Human rights are universally valued rights that all people are born with. In today's world, there is a growing awareness that businesses can have a great impact on human rights.
In order for a company to be vital to society, it must recognize the diverse expectations of society and deliver on them through its business activities.
As a company with a globally growing business, Konica Minolta views respect for human rights as one of the basic conditions for its business activities. This is in line with the company’s goal of contributing to a sustainable society in which human rights are respected. In particular, Konica Minolta supports and respects the following internationally accepted standards:
- Universal Declaration of Human Rights
- United Nations Guiding Principles on Business and Human Rights
- The International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work
- OECD Guidelines for Multinational Enterprises
- United Nations Global Compact
- ISO 26000
Going forward, Konica Minolta will continue to communicate widely with stakeholders and work to respect and promote initiatives for human rights.
In line with social expectations, Konica Minolta has for years been working hard to address various human rights issues related to its business activities, including CSR procurement (responsible procurement in the supply chain), employee-related initiatives such as prohibition of discrimination and harassment, and the protection of customers' and employees' personal information.
In 2011, the UN Human Rights Council endorsed the UN Guiding Principles on Business and Human Rights, calling on companies to do more to address human rights issues. In response, Konica Minolta identified actual or potential adverse human rights impacts thought to be relevant to its business activities, including its existing human rights-related initiatives.
Looking ahead, Konica Minolta will expand upon its current human rights-related initiatives by ensuring that they continue to meet social expectations. It also plans to give greater shape to its programs by improving on its efforts as needed through stakeholder engagement, including the broader participation of relevant persons within the company.
Actual or potential adverse human rights impacts
- Group employees' human rights
Working hours, wages and benefits, harassment, discrimination, health and safety, protection of privacy
- Human rights in the supply chain
Forced labor, child labor, wages and benefits, harassment, discrimination, freedom of association, health and safety
- Customers’ human rights
Protection of personal information
Human Rights Assessment in the Supply Chain of Existing Businesses
Konica Minolta aims to help build a more sustainable world, where all human rights are respected. Toward that end, the Group works at CSR procurement (responsible procurement in the supply chain), in order to facilitate appropriate improvements in labor (human rights) as well as ethics, health, safety, and the environment. These efforts are undertaken not only at the Group's production sites but also at the suppliers from which the Group sources raw materials, parts, and other materials, and to which it contracts production and distribution services.
In practicing CSR procurement, Konica Minolta conducts risk assessments and takes corrective actions through CSR assessments using a self-assessment questionnaire and CSR audits, based on the framework of the Responsible Business Alliance (RBA).
In CSR assessments, Konica Minolta classifies the results of the self-assessment questionnaire from rank A to C. The targets for overall scores are rank A for all Group production sites and rank B or higher for all suppliers. Even if overall assessment results meet the targets, Konica Minolta asks suppliers to make voluntary improvements in specific components that showed weakness, including labor (human rights).
Employee Human Rights Assessment
Konica Minolta has long undertaken human rights initiatives such as the prohibition of discrimination and the prevention of harassment.
At all production sites subject to confirmation, human rights assessments are carried out as part of the labor (human rights) evaluation performed during CSR procurement activities. These production sites conduct human rights assessments during CSR evaluations once every three years, and make corrections as appropriate.
Respect for Human Rights and Elimination of Discrimination
The entire Group is committed to showing respect for the rights of all employees.
The entire Konica Minolta Group is committed to showing respect for the human rights of each and every employee. The Group seeks to enable all employees to enhance their abilities and professional skills and achieve their career goals. This aspiration is articulated in the Konica Minolta Group Guidance for Charter of Corporate Behavior and the Compliance Manual, where Konica Minolta states its commitment as follows:
- We respect individuality, human rights, and the privacy of all of our employees.
- We seek to eliminate discrimination of all kinds, whether based on race, nationality, gender, gender identity/sexual orientation, religion, belief, or physical disability.
- We seek to eliminate child labor and forced labor.
- We endeavor to create a safe and healthy workplace environment.
Konica Minolta also strives to ensure that all employees are aware of these priorities.
Konica Minolta makes it a rule to strictly confirm the age of applicants when hiring new employees. By taking such steps, it ensures that there is no child labor or forced labor in the Group.
As part of its efforts to promote compliance, Konica Minolta has established consultation offices for addressing human rights violations in each of its host countries.
Striving to create an environment with zero tolerance for harassment
To protect employees against sexual harassment or the abuse of power in the workplace, Konica Minolta has included a prohibition against harassment in the Konica Minolta Group Guidance for the Charter of Corporate Behavior and Compliance Manual. The Group has also established its Sexual Harassment Prevention Guidelines and strives to educate employees by conducting harassment prevention training.
Managers are also given training concerning sexual harassment and power harassment.
As part of its efforts to promote compliance, Konica Minolta has established consultation offices for addressing harassment complaints in each of its host countries.
The Konica Minolta Group abides by minimum wage rules in each region and strives to maintain a wage level at which employees can work with motivation.
Promoting constructive communication between labor and management
Konica Minolta takes part in the UN Global Compact and upholds freedom of association and the effective recognition of the right to collective bargaining. The Konica Minolta Labor Union of Konica Minolta, Inc. has a sizable membership of 4,921 (all regular employees, not including managers), as of March 31, 2020.
Labor-management agreements are concluded between workers and the Group's management, and representatives of both parties hold constructive discussions at management meetings. Many of the Group's other companies also have their own labor unions or employee associations, and these have allowed the companies to build good labor-management relations.
Konica Minolta has a process in which a human resources system investigation committee, consisting of representatives of the human resources department and the labor union, discusses the overall personnel system for employees and works to form a consensus. In fiscal 2019, this committee held discussions on and implemented measures to foster a culture that encourages people to accept challenges and to further promote the taking of annual paid leave.
As of March 31, 2020, the worldwide membership of the Group’s labor unions stood at 84% of non-management employees.
Advance Notification of Personnel Transfers
Konica Minolta, Inc. makes it a practice to put forward proposals to the labor union at least one month in advance for personnel transfers involving relocation, and at least two weeks in advance for all other personnel transfers.
It also makes it a practice to consult with the labor union in advance about policy and standards when, for business reasons, it plans to reassign, transfer to a different workplace, second, or transfer to different teams, a large number of union members.