Human Rights and Labor

In recent years, companies have been required to carry out human rights due diligence based on the UN Guiding Principles on Business and Human Rights. In Japan too, the government formulated the National Action Plan for Business and Human Rights in October 2020.

TAIYO YUDEN Group not only complies with the labor laws and regulations of each country in which it operates, it also supports and respects major international standards and rules for protecting human rights, such as the UN Universal Declaration of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, the UN Global Compact, the UN Guiding Principles on Business and Human Rights, and the standards of the Responsible Business Alliance (RBA).

In May 2020, TAIYO YUDEN signed onto the UN Global Compact and has been acting in accordance with its “Ten Principles,” which are set out under the headings of Human Rights, Labor, the Environment, and Anti-Corruption.
Since FY2020, we have been participating in various subcommittees hosted by the Global Compact Network Japan such as the Human Rights Due Diligence (HRDD) Subcommittee, SDGs Subcommittee and Human Rights Education Subcommittee.

TAIYO YUDEN Group undergoes a third-party evaluation positively to make continuous improvement.
TAIYO YUDEN Group's main sites undergo RBA VAP audits on an ongoing basis, and third-party evaluations are conducted regarding the status of compliance with the RBA Code of Conduct. Most recently, TAIYO YUDEN Mobile Technology's headquarters and TAIYO YUDEN Nakanojo Plant received the highest level of "Platinum" certification (valid until February 21, 2027, and January 17, 2027, respectively), while Wakayama TAIYO YUDEN, Fukushima TAIYO YUDEN, and TAIYO YUDEN Tamamura Plant received "Gold" certification (valid until March 19, 2027, July 14, and June 16, 2025, respectively).

TAIYO YUDEN Group is engaged in developing human rights policy, conducting human rights due diligence (Identification of adverse effects on human rights, prevention and mitigation of adverse effects on human rights, follow-up of effectiveness of response, dissemination of information and communicate outside the company), and establishing a remedial mechanism.

TAIYO YUDEN Group develops and operates the labor and human rights management system to ensure an appropriate work environment where human rights are duly respected.
In order to implement specific initiatives, we have established the Labor and Human Rights Management Policy and Compliance Requirements, and each site conducts PDCA activities to make continuous improvements.

TAIYO YUDEN Group had established the "Group Labor Rights Management Manual" and the "Management Standards for Limiting Working Hours to 60 hours per week and limiting working hours to 6 consecutive days," etc., and all sites are operating and monitoring accordingly. In cases where employees work more than 60 hours a week or more than 6 days in a row, we take measures to prevent recurrence by creating a "Violation / Countermeasure Report."In addition, As part of human rights due diligence (① identifying adverse impacts on human rights, and ② preventing and mitigating adverse impacts on human rights), we have been conducting RBA-based labor and human rights self-assessments at all sites on a regular basis (every other year) since FY2020, evaluating risks related to human rights, labor, etc., and carrying out improvement and corrective activities based on feedback. Regarding non-compliance, we have created corrective action plans (including root causes, improvement measures, preventive measures, deadlines, etc.) and are working to reduce risks.
In FY2024, we conducted self-assessments regarding ethics (in collaboration with procurement, legal, intellectual property, and public relations departments) in addition to human rights and labor.

TAIYO YUDEN Group does not have any significant human rights issues. We have TAIYO YUDEN Group has listed 8 important themes in our Labor and Human Rights Management Policy and Compliance Matters which are child Labor, forced labor, health and safety, freedom of association, discrimination, inhumane treatment, appropriate working hours, and compensation/Wages.

In FY2024, we conducted remote internal audits at our domestic sites (8 sites) using RBA as the base [Labor/Labor Management System] . We also conducted on-site internal audits at our overseas munufacturing site (China). All 4 findings have been corrected. Regarding non-conformities, we create corrective action plans (including root causes, improvement measures, preventive measures, deadlines, etc) and work to reduce risks.
In addition to compliance, we have begun efforts to improve effectiveness (risk management) and share good practices from FY2024.

Implementation of internal audit

Past findings

In order to increase employees' understanding of issues related to "respect for human rights and appropriate labor conditions", TAIYO YUDEN Group regularly provides employee training, particularly on the prohibition of child labor and forced labor, discrimination and inhumane treatment.

In FY2024, we continued to conduct regular training through e-learing for employees at domestic sites (including the UN Global Compact, the United Nations Guiding Principles on Business and Human Rights, our human rights policy, harassment prevention, sexual orientation, etc.), and shared the training materials (including the English version) with all sites.
We conducted regular specialized training through e-learing for employees in the labor and human rights department in Japan.
In addition, we conduct comprehension tests regarding the content of each training program to confirm its effectiveness.

TAIYO YUDEN Group prohibits discrimination and inhumane treatment. We respect the individuality of employees and prohibit discrimination based on nationality, gender, religion, age, sexual orientation, or other attributes. Furthermore, in order to prevent all forms of harassment, we provide training to employees on a regular basis to increase their understanding of the issue.

TAIYO YUDEN Group regularly shares information about its support and consideration for people with disabilities and foreign workers. In addition, we have taken measures to reduce discrimination by monitoring through the Monthly Report on Human Rights and Labor.

In addition, TAIYO YUDEN Group (including overseas production plants) has an advisory service for employees at each base to prevent harassment. We provide contact information during orientation (for new employees and mid-career hires) and regular training. We have created a harassment response procedure manual (including protection of anonymity, confidentiality, and prohibition of retaliation) for consultation services. In FY2024, there were 19 harassment consultation cases (one of which resulted in disciplinary action), and while taking into consideration the privacy of both the victim and the perpetrator, we are working to prevent the occurrence of harassment by sharing consultation cases with the human resources and general affairs departments of each site.
In FY2024, Taiyo Yuden conducted harassment prevention training (3,177 people took the e-learning course and 283 people took the management/supervisor training course).

Harassment prevention training at group companies

For example, we give consideration to employees' religious customs by making a prayer room available for Muslim employees. We also provide advisory services for employees to use as necessary.
Also, we provide periodic human rights guidance to security guards, particularly with a focus on preventing incidents of harassment.

TAIYO YUDEN extends welfare benefits to all employees, regardless of whether they are employed on a regular or non-regular basis, such as health checkups and other medical care programs, compensation for workplace injuries and illnesses, and childcare and family care leave.

TAIYO YUDEN Group is committed to the prohibition of child labor and forced labor.

To prevent child labor violations, each site confirms that prospective new hires have reached the legal working age before an offer of employment is made.
Also, the company presents the employment terms and conditions (which comply with local laws and regulations as well as international rules) to each prospective new hire and confirms their agreement before an employment contract is signed.

In case of personnel transfer requiring a change of residence, the company notifies the relevant employee and the labor union of the planned transfer at least one month in advance, in principle. If the labor union files an objection to any specific transfer questioning the appropriateness of the assignment or assignee or raising other issues, the company consults with the union to seek its agreement regarding the transfer.

Compliance rate: 100% in all countries and regions

TAIYO YUDEN Group ensures that each site complies with applicable statutory standards for working hours, number of workdays, and holidays while understanding and working to satisfy the working conditions required by the RBA Code of Conduct.

Each site manages employees' working hours accurately with a highly reliable system, complies with applicable local laws and regulations regarding compensation, such as minimum wages and equal pay for equal work for men and women, and pays fair wages to each employee based on their performance. Also, we offer a range of leave programs, including paid leave as well as childcare and family care leave, and encourage employees to use the programs appropriately according to their needs and family situation. We are also working to prevent overwork and reduce overtime hours.

Recognizing the importance of maintaining relationships based on mutual trust between employer and employees in order to facilitate business activities, TAIYO YUDEN Group creates opportunities for employer-employee communication, such as opinion exchange sessions.
Regularly hold labor-management conferences, etc. [including respect for or support for the right to collective bargaining].

The UN Global Compact states that "Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining".
Taiyo Yuden Group writes "TAIYO YUDEN GROUP shall respect the right to associate without any fear of revenge, threat, harassment, to enter the union and social gatherings and meetings between labor and employer and, to join a protest action, labor council in accordance with the laws and regulations in the nation." in the compliance items, and as part of its actions [initiatives], the following contents are regularly confirmed through internal audits and other means.

Based on the policy of enabling "job satisfaction, a purposeful life, and a comfortable lifestyle," TAIYO YUDEN is working together with the labor union to improve the workplace environment.
When major changes are being made to operating practices, the company and the union hold discussions at meetings of the Central Labor-Management Council. In pursuit of common goals to achieve the ongoing development of the company, the Labor-Management Exploratory Committee holds meetings to discuss issues related to working conditions and the workplace environment. The company and union have concluded a collective labor agreement regarding occupational health and safety, based on which issues are discussed and examined. When engaging in collective bargaining, the company and the union observe agreed-on provisions setting forth the notification period and consultation and negotiation rules, engage respectfully with one another, and act in good faith and in an orderly manner.

Labor Union at TAIYO YUDEN

Number of members: 2,742
Participation rate (out of the entire workforce): 81.9% (as of the end of FY2024)