Efforts Related to Human Rights
Efforts Related to Human Rights
Guiding Principles on Human Rights
As a participant in the United Nations Global Compact, the Sharp Group promotes initiatives that conform to international principles about human rights and labor standards, such as those advocated in International Labour Organization (ILO) conventions.
The Sharp Group’s fundamental policies with regard to human rights are embodied in the Sharp Group Charter of Corporate Behavior and the Sharp Code of Conduct. These stipulate that the Sharp Group respects fundamental human rights and individuality by eschewing practices that are discriminatory or which infringe upon human rights, such as child labor or forced labor, and every effort is made to ensure that all Sharp employees are aware of and adhere to these policies.
Human Rights Education and Training
In Japan, new employees and mid-career hires of the Sharp Group learn about Sharp’s philosophy on human rights by studying the Sharp Group Charter of Corporate Behavior and the Sharp Code of Conduct.
Each site carries out ongoing human rights awareness activities, including annual human rights training. In fiscal 2023, Sharp held online training and e-learning on preventing all forms of harassment, as well as on other important topics. A total of 22 sessions were provided to around 15,860 employees.
In fiscal 2023, compliance-related training based on the Sharp Code of Conduct was also provided to all Sharp Group employees. In this training, employees learned about freedom to choose employment, young workers, eliminating discrimination and harassment, working hours, wages and benefits, and freedom of association, key themes in the human rights and labor field. About 18,000 employees took part in this e-learning program.
Sharp Group Charter of Corporate Behavior (excerpt)
Sharp Code of Conduct (excerpt)
- We respect the fundamental human rights and the dignity of individuals in all business activities, and will not be complicit in human rights violations. In case business activities, products and services are found to adversely affect human rights, we will take all appropriate measures.
- We will not sanction child labor or any form of forced labor, and we will support its effective abolition.
- In any corporate activities, including employment practices such as hiring, payment, promotion, opportunities for training and the like, we do not take any action that constitutes discrimination based on nationality, race, ethnic group, color, sex, physical health, pregnancy, sexual orientation, age, marital status, religion, creed, social status, birth, property, bodily feature, physical or mental disability, political opinion, and the like.
- We do not engage in acts and speech that constitute inhumane acts, such as abusive behavior, expressions of contempt, verbal abuse, sexual harassment, power harassment and the like, in our offices and other work places.
- Based on global standards and applicable laws and regulations, we will respect and consider the rights of employees, such as freedom to associate, freedom to join a trade union, freedom to take industrial action, freedom to join a worker's council and the like without revenge, threats, and/or harassments to employees.
Human rights-related initiatives in line with the Sharp Group Charter of Corporate Behavior, the Sharp Code of Conduct, local laws and regulations, and other requirements are also being promoted at Sharp's overseas bases.
Additionally, Sharp carries out ongoing human rights compliance checks at its production sites via SER self-assessment surveys conforming to international principles, such as those advocated in ILO convention
In the UK, we have disclosed a statement to prevent forced labor and human trafficking based on the UK Modern Slavery Act 2015. In Australia, we have submitted reports as required under the Modern Slavery Act.
Labor-Management Relationship
Good Labor-Management Relationship That Prioritizes Dialogue and Respect for Employee Rights
Sharp respects employees’ right to organize and the right of collective bargaining based on the laws of each country or region, and it works to strengthen its trusting relationships with labor unions.
At Sharp Corporation, for example, labor agreements between the company and the union give the union the right to organize, the right to bargain collectively, and the right to take collective action.
Under labor agreements, Sharp provides periodic opportunities for labor-management meetings, such as the Central Labor-Management Council, which involves top executives from both sides, and labor-management meetings at each production site and affiliate. In addition, labor and management periodically meet to exchange opinions and information regarding the company’s financial condition and issues in the work environment. When there are issues that will have an impact on the working conditions of union members, both sides meet for discussion before action is taken.
As of March 31, 2024, a total of 3,798 Sharp Corporation employees are members of the Sharp Workers Union. This represents a union participation rate* of 96.5%.
In Europe, Sharp holds European Works Council meetings every year to review the financial condition and managerial issues throughout Europe. In China, companies are obligated to hold meetings with employee representative assemblies to decide on issues such as employee working conditions. In line with relevant local laws, Sharp strives to build cooperative labor management relationships.
- Union members as a percentage of general staff. Some employees are not union members (managers and those performing specific jobs stipulated under labor agreements between the company and the union; in personnel affairs, accounting, etc.)
Preventing Workplace Harassment
Basic Concept
Workplace harassment is socially unacceptable behavior damaging to human dignity. It prevents employees from being effectively empowered, hinders workplace cohesion and operations, and negatively affects the company’s image in society.
Harassment-related consultations are handled swiftly and fairly, and disciplinary action is taken in accordance with the rules of employment if any prohibited behavior considered to be harassment is identified.
Prohibited behavior considered to be harassment
- Sexual harassment
- Harassment relating to pregnancy, childbirth, childcare, caregiving, etc.
- Power harassment (workplace bullying)
Harassment Prevention Measures
In Japan, in order to help prevent harassment and to deal with it should it occur, Sharp provides all employees, including managers, with e-learning and other harassment-related training. There were 13,927 participants in fiscal 2023.
Additionally, Sharp utilizes employee surveys to help ascertain the status of workplace harassment and to identify whether warnings and guidance should be issued in order to prevent potential problems.
Harassment Consultation Service
Sharp has also set up a harassment consultation service for all of its bases in Japan in order to handle harassment-related reporting and consultations, thereby helping to ensure that, in the event that harassment occurs, a system is in place to immediately deal with it. In addition, Sharp has established the Crystal Hotline as a general consultation service for all workplace-related concerns, particularly those related to compliance.
Consultation services are available to Sharp employees, temporary staff, employees of business partners, and other relevant parties.
Sharp has developed harassment response guidelines, which stipulate the appropriate way to handle harassment reports, such as how to ensure those making the reports do not suffer any negative repercussions or have any personally identifiable information leaked or disclosed without their consent.
Manager Training on Proper Conduct in the Workplace
In November 2023, Australian sales base SCA held training for managers in line with company values and societal laws to ensure that people are respected and can feel safe in the workplace.
In addition to reinforcing the importance of protecting Aboriginal Australians and Torres Strait Islanders, the training touched on topics including dealing with workplace bullying and harassment, what employers should do to help build a safe and fair workplace, and the latest on harassment-related laws.
The training day included the sharing of statistics of concern from the Australian Human Rights Commission, a look at the difference between proper management and bullying, and ways to deal with workplace problems using rules and support systems.
