Human Rights and Compliance

Our philosophy of "Good jobs and good lives" reflects our desire to create a society in which working people find joy in their jobs and in their lives. Based on the idea that we want employees of CDC to have good jobs, achieve success, and lead prosperous lives, since our foundation in 1993, we have supported the basic principle that employees have the right to equal opportunities, respected the personality and abilities inherent to each and every individual, worked to create an environment where employees can make the most of their individuality, and promoted the establishment of systems to achieve these ends. 

 　This policy is intended to express our attitude toward and commitment to respect for human rights, which is indispensable for the achievement of our vision. We reflect the following in all of our business activities and various policies, and we work to respect human rights in order to achieve our vision together with our stakeholders.

We understand all human rights set forth in the International Bill of Human Rights (the Universal Declaration of Human Rights, the International Covenant on Civil and Political Rights, and the International Covenant on Economic, Social and Cultural Rights) and the ILO Declaration on Fundamental Principles and Rights at Work of the International Labour Organization (ILO), and we support and respect international norms such as the freedom of association and the right to collective bargaining, the prohibition of all forms of forced labor, the effective abolition of child labor, the elimination of discrimination in employment and occupation, and the prohibition of discrimination and harassment based on gender, sexual orientation, age, place of origin, nationality, race, ethnicity, creed, religion, or disease. 

　We also engage in business activities based on the United Nations Guiding Principles on Business and Human Rights.

Prohibition of discrimination：

 We respect the human rights of all people and we will never commit discrimination, or other acts that impinge upon the dignity of individuals, based on race, nationality, ethnicity, religion, thought, gender, social status, age, sexual orientation, gender identity, or mental or physical disability. As part of our compliance efforts, we have established a reporting contact point for employees and job seekers to use for consultation in the event of a violation of human rights. 

Prohibition of harassment：

 In order to maintain the safety and physical and mental health of working people, we shall not use any words or actions that impinge upon the dignity of individuals, whether mentally or physically. We have established guidelines that clearly set forth the prohibition of sexual harassment, abuse of authority, and harassment related to pregnancy, childbirth, childcare leave, etc., and we have established a contact point for reporting for such matters. 

Prohibition of forced labor and child labor：

 We shall prohibit forced labor and child labor and provide decent work so that working people can engage in active and humane jobs of their own free will. Also, CDC shall never tolerate modern slavery in any form, including human trafficking, and shall not do business with companies that engage in such practices. 

Protection from industrial health and safety risks：

 We shall confirm laws, regulations, and rules regarding workplace safety and health and the status of their implementation, and we shall create a safe and healthy working environment for all employees. In order to maintain the safety and physical and mental health of working people, we shall promote the creation of comfortable working environments and workplace environments, and we shall respect the freedom of association and the right to collective bargaining based on free will. 

Securing minimum wages and managing proper working hours：

 We shall observe applicable laws and regulations, and comply with all laws and regulations relating to working hours, holidays, leave, and wages. In order to ensure that our employees lead healthy and cultured lives, we shall pay them appropriate wages and manage their working hours appropriately. We are also striving to maintain high-quality working levels that enable employees to enjoy fair and market-based income and benefits.

１）Employees

 We shall respect the human rights and personalities of employees and strive to improve the environment so that they can work actively and with satisfaction. We shall also provide appropriate internal education and training to ensure that employees understand and implement this policy. 

２）All business partners involved in our business

 We expect that business partners understand and support the content of this policy, and we shall work with them to respect human rights so that this policy is respected. 

３）Users of our job opening information services, personnel placement services, and worker dispatch services

 We shall encourage our corporate customers to support and understand this policy so that service users are protected from any acts that could lead to human rights violations or employment discrimination. If there is confirmation of involvement in human rights violations or employment discrimination, we shall suggest corrections.

We have established a contact point for internal and external stakeholders to report acts that violate or may violate our human rights policies. We have also established a contact point for the users of the various services we provide, handle any information provided from the contact point appropriately, and, in the event that an incident leading to human rights violations is found, strive to provide prompt response and relief.

１）Whistle-blowing system, etc.

 In addition to the whistle-blowing contact point available to all employees for the resolution of human rights issues, including the violation of laws and internal regulations and harassment, we have established a contact point for consultation to resolve issues related to our personnel system, working environment, interpersonal relationships within departments, and organizational culture. We have also established a contact point for whistle-blowing for users of our worker dispatch services to consult and submit complaints about workplace harassment. 

 In the event that a negative impact is discovered through the whistle-blowing system or other systems, we shall immediately take appropriate measures for remedy and correction. We also ensure that the privacy of whistle-blowers is protected to protect them from any disadvantages. 
 

２）Dedicated contact point and external contact point for consultations on harassment and other forms of unfair treatment

 In addition to the whistle-blowing system, we have also established the Harassment Consultation Hotline dedicated to consultations on harassment and other forms of unfair treatment. It accepts consultations on a wide range of cases, not only cases where harassment has actually occurred in the workplace but also where there is the potential for harassment to occur and where it is uncertain whether an act constitutes workplace harassment. 

 We have also established a contact point for all employees to consult with external counselors, physicians, and other experts. In addition to consultations on harassment and other forms of unfair treatment, it also accepts consultations on a wide range of topics, including illnesses and mental stress caused by such treatment. We also make sure to protect the privacy of consulters to prevent any disadvantageous treatment. 

３）Consultation contact point for users of our job opening information sites, personnel placement services, and worker dispatch services

 We have established an inquiry contact point on our corporate website for all users of our job opening information sites, personnel placement services, and worker dispatch services to consult and report on human rights issues. 

４）Screening room

 This is a space for companies that want to use our recruitment services to be screened for compatibility with the recruitment service usage standards stipulated based on safety, security, and convenience for job seekers, and to be checked for compliance with laws, regulations, and guidelines, including whether their job descriptions contain any illegal statements or phrasing that may constitute discrimination. If there are any deficiencies, we suggest corrections.

　In the process of implementing this policy, we shall seek advice from independent external experts and engage in dialogue and discussion in good faith with relevant stakeholders.

　We shall provide employees with the education and awareness-raising necessary to ensure the practical implementation of this policy and the further spread of correct information on respect for human rights.

　If it is found that we have caused or facilitated an adverse impact on human rights, we shall make efforts to correct the situation by appropriate means.

　We shall work to disclose information appropriately and make regular reports on the progress of our initiatives to respect human rights.

　We believe that the company’s continuation is for the sake of the livelihood of its employees as well, and we always strive to avoid any situation that destabilizes their livelihood. To this end, we want to be notified of any information that could cause a major hindrance to the continuity of CDC's business and to resolve it as appropriate.

　There are various forms of harassment within a company, and they can considerably affect the efforts of employees to achieve better performance. Of course, we believe that making others feel uncomfortable is unacceptable in and of itself.

　Although we currently have all of these contact points established internally, we feel that there are some cases where it may not be feasible to consult with internal contact points, and so we will give appropriate consideration to building a structure to make consultation easier, including establishing external contact points. In some cases, there may be background factors to the harassment, such as issues with communication or the workplace environment. We shall prevent harassment by conducting manager training to teach managers how to communicate with their subordinates, and by continuing to monitor whether workloads and working hours are appropriate, an effort that we have already implemented.

  In November 2016, we established the Compliance Office, which operates the whistle-blowing system. At present, we publicize information on the contact point for consultation in an email to all employees twice a month. In the event that a relevant incident occurs, we shall take appropriate and prompt action. Of course, we will respect the privacy of consulters and ensure that they will never be treated unfavorably.

 　In May 2019, we established a contact point for consultation on harassment. One male and one female staff member are assigned to handle various types of consultation. Prior to the establishment of the contact point, such consultations were made through the whistle-blowing system. 

　When we set up this contact point, we sent out a company-wide email publicizing it, the background behind its establishment, and the penalties for harassment. We also separately shared information on the contact point to personnel of manager level and above, including consultation numbers and specific examples from society, to ensure that they understood it thoroughly. Currently, to make sure everyone is familiar with the contact point, we send an informational email twice a month to all employees, and include points of caution for management on our internal website for managers.