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Human Rights Grievance Mechanisms


  • Item

    Total number of complaints concerning human rights formally submitted to the system for handling complaints concerning human rights

  • FY 2014 results

    (Consolidated) 0

Responsible departments

Contact point: Corporate Compliance Department
Individual response: Global HR Department

Stance and target

Why is "Human Rights Grievance Mechanisms" a critical issue to be addressed?
Explanation of the reason and background

At the Yokohama Rubber Group, there is an increasing diversity of people working at domestic offices and subsidiaries. The nature of complaints concerning human rights is also becoming more diverse and the number of complaints is also on the rise. Considering this diversification of employees and ways of working, we view the presence of contact points at both domestic and overseas business locations that enable direct consultations on sexual and power harassment at the workplace to be important.

Complaint handling policy

The following seven items are set forth in the Yokohama Rubber Group Action Guidelines, and the same policy is followed in handling complaints.

  1. We will respect human rights both inside and outside of the company.
  2. We will create safe and healthy workplaces.
  3. We will aim for harmony with the global environment.
  4. We will provide safe and high quality products and services.
  5. We shall conduct corporate activities with high transparency and practice proper disclosure of information.
  6. We shall follow not only laws and regulations, but also social norms.
  7. We shall strive for co-prosperity with regional society.

Overview of Human Rights Grievance Mechanisms

In Japan, the Corporate Compliance Department has established a whistle-blowing system that consists of the Corporate Compliance Hotline and General Counseling Room. In addition, a Compliance Officer has been assigned to all departments and related subsidiary companies. This Compliance Officer gathers complaints and inquiries from employees.
Complaints concerning human resources are jointly resolved by the Corporate Compliance Department and HR departments.

Scope of use of the system for handling complaints concerning human rights

The system can be used by all employees, part-time employees, temporary employees, dispatch employees, and employees of contractors that work at the Yokohama Rubber Group.

Methods for spreading awareness of the system for handling complaints concerning human rights

The system is described on the intranet that can be used within the Yokohama Rubber Group, and it clearly states that consultations and reports can be conducted either with one’s name stated or anonymously. In addition, a Compliance Card that states matters including the whistle-blowing process is distributed to all employees to inform them of the presence of contact points.

Resolution process when a complaint is submitted

  1. The Corporate Compliance Department confirms the facts related to the consultation by the whistle-blower.
  2. The necessary measures are taken in consultation with the HR department.
  3. The results are directly reported to the whistle-blower if they have disclosed their name. Reminders are issued within the company as necessary if the whistle-blower is anonymous.

Monitoring of the effectiveness of the system for handling complaints concerning human rights

At the Corporate Compliance Committee that is held quarterly with the President as the Committee Chair, reports are made, the appropriateness of response is assessed, countermeasures are implemented, and follow-up is conducted.

Vision (attainment goal) / target

An original code of conduct, whistle-blowing system, and meeting bodies have been established at each business location including overseas business locations in an aim for uniform management.

Measures for vision achievement

We will continue communication through a document called the Compliance Monthly with each business location once per month. As the management of each business location has a high level of interest and similar awareness of compliance, in the three-year plan we plan to create a system under which the three points above are uniform.

Review of FY 2014 activities

The whistle-blowing system established by the Corporate Compliance Department is used by various people that include engineers, sales representatives, production site supervisors, and field workers.
Reports include complaints of sexual harassment, power harassment, reverse power harassment, abusive words, and violence.
There were 13 consultations during FY 2014, 12 of which were appropriately responded to.
In addition, because offices that have received reports are distributed in various regions, the consultation function can be viewed to be functioning effectively.

Issues and future improvement measures

We will establish contact points for complaints while respecting the cultures and customs of countries and regions with offices that will be opened in the future, establish frameworks capable of fully gathering information to ensure that there are no human rights issues at business locations or suppliers, and conduct education.