Philosophy on Human Rights

Basic approach

Our respect for humanity is clearly stated in the Nisshin Seifun Group Corporate Code of Conduct and Employee Action Guidelines, which we adopted in October 2002. We are continually working to put this principle into practice.
Recent years have seen a rise in the expectations of the international community in relation to human rights. We have responded by adopting the Nisshin Seifun Group Human Rights Policy based on the United Nations Guiding Principles on Business and Human Rights. This policy was formulated using expert advice within and beyond Nisshin Seifun Group Inc. and approved by the Board of Directors.
We are contributing the realization of a sustainable society through business management based on respect for human rights.

Raising awareness of human rights

Track record of stakeholder engagement on human rights

Participation in 2019 Stakeholder Engagement Programme

We participated in the Human Rights Due Diligence Workshop, which was part of the 2019 Stakeholder Engagement Programme organized by the Caux Round Table (CRT) Japan Committee.
During the workshop, participants discussed a broad spectrum of human rights issues with human rights experts and representatives of NGOs and NPOs. Together with other food companies that took part in this programme, we also worked on the revision of the Human Rights Issues by Sector, which were formulated with reference to the Human rights Guidance Tool developed for the United Nations Environment Programme Financial Initiative (UNEP FI). Through this activity, we helped to deepen understanding about human rights in the food sector.

2019 Human Rights Due Diligence Workshop (Stakeholder Engagement Programme)


Human rights awareness initiatives and training programs

We have established specialized units to raise awareness of human rights and provide human rights awareness training for all officers and employees each year. This training covers a wide range of topics, including discrimination against the Burakumin community, workplace harassment, the improvement of understanding of LGBT people, and business-related human rights issues. Participants are encouraged to think about human rights as an issue that affects them personally, and to approach their work from human rights perspective.
In addition to this initiative, we provide yearly training programs with more focused topics for specific target groups. These groups include new graduates, mid-career recruits, new executives, and newly appointed organization managers. There is also yearly training for staff involved in the implementation of these activities.

Human rights training participation ratio
  FY2018 FY2019 FY2020
Human rights training participation ratio 100.0% 100.0% 85.4%

Preventing harassment

Establishment of advice desk, harassment prevention initiatives

Nisshin Seifun Group Inc. has established a harassment advice desk to counsel employees and implement measures to resolve issues and prevent recurrences.

Our ongoing efforts to raise awareness and prevent harassment also include various harassment prevention items in our training programs for new executives and newly appointed organization managers. Their purpose is to deepen knowledge about how to respond to harassment reports from subordinates, and aspects of workplace environments that need particular attention from executives. Other aspects of our workplace harassment eradication efforts under the Nisshin Seifun Group Corporate Code of Conduct and Employee Action Guidelines include the compilation of prevention handbooks concerning various forms of harassment.

Number of advice requests
  FY2018 FY2019 FY2020
Number 7 5 5

Initiatives at overseas offices

Compliance with local labor laws

All overseas offices of the Nisshin Seifun Group comply fully with international rules, including ILO standards, in their employment practices. At key offices in Asia, we have been monitoring compliance with minimum employment age regulations and conducting regular audits of age confirmation methods and the ages of actual employees since FY2008.
In addition, representatives of local companies are required to check compliance with various local laws using comprehensive checklists that include working conditions, health and safety.

Prohibition of discrimination and harassment

Our overseas subsidiaries are also working to create good working environments free from discrimination and harassment.
To prevent violation of human rights of local employees due to differences in values and culture, we educate employees transferred to overseas subsidiaries through internal and external training programs. We also show respect for local culture, traditions, and customs. For example, in regions where prayers are an essential part of religious life, we provide prayer rooms and allow employees to take time out during working hours.

Respect for basic human rights is also a feature of our recruitment activities, which are free from discrimination based on race, gender, beliefs, or other attributes.

Assessment of risks relating to labor problems

We prevent and mitigate potential labor issues affecting our new businesses through risk assessment mechanisms, including the use of expert advice. We are working to maintain good labor-management relations in our existing business operations through regular meetings and communication with employees.