Basic Policy
In order to provide a workplace in which employees are inspired to work energetically and the company is invigorated, Duskin proactively employs highly skilled and motivated human resources including women, foreign nationals, and mid-career hires, and promotes environments in which everyone can fully display their capabilities and experience.
To actualize these goals, we declare our philosophies in our conduct guide called the "Duskin Code of Conduct".
●Duskin Code of Conduct 7: Duskin and its employees
- 1.Respect for human rights
- As employees, we will be considerate of each other so that every individual can maximize their individuality and capabilities. In addition, we will respect the human rights of everyone involved and endeavor to create an open workplace environment. If we become aware of any human rights violations, we will notify the human resources department or submit a report through the company's internal whistleblowing system.
- 2.Fair evaluation and elimination of discrimination
- We recognize there to be different ways of thinking and diverse values among employees and we will ensure that no one is discriminated against in workplace evaluations or treatment based on gender, sexual orientation, age, nationality, race, beliefs, religion, or physical or mental disabilities.
- 9.Maintaining occupational health and safety
- We will strive to maintain and improve a safe and hygienic workplace environment to prevent workplace accidents by fully understanding and complying with relevant laws and regulations, and also by ensuring that employees can unleash their full potential.
- 12.Prohibition of harassment
- We will reflect on our actions and remain constantly aware of whether our words and actions are appropriate, thereby ensuring that we do not engage in sexual harassment, so-called power harassment in the workplace or unreasonable treatment based on pregnancy or childbirth.
Hataraki-san (employees)
People who are generally referred to in companies as employees or staff are called Hataraki-san at Duskin. This comes from the word "hataraku" in Japanese, which means "to work," and also means "to make things easier (raku) for others around you (hata)." When a person works hard for other people without thinking of their personal convenience, that will lead to a positive motivation to work hard and a sense of meaning in life because of the happiness and gratitude other people feel. This is the philosophy behind the word of Hataraki-san.
Basic Policy Concerning Respect for Human Rights
The Duskin Code of Conduct, which declares our shared sense of values, states that we "Respect human rights" throughout the entire supply chain. This makes clear our corporate stance of "embedding our actions with a thorough commitment to the spirit of 'respect for human rights' in all of our corporate activities". We maintain a Human Rights Policy that promotes this respect for human rights and complements the Duskin Code of Conduct.
- 1.Supporting international standards
- We support and respect international human rights standards such as the "International Bill of Human Rights" (Universal Declaration of Human Rights and International Covenants on Human Rights) and the "Declaration on Fundamental Principles and Rights at Work" from the International Labour Organization (ILO). Also, in addition to deploying business activity in line with UN "Guiding Principles on Business and Human Rights", we also comply with related laws and regulations of the countries and regions we do business in.
- 2.Respecting basic workers' rights
- We respect basic workers' rights, including the freedom of association, the rights of workers to organize, and the right to collective bargaining.
- 3.Preventing forced labor and child labor
- We do not allow any forced labor and child labor whatsoever anywhere in the supply chain.
- 4.Eliminating discrimination
- We do not allow discrimination based on the grounds of race, nationality, appearance, language, gender, age, sexual orientation, religion, political beliefs, disabilities, past history, status, etc.
- 5.Maintaining pleasant workplace environments
- We strive to maintain a pleasant workplace environment that complies with minimum wage, reduces long work hours, eliminates harassment, and also considers the safety as well as the physical and mental health of our employees.
- 6.Efforts for human rights education and awareness
- We strive to offer educational opportunities to deepen correct understanding and awareness concerning human rights, and promote efforts to integrate such into our corporate culture.
- 7.Human rights due diligence
- We implement a series of procedures to identify, prevent, reduce, and avoid negative influences towards human rights that can arise through business activities.
Our human rights record
| |
FY 2024 |
| Human rights infringements |
0 infringements: We did not have any cases of severe human rights infringements. |
| Human rights-related consultations |
Number of usages of "Hotline", a whistleblower response service that guarantees confidentiality and anonymity: 22 consultations |
Employee Awareness Survey (Engagement Survey)
Duskin views our employees as vital human resources who continuously create new value. To this end, we periodically conduct employee awareness surveys as part of our commitment to maintaining a motivational and supportive workplace and to pursuing ongoing improvement as an organization. We analyze employee awareness, workplace culture, and organizational vitality from multiple perspectives, and make every effort to develop and implement measures that enhance engagement.
- Survey overview
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- Subjects: Full-time Duskin employees
- Response method: Signed
- Respondents (response ratio): 1,634 employees (99.5%)
- Question themes: 4 themes surveyed
- "Empathy and practice of the corporate philosophy, job satisfaction, personal growth, company growth"
The survey revealed that, compared with the fiscal years ended March 2024 and March 2023, empathy and practice of our corporate philosophy remain at a consistently high level. However, job satisfaction, personal growth, and company growth have shown a slight decline. In particular, responses related to "personal growth toward one's desired future" and "company growth and development" tended to be less positive among employees in their 30s. We recognize that clarifying the company's future vision is a key challenge moving forward.
■Personnel system renovation points
Maintaining an environment in which all employees can contribute their own individuality, feel motivated, and be active.
- (1) Started the reevaluation of evaluation methods and the competency-based "Job-Based Management Position Appointment" that does not reflect choices based on age or rank
- (2) Created new "specialist positions"
- (3) Established a new system for retirement and rehiring
- (4) Continued the system of reinstating (rehiring) employees
- (5) "Desired divisions, job type, and region" survey used in job transfers
- (6) Generous benefits for transferees
