Respect for Human Rights
Aside from compliance with the laws of individual countries, the Kyocera Group implements measures in accordance with the United Nation's Universal Declaration of Human Rights, the Fundamental Human Rights Convention by the International Labor Organization (ILO) and other international conventions. The Kyocera Group has joined the United Nations Global Compact, a global platform setting out 10 fundamental principles relating to human rights, labor, environment, and prevention of corruption, out of agreement with the main purport of the Compact. The Kyocera Group has established the "Kyocera Group Human Rights Policy" and explicitly prohibits the use of forced labor and child labor as well as discriminatory treatment on the basis of gender, age, beliefs, nationality, physical features, etc. The Kyocera Group is also working to prevent abuse of power and sexual harassment in the workplace. In addition, the Kyocera Group endeavors to exchange views and share information with employees through organizations such as labor unions and workplace associations. The Kyocera Group promotes development of a comfortable work environment that fosters motivation.
Human Rights Policy
In accordance with the United Nations Guiding Principles on Business and Human Rights, the Kyocera Group fulfills our responsibility to respect human rights by avoiding violations thereof in our business activities and taking appropriate action to correct any adverse impact on human rights. The Kyocera Group also created its Human Rights Policy as a code of conduct for employees to realize the Management Rationale. The Human Rights Policy has its basis in the Kyocera Philosophy.
In August 2024, to indicate our stance of promoting the Initiatives Related to Human Rights, one of the issues of materiality as a corporation, with a priority on maintaining a strong commitment, the Kyocera Group revised its Human Rights Policy by reflecting the results of past approaches through discussions during Board of Directors meetings. Revisions received the president's signed approval.
Kyocera Group Human Rights Policy
The Kyocera Group is engaged in corporate activities to create a sustainable society under the management rationale of " To provide opportunities for the material and intellectual growth of all our employees, and through our joint efforts, contribute to the advancement of society and humankind" and based on the Kyocera Philosophy*1 which is the corporate philosophy that forms the basis of our management.
We also recognize that our corporate activities have various impacts on the global environment and the lives of people and we believe that it is the most important responsibility for a company to respect the human rights of everyone involve in the entire value chain.
Each employee will contribute to the progress and development of a society in which the human rights of all people are respected by acting based on the Kyocera Philosophy and using "what is right as a human being" as a criteria for judgment.
*1 The Kyocera Philosophy is the management philosophy of the Kyocera Group based on the criteria of "What is right as a human being".
Position of this policy
The Kyocera Group Human Rights Policy (Hereinafter, this policy) is a code of conduct for employees based on the Kyocera Philosophy and realizing the Management Rationale. It was discussed and approved by the Board of Directors and signed by the President and Representative Director of Kyocera Corporation. The term "Kyocera Group" in this Policy refers to Kyocera Corporation and Kyocera Group companies, and the term "employees" includes all officers, full-time employee, fixed-term and short-time employees, contract employees, and temporary employees working for the Kyocera Group. "Business partners" includes material suppliers, staffing agencies, and on-site contractors.
We have also obtained expert advice from external experts in the preparation and revision of this policy.
Scope of this policy
This policy applies to all Kyocera Group employees. We also require all business partners, including suppliers, to understand and comply with this policy.
Basic approach to human rights
In accordance with the United Nations Guiding Principles on Business and Human Rights, the Kyocera Group will fulfill our responsibility to respect human rights by avoiding violations of human rights in our business activities and taking appropriate action to correct any adverse impact on human rights. We respect the human rights defined by the International Bill of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work *2, and we respect children's rights based on the Children's Rights and Business Principles. We also respect international standards, including the "OECD Guidelines for Multinational Enterprises on Responsible Business Conduct", and are a signatory to the "10 Principles of the UN Global Compact".
We comply with applicable laws and regulations in the countries and regions where we conduct business. However, where national law and internationally recognized human rights principles differ, we follow higher standards and seek ways to maximize respect for internationally recognized human rights. We do not tolerate or be complicit in threats, intimidation or attacks against human rights defenders who strive to protect and promote human rights in a peaceful manner.
*2 Includes the following core labor standards: the elimination of all forms of forced or compulsory labor, the effective abolition of child labor, the elimination of discrimination in respect of employment and occupation, freedom of association and the effective recognition of the right to collective bargaining, and a safe and healthy working environment.
Human rights due diligence
The Kyocera Group undertakes human rights due diligence to identify, prevent and mitigate adverse human rights impacts in the value chain. Human rights due diligence actively involves internal and external input, including from affected right holders. We also respond appropriately through active dialogue when we determine that adverse human rights impacts are occurring or are likely to occur in the value chain.
Remedial action
If the Kyocera Group is found to be causing or contributing to adverse human rights impacts, we consider all possible means and work to provide for or corporate in remediation. In addition, if we find adverse human rights impacts that are linked to our business, we engage in dialogue with our business partners to work together toward redress.
If there are adverse human rights impacts on the Kyocera Group value chain, we work to resolve all, but if we are unable to address all at the same time and need to prioritize our efforts, we re-evaluate the impact on human rights and prioritize the most severe issues where delayed response would make the circumstance irremediable.
Access to remedy
The Kyocera Group has established and publicized a hotline where all stakeholders can report their human rights concerns without fear of disadvantage. We will promptly investigate reports received and work diligently with the parties concerned to resolve problems. We also strive for continuous improvement based on the experience gained from our efforts.
The Kyocera Group believes that these reports and feedback enhance the transparency of corporate activities and strengthen trust with stakeholders. Therefore, we do not prevent stakeholders seeking redress from using judicial or non-judicial grievance mechanisms, and we also cooperate positively with judicial or non-judicial grievance mechanisms. We do not require waivers of legal rights to file through other judicial or non-judicial grievance mechanisms as a condition of using grievance mechanisms, nor do we require confidentiality clauses for human rights concerns. In addition, the Kyocera Group does not condone retaliation against those who have sincerely expressed concern or cooperated in the investigation but protect them in accordance with the laws and regulations of each country.
Dissemination and education
The Kyocera Group we make efforts, so contents of this policy are reflected in internal policies and procedures and realize them. We will also work to promote understanding of this policy through human rights education for employees, and by establishing "guidelines" for our business partners to follow.
Monitoring and information disclosure
The Kyocera Group undertakes continuous human rights due diligence based on the understanding that internationally recognized human rights change with time and the social environment. We also monitor responses to remediation, mitigation, prevention and evaluate the effectiveness of efforts to respect human rights. The progress of these efforts will be disclosed in a timely and appropriate manner. When disclosing information, we make sure that affected rights holders are not in a position of disadvantaged.
Established: November 2, 2020
Revised: August 1, 2024
President and Representative Director, Kyocera Corporation
Hideo Tanimoto
(Attachment) Promotion System
Human rights due diligence system
The Kyocera Group regards human rights risks as a corporate risk, and the results of conducting human rights due diligence are approved by the Risk Management Committee chaired by the President and Representative Director of Kyocera Corporation. The matters discussed by the Risk Management Committee, including human rights, are reported to and supervised by the Board of Directors. Human rights due diligence is carried out by the Corporate General Affairs Human Resources Group of Kyocera Corporation in cooperation with relevant departments, including supply chain management departments, incorporating both internal and external expert advice. The effectiveness of human rights due diligence is evaluated by incorporating opinions from affected rights holders through surveys and interviews. Measures to prevent or mitigate adverse human rights impacts, or to remedy them, are carried out by the relevant departments that will take responsibility, and their progress is monitored.
Remedial process
The Kyocera Group provides access to by establishing and publicizing multiple channels through which internal and external stakeholders can report human rights concerns without fear of disadvantage. In addition to the "Compliance Hotline," which is accepted by specialized organizations within the Kyocera Group, there is also a contact for external specialized organizations. All these services are available anonymously, and we take care to protect the privacy of the reporting party and ensure that the reporting party and the cooperating party are not treated unfavorably.
Kyocera Corporation's Corporate General Affairs Human Resources Group and other relevant departments will cooperate to investigate and consider corrective measures. In cases where corrective measures are deemed necessary, appropriate corrective measures will be taken through dialogue with the parties concerned and experts, and efforts will be made to prevent recurrence as lessons learned. Corrective measures are determined and executed by the relevant department in response to a reported incident, and the Senior General Manager of Corporate General Affairs Human Resources Group is responsible for the implementation of human rights corrective measures.
(Attachment) Kyocera Group Policy for Addressing Human Rights Issues (Salient Human Rights Issues)
The Kyocera Group evaluated the adverse impact on human rights (Hereinafter, "Human rights issues that have emerged") and the potential adverse impact on human rights (Hereinafter, "potential human rights challenges"), by rights holder ("employees (non-consolidated)," "employees (domestic groups)," "employees (overseas groups)," "suppliers," "temporary employees," "contractors," "local residents" and "consumers"), country and industry. with the cooperation of external organizations. We then identified the following 13 issues as "human rights issues (outstanding human rights issues) that the Kyocera Group should address" based on the severity of impact and likelihood of occurrence, which we analyzed by checking internal records, interviewing relevant departments and labor unions as affected right holders, and obtaining advice from external experts.
If the Kyocera Group is found to be causing or contributing to an adverse impact on human rights, we will promptly provide for or corporate in their remediation. If we identify potential adverse human rights impacts, we take measures to prevent and mitigate. To promote efforts to respect human rights in accordance with the United Nations Guiding Principles on Business and Human Rights, it is important to assess the impact of salient human rights issues and take appropriate measures, including preventive measures. In particular, we will conduct surveys on the impact of human rights on each rights holder in each value chain, particularly in high-risk areas where there is concern that the impact could be severe if it were to surface. Workers include employees of business partners (Material suppliers, staffing agencies, premises contractors, etc.) in addition to employees of the Kyocera Group.
Regarding the 13 salient human rights issues identified, we have established response policies to minimize adverse impacts. We also ask all business partners, including suppliers involved in Kyocera Group products and services, to understand and comply with this policy. We will respond appropriately to transactions with business partners who do not agree with this policy, considering the "severity of human rights violations" and the "adverse impact on human rights by reconsidering our business relationships."
Periodically conducting human rights due diligence and review of the human rights issues to be addressed and the response policy will be conducted.
13 Policies for responding to issues
Forced labor
- Provide workers with employment contracts in a language they can understand so they can correctly understand the contents of their employment contracts.
- Prohibit charging workers for hiring fees or other fees. If such fees are found to have been paid by the worker, such fees shall be refunded to the worker.
- The Company will not retain the original passports, government-issued identification materials, or other valuables of its employees.
- All work is voluntary and, if notice is given as contracted, the worker may take time off work or terminate the employment relationship without fines or penalty.
Child labor and youth labor
- Do not allow children *1 to work at any stage of production.
*1 Child: A person who is less than the higher of either the age of 15, or the age of completion of compulsory education, or the national minimum age for employment.
- Do not allow workers under 18 years of age (young workers) to engage in physically demanding work such as dangerous work *2 including working at nighttime and overtime work.
*2 Examples of dangerous work: working at heights, working with heavy materials and hazardous materials, etc.
Occupational safety and health
- Confirm workers have not suffered any death or serious illness/injury related to work.
- Conduct risk assessments for occupational safety and occupational health (including health).
- Provide workers with appropriate protective equipment.
Right to social security
- Encourage all eligible workers to purchase social insurance as required by law.
Fair wages
- Pay workers the wages (living wage) they need to maintain an appropriate standard of living.
- Wages are paid regularly and on time to workers in full.
- For overtime work, workers are paid appropriate extra wages that are equal to or above the legal minimum.
- Do not allow workers to bear the cost of purchasing work-related goods.
Fair working hours
- Working hours do not exceed the limits prescribed by local law.
- Weekly working hours do not exceed 60 hours, including overtime, except in emergency or unusual situations.
- Give at least one day off every seven days.
- All overtime work is done with consent.
Workplace discrimination
- "Race, color, age, sex, ethnicity, religion, political affiliation, marital status, pregnancy, sexual orientation, gender identity and expression, military service experience, protected genetic information, medical history and disability, information on affiliation, results of pregnancy and virginity tests" are not included in the standards and requirements at the time of hiring and after hiring, such as determining salary, training, promotion, dismissal etc.
Freedom of association and right to collective bargaining
- Respect the right to freedom of association and collective bargaining at the will of workers in accordance with local law. Establish legitimate alternatives and seek ways in which workers' rights are respected, even in situations and places where the right to freedom of association and collective bargaining are legally restricted.
Rights of foreign workers
- Employment contracts are given to foreign workers before they leave home country.
- Important documents *3 provided to foreign workers are provided in a understandable language.
*3 Important documents: recruitment guidelines, employment contracts, pay slips, work rules and regulations, safety and health manuals, internal and external consultation services, etc.
Social discrimination and invasion of privacy
- Do not contribute or be in violation of the privacy rights through the use of AI and IoT.
Harassment
- Conduct fact-checking investigations into harassment consultations and take appropriate measures, including measures to accommodate victims and punishment of perpetrators, as necessary.
Impact on local communities (environment and society)
- The local community will not be adversely affected by noise, odor, vibration, etc. at the factory.
- Pollution on the environment including rivers, groundwater, soil, that may be caused by business operations such as runoff of chemical substances will not adversely affect local communities.
Product safety
- It does not adversely affect users of any product due to defects in product design or errors in usage.
Human Rights Management System
The Kyocera Group creates and checks the progress in human rights protection strategies based on the Human Rights Working Team, which is comprised of multiple divisions such as the Human Affairs and Materials Divisions. Working Team activities are reported at meetings of the Risk Management Committee, chaired by the president, and the content discussed at the committee meetings is examined at Board of Directors meetings.
Each production base has its human resource management system and is responsible for daily management operations to prevent the occurrence of human rights violations. Corporate Purchasing Group is in charge of human rights management for the supply chain.
| Frequency of Risk Management Committee Meetings | Specific Content Discussed at the Meetings | |
|---|---|---|
| FY2023 | Twice (April, October) |
|
| FY2024 | Twice (April, October) |
|
Initiatives Related to Human Rights and Labor
The Kyocera Group created its Labor-related Code of Conduct and specifies matters regarding labor with which all employees must comply.
Human Rights Due Diligence Process
The Kyocera Group is working on human rights due diligence initiatives under a working group for promoting human rights due diligence aiming for expansion into a company-wide structure by FY2026. The Kyocera Group also strives to improve approaches to employees to prevent or mitigate any negative impact on human rights.
Identification of Salient Human Rights Issues
Based on the Kyocera Group Human Rights Policy, the Group has established and implemented human rights due diligence frameworks using the UN "Guiding Principles on Business and Human Rights." In 2022, the working group tasked with promoting human rights due diligence conducted assessments to identify negative impacts on human right, and set priorities on individual human rights issues to be worked on jointly with third-party bodies specializing in sustainability.
1.Areas covered by the survey
Areas in which the Kyocera Group and Kyocera Group suppliers are located
2.Scope of the survey
The value chains and rights holders within the Kyocera Group were as defined below, and Potential human rights issues were investigated within each category.
[Value chains]
"Resource mining," "raw materials procurement and transport," "R&D and manufacturing," "construction, product use, and services," and "product disposal"
[Rights holders]
"Employees (non-consolidated)," "employees "domestic Group companies)," "employees (overseas Group companies)," "suppliers," "temporary employees," "contractors," "local residents," and "consumers"
3.Steps taken to identify human rights issues
[Step 1] Surveys of country risks
The degree of human rights risks was assessed in the country being surveyed by searching for literature and articles on (1) the state of human rights violations (severity), (2) the state of law enforcement guarantees (potential to occur), (3) the state of the ratification of treaties and local laws pertaining to human rights (potential to occur), and (4) the frequency and tendencies in human rights violations (potential to occur).
[Step 2] Surveys of industry risks
Industries that Kyocera Group companies (production and non-production) belong to were identified to identify human rights issues that were likely to occur for each industry type while considering the frequency and tendencies of said issues for each industry.
[Step 3] Survey of human rights issues in the Kyocera Group
The existence of human rights issues and the state of management in the Kyocera Group were assessed through third-party body review of internal Kyocera records and interviews with related departments and the labor union, which is a rights holder affected by human rights issues, and advice from outside experts.
[Step 4] Prioritizing human rights issues
Human rights issues identified through steps 1 to 3 were included in a list of human rights issues and scored by their severity and potential to occur based on the results of the interviews performed in step 3. Based on the list of human rights issues scored, the working group discussed (3 times) to determine any human rights issues and rights holders that needed to be added or excluded to identify the human rights issues inside the Kyocera Group.
4. Results of the surveys and identification of human rights issues
Based on the results of the surveys, 15 countries and regions were identified as high-risk areas and 13 items were identified as salient human rights issues.
| No | Salient human rights issues | Rights Holders | ||||
|---|---|---|---|---|---|---|
| Suppliers | Kyocera Group Employees (domestic) | Kyocera Group Employees (overseas) | Temporary Employees/Contractors | Local Residents/Consumers | ||
| 1 | Forced labor | ✓ | ✓ | ✓ | ||
| 2 | Child labor and young workers | ✓ | ✓ | ✓ | ||
| 3 | Occupational health and safety | ✓ | ✓ | ✓ | ✓ | |
| 4 | Right to social security | ✓ | ✓ | |||
| 5 | Fair wages | ✓ | ✓ | ✓ | ||
| 6 | Fair working hours | ✓ | ✓ | ✓ | ✓ | |
| 7 | Discrimination at the workplace | ✓ | ✓ | ✓ | ||
| 8 | Freedom of association and the right to collective bargaining | ✓ | ✓ | ✓ | ||
| 9 | Rights of overseas workers | ✓ | ✓ | ✓ | ||
| 10 | Social discrimination and invasion of privacy | ✓ | ✓ | |||
| 11 | Harassment | ✓ | ✓ | ✓ | ✓ | |
| 12 | Impact on local communities (environmental and social impact) | ✓ | ||||
| 13 | Product safety | ✓ | ||||
Assessment of the Impact of Salient Human Rights Issues
To understand and evaluate the current and potential impact of identified salient human rights issues on human rights holders, an in-depth survey of salient human rights issues was conducted at 131 companies, including Group companies, suppliers, and contractors.
[Identified human rights issues and measures for mitigation and remediation]
The survey revealed responses that indicated the potential for negative impacts on human rights. The Kyocera Group is now checking the current state of the relevant Group companies and suppliers.
If any of the relevant Kyocera Group companies is unable to definitively rule out the possibility of negative impact on human rights as a result of managerial issues, corrective measures will be immediately implemented. In particular, for any company found to have the potential for serious human rights issues to develop, the Group will seek to verify that no actual negative impacts on human rights exist, or that corrective measures have been implemented to prevent such negative impacts.
Similarly, the Kyocera Group checks the current state of human rights issues at our contractors, and strives to address such issues if identified through active communication with the concerned parties.
The Kyocera Group implemented measures as shown below for the salient human rights issues, and the survey revealed no serious negative impacts at Group companies.
- Child labor
The Kyocera Group strives to prevent child labor by verifying the age of new employees using official documents containing photos during the hiring process (use of alternative documents is acceptable if no document containing a photo is available). Following Kyocera Group policy, if any individual is found to be a minor child during or after the hiring process, said child is deemed ineligible for employment and assisted in entering or returning to education. - Harassment
The Kyocera Group strives to prevent harassment by ensuring that all employees understand the definition and essential qualities thereof as well as actions to be taken in the event that harassment is witnessed or received.
The Kyocera Group conducts annual human rights and harassment education to promote employee awareness and ensures that all employees know where to report any such harassment.
Future Approaches (Monitoring)
The Kyocera Group continues reviewing salient human rights issues to advance its approaches to human rights due diligence. In addition, to check the state of salient human rights issues, the Group continues conducting surveys on and monitors the improvement of each issue as well as the results of corrective measures taken by each company as part of its annual assessment.
Participation in the Responsible Business Alliance (RBA)
In 2022, Kyocera joined the Responsible Business Alliance (RBA). As a part of this, Kyocera underwent a third-party VAP audit of the management structure and system designed to respect human rights in accordance with the standards specified by the RBA. Kyocera performs the following management through procedures specified in accordance with the RBA Code of Conduct:
- The Kyocera Group prevents child labors by verifying the age of new employees using official documents containing photos during the hiring process. Following Kyocera Group policy, if any individual is found to be a minor child1 during or after the hiring process, said child is deemed ineligible for employment and assisted in entering or returning to education by contacting guardians or administrative agency.
Note 1: A minor child: Less than 15 years of age, age of completion of compulsory education, or lowest employment age specified by the national government
- When a pregnant employee notifies the company of her pregnancy, said pregnant woman must be transferred to a position involving lighter operation and provided time-off for hospital visits. Said pregnant woman is not to be engaged in overtime or late-night work.
- The Kyocera Group has specified procedures for annual self-assessment to monitor for violations against the RBA Code of Conduct and the Kyocera Corporation Labor-related Code of Conduct, and takes corrective measures if defects are found.
Relief from Human Rights Violations
Installation of Employee Consultation Hot-Line Center (Internal Reporting System)
The Kyocera Group has established its Employee Consultation Desk to enable any employee to report any act that violates or may violate laws and regulations, including internal corporate rules, regarding human rights, labor, safe and health, environment, and fair trade. The system ensures that employees are able to ask any question or seek consultation regarding any violation or potential violation free from any fear of disadvantage. Anonymous reporting is acceptable via telephone, postal service, or e-mail. The content of each consultation is investigated and confirmed in cooperation with related divisions to facilitate corrective measures and measures to prevent recurrence. The Kyocera Group received 229 consultations from employees in FY2024 and responded to all of them.
Installation of Compliance Hotline
The Kyocera Group has established a compliance hotline through which not only employees, but anyone can report any action by an executive officer or employee of a Kyocera Group company that violate laws and regulations, the Kyocera Group CSR Guidelines, the Kyocera Group Human Rights Policy, or the Kyocera Corporation Labor-related Code of Conduct.
Anonymous reporting is acceptable via telephone, postal service, or e-mail.
This hotline is not only for the Kyocera Group company employees, but also for suppliers and local residents to report complaints and concerns about compliance, including human rights.
[Response to Reporting]
When a report is submitted to the Employee Consultation Desk and Compliance Hotline described above, the Kyocera Group shares information with the responsible divisions and conducts an investigation. The Group also examines the results of its investigation with the goal of implementing corrective measures and measures designed to prevent recurrence. If the whistleblower is known, he or she is contacted directly to discuss the case and is provided with an appropriate response after confirming his or her preferences regarding involvement in the case. The whistleblower is also provided with the results of the investigation.
The Group provides maximum consideration for the whistleblower to protect his/her privacy and prevent any disadvantageous treatment as well as prohibits any retaliation. If the whistleblower feels the threat of retaliation, the divisions in charge of the investigations addresses them.
The Kyocera Group has never taken retaliatory action against anyone bringing or attempting to bring suit against the Group based on reliable information regarding adverse human rights implications, nor has the Group taken any action against the legal representatives of any such individuals.
Approaches to Respecting Human Rights
Human Rights Education
The Kyocera Group focuses on deepening employee understanding of the importance of approaches to human rights protection and policy as well as develops systems and frameworks through the provision of the education programs, as shown below. The Group also promotes the prevention of harassment and discrimination by posting the Harassment Prevention Handbook on its intranet.
[Human Rights Harassment Prevention Education]
The Kyocera Group provides all employees with e-learning education programs emphasizing the importance of respect for human rights, the human rights to be protected (in compliance with the Core Labour Standards of the International Labor Organization: ILO), and the prevention of harassment. The Group ensures that all employees are fully aware of the importance of reporting to the Employee Consultation Desk and Compliance Hotline when any employee falls victim to human rights violations or witnesses such violations. (Participation rate: 95.3%)
[Education for Administrators]
In order to promote respect for human rights, the Kyocera Material Division provides continuing education on corporate approaches to respecting human rights to executives and managers in the material-related divisions at each Kyocera Group company. In FY2024, the Group held educational activities, as shown below. The training themes cover ILO Core Labour Standards, including the prohibition of forced labor, prohibition of child labor, elimination of employment and workplace discrimination, freedom of association and the right to collective bargaining.
| Training | Content | Overview |
|---|---|---|
| Training for Material Division Executives | Corporate approaches to respecting human rights | Subjects: Material Division Executives at Kyocera and Kyocera Group companies Participants: 42 |
| Human Rights Study Meeting for Material Managers | Corporate approaches to respecting human rights | Subjects: Material Division Managers at Kyocera Group companies Participants: 28 |
| Study Meeting for Personnel in Charge of Human Rights Protection | UN Guiding Principles on Business and Human Rights Approaches to respecting human rights |
Subjects: Human Rights Division Managers at Kyocera Group companies Participants: 48 |
(Japanese only)
Stakeholder Engagement
In order to further vitalize interactive communication with local residents, who are very important stakeholders, the Kyocera Group holds regularly scheduled reporting meetings on sustainability. Inviting local residents, suppliers, and representatives of local government and companies in the area where the Group plants are located, we exchange opinions regarding our approaches to sustainability, including human rights. At the meetings, we also explain our approaches to respecting human rights, including the Kyocera Group Human Rights Policy, to promote understanding and to reflect opinions expressed by attendees to future approaches to respecting human rights.
Prohibition of Forced Labor
The Kyocera Group Human Rights Policy prohibits slavery, human trafficking and all other forced labor, along with child labor, throughout the Kyocera Group. Our supply chain is also required to comply with the Kyocera Group Responsible Business Conduct Guidelines.
Freedom of Association
At Kyocera, great emphasis is put on building relationships based on trust and heart-to-heart bonds among employees. Labor-management relations at Kyocera go beyond the generally accepted idea of harmony between management and labor. At Kyocera, the basis of the relationship is "coaxial labor and management," where perspectives are shared on the same level (Union membership rate: 97.5%). We carry out a wide variety of events to cultivate and sustain such relationships through unified effort. In Europe, the United States, China and other countries, Kyocera continues to maintain appropriate labor relations via thorough labor-management consultation in accordance with the labor laws of individual countries. Maintaining the labor-management relations based on the same axis, Kyocera works on resolving problems in the workplace and keeping the company on the path of sustainable development.
Corporate Motto / Management Rationale / Management Philosophy
- Our Thoughts on Sustainability Activities
- Top Management Message
- Kyocera Group's Value Creation Model
- Sustainability Management
- Kyocera Group CSR Guidelines
- Stakeholder Engagement
- Environmental Safety Policy / Targets and Promotion System
- Measures to Fight Climate Change -Information Disclosure Based on TCFD Recommendations-
- Water Risk Response
- Recycling Activities
- Initiatives to Prevent Environmental Pollution
- Biodiversity Conservation
- Environmentally Friendly Products / Green Procurement
- Environmental Communication
- A History of Our Environmental Protection Activities
Social Citizenship Initiatives
- The Kyocera Group Human Capital
- Respect for Human Rights
- DEI Promotion
- Occupational Safety
- Occupational Health, Safety, and Fitness Initiatives
- Supply Chain Management
- Approaches to Raising Quality and Customer Satisfaction Levels
- Social Contribution Activities
- Academic Advancement and Research
- Support for Culture and the Arts
- International Exchanges and Collaboration
- Environmental Protection Activities
- Local Community Activities
- Social Welfare Activities
- Contributions to Society through Business Activities
Relevant data
- ESG Data Sheets
- Third Party Assurance of Environmental and Social Data
- Promoting Digitalization
- Innovation Management
- Integrated Report
- Employees Creating the Future
- GRI Standards Comparison Table / SASB Index
- Editorial Policy
- Participation in Sustainability Related Initiatives & External Evaluation
- News & Announcements