Human Capital ManagementSustainability Initiative
Human Capital Management Initiatives
ROHM Group's basic management policy states, "We will seek out and develop a wide range of talented human resources to lay the foundation for the company's permanent prosperity.” Our company’s history, technologies, and assets accumulated since our foundation are important assets for the company, and it is undeniably that it is the human resources that have cultivated these assets. That is why the ROHM Group aims to achieve cyclical growth for the company and its employees by focusing on human resource development that invests in the growth of each individual with determination, and by providing a stage where a wide range of talented human resources can play an active role.
In order to become a global major company as stated in our Mid-Term Management Plan, we place particular emphasis on human resource development and the promotion of diversity. As global competition in the semiconductor business intensifies, it is necessary to develop human resources who can respond quickly and flexibly to changing world demands in order to develop products that are chosen by customers. To this end, we have established a system to promote employees' autonomous career and skills development. We also focus on the promotion of diversity based on the belief that bringing together people with diverse backgrounds to work as a team will lead to corporate innovation, solving social issues, and increase of corporate value. In particular, we believe that incorporating diverse ideas, rather than relying on homogeneity in decision-making, is necessary to enhance our competitive advantage.
To this end, we have established the "ratio of female managers in the entire ROHM Group," the "ratio of female or non-Japanese directors," and the "employee engagement score" as key indicators, aiming first of all to actively promote the appointment of women and non-Japanese employees, and secondly to become a company where employees can work with vitality.
The basic premise of this series of initiatives is to ensure that employees are physically and mentally healthy and work with peace of mind. To ensure that physical and mental health is not compromised in each workplace, in addition to preventing harassment and other forms of harassment, we will proactively invest in the health of our employees to ensure the health of each and every one of them, thereby revitalizing the organization.
Aiming for the cyclical growth of the company and its employees, we will continue to develop diverse human resources with a rich sense of humanity and intelligence, and create an environment in which employees can maximize their abilities.
Respect for Humanity and Personality
ROHM Group will respect the humanity and personality of each employee, and ensure sound and stable lives of the Group's employees. In addition, ROHM Group will comply with international standards of conduct and related laws and regulations of each country and region, and will encourage an open and comfortable office environment that respects cultural diversity, different customs, and other values.
1. Conduct guidelines:
ROHM Group will act as specified below in accordance with this Policy.
1.1 Maintenance and improvement of labor conditions:
ROHM Group will value the individuality of each and every employee. The Group aim to build diversified systems to handle personnel and employment as well as improve working conditions, in order for employees to feel affluent and comfortable.
1.2 Safe and comfortable office environment:
ROHM Group strives to secure a safe, healthy and comfortable working environment. In order to prevent work-related accidents, the Group will comply with relevant laws and regulations, and in line with international standards (ISO45001), make every effort to maintain occupational health and safety management programs. If any accident occurs in the workplace, the Group will promptly take appropriate measures, and strive to prevent the expansion and recurrence. In addition, the Group will not engage any employee under the minimum age provided for in international standards of conduct, and in related laws and regulations of each country and region, in jobs that endanger their health and safety. Clean toilet facilities and drinking water stations are provided in the workplace, in addition to facilities for providing meals with proper hygienic control, and in case residential facilities would be provided, efforts will be made to maintain a clean and safe environment.
1.3 Realization of work-life balance:
ROHM Group realizes that there are diverse working styles. The Group will support work-life balance and strive to maximize possibilities in promoting job satisfaction.
1.4 Respect for privacy:
ROHM Group will respect the privacy of individuals. The Group will pay close attention when dealing with personal data and ensure the appropriate management of it.
1.5 Respect for human rights and prohibition of discrimination:
ROHM Group will respect human rights and other rights of everyone. The Group will not allow discriminatory words, behavior, or treatment.
1.6 Understanding of diversity:
ROHM Group will strive to act in ways that respect the diversity of cultures, religions, customs, systems and other values of each country and region. Furthermore, efforts shall be made to provide reasonable accommodation for religious practices at workplaces with numerous employees who need such special facility.
1.7 Humane treatment:
ROHM Group will work to prevent harassment and inhuman treatment in the workplace, including sexual harassment, physical or mental oppression, and verbal abuse, and will define disciplinary policies and procedures to eliminate the threat of the foregoing treatment and make those policies and procedures known to every employment.
1.8 Right to work:
ROHM Group will not employ any forced, bonded, or inhumane labor. All work will be voluntary, and the Group will allow employees to freely leave their job by offering to terminate their employment in accordance with the standards provided for by the relevant laws and regulations of each country and region. In addition, the Group will allow employees to leave the workplace during periods in which they do not engage in work in accordance with internal rules. As employment conditions, the Group will not require employees to surrender their identification card or pay unlawful fees, and will disclose any and all fees incurred by employees. The Group will work to notify employees of labor conditions in writing and verbally so that they are able to understand the contents thereof.
1.9 Prohibition of child labor:
ROHM Group will not employ any person under the minimum employment age provided for in international standards of conduct, and in related laws and regulations. The Group will establish a system to enable the use of job-training programs in compliance with laws and regulations. In addition, the Group will not engage employees under the age of eighteen (18) in jobs that endanger their health and safety.
1.10 Working hours:
ROHM Group will not require employees to work above and beyond the working hours provided for by international standards of conduct, and related laws and regulations, except in emergencies or unusual situations. Furthermore, the Group will strive to prevent overworking that impairs the physical or mental health of the employees, and allow them to have appropriate break time in accordance with related laws and regulations, as well as at least one day off per seven-day week. Also, leave of absence shall be granted without imposing disciplinary actions in case of injury, illness or childbirth, by following the procedures established by each country and region, and by the Group.
1.11 Wages and benefits:
ROHM Group will pay wages and overtime allowances to employees without delay in compliance with international standards of conduct and related laws and regulations. The Group will communicate appropriately in writing the working hours, the basis for payment of overtime allowances, and other details to employees, and appropriately retain the records thereof including taxes, social insurance premiums, and other deductions. In addition, the Group will not deduct wages in excess of the basis provided for in related laws and regulations as a disciplinary measure.
1.12 Freedom of association:
ROHM Group will respect the employees' right of freedom of association as well as their right to join or not to join labor unions in accordance with international standards of conduct and related laws and regulations. In addition, the Group will work to provide opportunities for employees to have frank discussions with management about working conditions and management practices without fear of reprisal, intimidation, or harassment.
2. Management System
ROHM Group will build a management system to observe this Policy and work on the continual improvement of this Policy. The management system will be designed to ensure compliance with applicable international standards of conduct, related laws and regulations, and customer requirements, and the identification and mitigation of operational risks related to this Policy.
ROHM Group will operate the management system in accordance with this Policy approved by top management as provided for in in-house rules.
2.2 Identification of representative:
ROHM Group will identify an internal representative responsible for ensuring implementation of the management system and related items. The top management will review the status of the management system on a regular basis.
2.3 Legal and customer requirements:
ROHM Group will define the procedures for identifying, monitoring, and understanding international standards of conduct, related laws and regulations, and customer requirements.
2.4 Risk assessment and risk management:
ROHM Group will define the procedures for identifying risks involved in the Group's business activities, determining the relative significance of each risk, managing the identified risks, and ensuring regulatory compliance.
2.5 Improvement objectives:
ROHM Group will define improvement objectives and implementation plans, and periodically assess the achievement of those objectives in order to fulfill its social responsibilities.
ROHM Group will provide training to employees to implement this Policy and the improvement objectives, and to meet requirements in international standards of conduct and related laws and regulations, as well as customer requirements.
2.7 Communication to employees, etc.:
ROHM Group will define the procedures for communicating this Policy, improvement objectives, and the assessment of the achievement thereof to employees, suppliers, and customers in a clear and accurate way.
2.8 Participation of employees:
ROHM Group will define the procedures for assessing employee's understanding of matters provided for in this Policy and making sustained improvements to this Policy based on those assessment results.
2.9 Audits and assessments:
ROHM Group will conduct periodic self-assessments to ensure conformity with international standards of conduct, related laws and regulations, and customer requirements.
2.10 Corrective and preventive action:
ROHM Group will define procedures for correcting and preventing within an appropriate period of time the recurrence of defects/inadequacies detected in the course of internal or external audits.
2.11 Documentation and records:
ROHM Group will create and retain records related to the management system in accordance with international standards of conduct, related laws and regulations, and customer requirements.
2.12 Supplier responsibility:
ROHM Group will define procedures for communicating requirements provided for in this Policy to suppliers and monitoring the compliance of the suppliers with this Policy.
ROHM Group's labor management system takes the lead in managing risks related to work ethics and improving the work environment to create an environment where employees can work with vigor and enthusiasm.
The labor management system is established under EHSS General Committee*, which includes directors with executive authority and divisional managers, and is responsible for the appropriate management of labor ethics risks in ROHM Group.
The Labor Management System is chaired by an executive officer, and its subordinate organization, the Decent Work Specialized Subcommittee, manages labor ethics risks in cooperation with the Human Resources Department, which serves as the secretariat.
The Decent Work Subcommittee formulates targets, implements measures, and conducts evaluations under the theme of creating an appropriate working environment for the entire ROHM Group, and periodically reports the progress and results to the labor management system. In addition, EHSS General Committee has established a system to evaluate and confirm whether the PDCA cycle of the labor management system is being properly implemented, and to maintain and improve its accuracy.
EHSS（Environment, Health and Safety, Sustainability）General Committee:
A committee composed of the executive officers of management that oversees the eight lower management systems (environment, health and safety, labor, ethics, information, supply chain, quality, and risk management BCM) and ensures that the PDCA cycle for each is properly implemented.
Procedures for Managing Labor Ethic Risks
Risks and issues related to the work ethics aspects of ROHM Group are managed in accordance with the following procedures for continuous improvement.