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Invigorating people and workplaces

Human rights and diversity

Human Rights Policy

Tokyo Electron recognizes corporate social responsibility and believes that it is important for us to conduct ourselves with a strong sense of integrity. We recognize the importance of human rights and the responsibility of businesses to respect human rights. We have firmly upheld human rights since our founding as reflected in the spirit of “the Corporate Philosophy” and “the Management Policies” of the Tokyo Electron Group. We incorporate the concept of respect into every aspect of our business activities, and strive for the creation of a corporate culture that enables each person to realize his or her full potential and freely enjoy their livelihoods. We also give the highest consideration to the health and safety of every person and respect his or her dignity. For us, respecting human rights means a significant undertaking not only to fulfill our responsibility for eliminating adverse impacts on people caused through our business activities, but also those who support our business activities, and contribute to the realization of a sustainable dream-inspiring society.

The Principles & Scope of Our Human Rights Policy
We have committed to respect human rights in line with the United Nations Guiding Principles on Business and Human Rights, in addition to the International Bill of Human Rights and the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work that are referred to in the Guiding Principles. We also refer to the Ten Principles of the United Nations Global Compact 1 as well as the EICC® 2 Code of Conduct in order to grasp the demands of the times and human rights issues in our industry.
 
We respect human rights of all directly hired individuals including contract workers, part-timers and agency workers (“employees”) of Tokyo Electron Limited and its consolidated subsidiaries (“Tokyo Electron Group”); as well as employees of business partners of Tokyo Electron Group, especially those within our supply chain. Furthermore, we respect human rights of the customers who may be affected by safety of products and services manufactured and/or provided by Tokyo Electron Group.

Human Rights of Most Importance
Tokyo Electron believes our most significant focuses are in the following areas:
 
  • Freedom, Equality & Non-Discrimination 

We value the diversity of employees. We will not engage in or allow discrimination based on race, color, age, gender, sexual orientation, gender identity and expression, ethnicity or national origin, disability, pregnancy, religion and on similar grounds 3, in hiring and employment practices such as posting, access to training, wages, rewards and promotions. We have zero tolerance for any type of harassment in any work-related circumstance.

 
  • Freely Chosen Employment

We have zero tolerance for child 4 labor, forced labor 5, bonded labor 6 and human trafficking.

 
  • Product Safety & Workplace Health and Safety

We address health and safety through taking steps to ensure that our products and services do not threaten the life and health of the people who manufacture, provide or use them.

 
  • Freedom of Association

We create opportunities for open-minded dialogue with employees. We respect the right of employees to freely associate (form and join groups) and to voluntarily discuss and negotiate their relations with their employers as well as respect the right of the employees to refrain from such activities.

 
  • Appropriate Working Hours & Breaks/Holidays/Vacations

We respect the right of employees to live a healthy life. We conduct our business in compliance with all applicable laws and regulations relating to working hours, breaks, holidays and vacation days.




Human Rights Impact Assessment & Remediation Process
We will build and operate a human rights impact assessment and remediation process 7 framework. Through this framework, we will strive for the prevention, mitigation and remediation of, and avoidance of contributing to, adverse human rights impacts if they exist either directly or indirectly through our own activities and those activities associated with our business relationships.
 
We will also comply with all applicable laws and legislations of countries and regions where we operate. When faced with conflicting requirements with internationally recognized human rights principles, we will respect those principles to the greatest extent possible in the circumstances and will be able to present our efforts in this regard.
 
We will establish a human rights risk assessment process that will identify and assess our actual and potential adverse human rights risks and impacts, and respond to identified risks and impacts. The policy will be appropriately updated as needed based on the results of the process. We will also conduct periodical reviews of the effectiveness of these responses, and report on our human rights performance. We will also establish an effective operational-level grievance mechanism. 

We will continuously report on progress of the implementation of this policy to the public.

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Toshiki Kawai
Representative Director, President & CEO
Tokyo Electron Limited
 

1 United Nations Global Compact; We expressed our support of the Ten Principles of the United Nations (UN) Global Compact.

2 Electronic Industry Citizenship Coalition; We are a member of EICC ®, a CSR alliance in the industry that establishes a code of conduct on labor, health & safety, environmental and ethical issues.
3 This includes political affiliation, union membership, covered veteran status, protected genetic information or marital status.
4 Any person under the age of 15, or under the age for completing compulsory education, or under the minimum age for employment in the country, whichever is greatest.
5 All work or service that is exacted from any person under the menace of any penalty or undue disadvantage and for which the said person has not offered himself / herself voluntarily.
6 Slavery-like status or condition of a worker arising from his or her pledge to repay his/her or his/her relatives' debt.
7 A process to identify human rights risks, to prevent them from becoming actual adverse impacts on human rights and to address them in case human rights risks have become actual adverse impacts on human rights.




 

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Workstyles of a diverse workforce

Active involvement of women
Action plan
With business operations across the globe and with overseas sales accounting for more than 80% of total sales, TEL continues to develop work environments for a diverse workforce.

Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace, we have developed and implemented an action plan to promote the active involvement of female employees by 2019. The action plan lists two goals for improving work conditions for both women and men: achieve a 70% take-up rate of annual paid leave, and prevent harassment in the workplace.

As a result of efforts encouraging employees to take leave, the take-up rate of annual paid leave in fiscal 2017 was 64.1%.1 These efforts included understanding how much leave was being taken, raising awareness for the planned use of leave, and regularly monitoring how much leave was used. Meanwhile, the development of regulations was central to the efforts for preventing harassment. Some subsidiaries also took steps to establish and raise the profile of help desks and advisors, as well as reviewing and conducting effective training and education.

1 Group companies in Japan


Technology conference for women engineers
In February 2017, a technology conference for female engineers was held as an event to support female employees. On the day, five female engineers from different areas of the company gave presentations on their own areas of specialization and their own work styles. This event was an opportunity for the all-female audience to learn about the various roles in our company, as well as address their worries and provide advice for their future careers. About 90 female employees participated in the conference, with a teleconferencing system used to link our Akasaka headquarters with our factories and offices throughout Japan.


Active involvement of people with disabilities
TEL seeks to be a corporation where a diverse range of employees can work to their full potential. We have established an inclusive working environment for people with disabilities. People with disabilities account for 2.13% of employees at TEL headquarters and 1.98%2 of employees in Japan operations overall.

2 As of March 31, 2017
 

Employee voices | Active involvement of employees with disabilities

I joined TEL in 2015, and currently I am in charge of approval work for the export of parts. I commute to work by car, which is less stressful for me, and TEL has given thoughtful attention to my work setup. For instance, the document cabinets are at an easy height for me to use, and my desk has been placed close to the exit so that it is easier for me to get around in my wheelchair. What pleases me most about TEL is that I am treated the same as a person without disabilities. For example, during the recruitment screening process, I felt that I was being assessed on my skills and experience. Going forward, I will continue to work hard in order to meet the company’s expectations.

Akihiko Suzuki Export & Logistics Control Dept.

Akihiko Suzuki
Export & Logistics Control Dept.