Respect Human Dignity
To ensure sustainable growth, we are committed to creating a safe and rewarding work environment where each and every employee can develop their abilities and maximize their performance. As a precondition for this, the Daifuku Group adheres to international standards such as the Universal Declaration of Human Rights,* supports the ten principles of the United Nations Global Compact, and respects the human rights of its employees and all other parties in the supply chain. In a fair and open corporate culture that respects diversity, each and every one of us will rise to meet the challenge of bettering ourselves.
- *Declaration adopted in 1948 by the UN General Assembly (in Paris) recognizing that all humans are born with basic human rights.
Related Sustainable Development Goals and Targets
The following are the materialities and their related Sustainable Development Goals and Targets for one theme of the Sustainability Action Plan: Respect Human Dignity.
| Materiality | Goal | Target | |
|---|---|---|---|
| Protect employee safety and health | 3. Good health and well-being | 3.6 | By 2020, halve the number of global deaths and injuries from road traffic accidents |
| 3.9 | By 2030, substantially reduce the number of deaths and illnesses from hazardous chemicals and air, water and soil pollution and contamination | ||
| Achieve diversity and inclusion | 5. Gender equality | 5.1 | End all forms of discrimination against all women and girls everywhere |
| 5.5 | Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life | ||
| 5.b | Enhance the use of enabling technology, in particular information and communications technology, to promote the empowerment of women | ||
| 10. Reduced inequalities | 10.2 | By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status | |
| Create a workplace environment that motivates employees | 3. Good health and well-being | 3.8 | Achieve universal health coverage, including financial risk protection, access to quality essential health-care services and access to safe, effective, quality and affordable essential medicines and vaccines for all |
| 8. Decent work and economic growth | 8.2 | Achieve higher levels of economic productivity through diversification, technological upgrading and innovation, including through a focus on high-value added and labour-intensive sectors | |
| 8.8 | Protect labour rights and promote safe and secure working environments for all workers, including migrant workers, in particular women migrants, and those in precarious employment | ||
| Cultivate human resources | 4. Quality education | 4.3 | By 2030, ensure equal access for all women and men to affordable and quality technical, vocational and tertiary education, including university |
| 4.5 | By 2030, eliminate gender disparities in education and ensure equal access to all levels of education and vocational training for the vulnerable, including persons with disabilities, indigenous peoples and children in vulnerable situations | ||
| 4.7 | By 2030, ensure that all learners acquire the knowledge and skills needed to promote sustainable development, including, among others, through education for sustainable development and sustainable lifestyles, human rights, gender equality, promotion of a culture of peace and non-violence, global citizenship and appreciation of cultural diversity and of culture’s contribution to sustainable development | ||
| Respect human rights | 8. Decent work and economic growth | 8.7 | Take immediate and effective measures to eradicate forced labour, end modern slavery and human trafficking and secure the prohibition and elimination of the worst forms of child labour, including recruitment and use of child soldiers, and by 2025 end child labour in all its forms |
| 10. Reduced inequalities | 10.2 | By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status | |
| 10.3 | Ensure equal opportunity and reduce inequalities of outcome, including by eliminating discriminatory laws, policies and practices and promoting appropriate legislation, policies and action in this regard | ||
FY2022 Achievements
The following are our fiscal 2022 achievements in each of the materialities for the above theme of the Sustainability Action Plan, Respect Human Dignity.
Sustainability Action Plan (PDF: 763KB)
FY2021-FY2022 Achievements of the Sustainability Action Plan (PDF: 333KB)
Protect employee safety and health
In addition to one fatal accident involving a contracted worker at an overseas subsidiary, the number of injuries resulting in lost time increased from the previous year, and both the frequency rate and overseas severity rate of accidents fell short of our targets. We take accidents very seriously, and we are making every effort to thoroughly implement measures to prevent accident recurrence and improve the effectiveness of safety and health training.
Occupational Safety and Health
| KPIs | Scope | FY2022 targets | FY2022 results |
|---|---|---|---|
| Frequency rate: Japan (global) | Global | 0.4 (0.8) | 0.45 (0.90)*1 |
| Severity rate: Japan (global) | 0.01 (0.02) | 0.006 (0.216)*1 | |
| Number of occupational safety and health trainees | 1,600 trainees | 2,161 trainees | |
| Number of serious accidents*2 | 0 accidents | 1 accident*1 |
- *1Data from January through December 2022
- *2Accidental deaths occurring during work at Daifuku (labor accidents)
Achieve diversity and inclusion
We achieved our targets for all three of the KPIs listed below. These KPIs were raised for our fiscal 2023 targets: the number of female managers was increased from 30 to 31, the employment rate of people with disabilities was increased from 2.3% to over 2.3%, and the paternity leave acquisition rate was increase from 10% to 20%.
| KPIs | Scope | FY2022 targets | FY2022 results |
|---|---|---|---|
| Number of female managers | Japan | 25 people | 26 people |
| Employment rate of people with disabilities | 2.3% | 2.48%*1 | |
| Paternity leave acquisition rate | 8% | 16% (44%)*2 |
- *1As of June 1, 2022
- *2The number in parentheses () is based on the amendment to the Child Care and Family Care Leave Act
Create a workplace environment that motivates employees
In addition to reducing overtime hours and promoting the use of paid leave mainly through the Workstyle Reform Committee and the Mental and Physical Health Promotion Committee, we also expanded and enhanced events for all districts to maintain and promote good health, thereby achieving our goals.
| KPIs | Scope | FY2022 targets | FY2022 results |
|---|---|---|---|
| Paid leave acquisition rate | Japan | 76% | 79% |
| Maintaining high rate of stress check testing | 96% | 99% | |
| Holding events to encourage mental and physical health | Continue events centered on main facilities |
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Cultivate human resources
In fiscal 2021, with the aim of systematically cultivating candidates for managerial positions, we made successful completion of e-learning courses a requirement for referring a candidate for a managerial position. We continued operation of this system in fiscal 2022 to strengthen the development of managers and candidates for managerial positions. Additionally, we have completed the introduction of a new e-learning system that can be operated throughout the entire Group. We will continue to enhance educational materials and training content to develop human resources more effectively.
| KPIs | Scope | FY2022 targets | FY2022 results |
|---|---|---|---|
| Strengthening education for managerial employees and candidates | Japan | Provide education according to the qualities of candidates up for promotion |
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| Developing training using online resources and promoting autonomous learning | Establish an on-demand library for training and education |
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Respect human rights
In fiscal 2022, we proceeded with efforts to identify, analyze, and evaluate negative impacts on human rights. From the results of potential risk assessment, we identified domestic foreign workers in the supply chain, including contractors, and workers at raw material suppliers as high-priority human rights issues that must be addressed by the Group. With the cooperation of external experts (Caux Round Table Japan), we conducted interviews with foreign national workers employed by two domestic suppliers as well as their managers.
| KPIs | Scope | FY2022 targets | FY2022 results |
|---|---|---|---|
| Promotion of workplace understanding of human rights | Global | Carry out human rights training for Group employees |
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| Carrying out due diligence for human rights | Formulate policies and carry out due diligence for human rights and ensure wide-spread human rights knowledge inside and outside the Company |
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