CSR / Environment
- Social Initiatives
- Fair and Impartial Procurement Activities
- Quality / Customer Satisfaction
- Communicating with Shareholders and Investors
- For Local Communities
- Efforts Related to Human Rights
- Human Resource Development / Personnel System
- Diversity Management
- Activities to Support Work-Life Balance
- Promoting Occupational Safety and Health
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.
Sharp Group Charter of Corporate Behavior (excerpt)
- The Sharp Group respects fundamental human rights and does not engage in discriminatory actions or human rights violations in any of its business activities. The Sharp Group does not sanction child labor or forced labor.
Sharp Code of Conduct (excerpt)
- We respect—and will not violate—fundamental human rights and the dignity of individuals in all business activities. If it becomes evident that any of our business activities, products, or services has a negative impact on human rights, we will take corrective action.
- We do not allow child labor or any form of forced labor, and we support initiatives for the effective abolition of such labor practices.
- With respect to all corporate activities—including employment practices concerning recruitment, salary, promotion, and training opportunities—we do not discriminate based on nationality, race, ethnic group, color, sex, health status, pregnancy, sexual orientation, age, marital status, religion, creed, social status, birth, property, bodily feature, physical or mental disability, political opinion, and the like.
- We will refrain from all unacceptable acts and behavior, including any kind of abuse, mocking, verbal insult, sexual harassment, or power harassment.
- On the basis of international standards and applicable laws, we respect employees’ right to the freedom of association—for example, their right to join a union, carry out protests, participate in workers’ councils, and the like—without being subjected to retaliation, intimidation, or harassment.
Activities Related to Respect for Basic Human Rights and Personal Dignity
In Japan, new employees and mid-career hires learn about Sharp’s philosophy on human rights by studying the Sharp Group Charter of Corporate Behavior and the Sharp Code of Conduct. In addition, each site carries out ongoing human rights awareness activities, including annual human rights training. A total of 42 sessions of this training were held in fiscal 2019.
In fiscal 2019, compliance-related training based on the Sharp Code of Conduct was provided to all Sharp Group employees. In this training, employees learned about working hours, wages, employee benefits and welfare, and freedom of association and collective bargaining, as well as about their behavioral obligations under the Sharp Code of Conduct.
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 conventions.
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.
- Related information:
Preventing Workplace Harassment
|Fiscal 2019 Objectives||Fiscal 2019Achievements||Self-Evaluation|
|Provide at least one training session in preventing harassment||Held anti-harassment training at all sites and affiliates||★★|
|Resolve harassment consultation matters||Received and properly responded to 18 harassment-related reports and consultations in fiscal 2019||★★|
|Conduct employee surveys and implement measures to address the issues identified from them||Had anti-harassment measures planned and implemented in workplaces indicating a high harassment risk based on employee survey results Priority Objectives for Fiscal 2020||★★|
|Priority Objectives for Fiscal 2020||
Harassment is socially unacceptable behavior damaging to human dignity. In order to help eradicate harassment, Sharp provides all employees with harassment-prevention training. Additionally, Sharp utilizes employee surveys to help ascertain the status of workplace harassment and put in place preventative measures.
Sharp has also set up a harassment consultation service for all of its bases in Japan, thereby helping to ensure that, in the event that harassment occurs, a system is in place to immediately deal with it.
Furthermore, 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.
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 April 1, 2020, 8,930 out of 10,977 employees of Sharp Corporation are members of the Sharp Workers Union.
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.