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 established the “Standards for Employee Behavior” based on the IBIDEN Group Charter of Behavior as the standards for officers and employees to ensure compliance.
We are revising the “Standards for Employee Behavior” based on the global rules, expectations as well as request items from stakeholders and in compliance with laws and regulations of countries in which we operate. We are also revising them so that they are easier to understand for and communicate to employees. Revisions include items each officer and employee is required to abide by in terms of workers' fundamental rights which we need to comply with under global standards.
The IBIDEN Group is committed to becoming a corporate group and a good corporate citizen that earns the trust of the international community, while each officer and employee faithfully implements the Standards for Employee Behavior.
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 “Standards for Employee Behavior” and actions taken in response to the violations. They educate every single trainee in consciously deciding on the right action in a given situation.
Raising awareness through repeated training is important to thoroughly implement compliance. We have implemented educational programs that start immediately after hiring. We have also developed a system in which employeesranging from officers and managers to temporary and seasonal workerscan receive training by job grade on a regular basis and created a program with a clear target and purpose.
In case of 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 compliance consultation service is based on protecting the rights of whistleblowers, in ways including securing the anonymity and privacy of persons who seek consultation and guaranteeing to ban giving them any disadvantageous treatment.
We are establishing a compliance consultation service at each site to make the service available not only to employees of IBIDEN Group companies but also to all those working for the Group. To create an environment where employees feel comfortable consulting through a compliance consultation service, we endeavor to make the service known to everyone by distributing cards which describe how to use the service and putting up posters and to establish several windows for consultation within the Company, with a law firm and with outside organizations.
In addition, we have set up a consultation service for our supplier. We create an environment where we not only offer consultations internally but also gather valuable feedback on IBIDENfs compliance from our regular supplier.
We conduct a self-check on the status of compliance with the “Standards for Employee Behavior” and a survey on compliance awareness every year, covering all employees including those of domestic Group companies.
In the self-check, employees subject to the self-check, including employees holding managerial posts, diagnose the state of compliance with items of the “Standards for Employee Behavior”, and compliance-related challenges at each Group company or plant are clarified through summarizing the results of the diagnosis. Any problem identified in this process will be addressed through remedial activities at Group companies and plants in the following fiscal year. We link little understood topics with educational programs. For instance, case studies illustrating compliance-related issues that many test-takers failed to answer correctly are published to increase their understanding.
In the opinion poll, the degree of satisfaction with the workplace and/or superiors and risks of injustice at the workplace are evaluated from various aspects, and features by office organization and those by Group company/plant are analyzed. We monitor changes in employee awareness and reflect the results in the compliance activities and educational programs of the following fiscal year, as is the case with the self-check.