Sustainability
Social
Human Rights
Human Rights Policy
On April 1, 2025, OSAKA FUJI Corporation established a human rights policy recognizing respect for human rights as a key management issue toward realizing a sustainable society. Based on this policy, we conduct human rights due diligence and cultivate a corporate culture of respect for human rights through employee education and training, contributing to the realization of a sustainable society.
Human Rights Policy of
OSAKA FUJI Corporation
1Respect for international standards
OSAKA FUJI Corporation (the “Company”) fully respects internationally recognized human rights standards, encompassing the International Bill of Human Rights, which includes the Universal Declaration of Human Rights and the International Covenants on Human Rights, as well as the International Labour Organization(ILO) Declaration on Fundamental Principles and Rights at Work established by the ILO. In addition, the Company supports and respects the United Nations Guiding Principles on Business and Human Rights. The Company established the Human Rights Policy (the “Policy”) to demonstrate its commitment to respecting human rights in accordance with international standards.
2Applicable range
The Policy applies to all officers and employees of the Company. In addition, the Policy is expected to be understood and supported by all stakeholders including those in the supply chain.
3Compliance with applicable laws
The Company complies with laws and regulations of each country and region where it conducts business activities. Where a conflict arises between internationally recognized human rights and the laws and regulations of each country or region, the Company will endeavor to respect internationally recognized human rights as much as possible, while taking into consideration the laws and regulation of each country or region.
4 Human rights due diligence
The Company will establish a human rights due diligence framework to proactively identify, prevent, or mitigate adverse human rights impacts and strive for its continuous implementation and improvement.
5Corrective and remedial measures
If it becomes evident that the business activities of the Company have caused or contributed to adverse human rights impacts, the Company will strive to take corrective and remedial measures through appropriate steps.
6Education
The Company will make efforts to provide appropriate education and training on respecting human rights for its officers and employees.
7Dialogue and consultation
The Company will make efforts to engage in dialogue and consultation with relevant stakeholders to prevent and mitigate potential and actual adverse human rights impacts.
8Information disclosure
The Company will appropriately disclose its efforts to respect human rights and related progress information through its website.
9Determination of the Policy
The Policy represents the Company’s commitment to respecting fundamental human rights and has been approved by the Board of Directors.
OSAKA FUJI Corporation
Established April 1, 2025
Promoting Diversity
Diversity Initiatives
OSAKA FUJI Corporation aims to foster a corporate culture that respects diversity. We are working on measures to ensure that employees with various backgrounds, including gender, age, nationality, disability, and lifestyle recognize each other’s individuality and abilities, and respect and support each other, to help grow the entire organization.
Guidelines based on the Act on Promotion of Women’s Participation
and Advancement in the Workplace
To promote a culture and environment to encourage the participation and advancement of women, OSAKA FUJI Corporation has established the following general business guidelines based on the Act on Promotion of Women’s Participation and Advancement in the Workplace.
1
Planning period
April 1, 2025 to March 31, 2028
2
Targets, initiative details, implementation period
April 1, 2025 to March 31, 2028
Hire at least one woman in a career-track position each year.
【Initiative details and implementation period】
Implement a mentorship program for female employees to support their retention after joining the company.
Share interview articles and videos of female employees (in career-track positions) as role models through the corporate website and informational meetings to promote the image of a workplace where women are active for students and job applicants.
Begin implementing a mentorship program targeting female employees.
Implement a mentorship program targeting female employees, and create interview articles and videos of female employees and share them on the corporate website.
Increase the rate of male employees taking childcare leave to at least 50%.
【Initiative details and implementation period】
Share experiences of male employees who have taken childcare leave and their superiors on the corporate website and company newsletter. In addition, create internal documents to promote the taking of childcare leave and foster a workplace culture that encourages childcare participation, thereby creating an environment that supports continued employment for both male and female employees.
Begin conducting interviews with male employees who have taken childcare leave and their superiors.
Begin sharing interviews on the corporate website and company newsletter.
Create documents promoting the taking of childcare leave and distribute them.
Conduct annual interviews and revise documents.
3
Disclosure of information on the status of women’s participation in the workplace
Providing career opportunities for female workers in the workplace
① Percentage of female employees in managerial positions (as of April 2024)
Male employees: 95.0% , Female employees: 5.0%
② Gender pay gap (FY2023)
・Gender pay gap for regular employees: 72.9%
・Gender pay gap for non-regular employees: 46.0%
・Gender pay gap for all employees: 69.9%.7%
Balancing work and family life
① Percentage of male and female employees taking childcare leave (FY2023)
Male employees: 47.5% , Female employees: 100%
Personnel Planning Office, Human Resources Department
06-6487-1866
ofic-jinji@ofic.co.jp
Employment of People with Disabilities
In order to promote the employment of people with disabilities from the perspective of realizing a diverse workforce and a symbiotic society, Osaka Fuji Corporation has established an action plan and is working to create a comfortable work environment.
Specific efforts include: implementation of training on employment of persons with disabilities for department heads and persons in charge of employment of persons with disabilities throughout the company, collaboration with employment support facilities, and participation in job fairs and interview sessions for persons with disabilities.
| Training Overview | 2022 | 2023 | 2024 |
|---|---|---|---|
| Number of Participants |
52 | 52 | 45 |
| Training Themes | Basic Knowledge of Employment of Persons with Disabilities | Examples of Reasonable Accommodation and Acceptance of Persons with Disabilities | Improving Management Skills and Support Systems |
| Training Overview | 2022 |
|---|---|
| Number of Participants |
52 |
| Training Themes | Basic Knowledge of Employment of Persons with Disabilities |
| Training Overview | 2023 |
|---|---|
| Number of Participants |
52 |
| Training Themes | Examples of Reasonable Accommodation and Acceptance of Persons with Disabilities |
| Training Overview | 2024 |
|---|---|
| Number of Participants |
45 |
| Training Themes | Improving Management Skills and Support Systems |
Employment of Foreign Nationals
Osaka Fuji Corporation actively supports the activities of foreign national employees from the perspective of promoting globalization.
We have a support system in place to help foreign employees feel at ease in their daily lives in Japan.
We provide support carefully, including information on housing and lifestyle, as well as support for various procedures.
We also promote international cooperation by accepting trainees as technical interns to serve as local instructors at VINA OFIC, our affiliate company in Vietnam.
Employment of the Elderly
In response to the social issues of a declining working-age population and an aging society with fewer children, Osaka Fuji Corporation is actively promoting the active participation of its elderly employees, taking advantage of the experience and technology it has cultivated over the years.
In order to respect the wishes of each and every employee and realize diverse work styles, we have introduced an optional retirement age of 65.
In addition, in consideration of the safety and health of older workers, we have implemented barrier-free workplace environments and eliminated steps.
We will continue to review and improve our systems to create a work environment where all generations can thrive and play an active role.
Support for Work-Life Balance
Osaka Fuji Corporation provides support for balancing work and childcare, and work and nursing care. In addition, in order to pursue a “richer life,” we have introduced a leave system and other measures to help enhance work-life balance.
In addition, we are making efforts to support the balance between work and child rearing, exceeding the legally mandated level in light of the “first grade barrier issue.
of support Main work-life
balance support
system
/Reduced working hours for nursing care Employees who wish to reduce their working hours for reasons of caring for a child up to the third grade of elementary school or caring for a family member can shorten work hours. (legally, until the child enters elementary school).
/ Staggered work hours for nursing care Employees who wish to work staggered hours to care for a child up to the third grade of elementary school or to care for a family member can stagger their working hours. (legally, until the child enters elementary school).
childcare/nursing care (restriction of overtime work) Employees who wish to do so for reasons of raising children up to the third grade of elementary school or caring for family members can restrict their overtime work (legally, until the child enters elementary school).
(exemption from overtime work) Employees who wish to do so for reasons of raising children up to elementary school age or caring for family members are not required to work in excess of their scheduled working hours.
(up to 5 days per year for one person needing care, 10 days per year for two or more people) *Paid leave
Regional Work
OSAKA FUJI Corporation has a system of limited-area positions (internal name: specified positions) for staff employees to meet the diverse needs of those who wish to work locally or have difficulty relocating due to childcare, nursing care, or other family circumstances.
Regional positions do not require relocation, and employees are encouraged to develop long-term careers in the area of their choice.
In principle, technical positions, which are operation and maintenance personnel, also do not require relocation.
Guidelines Based on the Act on Advancement of Measures to Support Raising
Next-Generation Children
To ensure an employment environment in which employees can work comfortably and achieve their full potential while balancing their work and private lives, OSAKA FUJI Corporation has established guidelines based on the Act on Advancement of Measures to Support Raising Next-Generation Children.
1
Action period
Three-year period from July 1, 2023 to June 30, 2026
2
Targets and measures
Ensure an average of 10 paid leave days taken per employee per year.
【Measures】
● October 2023 Began tracking the number of annual paid leave days taken.
● September 2024 Began conducting management training to ensure taking planned paid leave days.
Increase opportunities for internships and factory tours for local children and students.
【Measures】
● August 2023 Began studying implementation details and how to carry them out.
● September 2023 Began participating in job experience events for elementary school students.
● February 2024 Began internships.
● June 2024 Began factory tours (field trips) for high school students.
Personnel Planning Office, Human Resources Department
06-6487-1866
ofic-jinji@ofic.co.jp
