The Toppan Group regards human rights as a paramount principle in its business activities and sustainability initiatives.
The Group operates business under the foundational concept of respect for the individual. To ensure this foundational concept, Toppan calls for respect for basic human rights as one of the behavioral norms set under the Conduct Guidelines for Toppan personnel. The guideline stipulations include respecting people’s personalities and individuality, prohibiting discrimination and harassment, and prohibiting child labor and forced labor.
■ Supporting the Principles of Human Rights Manifested in the United Nations Global Compact
Toppan has been participating in the United Nations Global Compact and therefore supporting its two principles of human rights since 2006. The Group also espouses the United Nations Guiding Principles of Business and Human Rights and implements the human rights due diligence process and other initiatives for human rights.
Principle 1: Businesses should support and respect the
protection of internationally proclaimed human
Principle 2: make sure that they are not complicit in human rights abuses.
Principle 3: Businesses should uphold the freedom of
association and the effective recognition of the
right to collective bargaining;
Principle 4: the elimination of all forms of forced and
Principle 5: the effective abolition of child labour; and
Principle 6: the elimination of discrimination in respect of
employment and occupation.
Principle 7: Businesses should support a precautionary
approach to environmental challenges;
Principle 8: undertake initiatives to promote greater
environmental responsibility; and
Principle 9: encourage the development and diffusion of
environmentally friendly technologies.
Principle 10: Businesses should work against corruption in all
its forms, including extortion and bribery.
■ Labor-Management Initiatives for Human Rights
Toppan’s labor union and management undertake various measures for labor-related human rights based on a fundamental policy stated in a collective labor agreement.
The Toppan Printing Labour Union and Toppan’s management have concluded the collective labor agreement in order to ensure stable labor-management relations, maintain and improve working conditions, and secure the corporate concord. This agreement sets forth a fundamental policy between labor and management, the rules governing union activities and labor-management negotiations, and employment conditions such as wages and working hours.
The Toppan Printing Labour Union is run by members from Toppan and seven Group companies. The union and the management have concluded an agreement to impose a uniform set of liability-related clauses (rules governing union activities and labor-management negotiations) on all eight companies represented.
Fundamental Policy under the Collective Labor Agreement
As a fundamental policy between labor and management, Article 1 of the collective labor agreement, the General Principles, stipulates that the Company and union shall contribute to society through business operations and collectively work for the benefit of the Company and long-term stability of the livelihood of employees. Labor and management both uphold this policy as a common goal. Article 2 of the agreement clearly states that the union has all the rights established by law, specifying that the Company shall respect the union’s rights to organize and collectively bargain and act.
The Toppan Group has also been taking measures to avoid human rights violations in the form of negative impact on the lives of people living near its operational sites. For example, the Group promotes environmental conservation initiatives based on The Toppan Group Declaration on the Global Environment and the Basic Policy on Biodiversity.
The Personnel & Labor Relations Division, Legal Affairs & Intellectual Property Division, Manufacturing Management Division, and other head office divisions collaborate to implement various measures for human rights.
■ Training on the Conduct Guidelines
Respect for basic human rights is positioned as Basic Principle 1 of Chapter 1 of the Conduct Guidelines, the standards of behavior for Toppan personnel. Conduct Guidelines Promotion Leaders continue to disseminate this principle at their workplaces. The Toppan Group educates employees on human rights through first-year training, e-learning-based programs, and other training sessions.
■ Promoting Sustainable Procurement
The Toppan Group asks business partners to comply with the Procurement Standards Concerning Human Rights, Labor, the Environment, and Anti-Corruption under the Toppan Group CSR Procurement Guidelines. Business partners continue to work with the Group to undertake initiatives to promote respect for human rights.
■ Operating Hotlines
Toppan operates a Toppan Group Helpline through which Group officers and employees can report human rights issues or violations. Toppan also runs a helpdesk in the head office Personnel & Labor Relations Division to deal with power harassment, sexual harassment, and any other forms of harassment.
The Toppan Group has also set up a Supplier Hotline, a portal for receiving reports from business partners on human rights issues or violations committed by the Group’s procurement departments.
■ Promoting Diversity and Inclusion Initiatives
Toppan is committed to Group-wide innovation that will evolve its capacity to create social value. The Group positions diversity and inclusion (D&I) initiatives as an important management strategy to drive change.
Toppan values its employees as precious “human assets” and understands how deeply it depends on them. Under the foundational concept of respect for the individual, the Group has been undertaking various measures to promote positive working conditions.
Toppan strives to develop D&I initiatives that harness differences among its diverse human assets as drivers of innovation. The Group will continue to promote diversity by encouraging employees to acknowledge and respect each other’s personal qualities and values so as to better utilize and enhance their diverse abilities.
In order to cultivate a D&I mindset within the workforce, Toppan facilitates ongoing dialogue and nurtures heightened awareness and sensibilities that ensure mutual respect. The Group is consistently creating psychologically safe workplaces where every person can speak and act without inhibition or restraint.
■ Self-determination on the Career Path / In-house Staff Recruitment
Toppan provides every employee with equal opportunity for skill improvement through an in-house staff recruitment system and the Challenging Job System, a self-directed program to encourage employees to set out their career development plans. The Company expects these systems to nourish a problem-solving, can-do mindset throughout the widening arenas in which the Toppan workforce operates.
■ Providing an Open Environment for Recruitment
Toppan hires persons regardless of gender, nationality, and age and offers employment opportunities to persons of varying levels of physical and mental ability. By publicizing its working styles in company orientation sessions and on the corporate website and other media, Toppan reaches out to diverse people such as new graduates from universities and high schools, experienced personnel in the middle of their careers, and persons with disabilities.
■ Employment of Persons with Disabilities
Toppan promotes the hiring of persons with disabilities in collaboration with a special subsidiary, Tokyo Metropolitan Government (T.M.G.) Prepress Toppan Co., Ltd. Toppan and T.M.G. Prepress Toppan support the ongoing hiring and employment of persons with disabilities by devising work procedures and routines that empower them to perform wide-ranging jobs.
Toppan strives to surpass the legally prescribed quota for the employment of persons with disabilities in Japan.