Phát triển bền vững

Tôn trọng nhân quyền

Các Nguyên tắc Cơ bản về Tôn trọng Nhân quyền

Triết lý doanh nghiệp

Triết lý kinh doanh của Tập đoàn Fuji Electric là "cam kết, với tư cách là những công dân doanh nghiệp có trách nhiệm trong xã hội toàn cầu, củng cố niềm tin với cộng đồng, khách hàng và đối tác". Sứ mệnh của chúng tôi bao gồm đóng góp cho sự thịnh vượng, khuyến khích sáng tạo và hướng đến sự hài hòa với môi trường thông qua mọi hoạt động kinh doanh, từ đó hỗ trợ hiện thực hóa một xã hội bền vững.

Quy tắc ứng xử của công ty

Fuji Electric has established the "Code of Conduct" which sets out eight standards as the basis for decision-making and behavior for Fuji Electric and its employees to enable Fuji Electric and every single employee to understand and comply with relevant laws and regulations/international rules and their spirit both in Japan and overseas, and to act with high ethical standards in order to put the "Corporate Philosophy" into practice and fulfill their social responsibilities. These standards were established following deliberation at the Executive Committee, an advisory body to the Representative Director, Chairman & CEO, and Representative Director, President & COO, and reporting to the Board of Directors, and apply to all officers and employees (including temporary workers) of Fuji Electric Co., Ltd. and its affiliated companies.

Bộ quy tắc ứng xử về tôn trọng nhân quyền

The first item in this standard is "Respect and value all people," and it clearly states that we will "respect human rights in our relationships within all corporate activities." Furthermore, based on international human rights regulations and the United Nations Guiding Principles on Business and Human Rights, we have clarified our policy to conduct human rights due diligence to recognize, prevent, and deal with adverse human rights harm in advance.
With regard to the supply chain, setting out to “Respect and value our business partners” , we have established the "Fuji Electric CSR Procurement Guidelines" to build a supply chain that supports a sustainable society, including respect for human rights, thereby clarifying our policies for promoting procurement activities, together with our business partners.
Fuji Electric understands that its business activities have an impact on human rights, and will respect the human rights of all stakeholders involved in all business processes, while striving to prevent and mitigate any negative impacts that our corporate activities may have on human rights, thereby contributing to the realization of an inclusive society.

Quy tắc ứng xử liên quan đến việc thiết lập hệ thống quản trị

Stating that "Top management will thoroughly practice this standard," we have clarified our policy to build and promote a governance system that is sound, efficient, transparent, and effective, as well as a compliance system that ensures thorough compliance with laws and social norms, while sharing this standard with all employees of Fuji Electric and communicating it to partners and supply chains.

Tôn trọng các chuẩn mực quốc tế về nhân quyền

Trong nỗ lực tôn trọng nhân quyền, Fuji Electric sẽ tuân thủ luật pháp và quy định của các quốc gia và khu vực mà công ty hoạt động kinh doanh, và đặc biệt sẽ hỗ trợ và tôn trọng các nguyên tắc và chuẩn mực toàn cầu sau đây.

Hệ thống quản lý về nhân quyền

Regarding human rights awareness at Fuji Electric, we have established the "Human Rights Promotion and Human Resources Empowerment" as a standing subcommittee under the Sustainability Committee, which consists of executive officers from business, sales, and corporate divisions. The subcommittee deliberates and evaluates policies and measures related to "embedding respect for human rights into management practices," "promoting the active participation of diverse human resources," and "enhancing job satisfaction," and further deliberates, manages, and evaluates policies and measures at the Sustainability Committee. The matters discussed by the Sustainability Committee are regularly reported to the Executive Committee, comprising all executive officers, as well as to the Board of Directors for oversight. In addition, "Human Rights Awareness Promotion Committee" has been organized at each business site and consolidated subsidiary in Japan and overseas, creating a framework to ensure thorough compliance with human rights and promote human rights awareness education. Each committee and subcommittee convenes twice a year.

*1 Sustainability Committee:
Chaired by the Senior Managing Executive Officer, Head of Corporate Management Planning Headquarters, with the executive officer in charge of environment, executive officer in charge of human resources, and executive officers in charge of each business serving as committee members, convening twice a year.
As a standing subcommittee of the "Sustainability Committee," the "Human Rights Promotion and Human Resources Empowerment" is established to deliberate and evaluate various policies and measures.

Hệ thống thúc đẩy SDGs

*2 Thúc đẩy nhân quyền và trao quyền cho nguồn nhân lực:
Dưới sự lãnh đạo của Giám đốc điều hành phụ trách Văn phòng Nhân sự và Tổng vụ, tiểu ban này chia sẻ các vấn đề về nhân quyền trên toàn Fuji Electric và lập kế hoạch cũng như xây dựng các chính sách và biện pháp cho toàn công ty.
Về nguyên tắc, tiểu ban họp hai lần một năm để tóm tắt các hoạt động dựa trên chính sách hàng năm và xem xét, lập kế hoạch biện pháp cho từng vấn đề.

*3 Human Rights Awareness Promotion Committee:
At each business site and subsidiary, a Human Rights Awareness Promotion Committee is organized with the business site manager, human rights officer, etc. as chairperson to ensure thorough compliance with human rights and promote human rights awareness.

Các vấn đề ưu tiên của nhân quyền

Fuji Electric coi các vấn đề về nhân quyền sau đây là những vấn đề ưu tiên cần được giải quyết trong mọi quy trình hoạt động của công ty và sẽ giải quyết chúng thông qua các thủ tục phù hợp.

Chính sách cụ thể về tôn trọng nhân quyền

Chính sách về quyền con người của người lao động

Based on the "Code of Conduct," Fuji Electric has established the "FUJI ELECTRIC Policy for Human Rights of the Employees" with the aim of respecting the basic human rights of all employees working in the Fuji Electric Group. In formulating the policy, we have referenced international standards and guidelines on human rights and have established policies on specific human rights issues.

This policy has been translated into various languages and deployed to each country's business site, and also made into posters and displayed in the workplaces of each business site.

In addition, to promote the dissemination of the "Policy for Human Rights of Employees," the Fuji Electric Group has established the "Guidelines on Employee Human Rights" and is distributing them to consolidated subsidiaries in Japan and overseas. The "Guidelines on Employee Human Rights" were formulated based on international standards such as the RBA Code of Conduct, and specifically state the matters that should be addressed with regard to each item in the "Policy for Human Rights of Employees."

Chính sách về chuỗi cung ứng

With the aim of promoting respect for human rights in the supply chain, Fuji Electric clearly states "Human Rights and Labor" in item 1 of the "Fuji Electric CSR Procurement Guidelines," and requests our business partners to understand and practice the following eight items:
- Prohibition of forced labor
- Prohibition of child labor
- Consideration for young workers
- Consideration for working hours
- Adequate wages and benefits
- Prohibition of inhumane treatment
- Prohibition of discrimination

Thẩm định nhân quyền

Fuji Electric has established a human rights due diligence framework based on the UN "Guiding Principles on Business and Human Rights." We regularly and continuously identify and assess potential human rights risks in our own business activities and supply chain, and thoroughly implement appropriate risk management across the entire Group to prevent and mitigate those adverse impacts.

Sáng kiến dành cho nhân viên Fuji Electric

At all domestic and overseas business sites and consolidated subsidiaries, we conduct a self-assessment (SAQ) on human rights and labor once every two years to investigate and evaluate the current situation based on the latest international standards.

In fiscal 2024, based on the “Guidelines on Employee Human Rights” and the “Human Rights and Labor Assessment Sheet”, we conducted an SAQ-based human rights risk analysis (including temporary staff) across all 79 domestic and overseas business sites and consolidated subsidiaries (41 in Japan and 38 overseas; 100% implementation rate). Compared to fiscal 2022, improvements were observed in items such as “dissemination of the human rights policy” and “prohibition of discrimination and inhumane treatment.” However, there were still many unfulfilled items related to “safety and health,” and we continue to implement measures at six subsidiaries where efforts have been insufficient.

【Case Examples of Improvement Based on Human Rights Assessment】

・Identified issue: Through assessments of domestic and overseas consolidated subsidiaries, non-fulfillment of internal standards regarding "safety and health" (delays in safety education and equipment checks, etc.) was found at six overseas subsidiaries.

・Improvement measures taken: Head Office issued corrective recommendations to the target subsidiaries and requested the submission of specific improvement plans. Based on this, we reviewed and scrutinized the improvement contents, and continue to implement measures including the submission of corrective contents.

・Future initiatives: For these six subsidiaries, based on the fiscal 2026 assessment implementation, continuous follow-up is conducted under the "Human Rights Promotion and Human Resources Empowerment" subcommittee at Head Office. We will raise the level of the working environment across the entire Group without letting the assessment become a mere formality.

With regard to employee recruitment, we conduct fair recruitment and selection processes, while presenting the "Guidelines on Employee Human Rights" to staffing and outsourcing companies that have contractual relationships with Fuji Electric Group companies, requesting both their endorsement and practice of our human rights policy. Through these efforts, we promote respect for the human rights of not only directly employed staff but also all individuals who work together with us.

Sáng kiến chuỗi cung ứng

Aiming to realize a sustainable society, Fuji Electric promotes CSR procurement such as respect for human rights, improvement of working environments, and environmental conservation across the entire supply chain.

Investigation through self-assessment
In addition to making CSR self-assessment mandatory when starting new transactions, Fuji Electric conducts a self-assessment once a year targeting major business partners to confirm their compliance with the "Fuji Electric CSR Procurement Guidelines." Through this initiative, we also strive to identify and prevent human rights risks in the supply chain, and request improvements if there are unfulfilled items.
In fiscal 2025, among approximately 6,500 suppliers across the entire Group, we conducted a survey targeting 893 key suppliers (757 in Japan and 136 overseas) that account for the top 80% of purchases over the past three years (fiscal 2022–2024) (100% response rate). As a result of risk surveys across nine items including human rights/labor and health and safety, we confirmed that CSR procurement is practiced at a high level overall.

Conducting on-site audits
Starting from fiscal 2023, to understand actual operational conditions beyond document surveys, we commenced on-site audits (field audits) through visits to suppliers. In fiscal 2025, we visited 24 companies and verified consistency with written contents. Through face-to-face dialogue, we discovered that at some suppliers, there was room for improvement in "formulating and operating their own human rights policies (document preparation, dissemination to employees, etc.)." For such suppliers, after deepening their understanding of the human rights items in our "CSR Procurement Guidelines," we specifically proposed reflecting them in their policies and sharing information across their entire companies.

In this way, by striving to strengthen engagement through dialogue rather than merely understanding the current situation, we work to reduce human rights risks across the entire supply chain.

Tuyên bố về Nô lệ hiện đại và Buôn bán người

Fuji Electric nỗ lực "không vi phạm hoặc tiếp tay cho các hành vi vi phạm nhân quyền" trong hoạt động kinh doanh và chuỗi cung ứng của mình. Tuyên bố này mô tả những nỗ lực của chúng tôi nhằm xóa bỏ chế độ nô lệ hiện đại, chẳng hạn như lao động cưỡng bức và nạn buôn người. Có thể truy cập tuyên bố từ liên kết bên dưới.

Bàn tư vấn, báo cáo và khắc phục nhân quyền

Fuji Electric strives to avoid causing or being complicit in adverse impacts on human rights in its business activities and supply chain. Should it be confirmed that our corporate activities caused or were involved in an adverse human rights impact (human rights violation or complicity), we will promptly take remedy and corrective measures to fulfill our organizational responsibility.
To professionally and appropriately handle human rights complaints and consultations from all stakeholders, in addition to internal "human rights consultation desks" and the "business ethics whistle-blowing systems," we have introduced the "JaCER engagement and remedy platform," a third-party organization specializing in business and human rights, building and operating a multi-layered remedy mechanism.

Bàn tư vấn nhân quyền

As consultation desks for employees, they are established at all sites of the Fuji Electric Group (in Japan). We inform employees of the department in charge and the names of contact persons via the intranet and business site notice boards, and strive to create an easily accessible environment by handling consultations not only through in-person interviews but also by telephone and email. Number of consultations to human rights consultation desks in fiscal 2025: 13 cases (most of which were labor consultations regarding workplace environment and communication, all promptly discussed and resolved)

Hệ thống tố giác đạo đức kinh doanh của Fuji Electric

We have introduced and are operating the "Fuji Electric Business Ethics Whistle-Blowing Systems," where internal and external parties can report real or suspected violations of laws, regulations, or internal rules including human rights to Fuji Electric’s President and COO via reporting points (in-house contact points and outside lawyers) (anonymous reporting is also possible).

Đường dây trợ giúp về đạo đức kinh doanh

We handle reporting from Fuji Electric Group executives and employees in Japan and overseas (including retirees and dispatch employees). We strive to ensure thorough awareness through posts in the company magazine and internal intranet.

Đường dây nóng đối tác

We handle reporting from outside stakeholders such as business partners. We strive to build full awareness of the system through posts on our website and at explanatory forums for business partners.

Independent External Remedy Mechanism "JaCER" (32 languages supported)

We participate in the "engagement and remedy platform" operated by the Japan Center for Engagement and Remedy on Business and Human Rights (JaCER), handling reporting of human rights-related and other issues from all stakeholders.
JaCER's grievance platform complies with the United Nations Guiding Principles on Business and Human Rights. By accepting grievances via a third-party contact point, we aim to promote fairness and transparency in grievance handling.

Thorough Whistleblower Protection and Operational Track Record

In all reporting systems, we ensure thorough whistleblower protection by keeping whistleblower information confidential and prohibiting disadvantageous treatment, retaliation, or discrimination on the basis of reporting. We then conduct fact investigations, corrective measures, recurrence prevention, disciplinary actions, and other necessary responses toward resolution, and provide feedback on the response contents to the whistleblower (even in cases of anonymous reporting, we strive to provide indirect feedback through the aforementioned means).

As the overall group desk operational track record combining the human rights consultation desks, business ethics whistle-blowing systems, and JaCER, we received 42 consultations and reports in fiscal 2025, and corrective and recurrence prevention measures have been completed for all of them.

Case Study of Response to Grievances and Whistleblowing Reports in FY2025
[Response to Harassment]

・Case Overview: A report regarding power harassment within the workplace was received through the internal whistle-blowing desk. As a result of a fact-finding investigation, it was confirmed that the subject's behavior violated internal rules and the human rights policy.

・Corrective Measures and Remedy: To prioritize and secure the safety of the victim's working environment, we promptly implemented a change of duties accompanied by a transfer (organizational separation). In addition, strict disciplinary action was taken against the perpetrator based on internal regulations.

・Recurrence Prevention Measures: For fundamental workplace culture reform in the division, intensive harassment recurrence prevention education targeting all managers and executive employees was conducted. Going forward, in coordination with company-wide e-learning, we will continue monitoring and awareness-raising to prevent similar incidents from occurring.

The Flow from Human Rights Consultation to Problem Resolution

Giáo dục và Đào tạo Nhân quyền

Fuji Electric provides education and training to all executives and employees to deepen their understanding of corporate responsibility to respect human rights.

Giáo dục và Đào tạo để Nuôi dưỡng Văn hóa Tổ chức Tôn trọng Nhân quyền

Company-wide Education

In fiscal 2025, we conducted e-learning on the theme of "Business and Human Rights," with 10,756 employees taking the course. It was conducted to promote understanding of harassment and realize a "comfortable workplace where employees treat each other with respect.

Level-specific Education

In Japan, we provide basic human rights training for new recruits, and training for assistant managers and managers to deepen awareness of business activities and human rights risks. We also provide human rights training to mid-career recruits and newly appointed directors of Group companies, with a total of 1,758 people participating in fiscal 2025.

Giáo dục sức khỏe tâm thần

We conducted mental health education and job-level interviews through e-learning by business site and across the company, with a total of 26,511 employees participating in fiscal 2025.

Diversity Training

We are continuously implementing various measures to promote employee awareness of diversity and foster a pleasant workplace environment. In fiscal 2025, a total of 297 employees who were promoted to higher-level positions participated in training designed to deepen their understanding of the importance of diversity, Fuji Electric’s related initiatives, and the roles they are expected to fulfill at each position level.

In addition, various human rights awareness education programs are provided at business sites and subsidiaries, with 7,773 employees attending in fiscal 2025.

Giáo dục và Đào tạo cho Nhân quyền và Nhân viên Tuyển dụng

In order to detect human rights risks early and prevent employment discrimination, we regularly update the specialized knowledge of human rights and recruitment personnel (including those at domestic subsidiaries) who oversee operations. In fiscal 2025, to deepen understanding of human rights issues and acquire appropriate consultation skills, 117 personnel from the Group were dispatched to external training sessions on issues such as discrimination (Dowa issues), harassment, and LGBTQ matters organized by local governments and human rights organizations. Knowledge gained from the training is reflected back in awareness activities and consultation desk operations at each workplace, contributing to thorough respect for human rights.

Giáo dục và đào tạo cho nhân viên mua sắm

To raise the awareness of employees responsible for CSR procurement operations, we conduct CSR training targeting procurement personnel in Japan. The training covers key items related to human rights that require special attention within the supply chain. In fiscal 2025, training was conducted at three factories, with 103 participants attending.

Ngăn chặn quấy rối

Fuji Electric prohibits all forms of harassment in the "FUJI ELECTRIC Policy for Human Rights of the Employees."
In addition to disseminating the "Guidelines on Employee Human Rights" to human rights officers at each business site, we have established "Human Rights Consultation Desks" regarding human rights in general at major business sites of each company, and introduced the "Business Ethics Helpline" that can be reached by phone or email independently of regular business lines. In fiscal 2024, we conducted e-learning on the theme of harassment.

Tham gia vào các sáng kiến/hợp tác trong ngành

We actively participate in initiatives regarding human rights issues in international organizations and industries.

Hiệp hội Công nghiệp Điện tử và Công nghệ Thông tin Nhật Bản (JEITA) "Ủy ban CSR"

As a member of the JEITA CSR Committee, we participate in activities to address common industry issues related to CSR, as well as conduct research, studies, dissemination, and external recommendations from a specialized perspective on CSR.

Industrial Federation for Human Rights, Tokyo

As a member of Industrial Federation for Human Rights, Tokyo, we continuously advance activities toward promoting and improving human rights awareness through sharing issues and engaging in dialogue with member companies.

Tiết lộ thông tin

Fuji Electric deepens mutual understanding and relationships of trust by engaging in sincere, proactive information disclosure and constructive dialogue with all stakeholders. Regarding our initiatives for respect for human rights, we will also disclose appropriate information on the progress and results of human rights due diligence, taking care not to expose affected or potentially affected individuals and employees to risk, and respecting commercial confidentiality.

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