Highlight from Integrated Report

The Nisshinbo Group believes strongly that its companies are public entities. While pursuing profit on the basis of fair competition, we consider it our mission to contribute to society at large through our corporate activities. We formulated our Corporate Philosophy and Business Conduct Guidelines to reflect the values and standards of behavior that all our employees around the world share and respect. That framework underpins our activities across a wide range of different business fields.

Philosophy Categories

Related SDGs

Nisshinbo Group Corporate Philosophy

Business Conduct Guidelines

The Business Conduct Guidelines define standards of behavior expected of all executives and employees. The top executives at each Nisshinbo Group company make a commitment to implement the guidelines and establish systems to ensure they are effective. In the event of a serious incident in contravention of the guidelines, they also take responsibility for resolving the issue.

Business Conduct Guidelines

Fair Competition

We have formulated the Nisshinbo Group CSR Procurement Policy, which sets out our basic stance on CSR initiatives across the entire supply chain. To support sustained progress at Group companies, we added the promotion of CSR procurement to our list of key performance indicators in 2017. We also formulated CSR Procurement Guidelines based on business conditions at each Group company and conducted surveys in our supply chain to raise awareness about CSR procurement at suppliers.

CSR Procurement Basic Policy

New Japan Radio Co., Ltd. established Supply Chain CSR Promotion Guidelines in 2015. The company holds meetings with partner companies to explain its stance on CSR procurement and conducts CSR surveys every other year. In the 2017 survey, the company received responses from all of its 325 key suppliers.
Going forward, New Japan Radio will work to build partnerships with suppliers based on mutual trust while also reinforcing efforts to create a sustainable supply chain.
In January 2013, section 1502 of the Dodd-Frank Wall Street Reform and Consumer Protection Act came into effect.
As a result, all companies listed on stock markets in the US must disclose whether conflict resources* are used in their products. As a company involved in the supply chains of listed US companies through Group companies in its electronics, automobile brakes, chemicals and precision instruments businesses, Nisshinbo conducts surveys on the use of conflict resources in its operations and reports the results to its customers. We will continue to take steps to promote responsible procurement, such as ensuring the Group is not complicit in human rights abuses and acts of violence.

* Conflict resources refer to four minerals (tin, tantalum, tungsten and gold) mined in the Democratic Republic of the Congo and its neighboring countries that are sold to fund armed insurgents.


The Nisshinbo Group aims to create a working environment where employees with diverse values and abilities can reach their full potential, helping to support Innovation, a key principle in the Group Corporate Philosophy.
In April 2018, we formulated and disclosed our Work Style Reform Action Plan, which is based on three themes
— rectifying long working hours, encouraging employees to use annual paid holidays, and promoting flexible working.
At the moment, our priority issue is empowering women. We hold a range of training courses and lectures for every level of employee across the Group, including joint seminars for managers and their female staff to raise awareness about this issue. In December 2014, we announced a voluntary action plan to promote women to executive and management positions. In line with the plan, Group companies have developed general business action plans based on the Act on Promotion of Women's Participation and Advancement in the Workplace. Under their plans, Group companies have set specific targets for the number of female managers and new recruits as part of efforts to support women in the workplace.
Nisshinbo Holdings has formulated a general business operator action plan based on the Act on Advancement of
Measures to Support Raising Next-Generation Children*. Under the plan, we aim to create a workplace where employees can fulfill their potential and maintain their careers while balancing work and life commitments. To achieve that goal, the plan includes a number of targets for paternity leave and diverse work styles. Similar measures are being implemented by 12 Group companies in Japan.

* A law enacted on April 1, 2005 to create healthy and supportive environments for having and raising children.

Human Resources

Based on the belief that people are vital to the success of companies, the Nisshinbo Group puts considerable effort into training personnel. Human resources training starts as soon as new graduates enter the Company. Our general training program is separated into streams that will eventually lead to promotion to mid-level manager, section head and division head positions. Employees also take courses for specific skills and learn about safety, human rights and the environment. In our specialist training program, they acquire knowledge in areas specific to each business and job function, such as technology, accounting and intellectual property. These training units and courses combine to form a systemized training scheme. We also run a special program for employees earmarked to become senior managers. The program is designed to foster approaches, knowledge and behavior for their future senior manager roles before they are promoted. In 2016, we also started running a workshop for young employees to consider future group business strategies as part of efforts to cultivate future business leaders.

Systematic Process for Cultivating the Next Generation of Business Leaders
— Overview
Systematic Process for Cultivating the Next Generation of Business Leaders
— Training Framework

Safety and Health

Frequency of Injuries with Lost Work*

The Nisshinbo Group places top priority on safety in its business activities. In line with that thinking, the Group conducts systematic safety and health activities to promote personal physical and mental wellbeing and to create safe and welcoming workplaces.
At each business site, we conduct risk assessments related to work processes, facilities and chemical substances on a scheduled basis and progressively implement preventative measures in order of priority. We also run small group activities such as danger awareness training and near miss reporting, and implement KK mapping*. We also work to enhance the understanding of safety managers and raise risk assessment standards at each Group company by running training sessions about our approach to risk assessments and how they are implemented.
In the event of an accident, we quickly implement countermeasures to prevent any recurrence and share occupational accident reports across the Group to prevent similar accidents from occurring in the future.
New Japan Radio started implementing employee health management from April 2016, aiming to become a Healthy Company. Initial measures were aimed at reducing passive smoking and encouraging employees to take more exercise by walking 10 more minutes each day. In 2017, the company also introduced a system that awards points to employees for healthy activities. The system is designed to incentivize employees to improve their own health by rewarding them with points that can be used to purchase a range of items. New Japan Radio was selected as a White 500 company in 2017 and 2018, recognizing the company’s outstanding efforts in health management.
New Japan Radio plans to roll out more measures and programs to achieve its goal of becoming a Healthy Company.

* A questionnaire-based exercise that evaluates and classifies each employee’s ability to sense danger and any tendency to press ahead with an action even when aware of that danger.