Basic Approach to Human Rights
The Nippon Koei Group advocates the Ten Principles included by the United Nations Global Compact in the four areas of human rights, labor, environment, and anti-corruption. The Nippon Koei Group Code of Conduct also addresses human rights as follows:
Standards of Conduct
Respect for Human Rights：
Nippon Koei affirms diversity and does not limit employment opportunities or discriminate on the basis of race, nationality, sex, faith, or social status.
Guidelines of Conduct
- ・Comply with laws, regulations, and corporate rules concerning human rights.
- ・Respect the personality, diverse values, and character of each individual, treat each other with respect, and act responsibly.
- ・Value the efforts of the International Labor Organization (ILO) regarding human rights and avoid use of child labor that violates the ILO recommendations or forced labor in any form. Inform our business partners to assume the same attitude.
- ・Do not harass or treat others unfairly, including sexual harassment and workplace bullying. Do not allow others to take such action.
- ・Respect and protect the privacy of individuals. Handle confidential personal information deliberately according to the predetermined procedure. Do not leak nor try to acquire unnecessary information.
Human Rights Initiatives
In line with the Nippon Koei Group Code of Conduct, the Nippon Koei Group obeys laws and ordinances related to the human rights of workers in each country where it conducts business while respecting basic human rights. We respect human rights and strive to maintain a fair workplace without discriminating against employees based on gender, age, origin, nationality, race, ethnicity, creed, religion, or disability.
Training and Seminars
We conduct career level based harassment prevention training. Third-year employees attend Mental Health Training for Learning How to Deal with Harassment, etc. and new section and department heads attend “Effect of Harassment on Mental Health” which are both given by specialists. In addition, with the revision of the Act on Comprehensive Promotion of Labor Policies in June 2020, the Company held various training sessions and seminars, including Training for Creating a Workplace Free of Power Harassment for managers and Manager Seminars for Training Female Subordinates based on an increase in young female employees due to our active hiring of new graduates in recent years.
Harassment consultation system
We established a harassment consultation desk and introduced a system where employees can directly consult with the Human Resources Department, labor union, or an outside attorney. In addition, we offer consultations for new graduate employees for creating career image in order to continue their careers and for discussing problems. By providing advice through this consultation desk, those employees are supported by gaining a clear view of their future career.
Business due diligence
While conducting business in Japan or overseas, Nippon Koei promotes business due diligence that focuses on environmental and social aspects. We work to reduce potential human rights risks by effectively assessing the impact of our activities on people and regional societies based on international standards.
Response to Human Rights Risks
In accordance with the basic policies established by the Board of Directors, the Total Risk Management Council identifies risks associated with business activities and formulates as well as promotes a risk management plan to prevent risks from materializing or to minimize possible loss. The PDCA (Plan-Do-Check-Act) cycle is implemented in the form of monitoring risks related to human rights included in the risk management plan, such as harassment, and reviewing the progress of countermeasures.