Respect for Human Rights
Basic Approach
At FANUC, we respect the human rights of all persons involved in our business, based on the understanding that it is the basic principle of all activities, in accordance with our Human Rights Policy.
Laws and International Norms of Behavior
FANUC respects human rights as defined in international norms, such as the Universal Declaration of Human Rights, the International Covenant on Civil and Political Rights and the International Covenant on Economic, Social and Cultural Rights, and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, in accordance with the guiding principles on business and human rights.
Human Rights Due Diligence
FANUC Code of Conduct prohibits “discrimination based on race, beliefs, gender, social status, religion, nationality, age, mental or physical disability, sexual orientation, sexual identity, etc.”
FANUC has evaluated and identified potential and actual human rights risks and implemented measures to avoid or reduce such human rights risks.
We will encourage our business partners and related parties not to infringe human rights if they are associated with actions that negatively impact human rights.
When it is clear that our business has caused a negative impact on human rights or has engaged in any violation of human rights, we will endeavor to implement remedies for them, and will establish a grievance system as necessary.
The following items are addressed as priority issues.
Prohibition of Discrimination
- Prohibition of discrimination based on gender, age, nationality, ethnicity, race, place of origin, religion, beliefs, disability, sexual orientation, sexual identity, etc.
Respect for the Rights of Workers
- Prohibition of all forms of harassment
We have worked to foster awareness of employees by providing training, etc. - Ensuring employee health and safety
We have made organizational efforts through the Health and Safety Committee, etc. - Prohibition of child labor and forced labor
In executing an employment contract, we verify the age of the candidate employee against documents issued by public agencies, etc. - Respect for the rights of foreign and migrant workers
- Respect for freedom of association and the right to collective bargaining
Working conditions are determined through labor-management negotiation. - Prevention of low-wage labor (labor less than the minimum wage and living wage)
We have adopted a basic policy of not only following rules on minimum wages, but also paying wages that exceed those requirements. - Prevention of excessive amounts of overtime
We share the status of employees’ working hours each month at a meeting in which executives participate.
Respect for the Rights of Vulnerable People
- Respect for the rights of women, children, persons with disabilities, minorities, and the elderly
- We have developed a comfortable working environment.
- Respect for the rights of local and indigenous peoples related to our business
- Avoiding complicity in conflicts and human rights violations relating to mineral procurement
Protection of Privacy and Personal Information
- Respecting the privacy of customers, employees, and other parties concerned, and protecting personal information
We respect privacy and protect personal information of customers, employees and other related persons by developing the Acceptable Use Policy of IT service, the Information Security Management Regulation, and the Personal Information Management Rules , and providing training programs.
Promotion Framework / Initiatives
A helpdesk has been established in both the Human Resources Division and the labor union to provide advice across the entire company. A helpdesk has also been set up in the Welfare Department of the Human Resources Division, led by the executive employees in charge (one male and one female). This helpdesk offers advice on all forms of human rights-related harassment, including sexual harassment, maternity harassment (harassment related to pregnancy, childbirth, child-care leave, etc.), and power harassment. The existence of this helpdesk is being widely advertised through the company-wide portal site. We have established a framework to respond to inquiries from employees and offer advice. We will develop environment approachable for persons seeking advice by setting up an external help desk for harassment in October 2023 so that the persons can select a help desk.
In these consultations, due attention is given to the protection of privacy, and consideration is given to ensure that anyone seeking advice and anyone who is involved in confirmation of the facts of the matter are not subjected to unfavorable treatment. Based on confirmation of the facts, the consultations are handled by the parties concerned, taking confidentiality into account, and appropriate measures are taken. In this way, we strive to improve the workplace environment to make it a more comfortable place to work.
Harassment Prevention Training for All Employees
Harassment in the workplace is not only an act that unjustly harms the dignity and character of the individual, but it is also an absolutely unforgivable act that damages the workplace environment.
FANUC strives to prevent harassment, with the aim of achieving workplace environments in which all employees can maintain good mental and physical health and work energetically with peace of mind.
Our efforts to establish workplace environments that will not give rise to harassment include harassment prevention training on an e-learning platform, group harassment-prevention training for executive employees, company-wide preventive measures, and fostering understanding of diversity.
We post examples of harassment and the company’s responses on the company-wide portal site to thoroughly raise awareness among employees.
Communication
- We thoroughly inform all employees and our group companies of our human rights policies.
- Communicate with relevant stakeholders on measures against risks and impacts on human rights.
- We will appropriately disclose and report information on our Human Rights Policy and related initiatives.
Harassment Prevention Training for All Employees
Harassment in the workplace is not only an act that unjustly harms the dignity and character of the individual, but it is also an absolutely unforgivable act that damages the workplace environment.
FANUC strives to prevent harassment, with the aim of achieving workplace environments in which all employees can maintain good mental and physical health and work energetically with peace of mind.
Our efforts to establish workplace environments that will not give rise to harassment include group harassment-prevention training annually for executive employees, company-wide preventive measures, and fostering understanding of diversity.
We also provide anti-harassment training to all employees by way of e-learning as well as disseminating to employees examples of harassment and measures therefor taken by FANUC by posting them on the company-wide portal site.