Mazda respects for human rights as fundamental to its corporate activities. Mazda believes that a friendly, productive workplace in which employees respect the dignity and individuality of their coworkers is essential. Such a workplace harnesses the capabilities of its employees and is a source of great strength for the organization.
With this in mind, Mazda adopted the Human Rights Declaration in November 2000. The declaration states that Mazda must never tolerate human rights violations of any kind, including discrimination and bullying on the basis of race, nationality, faith, gender, social status, family origin, age, physical disability or sexual orientation, and also states that Mazda is determined to eliminate human rights violations from business activities both inside and outside the Company. Based on the notion that there is no end to human rights efforts, the Company continues its initiatives with the ultimate goal of zero problems.
Human Rights Declaration (November 2000)
Mazda will strive to become the leading company in Japan for respecting human rights and for the ethical treatment of its employees.
Mazda recognizes that, from the perspective of human rights due diligence*1, a system and mechanism to grasp the activity status and to identify, report, correct and follow-up actual and potential negative impacts are required. The scope of human rights activities has been expanded to include domestic and overseas Group companies as well as suppliers, with the following efforts being conducted.
*1 Due diligence is the comprehensive, proactive process to identify the actual and potential negative social, environmental and economic impacts of an organization’s decisions and activities over the entire life cycle of a project or organizational activity, with the aim of avoiding or mitigating negative impacts (cited from ISO 26000).
Rules / Guidelines
One of the five principles of behavior stipulated in the Mazda Corporate Ethics Code of Conduct is “to comply with laws and regulations, company rules, common sense and sound practice in international society.” Mazda has striven to increase employee awareness of its fundamental approach to respect for human rights, by further clarifying Company policies and standards of behavior among employees, in the light of the basic principles of the United Nations Universal Declaration of Human Rights, the United Nations Guiding Principles on Business and Human Rights, and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work.
Specifically, Mazda established the Guidelines on Eliminating Sexual Harassment in 1999 and the Rules to Eliminate Human Rights Violations in 2000, prohibiting any activity that may infringe on an employee’s human rights, and created a list of rules and guidelines to ensure a good working environment. In general, these rules and guidelines will be reviewed, with consideration to internal and external circumstances at the time, and if necessary, will be revised accordingly. Recently, these rules and guidelines were revised in FY March 2013.
Systems for Promoting Human Rights
The Human Rights Committee, comprising executive officers and division general managers, deliberates on human rights activities, and based on their decisions the Human Resources Office promotes human rights education activities and resolves issues throughout the Group. Each division manager leads the division’s activities as the human rights promotion officer at Mazda Motor Corporation, while the person in charge of human rights leads activities at each Mazda business location as well as at Group companies in Japan and overseas.
Exchanges of opinions among Group companies take place on a regular basis. Serious human rights violations within the Group are reported to Mazda Motor Corporation human resources officer or other senior executives, providing a framework that enables the implementation of Group-wide solutions.
Once a year, the Global Employee Engagement survey is conducted to check the progress in human rights initiatives and confirm whether there is any problem to be addressed or not. The results of the survey are fed back to each management and improvement measures are taken as needed.
As for suppliers, Mazda seeks to establish a suply chain in which suppliers are also required to fulfill their social responsibilities in the area of respect for human rights, based on the Mazda Supplier CSR Guidelines.
Human Rights Promotion System
Global Employee Engagement Survey
(Positive Answer Percentage)
|FY March 2014||FY March 2015||FY March 2016|
|I understand the company's basic philosophy and policy for human rights.||67%||66%||68%|
|Company ensures human rights are properly protected.||61%||63%||64%|
Activities at Group Companies in Japan and Overseas
Based on its “ONE MAZDA” concept, Mazda is committed to promoting human rights activities in its Group companies. Based on the Mazda Human Rights Declaration’s basic principles and with reference to the Rules to Eliminate Human Rights Violations, the Guidelines on Eliminating Sexual Harassment, and other guidelines, Mazda Group companies are maintaining a set of rules and guidelines that take into account the conditions in each country where they are applied. Through these efforts, the Company strives to protect human rights at all companies throughout the Group. There is also regular information exchange between human rights officers at Mazda Motor Corporation and each Group company. Depending on the circumstances of the particular company, Mazda Motor Corporation may also take steps such as providing training/education tools or dispatching instructors.
During FY March 2016, Mazda supported Group companies in establishing a system for human rights training, and provided materials of Mazda’sr Human Rights Meetings to Group companies.
Problems arising at Group companies are reported through the pertinent superiors, but in cases where this is difficult, direct reporting from employees is accepted via the Human Rights Counseling Desk, the Female Employee Counseling Desk, Mazda Global Hotline, etc.
Human Rights Counseling by Dedicated Counselors
Mazda has established a Human Rights Counseling Desk and a Female Employee Counseling Desk to receive human rights consultations from employees, and deal with and resolve human rights issues by providing advice, early relief from human rights violations, etc.
Mazda has set out regulations mandating strict confidentiality, guaranteeing immunity from reprisals, and ensuring that no disadvantage will accrue to employees who request consultations. Counseling is offered in various forms, such as face-to-face, by telephone, or by e-mail. The Counseling Desk works to promptly respond to consultations, with the goal of rapidly improving the work environment for the affected employee. Necessary support is also offered in order to ensure respect for human rights in the entire workplace in question. For further effective support for each case, the counseling desks also provide counseling for any trouble or worry regarding work and family life.
These counseling desks are managed by the Human Resources Office, and following set protocol, all received cases are followed up until they are resolved. To prevent similar cases from occurring, the counseling desks investigate all the facts and work in collaboration with related divisions/departments, while giving sufficient consideration to the intention of the employees who have requested consultations.
Initiatives to Eliminate Human Rights Violations
Mazda carries out various initiatives to eliminate human rights violations. If a problem involving human rights violations occurs, after dealing with it appropriately, the Company discloses the case on the intranet as an example of disciplinary actions, and educational and awareness raising activities are conducted so as to prevent a recurrence. The results of handling these cases are recorded and managed in accordance with the stipulated procedure, and reported to the Human Rights Committee. These records are used to formulate more effective Company-wide policies and to prevent the recurrence of similar problems.
Training and Educational Activities
To raise awareness of human rights, Mazda requires all employees to consider human rights issues by participating in training programs and educational activities.
The status of employees’ human rights awareness is gauged based on the results of questions related to employee human rights included in the Global Employee Engagement Survey. These results are referred to during revisions of activities and improvement measures. In March 2008, Mazda became the first corporation in Japan to be awarded the Human Rights Merit Award by Japan’s Ministry of Justice and the National Federation of Consultative Assemblies of Civil Liberties Commissioners.
Human Rights Training*
Mazda holds obligatory human rights training programs for employees when they are promoted in rank or position. The Company also holds event-based training such as human rights lectures for executive officers and senior managers. In FY March 2016, Mazda held a new training program for managers and supervisors at the Hiroshima Plant to remind them of human rights, in addition to the training program to be received at the time of promotion in rank and position. A total of about 3,900 participants attended these human rights training programs.
- ■ In FY March 2014, an e-learning program entitled “Power Harassment” was offered for managers and above. In FY March 2015, programs for general employees were added, so as to promote Company-wide awareness of “correct recognition of power harassment,” “proper leadership” and “risks caused by power harassment.” In FY March 2016, an e-learning program was held again, to ensure that all employees could recognize anew the issue of power harassment.
- ■ Human rights mini-lectures and other information are offered via the in-house intranet.
President’s Message During Human Rights Week*
A message from the Company president to all employees on the importance of respect for human rights is delivered every year during Human Rights Week, in connection with Human Rights Day on December 10.
Human Rights Meetings*
Regular meetings (four times a year for plant workers, twice a year for office workers) are held at each workplace themed on familiar topics, so that employees may develop awareness for human rights on a daily basis.
Themes of Human Rights Mini-Lectures (Examples)
- ■ Sexual diversity (LGBT)
- ■ Power harassment
- ■ Sexual harassment
- ■ Various issues and challenges (regarding women, people with special needs, nationality/race, the elderly, [HIV-] infected persons, etc.)
Other Human Rights Education Activities*
Distribution of Human Rights Card upon hiring, and conduct of Human Rights Slogan Competition, etc.
Human Rights Card
* Initiatives of Mazda Motor Corporation
Collaborating with External Organizations and Contributing to Local Communities
Mazda actively collaborates with local governments, companies and other external organizations to implement human rights protection activities for local communities.
Other efforts towards promoting respect for human rights include social contributions, such as participating to human rights events in regional communities, exchanging opinions with human rights organizations, adopting measures against poverty, supporting for an HIV/AIDS care facility, and supporting the education for ethnic minority groups. (Mazda Sustainability Report 2016 Social Contributions Version)