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 CCC so that the Code will take hold across the Chugai Group. We strive to implement training events where, in any facet of their work, employees respect the rights of all of our stakeholders, learn about the rights of social minorities and the causes/prevention of harassment, and can create a workplace culture where they can demonstrate their abilities and feel motivated to work.
Creating Workplaces free from Harassment
In addition to the establishment of the CCC Hotline and the Chugai Speak-Up Line, 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 abuse of power (“power harassment”) 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, and 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.
Chugai established the CCC hotline and the Chugai Speak-Up Line to enable employees to discuss their concerns freely. Additionally, external consultation services are also available to employees who feel that they are unable to discuss their concerns within the Company Area Counselors are also assigned at each regional management office, plant, and research laboratory, giving employees someone familiar with whom they can consult on-site. Harassment consultation training by external instructors and CCC Hotline personnel is provided regularly for Area Counselors and human resource managers to reinforce the knowledge and skills necessary to respond to consultations.
Consultations can also be submitted anonymously, and issues reported are investigated impartially and with strict confidentiality to find a solution while respecting the opinion of the consultee. 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”, which allows the CCC Hotline to accept inquiries from external parties, as well as former employees (within one year of leaving the Company).
The results of investigations based on the consultations and reports received by these services, as well as corrective actions taken based on the investigation results, are reported periodically to the Compliance Committee and the Executive Committee, and when instructed, are also reported to the Board of Directors.
Reporting to the Audit & Supervisory Board also ensures that advice can be given independently from the executive team.
Managers attend harassment prevention workshops.
We have been conducting more practical harassment prevention workshops as needed in cooperation with department leaders 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.
