Basic Approach and Policy
Olympus supports the United Nations Declaration of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, UN Guiding Principles on Business and Human Rights, and the 10 Principles of the United Nations Global Compact. To put international initiatives into practice in our business activities, we have also clearly spelled out the respect for human rights in the Olympus Global Code of Conduct. In addition, we have formulated the Olympus Group Human Rights Policy that stated implementation of human rights due diligence based on the UN Guiding Principles. We strive to respect human rights in the management of our businesses. We also urge our customers and third parties which are promoting business activities with Olympus to comply with the protection of human rights.
Initiatives with Suppliers
Olympus publishes "Global Standards: What Olympus Expects of Third Parties" to show its basic requirements to all the third-parties that support its business activities. Olympus has also adopted the "Request to Suppliers," a document defining its expectations toward suppliers in such areas as respect for human rights, compliance with laws, regulations and social norms, including the laws concerning the exclusion of antisocial elements, the prohibition of corruption, bribery and similar behavior, the promotion of fair and equitable trading, and consideration for the environment. Once each year, we use a Web-based system to conduct a corporate survey in this regard targeting major suppliers all over the world, and the survey results are utilized for work procedure improvement to avoid problematic incidents (see page 43). There have been zero incidents so far. In cases where we find problems related not only to compliance with local regulations and social norms but also respect for human rights in our on-site audits and if the supplier does not comply with Olympus's request to make improvements, we may terminate our business with them.
Human Rights Due Diligence
Olympus participates in various research groups to verify and strengthen initiatives that target human rights issues within the Olympus Group.
Since 2017, we have been a co-managing member of the Human Rights Education Subcommittee of Global Compact Network Japan (GCNJ), whose headquarters are at the United Nations Information Center (UNIC). Research has been conducted on themes aimed at a greater understanding of the UN Guiding Principles on Business and Human Rights and a wider awareness among businesses, with the aim of developing a human rights educational tool regarding the rights of women, persons with disabilities, LGBT and other gender minorities, child labor and foreigner in Japan that can be employed internally by participating companies. In FY2020, we participated in the training program organized by GCNJ's Human Rights Due Diligence Subcommittee and is using what was learned to reinforce our human rights due diligence activities described below.
In FY2021 we became a member of Business for Social Responsibility (BSR), a global organization offering support to businesses in the field of human rights and sustainability, and we are reinforcing our global activities in the area of human rights due diligence in compliance with the principles set out by the United Nations. In January 2021, a human rights impact assessment was conducted with support from BSR for the entire Olympus Group, including our regional headquarters (for the Americas, Europe/Middle East/Africa, China and Asia-Pacific). The assessment was participated in by the senior management in each region, including the managers of the business divisions and functions. Prior to the assessment, all members who participated in the human rights impact assessment underwent training related to global trends in business and human rights. In FY2022, we plan to use the assessment findings to identify the most important risks that affect our business activities and implement concrete measures to prevent and reduce risks. Employee training on human rights and business will be organized concurrently, along with upgrading and expanding the scope of human rights due diligence for our suppliers and other third parties.
Preventing Harassing Behavior and Promoting DEI
The Olympus Global Code of Conduct states that "Our Behaviors" are the expression of "Our Core Values" through our day-to-day activities. The Code of Conduct places the highest value on "Respectful Behavior." Olympus Group does not tolerate harassment or discrimination based on personal characteristics such as gender, age, nationality, ethnicity, skin color, political views, sexual orientation, religious beliefs, social background, or disability. Olympus makes every effort to prevent workplace harassment by itemizing concrete prohibitions on sexual and other types of harassment in the employment regulations.
The Olympus Group has created an organization structure that includes its worksites outside Japan to prevent harassment of any kind and to resolve any incidents that may occur swiftly and completely. Olympus and its Japan subsidiaries have also established a Harassment Hotline in each business site and subsidiary as a preventive means and to provide a prompt and pertinent solution if a problem arises. Our Hotline officers are trained with the skills and knowledge to handle complaints appropriately, which include the protection of the privacy of the consulter or harassment victim, ensuring consultation confidentiality, and preventing any adverse consequences from the consultation. Since FY2019, we have delivered the Harassment Prevention Guidebook to all employees of the Japan subsidiaries. In this guidebook, a description of gender minorities, such as LGBT, was also included. We keep up-to-date with the expanding scope of harassment, which covers power harassment and gender harassment, including maternity, paternity, and LGBT issues. Accordingly, the coverage of our internal consultation manual has been revised and enhanced. In June 2020, the so called "Power Harassment Prevention Act," which stipulates that companies must take preventative measures regarding harassment, was enforced. In preparation for this and to avoid potential incidents we provide an e-learning course to help employees to understand the key points of the law and what could be seen as power harassment.
We also hold regular harassment prevention training programs for managers (with 730 participants in FY2020—a 79% participation rate), who are responsible for creating a culture of respect in the workplace, to widen their understanding and to ensure harassment-free offices.
To promote diversity, equity and inclusion (DEI), we have been organizing activities to support the empowerment of women, widen the employment of persons with disabilities and to bring greater understanding and support for sexual minorities. A training system has been organized to improve the empowerment of women, and several training programs have been organized to increase the appointment of women to managerial posts.
In Japan and the USA, on International Women's Day in March 2021 we held internal events that included lectures on women's career development by internal and external experts and leaders (Participants: 604 in Japan, around 80 in the USA).
The group of eight special-purpose subsidiaries for the employment of people with disabilities achieved an employment rate of 2.6%, exceeding the statutory employment rate of 2.3% raised in March 2021. In Japan subsidiaries, we also held training programs for officers involved in employing people with disabilities to improve the number of people with disabilities we employ and to support their work.
We conducted a range of activities to widen the understanding of sexual minorities and provide support. Such activities included establishing a dedicated consultation office, providing seminars to promote awareness, hosting an LGBT Week (an awareness-raising campaign through e-learning and videos) and establishing a voluntary group called "LGBT ALLY." As a result of our efforts, we received a Bronze rating in PRIDE Index 2020, a Japanese index of a corporation's performance in LGBTQ inclusion.
Response to the UK Modern Slavery Act
Olympus KeyMed, the Olympus Group company in the UK, has issued the statement in accordance with the provisions of Article 54, Clause 1, of the 2015 Modern Slavery Act in the UK.