By achieving thoroughgoing commitment to ”compliance with domestic and international laws, our articles of incorporation, internal regulations and corporate ethics” (Compliance) and through open and fair corporate activities, we aim to be a company that international society relies on.
The IBIDEN Group adopted the IBIDEN Standards for Employee Behavior in December 1998 and the Compliance Promotion Regulations in August 2003, to facilitate its compliance activities. We continue to increase awareness of compliance, adopting a management approach that seeks to earn the trust and respect of all stakeholders.
The IBIDEN Group has long since stepped up its commitment to compliance, following the introduction of the IBIDEN Standards for Employee Behavior - Employees' Code of Conduct. As our overseas operations rapidly expand with the construction of plants in the Philippines, China, France, and Hungary, we must now ensure compliance with international rules as well as with laws and regulations prevailing in the countries where we do business. Recognizing this, the IBIDEN Group undertook a full review of its compliance program to improve the framework and revised the IBIDEN Standards for Employee Behavior in fiscal year 2003.
Furthermore, along with the revision of the IBIDEN Group Charter of Behavior in 2011, we have reviewed the IBIDEN Standards for Employee Behavior to meet the expectations and demands of societies internationally.
At the IBIDEN Group, all officers and employees are determined to respect the IBIDEN Standards for Employee Behavior and create a group of companies that are good corporate citizens in the eyes of the international community.
We have established the
In August 2003, the Compliance Company-Wide Promotional Committee headed by the president was formed in an effort to bolster compliance-related awareness across the Group. The committee carries out group-wide, pro-compliance activities and reviews such undertakings. Compliance-related policies and plans decided by the committee are communicated to each plant, which in turn rolls out individual actions in accordance with them. All group companies both in Japan and abroad have set up their own compliance organizations mandated to formulate and conduct individual actions.
The Company runs a broad array of education programs including level-specific and workplace-specific training designed to enhance employee awareness of the importance of compliance. These programs include group discussions on causes of violations of the Employees' Code of Conduct and actions taken in response to the violations. They educate every single trainee in consciously deciding on the right action in a given situation.
We continually provide our own CSR portal site on the intranet and examples of compliance practices in our internal magazine and on the intranet as another way to improve staff awareness.
In addition, we have invited outside instructors to educate management persons responsible for promotion including officers concerning compliance, risk management, and human right including harassment to be undertaken as an administrator.
After learning of any suspected compliance violation in the Group, employees are generally required to report it, to consult, and to take action using the chain of command between the superior and the subordinate. We have, however, established a compliance consultation service for quickly solving any problem that cannot be reported through the usual channels. The service is available not only to employees of IBIDEN Group companies but to all those working for the Group. We provide three access channels to facilitate consultation: one inside the Company, another at a lawyer's office, and the other at an outside organization.
In addition, we have set up a consultation service for our supplier in fiscal year 2011. We create an environment where we not only offer consultations internally but also gather valuable feedback on IBIDEN's compliance from our regular supplier.
To clarify compliance issues at plants, a self-check on morality, security, and respect for human rights is conducted once a year on a plant-by-plant basis. Any problem identified in this process will be addressed through remedial activities specific to the plant.
Employees holding managerial posts are required to submit themselves to annual self-testing to measure their understanding of the IBIDEN Standards for Employee Behavior and their state of compliance with the standards, for identification of topics that are not fully understood. Starting from the fiscal year 2011, the self-check for not only employees holding managerial posts but also regular employees have been carried out to recognize challenges at the individual level and little understood topics. Case studies illustrating compliance-related issues that many test-takers failed to answer correctly are published to increase their understanding.