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
The Sharp Group Charter of Corporate Behavior and the Sharp Code of Conduct stipulate that the Sharp Group, in all of its business activities, respects the fundamental human rights and the individuality of each employee.
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 career-track employees 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 that include human rights training. A total of 26 sessions were held in fiscal 2017.
Overseas, Sharp sites carry out human rights-related activities to ensure they are in compliance with local laws and regulations.
Preventing Workplace Harassment
|Fiscal 2017 Objectives||Fiscal 2017Achievements||Self-Evaluation※|
|Hold a hearing in the department of managers who did not rate a high enough score on power harassment questions on the workplace satisfaction surveys, and implement corrective measures||Held hearings and implemented measures in relevant departments||★|
|Hold training in each production site and affiliate on the theme of preventing power harassment in the workplace||Held training for approximately 2,000 managers at production sites and affiliates on the theme of preventing power harassment in the workplace||★★|
|Priority Objectives for Fiscal 2018||
Workplace harassment is an unforgiveable action that harms people’s dignity and hinders their ability to achieve their potential. It also disrupts order in the workplace and stops work from getting done, not to mention has the potential to negatively impact a company’s reputation among the public.
Sharp strives to promptly find and solve harassment-related problems and thus eradicate harassment in a number of ways: through fact-finding surveys and improvement measures, employee training, harassment response guidelines, and a harassment consultation service (in-house and external).
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.
In Japan for example, we recognize that 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 issues in the company management situation and the work environment. For items that will have a major effect on the working conditions of union members, both sides meet for discussions before action is taken.
In Europe, Sharp holds European Works Council meetings every year to review 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.