The Mitsubishi Electric Group established Policies on Respect for Human Rights in September 2017 and declared its commitment to ensure human rights responses that match international norms. In particular, we are striving to implement measures to prevent and mitigate adverse impacts on human rights. To do so, we are conducting due diligence on human rights in conformance with the UN Guiding Principles on Business and Human Rights, and creating a corrective mechanism in the event it comes to light that a company’s action or involvement has inflicted an adverse impact on human rights.
Mitsubishi Electric assessed and evaluated the impact on human rights related to the Group’s corporate activities for a total of 336 sites, including the internal Mitsubishi Electric offices, domestic affiliated companies, and overseas affiliated companies.
Based on the CSR Procurement Guidelines formulated in June 2018, the procurement divisions have begun ensuring that when dealing with transaction partners, agreements are reached with regard to social issues, including human rights.
Dialogue with Amnesty International Japan
To ensure that the Mitsubishi Electric Group's efforts toward improving human rights are effective, we are communicating with experts and NGOs, and are receiving advice on our activities as they relate to human rights. In fiscal 2018, we had the opportunity to hold discussions with Amnesty International Japan, where we received advice on how to build a grievance handling mechanism and matters related to handling conflict minerals.
Ensure that the risks highlighted in the fiscal 2018 human rights impact assessment do not lead to problems, we are continuing to reinforce our efforts through human rights education and improving management of work hours.
We are considering the implementation of a system for listening to grievances from those who have been victims of human rights violations, and connecting it to relief efforts (i.e. a grievance handling mechanism). Even now, at the Mitsubishi Electric Group, we have multiple inquiry channels that serve as a system for listening to various grievances and questions related to human rights, but we aim to raise the performance of these channels to meet international standards.
In fiscal 2017, Mitsubishi Electric Europe B.V. and Mitsubishi Electric Air Conditioning Systems Europe Ltd. issued a statement in response to the Modern Slavery Act that was enacted in the UK with the aim of eradicating forced labor, human trafficking, and other such acts that constitute "modern slavery." Continued efforts will be made to ensure information disclosure and strengthen relevant initiatives. Due consideration is also given to the UK Gender Pay Gap Report.
At Mitsubishi Electric, we organized a human rights training program.
a. Human rights training was included in the e-learning content related to CSR, and was conducted for employees of Mitsubishi Electric and domestic affiliated companies.In fisical 2019, 71,588 people have taken the course.
b. In addition to the human rights impact assessment, we conducted human rights education for employees involved in CSR at Mitsubishi Electric and at domestic affiliated companies, and then communicated the circumstances surrounding the implementation of the assessment and fundamental knowledge related to human rights.
c. We published commentaries on human rights as a four-part series in the company and Group newsletters.
Additionally, we have implemented a program for new employees and newly appointed managers that promotes understanding of the basic principles of human rights and Mitsubishi Electric's human rights initiatives. The program includes lectures on specific issues surrounding human rights, such as harassment, discrimination against disabled people, and the Dowa social integration issue.
Lecture on "Respect for human rights and the active participation of diverse human resources"
Mitsubishi Electric provides ongoing training programs regarding human rights to new employees and newly appointed managers, as part of its efforts to ensure a healthy workplace environment that is free of discrimination and harassment. In fiscal 2019, we conducted an approximately one-hour group training session related to human rights and harassment, in each office, for 858 new employees and 532 newly appointed managers.
Particular emphasis is placed on harassment prevention training for newly appointed managers, as they bear an important responsibility as managers to maintain and improve their workplace environment. The programs include not only lectures that provide information about sexual harassment, power harassment and "maternity harassment," but also lectures that allow managers to identify any harassment issues in the workplace, such as by introducing specific case examples of harassment.
Those who attend the program actively engage in creating a comfortable working environment for employees, by making certain there are no harassment issues in their workplace, as is their responsibility as managers.