Considering Human Rights in Corporate Activities
Checking for Human Rights Issues
Casio has been taking stock of human rights issues since 2012, using ISO 26000 as a guide. In order to strengthen its due diligence, Casio sought the advice of experts and, in February 2014, created its own tool for checking the status of human rights, taking the Danish Institute for Human Rights’ Human Rights Compliance Assessment Quick Check as a reference. Casio will use the new tool to make effective assessments and conduct education relating to human rights. Using the tool, Casio took stock of the status of initiatives addressing human rights issues at Casio Computer Co., Ltd. and at group companies in and outside Japan in fiscal 2015. The secretariat performed issue analysis based on the gathered data, and the results were provided as feedback to the group companies. Since fiscal 2017, Casio has been checking for human rights issues, alternating year by year between checking all group production companies, and checking Casio Computer Co., Ltd. and all group sales companies. In fiscal 2019, a human rights checkup was conducted at eight group production companies and feedback was provided by the secretariat.
In June 2020, human rights checkups were conducted at 27 group sales companies in and outside Japan. Going forward, each site will make improvements based on the feedback by applying the PDCA cycle, in order to enhance human rights due diligence throughout the group.
Education and Awareness-Raising
Casio regularly provides internal education for Casio Computer Co., Ltd. and group companies in and outside Japan in order to spread awareness about respect for human rights.
Casio Computer Co., Ltd. and group companies in Japan held the Sustainability Leaders Meeting, which was attended by about 100 employees, in June 2019. Tomoko Shiroki, Managing Director of the certified NPO ACE was invited to give a lecture on business and human rights and conduct a workshop.
The Sustainability Leaders who participated in this meeting are feeding the content back to their respective departments in an effort to spread awareness and understanding of the issue.
Preventing Sexual Harassment and Power Harassment
Casio has stipulated in the Casio Group Code of Conduct that it will not engage in any acts that ignore individuality, and will not countenance sexual harassment and power harassment. The company has issued Guidelines to Prevent Sexual Harassment and established a hotline. A full-time hotline officer is available to respond to issues raised by telephone, fax, e-mail and postal mail, demonstrating Casio’s determination to prevent harassment and quickly address any issues which arise. Moreover, in its employment regulations and disciplinary rules, Casio has specified that persons who commit sexual harassment or power harassment will be subject to discipline. Awareness of preventing harassment is especially stressed in training sessions for managers.
Establishment of Employee Hotline
Casio has established a special hotline on the company’s intranet for employee concerns and inquiries on corporate culture, human relations, pay and working conditions. Additionally, the Whistleblower Hotline provides consultation about and responds to reports of human rights infringements.