Sustainability

SUSTAINABILITY

Efforts to Respect Human Rights

Human Rights Policy of JMDM Group

Basic Philosophy

Based on its management philosophy of “Contributing to Medical Care through the Development and Sale of Advanced Medical Devices,” JMDM Group recognizes that all of its business activities must be based on the premise of respect for human rights. The entire company is committed to promoting respect for human rights and making every effort to fulfill its responsibilities.

  1. Stance

    In accordance with the International Bill of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work of the International Labour Organization (ILO), which stipulates these fundamental rights at work(1) The effective recognition of freedom of association and the right to collective bargaining, (2) The prohibition of all forms of forced and compulsory labor, (3) The effective abolition of child labor, and (4) The elimination of discrimination in employment and occupation, and the UN Guiding Principles on Business and Human Rights) and the United Nations Guiding Principles on Business and Human Rights, we hereby set forth the Human Rights Policy of JMDM Group (hereinafter referred to as the “Policy”) and will promote our efforts to respect human rights.

  2. Scope

    This policy applies to all executives and employees of the JMDM Group (including contract employees, seconded employees, temporary employees, part-time employees, and part-time workers). In addition, JMDM Group expects its business partners and other related parties to comply with this policy.

  3. Compliance with applicable laws and Regulations and respect for internationally recognized human rights

    JMDM Group will comply with the national laws and regulations of the country in each region where it operates. Where there is a conflict between internationally recognized human rights and the laws of the respective countries, we will pursue ways to respect international human rights principles.

  4. Responsibility to respect human rights

    JMDM Group recognizes that there could be potential negative impacts on human rights in its corporate activities. In order to prevent or mitigate any such impacts, we will fulfill our responsibility to respect human rights by not infringing on the human rights of those affected by our corporate activities, and by taking appropriate measures to correct and remedy any negative impacts that our corporate activities may cause or contribute to.

  5. Human rights due diligence

    In order to fulfill its responsibility to respect human rights through the implementation of the UN Guiding Principles on Business and Human Rights, JMDM Group will establish and continuously implement a human rights due diligence mechanism. This due diligence will include taking steps to identify, prevent, and mitigate any potential negative human rights impact, evaluating the effectiveness of our efforts, and disclosing an explanation of how they have been addressed.

  6. Remediation

    In the event that the business activities of JMDM Group cause or contribute to negative impact on human rights, we will work to prevent or mitigate such negative impacts through appropriate procedures and dialogue for correction and remedy. In cases where the business, products, or services of our business partners, suppliers, or other business relationships are directly related to negative human rights impact, the company will encourage them to take appropriate actions to prevent or mitigate the negative human rights impact. In addition, we have established a reporting window (internal reporting system) available to executives and employees, and will work to build a more comprehensive remedy, including providing a point of contact for external stakeholders.

  7. Conversation and Consultation

    In its efforts to respect human rights, JMDM Group will utilize the knowledge of independent external human rights experts, and will engage in sincere dialogue and consultation with stakeholders who are or may be affected by our corporate activities.

  8. Education

    JMDM Group will provide appropriate education to all officers and employees to ensure that this policy is incorporated into and implemented in all business activities, and will work to raise awareness of human rights.

  9. Responsibility for Implementation

    On behalf of JMDM Group, the Board of Directors oversees compliance with this policy and its initiatives, and the executive officer in charge is responsible for its implementation.

  10. Disclosure of Information

    The progress and results of human rights initiatives based on this policy will be reported through the website of JMDM Group.

April 1, 2023
Japan Medical Dynamic Marketing, INC.
Representative Director and President
Toshiyuki Hironaka
Established in March 1, 2023

Human Rights Due Diligence at MDM Japan

In accordance with our human rights policy, we are promoting respect for human rights within the Group.As part of its efforts to respect human rights, each year the Compliance Department conducts a human rights due diligence questionnaire to ensure that no human rights violations occur. The Compliance Division reports the results of the questionnaire to the Sustainability Committee, and if any human rights issues are identified through interviews or other means, corrective action and remedial measures are taken. The Sustainability Committee shall report to the Board of Directors on the results of the questionnaire survey and the existence or non-existence of human rights issues.

Human Rights Due Diligence Process

Identifying Negative Impacts on Human Rights

We have identified the following potential human rights risks for employees in line with our company’s situation around the ILO Core Labor Standards

▶Human Rights Risk

  • Awareness of respect for human rights
  • Excessive and unreasonable working hours, treatment and adequate wages in the workplace, occupational health and safety
  • Harassment, invasion of privacy, discrimination
  • Access to Remedies

Our human rights policy is based on the International Code of Conduct (ILO Core Labour Standards) and identifies risks tied to the following four elements.
(1) effective recognition of the freedom of association and the right to collective bargaining, (2) prohibition of all forms of forced and compulsory labor, (3) effective abolition of child labor, and (4) elimination of discrimination in employment and occupation.

ILO Core Labour Standards that are not included in the internal survey questionnaire: Freedom of Association and Right to Collective Bargaining (No trade union in the company) / Child Labour (No employee under 15 years old in the company)

Human rights due diligence for suppliers

In order to promote “risk assessment” in human rights due diligence for suppliers, we have conducted a fact-finding survey focusing on the status of respect for human rights and labor practices of suppliers and their employment of foreign workers (in Japan) with reference to the “UN Global Compact CSR Procurement Self-Assessment Questionnaire”. We will conduct a fact-finding survey focusing on suppliers’ respect for human rights and labor practices and the employment status of foreign workers (Japan), and disclose the survey results.

▶Survey Items

  • Respect for human rights
  • Excessive and unreasonable working hours
  • Child labor
  • Treatment and adequate wages in the workplace
  • Occupational health and safety
  • Discrimination
  • Freedom of association
  • Labor practices of foreign workers (Only Japan)

Human Rights Due Diligence Survey Results

1) Report on the results of Human Rights Due Diligence for JMDM Emproyees. (2024)

Survey period

August 1, 2024 – October 31, 2024

Survey targets

All employees (response rate: 99%)

Survey items/contents

Based on the four core labor standards set forth in the ILO Declaration on Fundamental Principles and Rights at Work, the main survey items were (1) awareness of respect for human rights, (2) excessive and unfair working hours, (3) treatment and adequate wages at the workplace, (4) occupational health and safety, (5) harassment, (6) invasion of privacy, (7) discrimination, and (8) access to redress. The survey also included a free-response section to allow for a more specific and detailed understanding of the opinions of the employees.

Survey Results

As a result of individual hearings based on comments that employees could freely write, there were no cases of serious human rights problems. However, there were a small number of comments that could lead to harassment, etc., and we will take careful measures to address these individually in the future. There were also some cases in which improvement in working hour management was deemed necessary, and the entire company will reiterate detailed explanations of overtime applications, etc., to ensure proper working hour management. We have also confirmed that 25% of employees are not aware of the company’s dispute resolution process (internal reporting system), which we regard as an issue, and have informed those who are not aware of the system.

Promotion of diverse human resources
(Career Management System)

Human Resource Development Policy

  1. We will promote the reinforcement and operation of a system (CMS (Career Management System)) that allows each employee to think about his/her career, and to develop career through interaction with the company and his/her supervisor.(CMS (Career Management System)), a system that allows each employee to think about his or her career and develop his or her career through interaction with the company and supervisors.
  2. We will foster a “sense of contribution” for the benefit of society, healthcare, patients, and colleagues.
  3. We will promote the “exercise of individuality” of all employees so that they can play an active role regardless of their attributes, valuing their “individuality.
  4. We will promote the use of training programs based on our original job classification and list of job requirements, with an awareness of career paths.
  5. We will promote the development of expertise in each position.

Internal Environmental Improvement Policy

  1. We believe it is important to ensure diversity at all job levels and in management, and we will promote hiring and promotion according to ability and experience regardless of age, gender, or nationality.
  2. We will enhance internal systems that help employees balance their professional and family lives (e.g., time off in units of hours, flexible working hours, etc.).
    (e.g., time off in increments of hours, flextime work, telecommuting, combined work, limited-area work, welcome back, various types of training, etc.)
  3. Enhance training programs to improve expertise in each position.
  4. We will promote the use of IT systems such as My Career for thinking about one’s career, My Voice for communicating awareness and requests to the company and superiors, etc.
  5. We will promote a career consulting system that respects the wishes of individuals and a self-career dock system for all employees.

Diversity & Inclusion
Human Resource Development

We have introduced CMS (Career Management System) that allows each employee to consider his or her own career and to develop his or her career through interaction with the company and superiors. In addition, we are promoting the creation of a system for human resource development that takes diversity into consideration through selective training and a personnel rotation system.
To promote these systems, we are also working to improve the internal environment, including IT systems such as My Career for thinking about one’s career and My Voice for communicating requests to the company and superiors, a career consulting system for career support, and a self-career docking system for all employees.

Diversity & Inclusion

At JMDM, with the slogan of A Sense of Contribution (for society, medicine, patients, and colleagues) and the Demonstration of Individuality, we aim to create a workplace where all employees can play an active role regardless of their attributes. To achieve this, we have established our human resources development policy and our internal environment improvement policy, and are undertaking various initiatives.

We also place importance on each person’s abilities and motivation, and in our recruitment activities, we provide fair opportunities to all applicants who wish to join our company, regardless of their gender, nationality, or presence of a disability.

And to realize a comfortable work environment, we not only formulate and implement systems, but also make continuous efforts and innovations in aspects such as discussions between superiors and members and mutual support among members in each workplace.

▶Promotion of Women’s Empowerment

We promote talented individuals to management positions regardless of their attributes and operate systems to realize flexible working styles. As a result, we are promoting future development to lead to an increase in the ratio of female managers (including candidates).

▶Promotion of Employment for People with Disabilities

The SCM Division, which is in charge of warehouse operations and product inspections, has worked on recruitment and retention for many years. By thinking about what they can do in consultation with their superiors, working in their own way, and experiencing personal growth, they contribute to the business.

In addition to the initiatives at each workplace, we also hold in-house seminars for all employees. In the future, we will continue to promote diversity from both an individual and organizational perspective so that each and every employee can correctly understand “diversity” and see it as their own issue.

Engagement

Recruitment
▶Recruitment Policy

Our company promotes the active participation of diverse talent and fosters a workplace environment where all employees can thrive regardless of their attributes.
We recognize the importance of ensuring diversity at all levels, including management, and promote hiring and advancement based on ability and experience, irrespective of age, gender, or nationality.

▶Welcome Back Program

The Welcome Back Program is designed for individuals who left our company for personal reasons or other unavoidable circumstances. It actively considers their re-employment when they express a desire to return to work with us. We seek individuals who can leverage their past experience with our company and the skills gained since their departure to contribute effectively once again.

https://www.jmdm.co.jp/recruit/welcomeback/

Engagement Initiatives
▶Brown Bag Meeting

A brown bag meeting is a gathering where employees bring their own lunch and engage in direct dialogue with the president in groups of 6 to 8 people. The purpose is to create opportunities for mutual understanding and foster an environment where employees feel comfortable sharing constructive opinions within the company. Issues raised by employees during these meetings are shared with other executives, translated into concrete actions for resolution, and implemented as improvement measures. Progress on these measures is then shared with all employees.

▶Town Hall Meetings

Town Hall Meetings are forums where management and employees engage in direct dialogue on various topics. After management explains long-term VISION and business plans to all employees, a Q&A session is held. Employees submit numerous questions, and management directly answers every single one.

▶Self-Career Dock System

The Self-Career Dock System is offered annually to all employees as an opportunity to discuss their career with a professional career consultant. It can be utilized as a regular career assessment.

▶My Career

My Career is a tool for employees to document their career history in a personal career chart, updating and reviewing it regularly. Conducted annually, its purpose is to deepen self-understanding by periodically reflecting on past experiences, encouraging proactive thinking about career development, and utilizing this for skill enhancement. It also provides an opportunity to consider future career aspirations. Employees can use the information entered to communicate with their supervisor, leveraging interaction with the company and their manager to manage their career.

▶My Voice

My Voice is an annual employee satisfaction and awareness survey covering “Management Policy,” “Compliance,” “Workplace & Organization,” “Goal Management,” “Supervisors, Subordinates & Colleagues,” “Work,” “Motivation & Growth,” and “Work Style.” It is conducted annually to listen to each employee’s voice and connect it to company development and improvement. We carefully review each piece of employee feedback and consider how to incorporate it into future company initiatives. Furthermore, the president provides feedback on the analysis of the survey results to all employees.

▶Consultations with In-House Career Consultants

Consultations with in-house career consultants are available. We have multiple employees within the company who are certified career consultants, allowing you to discuss various career-related matters. Career consulting (counseling) is available year-round to interested employees.

Various Work-Related Systems

We believe that by respecting diverse work styles tailored to various lifestyles and life events, we can create a workplace environment where employees can work with both physical and mental health and vitality. We are committed to this approach.

【Company-Specific Systems】

▶Telework System

Telework System enables diverse work styles by incorporating remote work into the workplace, leading to improved employee productivity and motivation. This system creates an environment conducive to concentration, enhancing productivity while reducing commuting burdens. It also serves as a BCP measure for disasters, epidemics, and similar events. The weekly maximum is set at 3 days.

▶Flexible Work Hours System

Flexible Work Hours System enables employees to determine their own working hours within the flexible time window of 6:00 AM to 11:00 AM and 3:00 PM to 10:00 PM (with a core time of 11:00 AM to 3:00 PM). This system creates a workplace environment where employees can achieve work-life balance and perform at their best.

▶Combined Work System

The Combined Work System allows employees to combine on-site and Telework System within the same day. By utilizing the Telework System and Flexible Work Hours System, it enables flexible responses to childcare, nursing care, and other responsibilities. This system allows employees to maintain a work-life balance while working full-time.

▶Special Telework Syste

The Special Telework System applies to employees requiring ongoing outpatient treatment based on a doctor’s judgment, employees with health issues or other recognized difficulties commuting, or employees with other exceptional circumstances making commuting difficult. Upon the employee’s application, the system allows telework as an exception for those whose work is deemed suitable for remote performance by their department head (Director/Manager) and the Human Resources & General Affairs Department. This system supports balancing work and personal life while ensuring employee safety and health and considering home circumstances. (Maximum days for Special Remote Work System: No limit)

▶Paid Leave Pool System

The Paid Leave Pool System pools expired paid leave (up to 90 days) that has been unused for over two years. If an employee requires long-term leave due to personal illness or injury, they can use this pooled paid leave to continue receiving salary payments.

【Statutory Systems】

▶Childcare Leave System

The childcare leave system allows employees to take leave until their child reaches one year of age. (This applies equally to male employees.)

▶Childcare Leave System for sick

The Childcare Leave System for sick allows employees to take leave in one-hour increments for up to 5 days per child (or 10 days for two or more children) when a child up to the end of third grade is ill, injured, receiving vaccinations/health checkups, affected by class closures due to infectious diseases, or attending entrance/graduation ceremonies.

▶Family Care Leave System

The Family Care Leave System allows employees to take leave in hourly increments. For one eligible family member, up to 5 days per year; for two or more eligible family members, up to 10 days per year.

▶Reduced Working Hours System

The Reduced Working Hours System allows employees to work a reduced 6-hour day until their child reaches age 3. (This applies to male employees as well.)

▶Hourly Paid Leave System

The Hourly Paid Leave System allows all employees to take paid leave in hourly increments for up to 5 days per year, in addition to full-day or half-day leave. For employees on the flextime system, this can be utilized up to a maximum of 2 hours per day.

Health Management

▶Health Checkups

We encourage all employees to undergo health checkups by the end of December each year. For employees (aged 40 and above) identified as having a high risk of developing lifestyle-related diseases, we promote improvements toward healthier lifestyle habits (Health Insurance Support).

▶Stress Check

We conduct stress checks at least once a year. For employees showing high stress tendencies, we provide interview guidance from an occupational physician upon their request. We also collect information for environmental improvements based on group analysis.

▶Influenza Vaccination Promotion

The health insurance association provides a vaccination subsidy.

▶Smoking Cessation Program

We implement initiatives for a smoking cessation program.