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Promotion of Human Rights Education

Human Rights Policy, Human Rights Education

The Group stipulates its Human Rights Policy in the JFR Principles of Action and the JFR Principles of Action for Suppliers, which were formulated in June 2019. Our Human Rights Policy states our attitude to deepening understanding of various human rights issues and taking appropriate action, as the foundation for all our business activities.

Human Rights Awareness Promotion Committee

We provide human rights education and strive to raise employees’ awareness of human rights from the perspective that individual employees should correctly recognize and understand human rights issues and that we should further promote the creation of corporate culture and corporate social responsibility based on respect for human rights.

Major initiative: Establishment of the “Human Rights Awareness Promotion Committee”
Chairpersons (Executive General Manager of Human Resources Development Division and Executive Store Managers / Store Managers), promotion commissioners (division managers), promotion staff (members) and secretariat
【Activity themes】
(i) Dowa issues (Japan’s historical caste-based discrimination issues) ⇒ Correct understanding of dowa issues
(ii) Disability issues ⇒ Correct recognition and understanding of disabilities
(iii) Women’s issues ⇒ Understanding and prevention of sexual harassment, etc.
(iv) Other human rights issues ⇒ Protection of the confidentiality of personal information and others
【Specific activities】
(i) Participation in training ⇒ Training when joining the company, in-house human rights seminars and others
(ii) Participation in outside training ⇒ Various seminars organized by governments
(iii) Hands-on activities ⇒ Distribution of various educational materials and notices of seminars

Harassment prevention

There are some cases where various stresses cause mental illness and harassment to others against the backdrop of recent drastic changes in the environment surrounding companies. In particular, harassment will worsen a work environment, which will result in lower productivity, an increase in mental illness and the loss of human resources. These days when CSR and compliance including corporate duty of care for safety are subject to scrutiny, we recognize that harassment is a great risk factor that may not only greatly damage victims physically and mentally but also lead to the loss of corporate social credibility depending on how to handle it once it occurs.

Therefore, the department store chain and other companies in the Group are establishing systems to prevent all harassment including “power harassment” as well as “sexual harassment,” take prompt action at the time of occurrence, and prevent a recurrence by setting up the “Harassment Prevention Committee” and the “Harassment Consultation Desk.”

Harassment Prevention Committee
・Head offices and stores
・Promotion of measures and awareness to prevent the occurrence of all types of harassment
・Amicable settlement of actual harassment
・Examination of recurrence prevention measures
・PR activities

Harassment Consultation Desk
・Head offices and stores (each division)
・First consultation service handling complaints about all types of harassment
・Confirmation of facts and collection of information
・Awareness-raising activities

〈Standard flow chart for handling harassment〉

Labor-Management Relations

In Japan, the Labor Standards Act and other labor relations-related laws set forth basic rules regarding labor rights including employment opportunities, working hours and health and safety and require both labor and management to comply with them.

At each operating company in the Group, issues concerning working conditions and the improvement of economic status are resolved autonomously by labor and management in line with the actual situation of the unit labor union. J. Front Retailing and the Federation of J. Front Retailing Group Labor Unions hold the “JFR Labor-Management Meetings” to deepen the mutual understanding of labor and management and help operating companies in the Group develop smooth labor-management relations.

*In fiscal year 2017, 88.3% of the employees of Daimaru Matsuzakaya Department Stores belong to the labor union.

Promotion of Diversity