Education regarding respect for human rights

Creating a Corporate Culture of Respect for Self and Others

The keyword can be translated into English as, “You can respect others if you can respect yourself.”

We work to establish workplaces where co-workers value each other based on an organizational climate of respect for self and others.

Among the guidelines for conduct included in the CCC are items that emphasize the importance of respect for human rights and promotion of diversity. Chugai’s corporate culture is based on respect for self and others. It is a culture in which individual employees have strong self-esteem, and in which, as diverse individuals interact with one another, they recognize each other’s values and promote respect for diversity - in short, we work to create workplaces that are free from harassment and infringement of human rights, and where co-workers value each other.

A corporate culture that respects human rights allows diverse individuals to make the most of their capabilities, thus facilitating improved performance. Moreover, raising individual awareness of human rights and promoting respect for diversity within this culture helps eliminate discrimination and the infringement of human rights in the broader society as Chugai interacts with the public through its business activities and the everyday lives of its people.

CCC and Human Rights Training

Chugai conducts annual training for all employees to further understand and comply with the Chugai code of conduct so that the code will take hold across the Chugai group. In the first half of 2022, the training program focused on business and human rights. It was an opportunity to raise awareness about human rights in the supply chain and the workplace for employees, and to think about the stakeholders involved in our business activities and how we address human rights issues throughout the supply chain.
In the second half of 2022, the training focused on the theme “No harassment, no tolerance”. We learned about social trends, the current status of harassment and its prevention measures, and consultation desks, and enlightened the importance of creating a better work environment in which all employees respect each other.

Creating Workplaces free from Harassment

In addition to establishing the CCC hotline as a consultation service, we have assigned area counselors at each regional management office, plant, and research laboratory, giving employees someone familiar with whom they can consult.

The Chugai Group strives to foster respect for diverse personalities and values, to create workplaces where employees can work with enthusiasm and peace of mind. Accordingly, to prevent power harassment (abuse of power) and sexual harassment in the workplace, we continuously take various measures to educate employees and raise their awareness about these issues. Further, the Chugai Group has put in place employment regulations and harassment prevention rules as part of efforts to address harassment of those who take maternity, childbirth, child or family care leave. Unfavorable treatment of employees for their use of these programs, as well as behavior that creates a hostile work environment for such employees, are prohibited.

We have established the CCC hotline and the Chugai Speak-Up Line in the company, enabling employees to discuss their concerns freely, and have also established the external consultation service. Moreover, we have assigned area counselors at each regional management office, plant, and research laboratory, giving employees someone familiar with whom they can consult. Harassment consultation training by outside instructors and CCC Hotline personnel is provided regularly for these area counselors and human resource managers to reinforce the knowledge and skills necessary to respond to calls.

Issues reported are investigated impartially and with strict confidentiality to find a solution while respecting the opinion of the person who made the consultation. Company rules prohibit retaliation or any other disadvantageous treatment of employees who seek consultation or make reports.

In addition, in accordance with the revised Whistleblower Protection Act that went into effect in June 2022, we have established “the Rules for the Protection of Whistleblowers”, establishing a contact point for inquiries from outside the company and a system to receive reports from those who have left the company within 1 year.

We are conducting harassment prevention workshops for managers in each department.

We have been conducting the more practical harassment prevention workshops including maternity harassment and others for managers in each department. We have also incorporated the harassment prevention program into human resources workshops for newly appointed managers. We are aiming to foster harassment-free workplaces where people can work with enthusiasm through these efforts.

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