- 100% : Adherence to Supplier Guiding Principles across the Coca-Cola Bottlers Japan Holdings Inc. Group value chain
Respect for human rights is a foundation of our business activities. Accordingly, we have established a human rights policy for realizing the sustainability of local communities where we conduct business. In order that respect for human rights is thoroughly and consistently put into practice, we are carrying out an aggressive awareness campaign on the variety of issues. This campaign consists of training at the individual level, e-learning, and information-sharing through the company's internal network, in order to deepen understanding toward respecting human rights. We aim to build a sound and dynamic work environment where employees are trained to think of human rights issues on a personal level, to be considerate of others, and to always think about other perspectives before taking any actions.
We aim for employees to be able to enjoy sustainable growth alongside the company. Since we consider people the company's most important asset, we are advancing various human resource initiatives. Specifically, we strive to foster the type of environment in which employees find work to be fulfilling. To achieve this, we must have a fair and equitable human resource management system that nurtures individual development and an environment in which a diverse and multifaceted group of people can play active roles.
We set our Mission, Vision and Values as “MVV” and our personnel systems are designed based on this MVV.
For instance, we encourage our employees to make an effort for developing themselves, and provide training courses, learning opportunities and so on. Our evaluation and salary systems are performance based and it can give a great treatment to employees who create great contributions for the company. In addition, in order to enhance D&I culture, we also provide a various systems like flexible working and remote working.
Largely dividing the nurturing of employees into cross-organizational training (obtaining skills and knowledge that fits the employee's growth and career steps) and specialized training (obtaining skills and knowledge for executing the respective department's work), each department plans and executes training programs aligned with the department's theme. In terms of educational methods, Coca-Cola Bottlers Japan Inc. Group provides 1) group training directed at improving the skills and knowledge of attendees; 2) on-the-job training (OJT) support for immediate supervisors who play a key part in nurturing employees; and 3) an environment for self-study (self-enlightenment) where individuals can study under their own conditions.
The Coca-Cola Bottlers Japan Inc. Group performance evaluation system has the twin purposes of improving business results and developing employees. The system is built upon evaluating work-related results and assessing whether daily conduct matches what is expected of a Coca-Cola Bottlers Japan Inc. Group employee. In order to evaluate each employee's performance properly and to ensure that he or she understands that evaluation, each employee has discussions regularly with a supervisor throughout the year.
As employees consistently demonstrate skilled performance, the company will reward them appropriately.
The Coca-Cola Bottlers Japan Inc. Group seeks to increase the skills of its employees and, by raising productivity and the quality of work, help its employees realize work-life balance. In order to achieve a workplace where employees can thrive and stay healthy, we actively engage in work style reform. Specifically, we have put in place a flextime system for working hours and are introducing a variety of work styles that are not restricted by location, allowing employees to work at home or in a satellite office. This is combined with a work/break interval structure that ensures a certain amount of break time after a set amount of work is finished, as well as efforts to reform corporate culture across the Group to encourage employees to leave the office on time or to take annual leave.
●Coming straight to or returning home from a third-party location
●Working at home or a satellite office
●Work/break interval structure
On July 1, 2022, we endorsed the "Declaration of Regional Revitalization Telework Promotion" promoted by the Cabinet Office. The term "Regional Revitalization Telework" refers to telework that contributes to regional development, such as working in satellite offices in rural areas, a movement that aims to contribute to the revitalization of rural areas in a variety of ways.
We will continue to support remote work and satellite offices to promote a location-independent work style. See here for the details.
The Coca-Cola Bottlers Japan Group aims to achieve sustainable growth together with its employees, and as part of its efforts related to our most valuable asset, human resources, we are striving to create a work environment in which diverse and multifaceted individuals can thrive.
Maintaining and enhancing the health of our employees is one of our key management imperatives, and we strive to nurture a corporate culture of “Health Comes First,” with the aim of staying healthy even at the age of 100 (“Road to 100”). This initiative is led by Calin Dragan, President and Representative Director, acting as the Chief Health Management Officer, while Narihiko Uemura, the Head of HR & General Affairs, is promoting the planning and implementation of specific measures as the Chief Health Management Promotion Officer.
*Sawayaka Style is a general term for activities that create an environment where employees can work comfortably by welcoming and respecting diverse personalities and positive ways of thinking.
Based on the philosophy that “health and safety come first,” the Coca-Cola Bottlers Japan Inc. Group believes that the backbone of its business continuity is to protect the safety and health of all employees and fulfill its corporate social responsibility. The Group will create and cultivate a corporate culture of safety based upon mutual trust and always putting principles into practice.
In order to prevent emergencies and accidents, we will take actions based on the key phrases “eliminating unsafe behavior” and “eradicating unsafe situations.” We will improve overall safety awareness at the workplace and inform every employee of safe behaviors and safe driving practices, and work toward zero emergencies and zero accidents at each workplace.
Our Group respects human rights. Respect for human rights is a fundamental value of Our Group, and our aim is to help increase the enjoyment of human rights within the communities in which Our Group operates.
This policy applies to Our Group, the entities that Our Group owns, the entities in which Our Group holds a majority interest, and the facilities that Our Group manages.
Our Group develop a due diligence process for human rights as a means to identify, prevent, and mitigate human rights risks of the business partners in our business and value chain. When an overt or latent adverse impact on human rights are identified in the course our business activities, we will strive to prevent and mitigate such impact in a rightful and fair manner. If Our Group's business activities are found to have been engaged in adversely impacting affairs directly or through relationship with a third party, we will remedy such issue or strive to provide equivalent support via appropriate procedures and work on the prevention of reoccurrence.
We recognize that we impact the communities in which we operate.
We work with stakeholders in each community to listen to their opinions, learn from them, and reflect them in our business activities.
We strive to communicate with stakeholders, as necessary, with respect to human rights issues related to our business.
We value and advance the diversity and inclusion of the people with whom we work. We are committed to the promotion of equal opportunities and are intolerant of discrimination and harassment at workplaces. We work to maintain workplaces that are free from discrimination or harassment on the basis of race, sex, color, national or social origin, ethnicity, religion, age, disability, sexual orientation, gender identity or expression, political opinion or any other status protected by applicable laws. The basis for recruitment, hiring, placement, development, training, compensation and advancement at Our Group is qualifications, performance, skills and experience. We do not tolerate disrespectful or inappropriate behavior, unfair treatment or retaliation of any kind, regardless of any personality or status. Harassment is not tolerated not only inside but outside the workplaces.
We respect our employees' right to form a labor union without fear of reprisal, intimidation or harassment. Furthermore, we strive to exchange constructive dialogues with the labor union and deliver negotiation in good faith.
We are committed to maintaining a workplace that is free from violence, harassment, intimidation and other unsafe or disruptive conditions due to internal and external threats.
Security safeguards for employees are provided, as needed, and are maintained with respect for employee privacy and dignity.
We prohibit the use of any forms of forced labor.
We prohibit the hiring of individuals that are under 18 years of age for positions that entail hazardous work, pursuant to relevant laws and regulations.
We operate our business in compliance with laws and regulations applicable to wages, work hours, overtime work, and benefits.
We are committed to providing transparent nutrition information and a range of beverage options to enable consumers to make informed choices consistent with a healthy lifestyle.
We strive to create workplaces in which open and honest communications among all employees are valued and respected.
We are committed to comply with applicable labor and employment laws wherever we operate.
Any employee who believes there is a conflict between the language of this policy and applicable laws, customs and practices; who has questions or concerns about this policy; or recognize an action that may violate this policy; are required to contact his/her manager, HR staff in charge, or the internal or external Ethics & Compliance Reporting Hotline, who makes every effort to maintain confidentiality.
No reprisal or retaliatory action will be taken against any employee for raising concerns under this policy. We will investigate, address and respond to the concerns of employees and will take appropriate corrective action in response to any violation.
The Human Rights Policy is aligned with Our Group's Code of Business Conduct and Ethics.
This policy is applicable to all the officers and employees of Our Group. In addition, we require our business partners to respect the Articles 3, 5, 6, and 7 herein.
The policy is revised and enforced effective November 1, 2020.