IDEC Human Rights Policy
This policy is applicable to all personnel of IDEC Corporation and IDEC Corporation Group Companies (hereinafter referred to as the IDEC Group) across all levels of employment; executives, fixed term/part-time employees, temporary employees, and contract employees (hereinafter referred to as employees). In addition, the IDEC Group expects all business partners, including suppliers, to understand and support the contents of this policy. We will continue to encourage and ensure that they are following and respecting our Human Rights Policy.
１．Human Rights
1.1 Anti-discrimination & Fair Treatment
The IDEC Group respects the humanity of all individuals and does not discriminate in any way regardless of race, color of skin, age, sex, sexuality, gender identity/expression, ethnicity or nationality, disability, pregnancy, religion, political affiliation, union membership, covered veteran status, protected genetic information or marital status.
1.2 Forced Labor & Child Labor Prevention
The IDEC Group does not engage in any acts relating to forced labor, child labor, slave labor, or any forms of human trafficking. To prevent the use of child labor, candidates undergo government-issued photo ID age verification during the hiring process. If a candidate does not have any form of government-issued photo ID, multiple official documents are required to verify their age. Failure to do so will result in the suspension of their hiring process until documents are provided.
Here, the term “child” refers to any person under the age of 15, or under the age for completing compulsory education, or under the minimum age for employment in the country, whichever is greatest.
In the unlikely event that child/forced labor is discovered within company operations, the IDEC Group will undertake the following corrective measures:
Child Labor: the company will find and contact the parents of the child in question and will aid in supporting the child with completing compulsory education.
Forced Labor/Slave Labor/Human Trafficking: employee in question will be promptly relieved from work and the company will support the victim’s rehabilitation in cooperation with the applicable authorities and NGOs.
1.3 Personal Information & Privacy
The IDEC Group respects and will not infringe on personal privacy. The IDEC Group complies with national and regional laws and regulations relating to personal information protection and does not tolerate violation of personal privacy, personal information leaks or any kind of unnecessary attempts to access such information.
1.4 Responsible Recruitment
The IDEC Group will provide all employees with contracts either in their native language or a language they are able to understand, to ensure all employees have a comprehensive understanding of their individual employment contracts. Furthermore, foreign migrant workers must receive their employment contracts prior to their departure from their respective (home) countries. No changes shall be made to the employment contract upon arrival, unless changes made are done so to meet the requirements of local law and provide equal or better terms. Candidates shall not be required to pay recruitment fees or other related fees for their employment. If any such fees are found to have been paid by candidates, such fees shall be reimbursed.
1.5 Possession of Original Identification Documents and Wages, etc.
The IDEC Group does not retain the original identification documents of employees such as passports or any other government issued IDs, nor does the company retain the wages or any other valuables of employees. All original identification documents are to be in the possession of the employee to which the items belong to, and the policy still stands in the instance of when the employee returns to their own country.
1.6 Migrant Workers
The IDEC Group will ensure fair employment without discriminating against migrant workers, in accordance with the company’s Human Rights Statement, Human Rights Policy, and other internal regulations.
1.7 Freedom of Association and the Right to Collective Bargaining
The IDEC Group respects the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, including freedom of association and the right to collective bargaining. In countries and regions where labor unions are allowed, the IDEC Group and their in-house unions are committed to working together and building healthy relationships to resolve issues that may arise. Additionally, in countries and regions where the formation of labor unions is not permitted by law, the company will promote problem-solving through labor-management dialogue and continue to respect internationally recognized human rights principles. Furthermore, employees who decide to exercise their freedom and right to bargain shall not be subjected to discrimination or mistreatment.
1.8 Principle of Equal Pay for Equal Work (Fair Wages)
The IDEC Group prohibits differentiation in wages and other benefits based on gender without any justifiable reasons in light of objective and concrete facts and ensures that all work is valued fairly in accordance with the principle of equal pay for equal work. This principle applies to regular employees (indefinite-term full-time workers) and non-regular employees (part-time workers, fixed-term workers, dispatched workers). If unreasonable discrepancies in treatment are identified, the IDEC Group will promptly work towards resolving the differences. Justifiable reasons in this context refer to the differences in job content, job responsibilities, scope of job, work location and differences in positions, among others.
1.9 Living Wage
The IDEC Group is actively exploring considerations in applying the concept of living wage to various systems. “Living wage” here refers to the wage necessary for a healthy and culturally acceptable minimum standard of living in each country or region. This includes costs related to clothing, food, housing, health and medical care, transportation, communication, education, and other expenses as such.
1.10 Responsible Sourcing of Minerals
Minerals mined and traded from areas impacted by conflict, are deeply associated with forced labor and human rights violations. The IDEC Group does not tolerate any form of human rights violations and will conduct due diligence to ensure that it does not establish business relationships with parties involved in human rights violations or conflicts.
1.11 Stakeholder Engagement
The IDEC Group emphasizes the importance of maintaining a continuous dialogue with a diverse range of internal and external stakeholders. Through communication methods such as reports and direct dialogue, the IDEC Group aims to promote sustainability while incorporating the various opinions and concerns of stakeholders within its management.
Additionally, the IDEC Group recognizes the importance of acknowledging and addressing negative impacts on human rights from the perspective of those who are being affected or a collective perspective. Therefore, the IDEC Group will strive to engage with people of the affected groups directly or via other legitimate representatives of the affected groups (such as an NGO). Additionally, the IDEC Group will consider the opinions of external experts in its efforts.
1.12 Environmental Conservation
The IDEC Group recognizes the right to a clean, healthy, and sustainable environment is important for the enjoyment of human rights. The IDEC Group obtains, maintains, and keeps up to date all necessary environmental permits, approvals, and registrations, ensuring compliance with requirements for its operations and reporting.
1.13 Remediation
The IDEC Group has established internal and external reporting channels that are available to all stakeholders, including the IDEC Group employees, suppliers, business partners, customers, and members of the local community. These channels are aimed at early detection and resolution of concerns, including any negative impacts on human rights.
In the event that the IDEC Group's business activities have a negative impact on human rights issues such as those mentioned above, the IDEC Group will provide redress through the necessary procedures.
2．Diversity & Inclusion
2.1 Diversity & Inclusion
The IDEC Group promotes diversity & inclusion initiatives that focuses on creating a workforce and support system that facilitates the active engagement of individuals with diverse experiences, expertise, and perspectives. The IDEC Group aims to establish an environment where all individuals can respect each other’s humanity and thrive, regardless of factors such as race, skin color, age, gender, sexual orientation, gender identity and expression, ethnicity or nationality, disability, pregnancy, social status, lineage, religion, or any other characteristic.
2.2 Promotion of Employee Diversity
The IDEC Group condemns any form of discrimination relating to gender, age, nationality, disability, or any other factors mentioned in section 2.1, across all aspects of employment, placement, promotion, and advancement. To prevent the occurrence of discrimination, appropriate training is provided to employees, and efforts are made to establish a working environment that is accommodating for employees with disabilities. In other efforts towards diversification, active measures are taken to recruit, develop and promote individuals with high expertise as well as global human resources who can promote IDEC Group’s business on a global scale, communicating with people from diverse backgrounds and values within the international community.
The IDEC Group also provides employee training on diversity and inclusion, to create a workplace environment where diverse personnel can thrive without unjust discrimination.
2.3 Work Life Balance
The IDEC Group is committed to creating a comfortable work environment that facilitates work life balance for employees. To promote this, the IDEC Group has established policies related to leave during pregnancy, childbirth, and childcare, as well as reduced hours to enable flexibility for those that are raising children. In addition to this, the IDEC Group is developing systems that give all employees (not just those who are raising children) greater flexibility in working hours and locations to support a greater work life balance.
2.4 Individual Skills Development
The IDEC Group is actively engaged in offering comprehensive internal and external training, career development support systems, and initiatives to identify and develop the next generation of managerial candidates. Additionally, the IDEC Group provides opportunities for employees to enhance skills through self-selected learning courses, e-learning programs, as well as utilizing rotations to support growth and career development.
2.5 Anti-harassment Measures
The IDEC Group is committed to creating a rewarding workplace that is safe and free of occupational accidents, incorporating the principles of “Safety, ANSHIN and Well-being.” Acts such as sexual harassment, abuse of authority/workplace bullying, maternity/paternity discrimination, gender inequality, SOGI discrimination and other behaviors that violate human rights and have negative impact on the workplace, are strictly prohibited. To prevent such harassment, the IDEC Group conducts various anti-harassment training. In addition, in the event that an employee's dignity is unreasonably damaged during communication with customers or business partners, the IDEC Group will take appropriate action in good faith and in a resolute manner.
３．Due Diligence Promotion, Organizational Structure
The IDEC Group has established a specialized subcommittee within the Sustainability Committee, chaired by the CEO, to address human rights issues mentioned above. A human rights due diligence organization, in collaboration with relevant external and internal departments, will be established.
４．Related Documents
・IDEC Group Code of Conduct
・IDEC Group CSR Procurement Guidelines
・Privacy Policy
・Policy for Developing Human Resources and Arranging Work Environments in Order to Ensure Diversity
・IDEC Group Health Declaration