Society

Respecting human rights and establishing internal environments

*1: Non-consolidated figures; *2: Figures for the Group as a whole

Human Rights Policy

新明和グループは、人権の尊重が企業にとって重要な社会的責任であるとの認識に立ち、グローバル市場を視野に入れて今後も持続的な企業成長を図る企業として、国連で採択された人権保護の「国際人権章典」、国連の「ビジネスと人権に関する指導原則」および国際労働機関（ILO）の「労働における基本的原則および権利に関するILO宣言」を尊重し、これらの国際規範を踏まえた人権尊重の取り組み姿勢を明確に示すため、人権に関する方針を定めます。
本方針は、新明和グループのすべての役員と従業員に適用します。さらに、当社グループのサプライヤーをはじめとするビジネスパートナーと共有し、人権尊重の取り組みを推進します。

1．Human Rights Policy

1Respect for fundamental human rights

We will respect fundamental human rights through sound business activities following internationally recognized human rights principles.
2Elimination of discrimination

We will not unfairly discriminate based on such factors as race, religion, nationality, gender, sexual orientation, age, disability, and educational background.
3Ban on harassment

We will not engage in speech, behavior, or other forms of harassment that violate human rights based on factors such as gender and social standing.
4Respect for labor rights

We will comply with national and regional labor laws and practices, as well as establish a sound labor-management relationship by respecting the right of collective bargaining and engaging in sincere dialogue with labor unions and individual employees.
5Ban on child labor and forced labor

We will not engage in child labor or forced labor in any country or region in which we conduct business activities. We will also respect children’s rights based on the Children’s Rights and Business Principles developed by the United Nations Children’s Fund (UNICEF).
6Establishment of comfortable workplace environments

We will establish workplace environments where all employees can work in a safe, healthy, and lively manner. For our wage payment, we will comply with laws on the minimum wage, legal benefits and so forth of all nations and regions in which we conduct business activities. At the same time, we will comply with laws on working hours and overtime work.
7Contribution to local communities

As a good company and citizen, we will develop a relationship of trust with local communities and strive to undertake our activities by considering factors such as the social circumstance, culture, and practices of the local communities while endeavoring to collaborate with them to resolve regional issues.

2．Responsibility to Respect Human Rights

In the event that our business activities negatively impact human rights, we will fulfill our responsibility to respect human rights by taking appropriate steps to rectify the situation.

3．Education and Training

To comply with our policy on respect for human rights, we will continuously provide all officers and employees with appropriate education and training on respect for human rights to have the policy incorporated in all of our business activities and effectively implemented.

4．Identifying and Responding to Negative Impact on Human Rights Issues (Human Rights Due Diligence)

To prevent or alleviate negative impacts on human rights that arise from our business activities and can potentially affect society, we will conduct preventive surveys and evaluations as necessary and strive to conduct appropriate improvement activities and monitoring that take into consideration the risks involved.

人権問題に関する通報窓口

新明和工業株式会社
取締役社長
五十川　龍之

Creating an organizational culture that draws on diverse human resources

The ShinMaywa Group will recruit and assign diverse human resources regardless of actors such as gender, age, nationality, religion, disability, educational background, and sexual orientation, and advance efforts to promote the creation of an organizational culture that draws on diversity.

Promoting the active participation of women

The Group believes that promoting the active participation of women is an important element of diversity, and aims to be a corporate group where female employees can work with peace of mind and actively take on work challenges, even while experiencing childbirth and childcare. To this end, we have established various systems that allow employees to continue to work after life events such as childbirth and childcare, and we support both male and female employees in balancing work and family responsibilities.

(Note 1) Full-time employees
(Note 2) Directly employed workers such as part-time workers, contract workers, and retired retirees. Dispatched staff are excluded.
(Note 3) The decline is due to a decrease in the number of female employees (non-regular), and an increase in the number of non-regular employees joining the Group through M&As.

Measures to promote female’s active participation Action plan

Based on the Act on the Promotion of Women's Active Engagement in Professional Life, we have formulated an action plan to create a workplace envrionmental where women can thrive.

In order to increase the number of female employees and create environmental they can continue to work, we will formulate the following action plan.

1. 計画期間：2024年4月1日から2026年3月31日までの2年間

2. Our company's problem: The number of female applicants is low, and as a result, the number of female hires is low.
As a result, there are fewer women in managerial positions.

3. Goal:

(1)　従業員に占める女性の割合を増加すると共に女性管理職増加のための基礎作りを行うため、計画期間において、大卒・大学院卒採用者に占める女性の割合を平均20％以上とすることを目標に採用活動を行う。
実績：2022年度 9.1%、2023年度 23.5% ⇒目標：計画期間内 20%以上

<Initiative details>

2024年4月～

Aiming to hold an information session for female students, the content will be considered.
Consider holding factory tours for female students.
Female employees will act as recruiters and carry out recruitment activities targeting female students.

(2)　仕事と家庭の両立における家庭の役割分担を家庭内で柔軟に行うことができる就業環境づくりのため、フレックスタイム制度の利用率を男女共に60％以上とする。

<Initiative details>

2024年4月～

Ascertaining performance and considering promotion measures by the Working Hours Setting Improvement Committee, etc.

Publication of information regarding female's active participation

Percentage of female workers among hired workers

employment classification	FY2021	FY2022	2023年度
Regular employment	12.7％	9.2％	13.7％
non-regular employment	45.0％	14.0％	15.4％

男女の平均勤続年数の差異（2024年3月末時点）

employment classification	male	female	Total
Regular employment	19.4 years	14.0年	19.0年
non-regular employment	15.2年	6.9年	12.3年
Total	19.3年	13.1年	18.8年

Promoting the hiring of people with disabilities

The Group is committed to establishing an inclusive society, where anyone who wants to work and has the ability to do so can take part in society through their work, regardless of disabilities.Diverse human resources give rise to synergies that energize our organization. We view this and other benefits as important elements in building an organizational culture that harnesses the power of diversity. We are actively working to hire people with disabilities.
As part of this effort, in 2015, we established ShinMaywa Heartful, Ltd., a special subsidiary company for promoting the employment of people with disabilities.

Hiring human resources at overseas locations

The Group believes that expanding its presence in overseas markets is essential for enhancing existing businesses and expanding our business domains. We have set a target of 100 billion yen in overseas sales in FY2030. In recent years, we have been working to gear up our overseas expansion by, for example, proactively pursuing M&As of overseas companies.

Promoting the employment of older people

In FY2003, we introduced and promoted a system for hiring older workers, who have a wide range of know-how gained through practical experience. The purpose of the system is to fully utilize the strengths of older human resources and to make work more fulfilling for them while supporting the growth of the Company. From FY2022, we raised the retirement age to 65.

Developing systems to allow for diverse working styles

To enable our employees to balance work with their personal lives, we are enhancing our systems so that we can create a work environment that is comfortable for our diverse workforce.

■Initiatives for preventing long working hours and for promoting the use of paid leave

As well as strengthening management of work hours in line with the establishment of legal limits on overtime hours, the Company has put in place various measures for reducing overtime work. To reduce long working hours, for example, we have set a company-wide day on which everyone leaves the office at the close of business hours. We are also working to promote the use of paid leave through introduction of a planned leave system.

Number of people leaving the company

Various systems for childcare and caregiving

We have introduced childcare and caregiver leave systems and a shortened working hour system for employees with childcare and caregiving responsibilities. Using these systems, employees can take care of their children and family members without having to resign.

Prenatal and postnatal maternity leave	Special leave of eight weeks before and eight weeks after childbirth is available.
Childcare leave	In principle, childcare leave is available for one year, and up to two years if the Company deems it necessary.
Time for childcare	For the first year following childbirth, employees may take at least 30 minutes of time twice a day for childcare, in addition to break periods.
Reduced work hours for childcare	This system allows employees to work shorter hours so that they can tend to childcare responsibilities such as nursery school or kindergarten drop-off and pick-up. Employees can continue to utilize the program until their child graduates from elementary school.
Flextime system	Our Flextime system has no core hours, making it FLexible enough to accommodate employees with childcare and caregiving responsibilities.
Nursing leave	Five days of leave per year are available per each family member in need of nursing care.
Planned leave	This system allows employees to apply in April of each year to receive three consecutive days of paid leave once a year in a planned manner.
Consultation on child-rearing	This system allows employees to consult with a specialist about their childcare concerns.
Reemployment system	This is a system for rehiring former employees who wish to return to the Company, having previously had to resign due to personal circumstances, such as the transfer of a spouse, childcare, or caregiving.
Caregiver leave	A leave totaling one year is available to care for a family member who has been certified as requiring caregiving.

Promotion of remote work

We are working to improve labor productivity, prevent long working hours, and enable diverse work styles through the promotion of remote work.