Human Rights

Human Rights Education

Creating workplaces where employees respect each other's human rights

We strictly prohibit discrimination and harassment in “Our Standards of Conduct” and other policies and this applies throughout the Group. Employees receive education about the Standards of Conduct when they join the company in an effort to raise awareness of human rights issues. We consider and implement human right education commensurate as a company, and urge each employee to gain a correct understanding of discrimination and harassment in society as a whole. In fiscal 2017, we implemented education for all employees on the theme of human rights in the workplace. This education deepened employees’ understanding of harassment, which has become a major social issue in recent years and taught them key points to be aware of in stopping harassment. We aim to create amicable and lively workplaces in which employees honor and respect each individual’s personality and rights.

we are able to provide work opportunities to those who have a desire to work, regardless of nationality, religion, ideology, age, gender, physical characteristics, or other attributes. It is our desire to be a corporate group that does not discriminate in any way on the basis of such characteristics

Relationships with Employees

Initiatives to Promote Advancement Women in the Workplace

Our company is working to promote workplace diversity.

We consider promoting the advancement of women in particular to be an issue needing to be proactively engaged, and we are working to provide gender-neutral personnel training and create workplaces in which people can play active roles regardless of their gender.

We acknowledge that it is important for each of our employees to be able to play active their roles and demonstrate their individuality so that we are able to respond to the diverse needs of our customers, and we promote this diversity of talent. Within this, we recognize there are issues that we must actively address concerning the promotion of female advancement, and we are working to provide gender-neutral personnel training and create workplaces in which people can play active roles regardless of their gender. These initiatives are monitored and reviewed by the Responsible Care Committee.

We are carrying out initiatives following the action plan for the promotion of women’s advancement that was decided in FY2015. In the four years from April 2016, we are aiming to solve the issues of there being few female management staff and the short length of service of women employed in career track positions. We have set the target of doubling the number of female management staff compared to the end of March 2014. At the end of March 2018, compared to the number of female management staff the previous year there was a 0.18% increase to 1.52%. We are also offering career education to raise awareness of diversity management in relation to management staff, and to foster awareness of career development for female employees.

Employee Support for Various Life Events

We are focusing on creating an environment in which our employees can achieve their goals for both work and life events (such as childbirth and childcare).

We are also encouraging employees to proactively utilize various programs provided by the Group to help them deal with important life events, and since the implementation of childcare leave and nursing care leave programs, the proportion of employees returning to work after taking childcare or nursing leave has been almost 100%. In fiscal 2017 six employees took childcare and no employees took nursing care leave.

Furthermore, we are implementing more employee support programs than the ones mandated by law to make it easier for our employees to continue working as they go through critical life events.

Next-generation Certification Mark: "Kurumin"

Human Resources Development

The type of personnel we look for

Our company seeks to hire and foster people who will share and commit to its Business Philosophy—"Our company places prime importance on trust and sureness, and shall commit itself to contributing to the progress of society and enhancement of people's welfare and livelihood through its business activities." Further, we need people who will embrace the Company's mission to become an excellent global enterprise that helps enhance customer value through its products and services, creating plastics with more sophisticated functions, and can achieve sustainable growth in the advanced chemical products sector.

The Group's in-house training institute, "SB School"

In September 2007, we opened the Sumitomo Bakelite School (SB School) as an in-house training institute.

The aim of SB School is to provide lifelong education and training courses that help the Sumitomo Bakelite Group achieve sustainable growth of business operations while maximizing corporate value. The school offers courses for all grades of employees from all departments. These include "all-employee education" courses that confirm and reinforce employees' awareness of the Company's Business Philosophy as well as fundamental knowledge about such issues as enhancement of CS, compliance, human rights, occupational safety, quality, and environmental protection. The school also systematically plans and implements various other kinds of educational and training courses needed by employees.

Education for team leaders

Life plan education

Education for newly appointed management staff

Manufacturing-oriented SBPS Education

SBPS activities originally began as an offshoot of on-site kaizen (improvement) activities but are now implemented throughout the Company in order to generate the values demanded by customers and society.

The activities are aimed at securing the revenue and safety (personnel, facilities, environmental, and quality) that Sumitomo Bakelite requires to achieve sustainable development. The activities involve setting specific targets (financial, quantitative, and delivery), planning who needs to achieve each of these targets by when, and implementing these plans without delay, meaning the activities are just the same as the daily work tasks carried out by employees.

We believe that, through the ages, technical capabilities, knowledge, experience, and tireless will that each individual has who promotes these activities will always bring about our required results.

Based on this idea, we have organized education programs targeting each employee grade and level as part of the SB School system. The planning and operation of the education is in principle carried out by employees themselves.

Example of employee grade-specific education
“SBPS Education for new recruits”

Through lecture sessions on the Company’s kaizen (improvement) concepts and practical training sessions using assembly kits, new recruits learn about the basics of manufacturing. An on-site learning-based orientation course lasting approximately two months is also provided.

Example of specialist education
“Training course for foreman”

Workplace management, human resources development and promoting improvement are all required duties of a foreman. During this training course, participants learn necessary approaches and skills through case studies and on-site inspections.

Quality Control Skill Enhancement

We offer 31 quality-training programs at our SB School to increase our employees’ awareness of quality, to prevent quality problems, and to improve quality techniques. November every year is designated as “quality month,” and quality education via e-learning is provided for all employees.

In fiscal 2017 we switched quality education for second year engineering employees from an outside educational institution to in-house education. This training involves easy-to-understand lectures and practice regarding our quality policy and quality stance, regulations, quality management system, problem solving methods (FTA, FMEA, Why-Why Analysis, and Further Investigation), and statistical methods for employees newly assigned to research and design/development departments and production engineering departments. We will continue this training in fiscal 2018 as well.

Environmental Education

Our laboratories and plants handle a wide range of chemical substances. We conduct periodic group education programs for employees, including new employees, with the objective of protecting the environment in the vicinity of our business sites and ensuring that employees work in safety. These programs are designed to enhance employees’ understanding of the properties of chemical substances and the content of relevant laws and regulations, thus enabling them to handle chemical substances appropriately.

In addition to group education programs, environmental education by e-learning is conducted every year for all employees in June, a month dedicated to enhancement of environmental protection. Given that the SDGs are in the spotlight recently, this education examines the fundamentals and world view of the SDGs as well as provides an overview of the various activities being implemented by the company, including the relationship between Responsible Care and the SDGs, to deepen employees’ understanding.

Health and Safety Education

We carry out measures to reduce the risks posed by machinery and chemical substances in order to ensure safety on sites where these are used. At the same time, we conduct hazard prediction training as well as initiatives, such as “pointing and calling” and making proposals for reducing near-miss accidents. We have introduced “Safety Gyms” at each production plant to allow employees to learn about the fundamentals of safety. They are able to improve their safety consciousness and learn hazard prediction skills and risk identification skills.

We also conduct safety education at every level. This includes safety meetings in which all plant managers participate to share policies on safety activities they spearheaded, dedicated safety education for managers, basic correspondence education on safety for mid-level employees, and experience-based danger education for new employees.

Special training on handling cranes of less than five tons

Experience-based danger education for new hires

Crossroad format study meeting held for natural disaster preparation

Disaster prevention drill (rescue from debris)

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