Panasonic has established an Equal Partnership Consultation Office with dedicated contacts in both the Headquarters and employees’ labor union. We have also created contact offices in each Divisional Company and business division. This reporting framework allows us to address any human rights violation concern by employees, including temporary staff, who report cases of harassment, including sexual harassment, harassment towards sexual and gender (LGBT*), harassment based on power differentials, or related to pregnancy, childbirth, or childcare leaves. During consultations, we safeguard privacy and carefully handle the concerns, while confirming the employee’s needs. We also ensure that the employee and any other parties involved in fact-checking the case are protected from retaliation.
Furthermore, alongside the obligations to prevent harassment based on power differentials stipulated in the Labor Measures Comprehensive Promotion Act (revised June 2020), we have updated our leaflet covering Company policies on harassment, definitions of harassment, case studies showing what constitutes harassment, Panasonic internal regulations, and our in-house consultation framework. We are working to educate all employees on these points. Through the Equal Partnership Consultation Office, we also carry out training on harassment prevention and organize activities to help solve workplace issues and create a friendly work environment.
In addition, we have established a global hotline (with service in 28 languages) for our employees and external business partners. Reports can be made to this hotline whenever compliance violations (including human rights-related violations) are noticed or suspected. The hotline uses an external, unaffiliated system that does not identify the person making the report.
*LGBT: An acronym for lesbian, gay, bisexual, and transgender