Human Rights and Labor

DNP recognizes that “respect for human rights” is a responsibility that a company must fulfill as a member of society and is therefore strengthening initiatives in this area through dialogue with diverse stakeholders that include employees, local communities, suppliers, customers, shareholders and investors. Moreover, DNP respects and encourages the mutual acceptance of differences among individuals, and by leveraging their diversity, connects people and society and provides new value (promotion of diversity) . At the same time, by striving to maintain and improve safe and healthy workplace environments and maintaining and promoting the physical and mental health of employees and their families, the DNP Group will promote the creation of safe, healthy and vibrant workplaces, leading to sustainable growth (promotion of occupational safety and health).

Medium-to Long-term Vision

We place human dignity first and foremost and respect diversity unique to all persons that includes their culture, nationality, race, ethnicity, language, religion, values, gender, age, gender identity, and sexual orientation or whether they have disabilities. We accordingly respect working styles suited to the diversity of our employees and make efforts to create a safe, healthy and vibrant working environment based on the assumption of acting with discipline.

SDGs Covered by the Vision

  • Goal 3: Good Health and Well-being
  • Goal 5: Gender Equality
  • Goal 8: Decent Work and Economic Growth
  • Goal 10: Reduced Inequalities

Performance Indicators to Monitor the Progress in Achieving the Vision and Activity Results

Performance Indicators Targets Results
  • (1)Number and ratio of female managers (non-consolidated) *1
  • (2)Ratio of employees with disabilities (Numbers combined with non-consolidated and special subsidiaries) *2
  • (3)Ratio of annual paid leave taken (non-consolidated) *3
  • (4)Frequency rate of lost workday injuries *4
  • (1)By FY2025
  • ⅰ.Increase the number of women at or above the general manager level to 150% of the number at the end of March 2022
  • ⅱ.Increase the ratio of women in section manager level to 15% or more
  • ⅲ.Increase the ratio of women in leadership positions to 25% or more
  • (2)Achieve ratio not lower than 2.5%.
  • (3)Achieve an increase over the previous fiscal year
  • (4)Keep rate not more than 0.2.
 For most-recent fiscal year results
  • *1Number and ratio of female managers: Indicators and target values have been revised since FY2022.
    Leaders: one step before management
  • *2Ratio of employees with disabilities: Target value has been revised since FY2023.
  • *3Ratio of annual paid leave taken: Indicators have been revised since FY2023.
  • *4Frequency rate of lost workday injuries: Number of fatalities or injuries due to industrial accidents (4 or more lost workdays) ÷ Total working hours x 1,000,000. Data collection period is between January and December.

Initiatives for Human Rights

Policies and Structure

Respect for human dignity and diversity is a component of the DNP Group Code of Conduct. At DNP we respect for the diversity of each individual’s unique culture, nationality, beliefs, race, ethnic group, language, religion, gender, age, or ideas. After deliberations of the Board of Directors, DNP established the DNP Group Human Rights Policy in 2020, respecting international norms, such as the International Bill of Human Rights and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work. In line with this, various organizations, including the Personnel & Employee Relations Division, Diversity & Inclusion Promotion Department, Sustainability Promotion Department, Purchasing Division, Strategic Business Planning & Development Division and Legal and Compliance Department, work together to promote initiatives for human rights.

Human Rights Due Diligence

Overall picture of human rights due diligence

DNP is strengthening its human rights due diligence efforts in accordance with the DNP Group Human Rights Policy. Recognizing that its business activities influence the human rights of all stakeholders, including DNP’s suppliers and the communities it operates within, in addition to its employees, DNP implements many different measures to prevent or mitigate any adverse human rights impacts its activities may have. Additionally, to secure access to the remediation that is required when doing human rights due diligence, DNP is increasing the effectiveness of its contact point that is used by stakeholders and promoting dialogue with stakeholders.

In particular, DNP recognizes that one of the key potential human rights risks in its business activities is human rights issues in its supply chain. To address this, the company has established the DNP Group Sustainable Procurement Guidelines, which outline key principles related to Human Rights and Labor and Health and Safety that both DNP and its suppliers are required to uphold. To enhance the effectiveness of these guidelines, DNP promotes the ongoing management of responsible procurement practices.

Education and Permeation

DNP believes that every employee who supports our business activities needs to understand the importance of respecting human rights and reflect this in their daily activities. To this end, DNP has been conducting an e-learning course on “business and human rights" for all Group employees since FY2021, with the aim of promoting understanding of human rights. In FY2023, approximately 22,600 employees learned the DNP Group Human Rights Policy and responsibilities under this policy, as well as potential human rights issues in the supply chain.　Additionally, DNP provides training on the promotion of diversity and inclusion, and the prevention of various forms of harassment. The company also conducts targeted training programs for specific business units, including procurement staff. These programs focus on the latest trends in the environment, human rights issues, corporate responsibilities and the need to promote sustainability through procurement practices, as well as specialized mineral sourcing training.
DNP also engages with its suppliers through surveys, interviews and briefings based on the DNP Group Sustainable Procurement Guidelines, emphasizing the importance of addressing human rights issues.

Relief System

Including building a grievance mechanism, DNP is making group-wide efforts globally to establish an environment where employees, suppliers and outsourcing contractors can more easily report and consult on compliance-related issues and the Company is able to understand and identify any infringements on rights. DNP protects the confidentiality of reported information as well as the anonymity of the whistleblower and operates the system in a manner that ensures the whistleblower does not suffer any disadvantages.

Initiatives as a Corporate Citizen

For the next generation

DNP supports the Convention on the Rights of the Child (adopted by the United Nations General Assembly in 1989) and the Principles on the Rights of the Child and Business (developed by UNICEF, the UN Global Compact, and Save the Children in 2012). We not only prohibit child labor but also respect the four rights of children as stipulated in the Convention on the Rights of the Child: the right to live, to grow up, to be protected, and to participate. As one of the DNP Group Social Contribution Policy and Social Contribution Themes, we emphasize the development of next generations, supporting the sound growth of the children who will lead the next generation.

Community Engagement

As a member of many communities, DNP maintains close ties with these communities that are both in Japan and abroad. For example, in the Ichigaya district of Tokyo, where the company’s head office is located, DNP participates in the Local School Management Council to support school operations and the District Disaster Prevention Council to help create a safe and secure environment. Nationwide, DNP promotes green space development and biodiversity conservation at its various sites. In instances where construction projects may temporarily impact the environment, DNP works closely with local residents, providing clear communication and proactive measures to minimize disruption. While fostering strong communication with not only its business partners but also community stakeholders and building the necessary frameworks, DNP ensures to respond appropriately.

Initiatives for Human Resources

Human Capital Policy

To achieve growth over the medium to long term, DNP is reinforcing its business infrastructure by utilizing financial and non-financial capital in an integrated manner. We are working to provide systems that take into account changes occurring in the entire society and are attractive both internally and externally, to support employees who form a particularly important foundation for our growth, and to transform their awareness and action. In FY2022, we established the belief that respecting employees leads to the respected employees driving corporate growth and enriching society, which represents the DNP Group’s universal and basic approach to human resources, as Human Capital Policy. By placing this consept at the top of the other mission, visions, charter and declarations related to people we will endeavor to reinforce and maximize our human capital in a strategic, integrated manner for enhancing corporate value.

This diagram summarizes DNP’s Human Capital Policy and related DNP declarations and policies. DNP’s Human Capital Policy is “Respecting employees leads to the respected employees driving corporate growth and enriching society.” DNP will develop human resources who can be active in society (both within and outside DNP).

Promotion of Global Human Resource Strategy

The DNP Group conducts various businesses in 34 cities around the globe. To strengthen and maximize human capital on a global scale, we focus on three key pillars: (1) visualization and management of talent, (2) establishment of human resource management infrastructure, and (3) strengthening of risk management capabilities and system development. We are implementing key initiatives within each of these pillars to achieve our goals.

Promotion of global human resource strategy (Integrated Report 2024) 10,146KB(Open PDF)

Diversity & Inclusion

The source of the strengths of the DNP Group is undoubtedly the presence of each and every employee. We seek to maximize the capacity of the organization and create new value by respecting individual differences, accepting each other and synergizing each other’s strengths.

Fostering a corporate culture to support the active participation of diverse human resources

Initiatives and Systems to Support Active Roles of Diverse Human Resources

We are promoting initiatives for supporting active roles of diverse human resources for increasing our capabilities to resolve social issues and create new value that meets people’s expectations.

Human Resources Development and Training

DNP has devoted efforts to supporting active roles of its employees who are irreplaceable assets and who have driven innovation since our founding. We provide systems related to recruitment, development and promotion of excellent human resources in order to optimize and maximize our human capital while capturing overall trends in society.

Initiatives and Systems for Human Resources Development and Training

Occupational Safety and Health

Under the DNP Group Safety and Health Charter, the DNP Group promotes All-DNP safety and health activities involving all employees with the aim of building a workplace culture of "safety and health takes precedence over everything else."

Initiatives for Promoting Industrial Safety and Health

DNP is promoting safety and health activities by formulating the three-year medium-term Basic Plan for Prevention of Industrial Accidents and Health Maintenance and Promotion based on the results of internal activities and the problems that need to be addressed, taking trends in the society and the industrial safety and health measures being taken by the Japanese government into consideration.

Labor-Management Relations

Based on “mutual understanding and mutual trust” between labor and management, the DNP Group has established systems (Joint Management Council, Labor-Management Expert Committee, etc.) for undertaking labor-management discussions and exchanging opinions on a variety of issues to realize the stable and sustainable development of management as well as the spiritually enriched lives of employees. Also, the DNP Group holds a wide range of labor-management discussions on work styles, workplace environments, overall personnel systems, safety and health, and more. This fulfilling labor-management relationship is also one of the strengths of the DNP Group and we will further advance this relationship toward demonstrating the comprehensive strengths of “All DNP.”

Joint Labor-Management Declaration

In October 2006, DNP announced its Joint Labor-Management Declaration to share with all employees “the shape of labor-management relations to aim for” and “the starting point of labor-management relations.” “Labor-management collaboration” advocated in the Joint Labor-Management Declaration means that all employees, including those besides company and union members, have a shared recognition of the “direction we aim for" through Taiwa (dialogue) and fulfill their respective roles toward the direction.

Joint Labor-Management Declaration

Preamble

We mutually confirm the importance of“labor-management cooperation”to the goal of the perpetual development of the DNP Group and society, and to enhance the role we are bound to fulfill in society as a truly superior company, and we hereby issue the following declaration:


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To contribute to 21st Century society through cooperation

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To seek perpetual development and wealth

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To create a corporate culture based on TAIWA