON Group will motivate and support employees to reach their full potential by improving the working environment through appropriate human development, worker support initiatives, performance evaluation and remuneration, workplace facilities, corporate culture, etc. The OMRON Group will also comply with applicable laws in respective countries or regions regarding remuneration and treatment for employees.
Also, the OMRON Group has a high regard for the ILO Declaration on Fundamental Principles and Rights at Work. This means that we will, in accordance with applicable law, respect freedom of association and the right to collective bargaining, make the recruiting process discrimination-free, and otherwise eliminate unlawful or inappropriate discrimination in the workplace. We also will never be involved in forced, compulsory, or child labor.
To make OMRON Group Sustainable Conduct Policies more viable and workable, the OMRON Group Rules for Ethical Conduct have been established, incorporating specific rules for action and behavior that must be observed. In this way, the implementation of rules concerning respect for fundamental human rights in the workplace is ensured on a global basis.
In Japan, to enhance human rights awareness more effectively and efficiently, OMRON established the Basic Rules for Human Rights Awareness Promotion as common rules for all Group companies in Japan. In accordance with these rules, the Central Human Rights Committee chaired by Senior General Manager of Global Human Resources and Administration HQ has been established at OMRON headquarters. Under this core organization, a human rights committee has been set up at each OMRON Corporation site and each of the Group companies in Japan, working to raise human rights awareness among all employees in Japan.
Specifically, the committees’ awareness-raising activities include human rights training, the use of slogans and posters, as well as preparation of annual reports on these activities.
On a global level, each company abroad is taking its own approach to enhance human rights awareness, while complying with the laws in the region/country. For example, they clearly state OMRON's view of human rights in working rules and human resource policies, to fully share the idea with employees.
In fiscal 2018, there were five cases of disciplinary action regarding human rights at the global level. The OMRON Group will continue strengthening its human rights initiatives.
The OMRON Group in Japan conducts human rights training for all employees, including part-timers and temporary workers, designed to raise awareness of human rights through workplace discussions. Rank-specific human rights training programs are also available for new employees, mid-career recruits, new senior managers, and directors and executive officers.
In fiscal 2019, at the annual human rights training sessions for all employees in Japan, participants learned about “barrier-free minds” to realize an inclusive society where everyone can feel easy place to be, regardless of age, sex, nationality, individual capacity, and disability. The training offered a good opportunity to help employees to be more aware of human rights, with some participants saying, “I realized there are many biases influencing,” “I thought that disabilities are not within people with disabilities, but within the society, and it is important to eliminate the social barrier.”
In addition, in fiscal 2019, the OMRON Group in Japan started to offer the human rights awareness training to a wider range of workers, providing onsite contractors with the same training for the Group employees. Also, the Group widened access to remedy, such as human rights consultations and compliance hotline, to cover all onsite workers as well, announcing the availability via posters and other media. The OMRON Group will keep working so that everyone at the OMRON sites is treated with respect and dignity and can work securely and safely.
The OMRON Group states its prohibition of forced labor and child labor in any form, including slavery and human trafficking, in the OMRON Group Sustainable Conduct Policies.
For its supply chains as well, OMRON Group Sustainable Procurement Guidelines clearly specify that forced labor, including slavery and human trafficking, are prohibited, and all its suppliers are requested to comply with these guidelines.
In fiscal 2019, OMRON issued the “OMRON Group Slavery and Human Trafficking Statement for FY2018”, clearly stating its determination to further strengthen its commitment to preventing child labor and forced labor. The Statement is under the responsibility of the Board of the Directors, and has been approved by a board member given the authority by the Board.
As one of the measures to strengthen this commitment in child labor and forced labor, the Group conducts periodic review of internal/external on-site status, by assessments and self-check questionnaires.
The OMRON Group has set up a sexual harassment consultation center with advisors at all OMRON Corporation sites and Group companies in Japan. By posting the names and departments of advisors on the intranet and office bulletin boards, making female advisors available, and also allowing telephone-or email-based consultation, OMRON works to create an environment in which anyone can consult with advisors easily and comfortably.
As for cases of power harassment, Human Rights Committee members and officers in charge of human rights issues at the business sites and Group companies in Japan are ready to give advice. When advice is sought via telephone, email, or interview, the person in charge will investigate the facts of the situation and deliberate on countermeasures with those concerned, while obtaining approval from the consulter depending on the nature of the problem, in order to resolve the problem.
After the human rights training sessions targeting all employees, participants are asked to fill out a questionnaire (with the names of respondents included) regarding negative information. This serves as a good opportunity to assess the current situation and identify possible sources of harassment, so as to quickly solve the problem.
To improve advisors’ consulting skills, training for dealing with sexual and power harassment consultations is continuously offered, focusing on role-playing by inviting external instructors to ensure a high level of effectiveness.
OMRON Corporation and Group companies in Japan with trade unions each has concluded a labor agreement with the union. The agreement requires both sides to act in good faith and to strictly observe contract provisions in order to establish and develop labor-management relations based on mutual sincerity and trust.
Currently, sustainable growth of the OMRON Group as a whole is more crucial than ever, as is resolving the entire Group’s issues. With this in mind, OMRON is in close communication with the OMRON Group Trade Union Confederation regarding business plans, management measures, and working conditions.
Management policies, business plans, and management and business measures are explained to union members at various Management Council meetings, while discussions on working conditions are held at Labor-Management Council meetings and Labor-Management Review Committee meetings. Through extensive discussions based on respect for the other party’s position, the company and the Trade Union jointly pursue the Group’s sustained development and the wellbeing of Union members.
In fiscal 2018, labor and management worked hard together to propose and carry out a number of ideas to reform personnel system, aiming to realize sustainable growth of both the company and employees. Among the initiatives are:
- Retirement benefit & pension system reform to enhance sustainability of the defined contribution pension system
- Introduction of self-application system and improvement in open application system with more options to support autonomous career development
- Revision in promotion standards to enable early-stage promotion of the young and talented
A similar stance is taken outside Japan. Each of OMRON Group company in Greater China has organized a labor union, initiating activities to encourage discussion between the management team and representatives of employees, and promote better understanding between them.
Trade Union Membership Rate
95% of employees in Japan*1, Mexico, Brazil, Indonesia, Malaysia and Vietnam
(As of March 31, 2019)
*1: In Japan, 99% of employees are trade union members
Human rights due diligence is a procedure companies should take to identify, prevent, and address negative impacts that are related to human rights.
OMRON has incorporated the UN Guiding Principles on Business and Human Rights (Ruggie Framework) into the corporate policies, and established human rights due diligence process based on the steps outlined in the Principles.
OMRON conducts analyses of global human resources risks, currently performing assessments at 21 production locations and 47 partner suppliers in Asia/China/Japan. Once risks are identified, OMRON considers corrective measures and implement them accordingly.