The OMRON Group clearly states in the OMRON Human Rights Policy the issues we consider important with regard to labor. The OMRON Human Rights Policy is approved by the Board of Directors and covers not only all directors and employees, but also all temporary employees and employees of contractors who work on OMRON business premises.
This Policy applies to all executives and employees of OMRON in order to ensure respect towards the human rights of all stakeholders involved in the OMRON Group value chain. We also expect all business partners of OMRON, including suppliers and distributors, to understand and support the content of this Policy, and will continue to work to ensure that this Policy is respected.
We declare that OMRON will carry out human rights due diligence in accordance with the United Nations Guiding Principles on Business and Human Rights and will avoid causing or contributing to adverse human rights impacts in our value chain.
To meet the above-mentioned commitment, OMRON respects human rights as those expressed in the International Bill of Human Rights, the International Labor Organization (ILO) Declaration on Fundamental Principles and Rights at Work, and the Organization for Economic Cooperation and Development (OECD) Guidelines for Multinational Enterprises. OMRON Corporation has also signed the United Nations Global Compact and upholds the 10 Principles of the United Nations Global Compact. We will respect the above internationally recognized human rights principles based on compliance with all the laws and regulations of each country and region in which we operate.
OMRON does not tolerate any discrimination, acts that hurt the dignity of an individual, harassment or treat others in an unreasonable manner on the basis of national origin, citizenship, color, race, belief, religion, ancestry, marital status, gender, disabilities, age, sexual orientation, gender identification, place of birth, social status, or any other basis prohibited by local law.
OMRON does not tolerate any forced labor or child labor including slavery and human trafficking.
OMRON does not tolerate any action that causes physical or mental distress such as sexual harassment or power harassment*.
We also established labor-related policies and rules in the OMRON Group Sustainable Conduct Policies and OMRON Group Rules for Ethical Conduct. Through these policies and rules, we strive to offer decent work (the aspirations of people in their working lives) for people who work for the OMRON Group.
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.
We at the OMRON Group has been working to establish internal rules and a labor management system by referring to the management system set forth in the RBA Code of Conduct to address issues related to the ILO Core Labour Standards and other international standards.
As an implementation organization within the OMRON Group, the Global Human Resources and Administration HQ serves as a control under the responsibility of CHRO, who has been delegated authority by the president and CEO. In this way, we have established a collaborative system with each area management HQ and Group companies in each country. We pursue efforts to address labor issues in line with international standards, not only for our own employees, but also for all employees working in on-site, including contractors and temporary employees.
In fiscal 2022, we surveyed and assessed the current status of 24 OMRON Group production sites in Japan, China, Asia Pacific, Europe and North America, using the Self-Assessment Questionnaire (SAQ) from the RBA.
As one of our key challenges, we are currently working on the protection of human rights for the employees of contractors who provide services (such as production, development, in-house logistics, security guards, meal service, cleaning) at our production sites. To address this challenge, we have enhanced our human rights training program and whistleblower system in Japan, China, Asia Pacific, Europe, and the Americas. We had also proceeded the monitoring of contractors with regard to human rights and labor practices.
With regard to the joint ventures with less than 50% stakes holding, we conduct human rights assessment equivalent to the Group companies at least every 3 years, requiring corrective actions if necessary.
The main categories subject to assessment under the labor section of the RBA Code of Conduct are as follows.
Freely chosen employment, young workers, working hours, wages and benefits, humane treatment, non-discrimination/non-harassment, freedom of association and collective bargaining rights.
We at the OMRON Group believe that there are essential factors to practice the OMRON Principles and realize sustainable supply chain: To eliminate human rights violation risks within the Group, and create a work environment in which everyone can work in a safe and healthy manner both physically and mentally, and demonstrate his/her best performance.
The idea applies not only to employees and temporary workers at the OMRON Group, but also to employees of on-site contractors working at the Group sites. When their employees start working within our sites, we communicate with them about our human rights policy and human rights related initiatives such as access to remedies open to on-site contractors’ employees, which include human rights consultations and compliance hotline programs. Additionally, targeting contractors’ on-site leaders, we offer them human rights training sessions so that they can share the learnings with the rest of their on-site members as well. Contractors are defined in RBA standard as one of the next tier major suppliers, and we at the OMRON Group are furthering our commitment accordingly.
We ask onsite contractors to comply with the OMRON Group Supplier Code of Conduct, provide information related to onsite personnel, and ensure that secondary suppliers are fully aware of the Code. We require them to confirm their agreement in writing.
The OMRON Group Human Rights Policy declares that the group will not tolerate discrimination or any act that offends personal dignity, harassment, or other unjust treatment of any person on any grounds, including nationality, citizenship, place of birth, race, color, creed, religion, lineage (ethnicity), marital status, gender, sexual orientation, gender identity, disability, age, social status, or any other basis specified by local laws and regulations.
The OMRON Human Rights Policy forbids all forced labor and child labor, including slavery and human trafficking. The OMRON Group Sustainable Procurement Guidelines stipulate the prohibition of forced labor in the supply chain, including slavery and human trafficking, and we require all suppliers to comply with the content of these guidelines.
As a measure to strengthen our efforts, we conduct regular self-checks through assessments and questionnaires regarding child labor and forced labor to verify the situation on the ground both internally and externally.
We report on our efforts against child labor and forced labor in OMRON Group Slavery and Human Trafficking Statement. The Statement, which we issue annually, is the responsibility of our Board of Directors and is approved by a director delegated by the Board.
We at the OMRON Group (in Japan) strive to reform work styles by setting targets for total actual working hours. In this way, we maintain and improve the health of every employee, while encouraging employees to exercise their creativity and increase productivity, which leads to sustainable individual and corporate growth.
All Group employees are managed in the following way.
We follow the principle of equal pay for equal work, and we do not differentiate by gender for equal work.
In March 2022, the OMRON Group committed in its Human Rights Policy, “OMRON does not tolerate any action that causes physical or mental distress such as sexual harassment or power harassment.”
At the OMRON Group in Japan, after the annual human rights training sessions given to all employees, participants are asked to fill out a questionnaire regarding harassment-related information (e.g. “Had harassment?” “Saw harassment?”), with the names of respondents included. This serves to assess the current situation and identify possible sources of harassment, leading to solve the problem at an early stage.
To improve consultation skills, training to deal with harassment consultations is offered, focusing on role-playing by inviting external instructors to ensure a high level of effectiveness.
To offer multiple options, we also have compliance hotlines in place.
OMRON Group Sustainable Conduct Policies “1-2. Labor Standards Compliance and Respect for Individuality and Diversity” clarifies that it respects the ILO Declaration on Fundamental Principles and Rights at Work, including freedom of association and the right to collective bargaining.
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 order to realize sustainable growth of both the company and employees, labor and management have been working hard together to propose and carry out a number of ideas to reform personnel system, management support measures, and more. Among the initiatives are:
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.
86% in 22 countries including Japan*1, Australia, Austria, Bangladesh, Brazil, Finland, France, Germany, India, Indonesia, Italy, Malaysia, Mexico, Netherlands, New Zealand, Norway, Philippines, Singapore, South Korea, Sweden, Thailand, Vietnam (As of March 31, 2023)
