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 | ||
FY2021 Achievements
The following are our fiscal 2021 achievements in each of the materialities for the above theme of the Sustainability Action Plan. (Respect Human Dignity)
Sustainability Action Plan（PDF : 290KB）
FY2021 Achievements of the Sustainability Action Plan（PDF : 333KB）
Protect employee safety and health
In an effort to prevent occupational accidents from occurring, preventive measures were discussed by each specialized committee under the Central Safety and Health Committee (Installation Safety Committee, Manufacturing Safety Committee, and Procurement Safety Committee). The resulting measures were rolled out to each business unit, and safety patrols were conducted with the mutual participation of business units to incorporate suggestions and outstanding approaches from different perspectives into each. Moreover, additional training was provided to workers with less than three years of experience—who account for a high percentage of those affected by occupational accidents—in order to further improve their safety awareness.
Occupational Safety and Health
| KPIs | Scope | FY2021 targets | FY2021 results |
|---|---|---|---|
| Frequency rate: Japan (non-Japan) | Global | 0.4 (0.9) | 0.21 (0.65)*1 |
| Severity rate: Japan (non-Japan) | 0.02 (0.03) | 0.002 (0.009)*1 | |
| Number of occupational safety and health trainees | 1,500 trainees | 1,627 trainees | |
| Number of serious accidents*2 | 0 accidents | 0 accidents*1 |
- *1Data from January to December 31, 2021
- *2Accidental deaths occurring during work at Daifuku (labor accidents)
Achieve diversity and inclusion
In November 2021, the target for the number of female employees in managerial positions set in the action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace was revised upward, and the Group will further bolster our efforts to promote women to managerial positions. Specifically, Plan, the fiscal 2022 target has been changed from 21 to 25 employees, and the fiscal 2023 target has been changed from 22 to 30 employees.
| KPIs | Scope | FY2021 targets | FY2021 results |
|---|---|---|---|
| Number of female managers | Japan | 19 people | 20 people |
| Employment rate of people with disabilities | 2.3% | 2.54%* | |
| Paternity leave acquisition rate | 5.0% | 8.7% |
- *As of June 1, 2021
Create a workplace environment that motivates employees
In fiscal 2021, the Workstyle Reform Committee and the Mental and Physical Health Promotion Committee continued to play a central role in reducing overtime hours, promoting the use of paid leave, and holding events to maintain and promote mental and physical health.
| KPIs | Scope | FY2021 targets | FY2021 results |
|---|---|---|---|
| Paid leave acquisition rate | Japan | 73% | 73% |
| Maintaining high rate of stress check testing | 96% | 97% | |
| Holding events to encourage mental and physical health | Continued events centered on main facilities |
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Cultivate human resources
In fiscal 2021, we began an e-learning prerequisite program for business skills and other subjects as a requirement for nominating candidates for managerial positions. The purpose of this system is to systematically develop candidates for management positions by making sure that they have acquired a certain baseline level of business skills and knowledge.
| KPIs | Scope | FY2021 targets | FY2021 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 on-demand library for training and education |
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Respect human rights
In fiscal 2021, we formulated the Daifuku Group Human Rights Policy, which clarifies the Group’s position on human rights in the course of our business activities. Beginning in fiscal 2022, we will identify, analyze, and evaluate the potential harm to human rights in all of our business activities, including our supply chain, and continue to build a system to correct, mitigate, and prevent this harm.
| KPIs | Scope | FY2021 targets | FY2021 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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