Management System

The Panasonic Code of Conduct expressly states that "we must respect human rights and do our best to understand, acknowledge and respect the diverse cultures, religions, mindsets, laws and regulations of people in the different countries and regions where we conduct business." Panasonic supports the fundamental principles of the United Nations Universal Declaration of Human Rights, the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, and the OECD Guidelines for Multinational Enterprises. The major parts of these principles are embodied in the Panasonic Code of Conduct.
Panasonic is also taking an active approach to reflecting ideas concerning global human rights in its management, including by making reference to the Guiding Principles on Business and Human Rights, which were adopted by the UN Human Rights Council in June 2011.
In fiscal 2016, Panasonic complemented the Code of Conduct by setting a "Global Human Rights and Labor Policies" and by implementing a management system for abiding by that policy. The management system consists of self-assessment checklists for properly evaluating risks involving, and the impact on, human rights and for identifying risks, a manual outlining the procedures for correcting the risks that have been identified and for carrying out continuous improvement, and other components.
Going forward, in addition to efforts conducted with its employees, Panasonic will continue to cooperate with its suppliers throughout the world to fully understand laws and labor practices in different countries and to respect human rights.

Policy

As a company doing business globally, Panasonic treats, as a fundamental principle behind its business activities, interactions with not just its employees but all stakeholders with the maximum degree of concern and respect for their human rights. Panasonic's policies concerning human rights are expressly outlined in Panasonic Code of Conduct and Global Human Rights and Labor Policies. These policies include items concerning such issues as working hours; wages; humane treatment; prohibition of discrimination; protection of privacy; concern for the human rights of foreign workers, trainees, and younger laborers; and the freedom of association plus labor-management dialogues, among others.

Education

Panasonic conducts periodic training concerning its Code of Conduct—which sets forth its policies on respect for human rights—including when employees join the company or are promoted.
The company conducts "Overseas Employee / Pre-Overseas Appointment Training" for employees on assignment from Japan and posted at overseas subsidiaries. It provides education on issues of human rights that demand particular attention overseas, including fair treatment, the prohibition of employment discrimination, and respect for union activities.

Responsible Executive and Framework

The executive officer in charge is Senior Managing Officer Mototsugu Sato (as of August 2017).

The departments responsible consist of the Human Resources & Industrial Relations Department established at the Panasonic headquarters, the human resources departments established at each of the four Panasonic Companies (Appliances, Eco Solutions, Connected Solutions, and Automotive & Industrial Systems), and all business divisions and affiliated companies under the Panasonic umbrella.

Human Rights Support Desk

Panasonic has established an Equal Employment Opportunity Office at its headquarters and appointed full-time consultants to staff it. In addition, a consultation desk was established at each Company and business division in an effort to provide a place for employees and temporary staff to go to discuss any concerns relating to human rights and all forms of harassment, including sexual harassment, harassment based on power differentials, and topics related to the rights of members of sexual minorities (LGBT*). Beginning in January 2017, employees and temporary staff can also discuss harassment related to pregnancy, childbirth, or taking childcare leave.
Furthermore, in conjunction with the revisions to the Equal Employment Opportunity Act and the Child Care and Family Care Leave Act that took effect January 2017, Panasonic has revised the leaflet containing Company Policy toward harassment, definitions and examples of various types of harassment, internal regulations on harassment, and internal systems for discussing and reporting harassment. We have also notified all employees of these changes. The Equal Employment Opportunity Office also conducts activities aimed at resolving workplace problems and creating workplaces without barriers to employees performing their jobs. For example, people from divisions who are responsible for training sessions on human rights have expressed opinions such as, “all staff should attend this training” and “I want to hold this training every year to improve employee awareness and the workplace environment.” They at their respective business divisions strongly recognize the necessity of wider employee awareness, and they are promoting independent initiatives toward this goal.
In its overseas subsidiaries as well, Panasonic is acting with all due attention to the privacy of those who seek consultation or report misdeeds, including by establishing consultation offices and suggestion boxes similar to those in Japan.

* LGBT: An acronym for lesbian, gay, bisexual, and transgender