The GS Yuasa Group believes that the rights of all people must be respected in order to realize our philosophy of contributing to people, society and the global environment.
Respect for human rights is a cornerstone of the GS Yuasa Group’s business activities, and we are cognizant that preventing the occurrence of human rights violations in Group decision-making and activities is a key element of management. Moreover, we conduct business on a global scale, and for this reason, we believe that proper management of human rights issues is crucial not just for GS Yuasa and its Group companies, but also in our relationships with domestic and overseas suppliers and other business partners.
Legal systems relating to human rights have been established in Japan and other countries in recent years, and corporate measures regarding human rights issues has become a matter of considerable stakeholder interest. The Group’s fundamental approach regarding respect for human rights is expressed in the president’s policy (CSR Policy), which is the foundation for the CSR activities of the entire group, and we make employees aware of this policy. In addition, we undertake human rights risk management by conducting human rights due diligence in accordance with the Guiding Principles on Business and Human Rights, international norms on human rights.
2. Respect for Human Rights
GS Yuasa will respect all human rights and fundamental labor rights, and will not tolerate any forced labor or child labor.
The GS Yuasa Group identifies human rights issues that pose human rights risk in collaboration with outside experts so that we can conduct proper management of those risks (the risks of direct and indirect human rights violations arising from business activities). When identifying human rights risk, we take the following into consideration.
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|Human rights issues||Persons impacted by human rights|
|Suppliers||Employees||Local residents||Customers, users||Local communities|
|Child labor and dangerous work that puts young workers at risk||●||●|
|Long working hours||●||●|
|Inadequate compensation for labor||●||●|
|Unsafe and unhealthy work environments||●||●|
|Refusal to engage in collective bargaining||●||●|
|Inhumane conduct (harassment, etc.)||●||●|
|Human rights violations in the mineral supply chain||●|
|Indirect human rights violations resulting from QCD priority procurement||●|
|Harm to health due to product accidents||●|
|Harm to health due to environmental pollution||●|
|Destruction of living environments from resource exploitation||●|
|Destruction of living environments in conjunction with commencement of facility operation||●|
|Violation of the rights of residents in conjunction with business development||●|
|Inadequate compensation in conjunction with workforce restructuring||●|
|Discriminatory expression in corporate advertising||●|
The GS Yuasa Group conducts risk assessments regarding human rights issues and determines priority issues to be addressed. We use human rights risk response checklists that enable us to determine the status of responses to human rights issues and the occurrence of human rights risk and assess the degree of impact on human rights. We assess risk that originates not from business but from people from the perspective of whose rights and which rights will be negatively impacted from Group business activities. We address priority human rights issues by taking human rights risk countermeasures integrated into existing business processes.
To undertake human rights risk management in the supply chain, we administer a questionnaire survey of suppliers to confirm the status of their responses regarding human rights issues, and when necessary, request that suppliers take human rights risk countermeasures. We collaborate with a variety of stakeholders in the mineral supply chain and undertake activities to avoid being complicit in human rights violations in mineral procurement.
A summary of the human rights issues to be addressed as priorities by the main Group business company (GS Yuasa international Ltd.) is set forth below. We plan to expand this process to domestic and overseas Group subsidiaries in the future.
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|Priority human rights issues||Human rights risk||Persons impacted by human rights|
|Unsafe and unhealthy work environments||Risk that workers are unable to work in a healthy manner due to inappropriate occupational health and safety management||Employees|
|Harm to health due to environmental pollution||Risk of harm to the lives and health of local residents due to atmospheric pollution or water contamination resulting from business activities||Local residents|
The GS Yuasa Group works to prevent and minimize negative impact on human rights throughout the value chain and has established a mechanism (the GS Yuasa Group corporate ethics hotline) to provide remedies to persons who have been negatively impacted.
We have established internal and external whistleblower systems that employees (including the employees of suppliers) who face a risk of human rights violations from business activities can directly consult or report on negative human rights impacts. If information concerning a possible violation of human rights is received, we promptly analyze the validity of that information and take appropriate remedial action based on the results of the analysis in order to prevent any expansion of human rights risk over the course of time.Refer here for the GS Yuasa Group corporate ethics hotline
The GS Yuasa Group conducts employee education to implement business activities with respect for human rights.
The following enlightenment and education initiatives help employees to grasp various human rights issues and the importance of business activities keyed to human rights. When necessary, personnel participate in human rights management training sessions, nurturing and expanding knowledge vital in properly recognizing and evaluating human rights risks and their negative effects.
|Company||Number of Worksites||Worksite |
|Average implementation time
|GS Yuasa International Ltd.||378||100||2.5|
|Group companies in Japan||167||100||2.9|
Implemented for all GS Yuasa International Ltd. employees
GS Yuasa International continuously conducts human rights education in the form of meetings for all employees. In fiscal 2020, we set diversity as a required course topic, and we are working to raise awareness regarding the importance of respecting diversity and the detrimental impact on the work environment resulting from unconscious bias (biased toward others that an individual is not consciously aware of based on past experience, knowledge, beliefs, and so on). In the future, we will continue to support the development of an atmosphere of respect for diverse values so that all employees can make use of their diverse characteristics and demonstrate their full potential.
The GS Yuasa Group promotes fair employee selection, evaluation and training based on ability and performance. We prohibit discrimination in recruitment, personnel assessment and other employee circumstances. Also, we respect diversity irrespective of race, gender, sexuality, nationality, place of birth, disability, religion or political opinion.
The GS Yuasa Group companies in Japan promote a pleasant workplace through labor and management working as one. GS Yuasa International Ltd. has adopted a "union shop system" and as a general rule all regular employees, aside from management, are members of the labor union. Furthermore, we are pursuing business based on mutual understanding achieved through labor union recommendations and active discussion on management policies of the Group companies in Japan, including working conditions and benefit programs for employees. In cases where an employee is transferred, the new workplace and details of the work are explained to the employee at least one month before the transfer order is issued. With regard to transfers of labor union members, the labor union confirms with the employee whether the transfer is unreasonable, and labor and management work together to create an organization where employees are convinced regarding the appropriateness of transfers and are provided opportunities for growth. Through such labor-management relations, we will continue to ensure the objectivity and transparency of company management and increase the effectiveness of our various initiatives.
|Name of Labor-management |
|Management council||4 times/year||Company's management policies, business conditions and status of business execution, etc.|
|Divisional committee||Monthly||Issues for the respective R&D and business divisions|
|Factory committee||Monthly||Issues in production divisions|
|Health and safety committee (statutory)||Monthly||Initiatives to prevent occupational accidents|
|Expert committee on work hours||Monthly||Checking the status of work hours and making improvements|
|Expert committee on future generations||4 times/year||Consultations on childcare and nursing care support systems and development of diverse working conditions|
The GS Yuasa Group has established and enforces the basic rules on forced labor and child labor. We build a system to take immediate corrective action upon discovering forced labor or child labor by a supplier.
We will neither force labor, nor employ children under the legal working age. Furthermore, we will not tolerate forced labor or child labor in any way.
Directly or indirectly, we will not be complicit in human rights abuse.
The GS Yuasa Group complies with the laws and regulations of every country and region, taking all necessary steps to meet the provisions of the UK's Modern Slavery Act enacted in 2015 and the Gender Pay Gap Information Regulations enacted in 2017 as one of the activities involved in securing the transparency of business.
GS Yuasa Battery Europe Limited (GYEUR), an overseas Group company in the United Kingdom, has released statements on its website regarding these laws and regulations and information on the status of its undertakings. This company will continue to periodically release information in the future.Refer here for relevant information (link the GYEUR website).
The GS Yuasa Group is aware that harassment is a violation of human rights that harms the personal dignity of employees and causes deterioration of the workplace environment. For this reason, we take measures to prevent harassment.
Since fiscal 2020, we have distributed to employees cards with information about harassment policies and have posted in worksites educational posters on the prevention of harassment in order to ensure that employees are fully aware of policies regarding the prevention of harassment. We also conduct e-learning on workplace power harassment to enhance employee understanding. We established an exclusive harassment consultation hotline available to all Group employees and established a mechanism to rapidly provide remedies to the victims of harassment.
The Group seeks to establish work environments where all employees can work comfortably and create good workplaces with free and open communication by implementing measures to prevent harassment.
To avoid or mitigate negative impacts on human rights from our business activities, the Group conducts measures to address human rights issues at overseas Group companies.
Specifically, our CSR promotion inspectors toured working environments and examined other aspects of overseas Group companies, confirming compliance with the legal systems in nations and regions where business is conducted and making comparisons with international human rights standards.
In addition, we analyze and evaluate the results of those inspections and implement necessary countermeasures while taking into consideration the national and local culture and customs where we conduct business.
We conducted a survey on working hours and the status of wage management at overseas Group companies and shared information on problem areas relating to labor management by providing feedback of the survey results. We also take measures with the aim of creating mechanisms that enable overseas Group companies to practice appropriate labor management.
We distributed videos on Group human rights policies and social trends relating to harassment to overseas resident employees transferred from Japan. In the future, resident employees will conduct training on preventing harassment for local employees.
In order to prevent harm to health from the lead that is used as a raw material of products, we implemented work environment improvement measures based on the results of periodic measurements of employee blood lead concentrations (measures included improvement of production equipment used to handle lead and instruction on the proper methods of use of protective gear).