Social

The TSUGAMI Group understands that the human rights of all people impacted by its business activities must be respected and has established the TSUGAMI Code of Conduct as its basic guidelines for corporate activities, identifying "respect for human rights" as a principle of action. We are committed to implementing initiatives to foster respect for human rights in line with the International Bill of Human Rights (Universal Declaration of Human Rights and International Covenants on Human Rights), the International Labor Organization (ILO) Declaration, the United Nations Global Compact, and the UN Guiding Principles on Business and Human Rights.
We will use this consideration for human rights as the basis for promoting diversity management, aimed at creating a pleasant and rewarding workplace where everyone can fully demonstrate their individual skills and share diverse values.

The Sustainability Committee will coordinate the planning, management and operation of initiatives based on the human rights policy set out below.

• We respect the human rights of all employees, regardless of the form of employment. We also ask all our business partners to support and comply with our policies on social activities and collaborate with them to fulfill our responsibility to respect human rights.
• We respect diversity, and never engage in discrimination or harassment on the grounds of race, religion, nationality, age, gender, disability, or any other factor that has no relevance to our legitimate business interests.
• We do not tolerate any form of forced labor or child labor or any form of modern-day slavery.
• We respect basic labor rights, including workers' rights to organize and bargain collectively and to participate in collective action.
• We build a human rights due diligence framework and continuously implement human rights due diligence. We also identify human rights issues and seek to prevent or minimize any issues.
• We also take advantage of the human rights expertise of independent third-party organizations and engage in dialogue and discussion with relevant outside stakeholders.
• We seek to embed compliance with laws and regulations and principles relating to human rights into our business activities by making all officers and employees aware of our human rights policy and providing them with appropriate human rights training.
• We publicly disclose our human rights policy and the process and results of its implementation.

The Tsugami Group strives to maintain a healthy and safe workplace free from discrimination and harassment. Sexual advances or other verbal or physical conduct of a sexual nature, racist or religious slurs or jokes, and other verbal or physical conduct which creates an unhealthy working environment or disregards an individual’s personality are not tolerated in the workplace. We promote the following efforts at the Company.

We prioritize the safety and health of our employees in all business activities and maintain work environments where they can work in safety and good health. We also comply with laws and regulations on industrial safety, hygiene, and health. The Company and its employees work together to continuously promote efforts for safety and health. We maintain systems, set goals, and systematically implement measures toward that end.

• Our Safety and Hygiene Committee, which comprises both employees and managers, holds monthly meetings attended by industrial physicians, conducts patrols mainly on production floors, and makes efforts to prevent accidents.
• Employees who work long hours are subject to fatigue checks when called for, and we make efforts to discover if anyone is in poor mental health as early as possible.
• We supply each workplace with report forms for close calls in an effort to prevent accidents.
• In an effort to mitigate disasters, our annual disaster drills include considerations for how the environment will be impacted by conceivable fires or earthquakes.
• Each department promotes 5S in an effort to prevent accidents.
• In an effort to mitigate disasters, each department patrols its workplaces as an earthquake countermeasure.

The Tsugami Group Code of Conduct clearly states that we should maintain healthy, safe work environments free of unfair discrimination and harassment based on race, religion, nationality, age, gender, disabilities, or any other factor that has no relevance to the Company’s legitimate interests.

We conduct anti-harassment training as part of new employee training as well as awareness-raising activities, for example posting internal documents explaining that we do not tolerate harassment.

We have established contact points for consultation both internally and at an attorney’s office outside the Company to ensure that violations of laws, regulations, rules, and the like are reported and dealt with promptly after they are discovered while maintaining the anonymity of the whistle-blowers.

The Tsugami Group sees human resources as the foundations underpinning sustainable growth. It is, therefore, important to accept the values and uniqueness of every individual who supports our business, regardless of race, religion, nationality, age, gender, disability, or personal background, and to respect diversity. We are pursuing the development of a working environment which allows all employees to fully demonstrate their unique skills and aptitudes and the creation of an organizational climate which allows the active participation of diverse human resources.

At the Company, female managers actively participate in overseas operations, which account for a large percentage of revenue, and major departments, particularly those involved in technical management. We take steps to further promote this effort.

To get the most out of individual employees, it is necessary to fairly evaluate each individual employee based on his or her role and accomplishments and to strive to treat, train, and utilize them properly according to this evaluation. We try to ensure the transparency and fairness of evaluations by conducting interviews in which employees assess their own accomplishments and any outstanding issues with their managers.