Respect for human rights and creation of comfortable workplaces

Initiatives toward respect for human rights

The Aichi Steel Group states in the Aichi Steel Group Action Guidelines that it will comply with domestic and foreign laws and regulations both in letter and in spirit, and that it will respect human rights, and sets out behavioral standards for this.

Through level-based training and other educational opportunities, we cultivate a corporate culture in which the diversity of each employee is respected. In addition to the prevention of workplace harassment and implementation of appropriate measures by our Harassment Prevention Committee, we also hold workplace study sessions. The Aichi Steel Compliance Hotline is also in place for use by employees with issues regarding human rights. This system enables employees to consult directly with advising legal representatives.

Aichi Steel Compliance Hotline flowchart

Publishing and distribution of the Aichi Steel Harassment Prevention Guidelines (booklet)

We summarized our harassment prevention policy, basic stance, the company’s responsibilities, and employees’ obligations into the Aichi Steel Harassment Prevention Guidelines booklet, which we distributed to ensure that everyone fully comprehends its content.

Going forward, we will also continue to use the workplace management handbook currently in use, and ensure full comprehension among employees through training.

Hiring and employment policies

In addition to basic matters regarding employment prescribed by law or in collective labor agreements, Aichi Steel has set forth its Rules of Employment, with the goal of establishing fair labor conditions and maintaining order in the workplace.

We clarify and implement recruiting standards in conformity with the Equal Employment Opportunity Law, the Corporate Code of Conduct set forth by the Japan Economic Federation, and the Aichi Steel Group Action Guidelines.

Labor composition (fiscal year)

Fiscal year 2016 2017 2018 2019 2020
Total workers
(persons)
2,521 2,592 2,663 2,687 2,733
Male
(persons)
2,341 2,401 2,451 2,466 2,508
Female
(persons)
180 191 212 221 225
Managers
(female) (persons)
303
(3)
312
(4)
322
(4)
327
(4)
328
(3)
Regular employees 
(women) (persons)
2,218
(177)
2,280
(187)
2,341
(208)
2,360
(217)
2,405
(222)
Average age
(years)
39.5 39.4 39.4 39.6 39.5
Average service
(years)
18.9 18.4 18.4 18.4 18.0
Turnover rate
(%)
0.71 1.03 1.00 1.43 1.26
Voluntary resignation 
for personal reasons
(women) (persons)
19 28
(2)
27
(4)
39
(7)
36
(2)
New graduates 
employed
(female) (persons)
82
(15)
97
(16)
105
(23)
90
(15)
87
(9)

Efforts to reduce total working hours

A variety of activities are promoted in which labor and management work together to create a working environment that is friendlier to workers and helps enrich their lives.

Proactive efforts are underway to prevent health hazards due to overwork and to ensure the physical and mental health of employees through the promotion of work-life balance. These include efforts to reduce total working hours through the establishment of a labor-management review committee charged with reducing overtime hours and encouraging employees to use paid leave.

Changes in total working hours (hours worked per person per year)

Fiscal year 2016 2017 2018 2019 2020
Hours 2,219 2,177 2,139 2,050 1,988

Usage of annual paid vacations

Fiscal year 2016 2017 2018 2019 2020
Usage rate (%) 55.5 63.5 66.5 68.0 47.5*

Usage rate of 20 days paid vacation
* Impact of lost worktime due to the COVID-19 pandemic

Details: Non-financial Highlights