Society
Diversity and Inclusion
Human Rights Policy
We, Torishima Group consisting of Torishima Pump Mfg. Co., Ltd and its subsidiaries, are committed to act
in accordance with our Sustainability Policy as a member of civil society. We fully recognize that
respecting human rights is a major responsibility of a company. We are aware and in agreement that it is
obvious that all business enterprises are expected to create an environment in which individual human
rights and personality are respected.
To ensure that the human rights of all people affected by the business activities of the Torishima Group
are not violated, we herewith establish this Human Rights Policy. We will promote all efforts to adhere to
international human rights standards.
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Principle
We adhere to the principles of the International Bill of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work. We also respect and adhere to the following;
• the United Nations Guiding Principles on Business and Human Rights and the Ten Basic Principles of the UN Global Compact Human Rights.
• Universal Declaration of Human Rights
• International Covenant on Civil and Political Rights
• International Covenant on Economic, Social and Cultural Rights -
Scope of the Human Rights Policy
This policy applies to all officers and employees of the Torishima Group. In addition, we will continue to encourage Torishima’s business partners to respect and be aware of our policy.
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Important Human Rights issues
We will respect basic human rights, promote diversity, and strive to develop and utilize diverse human resources.
We do not discriminate based on race, religion, age, gender, disability, ideology, etc.
We do not accept modern slavery, regardless of its form, such as forced labor or child labor.
We do not tolerate acts that cause physical or mental pain, such as harassment of any kind.
We respect individual privacy and handle personal information with the utmost care.
In each region where we conduct business activities, we will comply with the domestic laws and regulations of each country. -
Human Rights Due Diligence
By building a system of human rights due diligence, we will identify issues and make efforts to prevent and mitigate thereof.
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Whistle-blowing system
We have established a whistle-blowing system available for all employees. This ensures that any and all instances that violates or is likely to violate laws and regulations is discovered quickly and can be dealt with appropriately. In addition, we protect the anonymity of whistleblowers ensuring they can be treated fairly.
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Dialogue with Stakeholders
In promoting this Policy, we will engage in dialogue and consultation with stakeholders.
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Awareness and Education
We will inform all officers and employees of this Human Rights Policy and provide them with appropriate education so that the Policy shall be clearly implemented.
November 10, 2022
Torishima Pump Mfg. Co., Ltd.
Board of Directors Resolution
Basic Policy for Environmental Improvement
Respecting each individual’s personality, individuality, and diversity, Torishima recognizes the importance of creating an environment that encourages employees to take on challenges without fear of failure and continue to grow to the full extent of their abilities. Taking the utmost care to protect the privacy of our employees, we will ensure a safe workplace free of harassment, a safe working environment free from hazards and harmful substances, and a healthy and energetic work environment that will maximize employees’ energy.
November 10, 2022
Kotaro Harada
Representative Director, CEO
Torishima Pump
Mfg. Co., Ltd.
Work-Life Balance
Aiming to promote a healthy work-life balance, Torishima is committed to thoroughly managing employee working hours and offers various programs, support, and learning opportunities.
Initiatives for the Next Generation Act and
the Act on Promotion of Women’s
Career Advancement
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Act for Measures to Support the Development of the Next Generation (Next Generation Act)
The Act stipulates the duties of the national government, local governments, companies, and the public in order to create an environment in which children who will lead the next generation can be born and raised in healthy environments. -
Act on the Promotion of Women’s Participation and Career Advancement in the Workplace (Act on the
Promotion of Women’s Career Advancement)
The Act clarifies the responsibilities of the national government, local governments, and general employers to encourage them to implement the active participation and advancement of female workers in the workplace. - Initiatives by Torishima Pump Mfg. Co., Ltd.
Based on the Next Generation Act and the Act on Promotion of Women’s Career Advancement, Torishima has formulated a general employer action plan to create a workplace environment where all employees can fully demonstrate their individuality and abilities.
- System for Balancing Work and Childcare
- System for Balancing Work and Nursing Care
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In-house childcare center
We have an in-house day-care center in the company housing. The nursery can take care of children from 6 months to 5 years old, and is also linked with a nearby kindergarten.
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Maternity leave
Prenatal leave may be taken from 6 weeks (14 weeks for twins or more) prior to the expected date of delivery.
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Childcare leave
Those who live with and care for a child under one year of age may take childcare leave. In addition, those who meet certain conditions may take childcare leave for the required number of days until the child reaches the age of two.
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Family support
Employees may take special paid leave in units of one day or half a day for up to eight days per year to provide care or support for a family member (within the second degree of kinship, regardless of whether they live together or separately).
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Child nursing care leave
Employees who are taking care of a child up to the end of the third grade of elementary school may take up to five days (10 days for two or more children) of unpaid leave per year, in addition to annual paid leave, for the child’s injury, illness, immunization, medical checkups, etc.
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Multi-shift work system
A flexible working hours system allows employees to adjust their start and end times to suit their family situations. We support a balance between work and childcare/nursing care, providing an environment where employees can continue working sustainably and without undue stress.
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Shorter working hours for childcare
Employees raising children up to the end of the sixth grade of elementary school may work shorter hours.
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Telecommuting system
With the aim of promoting more flexible balancing of work and family/personal life (childcare, nursing care, etc.), those who meet certain conditions may work from home.
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Spousal maternity leave
Up to three days of special paid leave in the event of the birth of a child by a spouse.
Acquisition of “Kurumin” Certification from the
Ministry of Health, Labour and Welfare
On July 19, 2017, Torishima Pump Mfg. Co. Ltd. acquired “Kurumin” certification from the Osaka Labour Bureau of the Ministry of Health, Labour and Welfare as a company that provides an environment that allows our employees to work and raise children. Torishima has not only established an environment that makes it easy for employees to take childcare leave in addition to leave before and after childbirth, but has also established a daycare on company premises and is proceeding with other child-rearing support initiatives. We will continue to be a company that understands and respects the importance of work-life-balance for each and every one of our employees.
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Nursing care leave
Employees caring for family members who require nursing care may take up to three periods of nursing care leave, totaling up to 93 days, for each family member requiring nursing care.
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Nursing care leave (without pay)
Employees who care for or otherwise take care of a family member in need of nursing care are entitled to take unpaid leave, in addition to annual paid leave, up to five days in a year for one family member or up to ten days for two or more family members.
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Shorter working hours for nursing care
Employees who care for a family member in need of nursing care may work shorter hours.
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Telecommuting system
With the aim of promoting more flexible balancing of work and family/personal life (childcare, nursing care, etc.), those who meet certain conditions may work from home.
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Nursing care leave compensation
Employees who care for family members requiring long-term care are eligible for an insurance program that compensates for income lost due to nursing care leave or reduced working hours for a total of two years.
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Multi-shift work system
A flexible working hours system allows employees to adjust their start and end times to suit their family situations. We support a balance between work and childcare/nursing care, providing an environment where employees can continue working sustainably and without undue stress.
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Family support
Employees may take special paid leave in units of one day or half a day for up to eight days per year to provide care or support for a family member (within the second degree of kinship, regardless of whether they live together or separately).