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 are recruited in an effort to raise awareness of human rights issues.

We consider and implement the kind of human right education that we ought to provide as a company, and urge each employee to gain a proper understanding of discrimination and harassment in society as a whole. We aim to create pleasant and cheerful workplaces in which employees respect each other's human 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

Sumitomo Bakelite promotes diversity in its human resources. One initiative is to support the success of women in the workplace and create a workplace free of discrimination and develop human resources.

In fiscal 2015, an action plan was established to create environments where women can work as managers. For four years starting from April 2016, the plan aims to double the number of women managers compared to March 2014.

Supporting Employees in Various Life Events

We are working to create an environment where our employees can achieve their goals for work while successfully dealing with their important life events (such as childbirth and childcare). We have been stepping up efforts to encourage employees to use the company's programs designed to provide for significant life events, and, as a result, the return-to-work rate from parental leave and nursing care leave has reached nearly 100 percent since the start of the programs.

In fiscal 2015, five employees took parental leave and no employees took nursing care leave. Moreover, we have implemented more employee support programs than the ones required by law in an effort to help employees deal with their life events successfully and continue working.

Next-generation Certification Mark: "Kurumin"

Understanding the needs of male employees who wish to participate in childrearing

I have a one-year-old daughter who has started going to a daycare center, and from April 2016 I have been using the reduced work-hour option to engage in childcare. I used to feel guilty about forcing the burden of childcare entirely on to my wife, who also works. So I made the decision to discuss the issue with my superior and, in consideration of my work tasks and role, I begun using the reduced work-hour option.

Now that I have to go to the daycare center to pick up my daughter early in the evening, I have had to streamline my working style even more and be more conscious of time management and staying focused on my job.

Thanks to the understanding and cooperation of everyone at my workplace I am able to use my time effectively at work and at home. My wife and I are very thankful that I work at a company that really understands the needs of fathers to participate in childrearing.

Ryutaro Sekine
Employee Relations & Welfare Department

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.

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"

Example of specialist education
"Training course for advanced plant managers"

Quality Control Skill Enhancement

We offer 32 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.

We continue to implement practical training for effective utilization of FMEA, DRBFM, and quality-engineering* Furthermore, we continue to implement training in Feedback Review Analysis, Why-Why Analysis, and Further Analysis, that can also be used in resolving various problems that occur in the course of daily work as well as for quality problems. We conduct this training at subsidiaries and affiliates worldwide in accordance with the objectives and grades of employees.

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. This education provides an overview of Responsible Care and various other activities we are conducting to enhance employees' general understanding of the Company’s environmental and safety activities.

Health and Safety Education

In parallel with measures to reduce the risks posed by machinery and chemical substances, we conduct hazard prediction training as well as initiatives, such as "pointing and calling" and making proposals for reducing near-miss accidents. We have "Safety Gyms" held at each production plant to allow employees to learn about safety at their own workplaces, and these are used to enhance employees' safety consciousness and hazard prediction skills.

We conduct occupational health and safety education at every level, including the holding of safety meetings in which all plant managers participate to share policies on safety activities, education for new employees including simulation of hazards, and e-learning on the fundamentals of safety for mid-level employees.

Staff undergoing safety action training at a "Safety Gym" (Utsunomiya Plant)

Hazard simulation training for new employees

A safety conference for plant managers
These are held twice a year and are attended by plant managers from Japan and overseas

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