Companies must recognize their potential for unintentionally affecting human rights, directly or indirectly, in the conduct of their business, and must engage in business activities with awareness of respect for human rights.
Our Group will fulfill its corporate responsibilities on a basis of respect for the human rights of our stakeholders and of all people.
Concepts and policies regarding human rights
We will respect human rights and will appropriately manage personal information. Under the idea that providing motivating workplaces while respecting the human rights, personalities, and individualities of employees aids in maintaining and strengthening our competitiveness, we aim to be a company where diverse human resources can play active roles regardless of race, nationality, gender, age, or other characteristics.
We also monitor the business activities of overseas subsidiaries and suppliers in everyday work to ensure the absence of human rights violations.
/ From our Code of Conduct and Corporate Governance Guidelines
Initiatives related to human rights
Initiatives to prevent harassment
- Policy on the prevention of harassment
The TOKYO KEIKI Group creates work environments in which all employees can exert their capabilities to the utmost and pursue their potential. At the same time, to achieve pleasant workplaces where people can actively collaborate and cooperate with others, we seek to take measures to prevent and eliminate harassment in workplaces and to respond promptly and fairly to complaints and requests for consultations concerning harassment.
- Regulations for the prevention of harassment
Our Harassment Prevention Regulations define power harassment, sexual harassment, and other forms of harassment, and address topics including prohibited actions and LGBT issues. The regulations are applied not only to all officers and employees working in the TOKYO KEIKI Group but also to customers and business partners when the noted parties are involved.
We have set up consultation desks shared across the TOKYO KEIKI Group, both inside and outside the Company, to accept information from persons who have been subjected to harm, from persons who have witnessed or heard of incidents of harassment, or from other third parties who experience suspicions.
When a matter is deemed to be of severe degree, the Harassment Committee will make a determination of whether harassment has occurred, seeking input from attorneys and other experts. Following that, the committee will report to the Management Conference (in the case of a subsidiary, to the subsidiary’s Board of Directors as well) and to the Board of Directors of Headquarters as necessary, and will make a report and entrust consideration of disposition to the Disciplinary Committee. The Harassment Committee will then consider and implement measures for correction and prevention of recurrence, after which the committee, the head of the relevant department, and management supervisors will prepare a harassment correction report.
The problem-solving process