Respect for Racial Difference and Diversity
Basic Idea of Human Rights
As one of the group companies of Mitsubishi Heavy Industries, Ltd., our Company complies with the below-mentioned MHI Group Global Code of Conduct.
Respect and equality
MHI-MS is strongly committed to human rights and employees' rights as expressed in the relevant international conventions.
With this Code of Conduct, the company seeks to support and develop a single common corporate culture. This culture is one of inclusion and mutual trust, in which everyone who works for MHI-MS is treated equally with dignity and respect, regardless of race, color, religion, political conviction, gender, age, national origin, sexual orientation, marital status or disability or any other characteristic protected by national or local laws. MHI-MS will not tolerate discriminatory treatment of any kind.
MHI-MS will ensure that it:
- does not use compulsory or forced labor in any of its operations,
- does not use child labor in any of its operations,
- maintains a framework of fair and just remuneration, air working hours and benefits, and
- maintains open communication with employees, according to the laws or practices of the countries in which it operates.
Improvements to realize a safe and employee-friendly working environment
Our Company strives to make improvements to realize a safe and employee-friendly working environment in accordance with the MHI-MS Group Global Code of Conduct mentioned below.
Working in a safe environment
MHI-MS considers its employees to be its most important asset to achieve its goals and believes that all employees are entitled to a safe and secure workplace where no one is exposed to unnecessary risk.
MHI-MS is committed to:
- continuously review and improve its occupational health and safety procedures and guidelines, and
- give employees the appropriate training and information they require to manage risks in their own work environment whether on MHI-MS property or any other site.
In support of MHI-MS's commitment every employee is obliged to:
- participate in all mandatory training,
- undertake only work for which they are trained, competent, and fit to perform,
- follow MHI-MS's safety rules and procedures at their workplace, including the use of all relevant standards and instructions,
- demonstrate safe working practices and refrain from work that is potentially unsafe,
- help to ensure other people - employees, subcontractors and other relevant parties - follow MHI-MS's safety rules and procedures, and
- refrain from work when their performance is impaired by illness, injury, alcohol, or any other substance, prescribed or otherwise.
- Work environment free of harassment
Every MHI-MS operation should be characterized by mutual trust and respect for the individual.
Therefore MHI-MS will not tolerate:
- sexual harassment,
- any other kind of harassment, whether direct or indirect, physical or psychological, verbal or non-verbal, and
- any other action or activity that creates a hostile working environment for its employees.
Contact Offices for Employee Consultations and Approaches to Prevent Harassment
Our Company has established a “Whistle blowing contact office for compliance” operated both inhouse and externally as a contact office for employee consultations. For harassment-related issues, we have set up a “Contact office for consultations on harassment” internally and externally as a contact office specializing in approaches to prevent harassment.
Our Company has set up a contact office specializing in the prevention of harassment to receive information on the circumstances of persons involved through dialogue and to properly deal with harassment incidents while affirming the intentions of persons seeking consultation for resolution.
Promotion of Active Female Participation
Our Company has established the following basic policy as a “General Employer Action Plan” under the Act to Promote Women's Participation and Advancement in the Workplace.
Create a workplace where all employees, whether men or women, can actively participate, promote reduced working hours, and actively approach the promotion of work-and-life balance under the initiative of top management.
Under this basic policy, our Company endeavors to reduce long working hours by setting the goal of “Reducing the average total annual working hours per employee to less than 2000 hours by the end of March 2021.”
The following are the main measures to meet the above goal:
- Designate every Wednesday as a “refresh day,” and a salary and lump-sum payment payday as a “harmony day,” and designate the refresh day and harmony day as “days when employees leave work on time.”
- The manager of each workplace takes the initiative to encourage his or her subordinates in the workplace to take paid annual leave. The goal is to have each employee take 20 or more days of paid annual leave, on average, per year.
In addition, our Company promotes its own work system reforms and takes steps to streamline work, etc. within the framework of this activity.
Information on Employees
|Composition of employees
(including rehired employees)
|Composition of persons in managerial positions||Male||334 persons|
|Rate of annual paid leave taken||67.50% (14.85 days / 22 days)|
|Number of persons
mandatorily retired / number of persons rehired
|Number of persons mandatorily retired 40 persons(Re-employed: 10 people)
(Persons subject to mandatory retirement as of September 2021 and March 2022)
thirty of the 40 mandatorily retired persons were rehired.
|Average age||43.44 years old|
|Average number of years of continuous service||17.67|
|Number of persons newly employed||Male||13 persons|
|Turnover rate||7.27% (8/110 persons)
Turnover rate among new graduates employed from April 1, 2019 to April 1, 2021
|Rate of employment of persons with disabilities||Calculated employment base||1416.5|
|Actual employment rate||2.60%|
- All figures are values as of April 1, 2022, except for the employment rate for persons with diabilities (including temporarily transferred employees, rehired employees, and contract employees)