Sustainability [Connections with Society, Regions, and People]
Together with Employees
Based on our “Human Rights and Labor Philosophy and Guidelines”, the Mitsubishi Paper Group is engaged in a variety of initiatives to enable each employee to fully demonstrate their abilities and continue to create a comfortable and fulfilling work environment.
Human rights and labor philosophy and guidelines
Philosophy:
We respect the humanity of our employees, give top priority to safety in the workplace, and create a work environment where each person can demonstrate their full potential and feel comfortable and fulfilled.
Guidelines:
- Respect for human rights and prohibition of discrimination
We strive to maintain a healthy work environment, respect the human rights of each employee, and refrain from acts that ignore human rights, such as sexual or power harassment. We will not engage in any acts that lead to discrimination based on items such as birth, nationality, race, ethnicity, religion, gender, age, various disabilities, and educational background. We will not engage in child labor or forced labor. In addition, we will handle employees' personal information appropriately in accordance with the Personal Information Protection Act. - Ensuring safety and health in the workplace
We will prioritize ensuring safety and health in the workplace, strive to maintain a safe and healthy working environment, and understand and comply with the Industrial Safety and Health Act and other related laws and regulations. - Compliance with labor-related laws and regulations
We comply with the Labor Standards Act and other labor-related laws, and strive to maintain a comfortable and healthy work environment.
Established in July 2009.
Towards a better workplace
At the Mitsubishi Paper Mills Group, providing employees with a comfortable workplace by giving consideration to work-life balance not only leads to healthy and enriched lives for each individual, but also improves the company's productivity and competitiveness. We are implementing and considering various measures from the perspective of strengthening our company and, as a result, becoming a more dynamic and rewarding corporate group.
(1) Review of the response to a major disaster
Learning from the Great East Japan Earthquake, we reviewed our action manual, emergency contact network and stockpiles in the event of a major disaster, and developed and disseminated a response manual to further ensure the safety and security of our employees.
We also rebuilt our system for confirming the safety of employees in emergencies and conducted training several times a year.
(2) Implementation of various measures to improve human resources performance
- By managing working hours, we aim to maintain the health of our employees by preventing long working hours.
- We strive to improve working conditions and employment environments in accordance with an action plan in accordance with the Act on Advancement of Measures to Support the Development of Next-Generation Children.
- We are reviewing our education and training system to enhance level-based training.
(3) Creating a harassment-free workplace
We are reviewing our harassment rules to prevent the occurrence of various types of harassment, and
are also putting in place countermeasures and systems for personal care in the event that it occurs.
(4) Expansion of mental health care
We implement “mental health checkups” through an external EAP (Employee Assistance Program) and set up an external mental health consultation service to promote the prevention and early resolution of mental disorders. In addition, at the Hachinohe Plant, which was severely damaged by the tsunami caused by the Great East Japan Earthquake, we also implement our own mental health care that allows for detailed responses.
Occupational health and safety initiatives
The entire Mitsubishi Paper Mills Group continuously promotes safety and health based on the Occupational Safety and Health Promotion Plan, which incorporates our basic principles for safety and health.
The top management of each mill, the safety manager (safety officers) and the departments in charge of safety at the head office (Safety Environment & Quality Assurance Department and Human Resources Department) work together to promote safety initiatives.
Main initiatives on human rights and labour
Philosophy and Basic Policy
- Establishment and dissemination of policy
- Establishment and dissemination of principles and guidelines on human rights and labour
- Labour-management cooperation
- Maintaining and developing stable labour-management relations through the implementation of regular information exchange.
Creating a Good Workplace
- Work-life balance
- Enhancement of systems to realise diverse working styles
(staggered working hours, telecommuting system, childcare/nursing care leave system, childcare/nursing care short-time working system).
- Working time management
- Prevention of long working hours and overwork through proper management of working hours
- Fair evaluation and treatment
- Use of the personnel performance evaluation system and deepening of vertical communication.
- Team-based target management system
- Synchronisation with management targets and deeper horizontal communication.
- Use of self-assessment systems
- Pursuit of good working conditions and career progression
- Harassment response
- Establishment of anti-harassment rules (including power harassment).
- Use of hotlines
- Used to improve the company's business activities and the operational activities of individual workplaces
Human Resource Development
- Diversification of opportunities
- Establishment and use of highly specialised personnel
- Improved education system
- Enhanced education system based on hierarchical and professional education.
- Ensuring compliance.
- Fostering awareness of compliance on a daily basis through enhanced education
- Promotion of self-development
- Access to education tailored to your work and interests from a wide variety of courses.
Realising Diversity
- Promotion of women's activities
- Implementation of initiatives to increase the proportion of women employed.
- Employment of persons with disabilities
- Promotion of efforts to meet the statutory employment rate of persons with disabilities.
- Promotion of older people's activities
- Securing employment opportunities after retirement and passing on technologies and skills
- Diverse employment opportunities
- Implementation of employment opportunities tailored to the working styles of a diverse range of job seekers.
Well-being Benefits
- Housing (company housing, bachelor dormitories)
- Company housing and dormitories for single people at all locations (including rented accommodation)
- Literary and physical activity assistance
- Encouragement of various cultural and sporting activities and company subsidies
