Targets and Results

Text Size

CSR Issues and Basic Policy

Respect for human rights

Strive to raise employee awareness of human rights in the workplace and create a workplace atmosphere that values the personality and talents of individuals, thereby helping to build a pleasant society free from discrimination.

Respect for diversity

Promote a diversity of talented people to vital positions in the workplace depending on their performance and achievements, without regard to nationality, gender or other non-performance-related attributes.

Support for people with disabilities or other limitations

Strive to proactively contribute to community development as a responsible corporate citizen mainly through supporting people with limitations to enhance the quality of their lives (QOL*).

*QOL: QOL (Quality of Life) is a scale for measuring the degree to which a person enjoys a rewarding life as desired.

Top of Page

FY2010 Targets and Results

Respect for human rights

FY2010 policy/targets	FY2010 main results	Rating
(1)Formulate/implement area-specific policies and action plans for putting 10 principles of United Nations Global Compact into practice.		△
Gather information concerning human rights-related ordinances promoted by Chinese Government, such as National Human Rights Action Plan (2009-2010) issued by Information Office of the State Council, and quickly disseminate information to all related sites.	Information was posted concerning human rights-related ordinances promoted by the Chinese Government, such as the National Human Rights Action Plan (2009-2010) issued by the Information Office of the State Council, as well as requirements for certification of CSR-conscious companies specified by the Shanghai Municipal Government regarding human rights (rights of workers). Staff members were able to study the information on their own.
Conduct employee education regarding healthy labor-management relations in China under the guidance of Shenzhen Institute of Contemporary Observation.	Conducted employee education at OMRON Precision Technology (HK) Ltd. and Dongguan Qingxi OPT Electronic Factory.
Conduct CSR monitoring for the main production companies in China and Vietnam for on-site assessment of CSR issues such as human rights protection.	Conduced CSR monitoring at OMRON Healthcare Manufacturing Vietnam Co., Ltd. No monitoring was conducted in China.
Assess human rights protection status in India in cooperation with an external organization.	Target was not met.
Identify human rights-related issues in Korea and Taiwan, and select activities to be implemented. Formulate/implement educational curriculum.	Target was not met.
Target attendance rate for human rights training courses [Japan] ･ 90% or higher of all employees [Korea] ･ 85% or higher of managers [Americas] ･ U.S., Canada, Mexico & Brazil: 80% or higher of general employees [Europe] ･ Targets being set [Greater China] ･ Mainland China: 85% or higher of managers ･ Hong Kong & Taiwan: 85% or higher of managers [Asia Pacific] ･ 85% or higher of managers	Attendance rate for human rights training courses [Japan] ･ 85% of all employees [Korea] ･ No training was offered [Americas] ･ 80% of all employees (including e-learning) [Europe] ･ Targets were not set [Greater China] ･ e-learning continued through intranets (since FY2008). No attendance rate data is available (Taiwan was not covered) [Asia Pacific] ･ No training was offered
(2) Study ISO 26000 and identify policies, regulations and educational materials necessary for promotion of CSR practices.	(2) Globally applicable educational materials for managers are now being developed.
(3) Study human rights issues that companies need to address, which are stipulated in ISO 26000, as well as required measures through communication with international human rights organizations.	(3) Learned about human rights issues through interaction with 3 human rights organizations in Japan. Engaged in a dialogue regarding human rights violations related to mineral resources.

Top of Page

Respect for diversity

FY2010 policy/targets	FY2010 main results	Rating
(1) Continue increasing opportunities for diversity of talent to assume vital positions in the workplace in Japan, without regard to nationality, gender and other non-performance-related attributes.	(1) Increased opportunities for diversity of talent to assume vital positions in the workplace in Japan, without regard to nationality, gender and other non-performance-related attributes. In terms of the number of employed people, a certain level of achievement was reached during the third stage of GD2010.	△
Target number of foreigners employed for main career track: 6 (6.3% or higher) Note: Shown above is OMRON Corporation's data.	Number of foreigners employed for main career track: 9 (11%), meeting the target Note: Shown above is OMRON Corporation's data.
(2) Continue holding and expanding exchange sessions and study workshops at sites proposed by the empowerment project. Promote issuing of messages from executives, identification of workplace issues and formulation/implementation of solutions.	(2) Studied or expanded women’s network at each site. Also held brainstorming sessions and seminars in Japan.
(3) Continue offering job opportunities for persons with physical disabilities in Japan and China. In particular, strive to increase percentage of disabled employees (excluding special subsidiaries) and percentage for departments that have not reached the legally mandated level through promotion of normalization. Promote employment of persons with disabilities for Group companies in Japan that have not achieved the legally mandated level. Continue to study possibilities of hiring people with non-physical disabilities.	(3) Continued to offer job opportunities for persons with physical disabilities by promoting normalization and other measures, but failed to meet target in Japan. Of Group companies in Japan, 13 failed to achieve the legally mandated level. Employment of persons with non-physical disabilities is continuously under consideration.
Percentage of physically disabled employees [Japan] OMRON Corporation (including special subsidiaries): 3.0% [Greater China] Meet and maintain municipal/provincial legal requirements for employment of persons with disabilities at 4 main production sites.	Percentage of physically disabled employees [Japan] 2.88% for OMRON Corporation (including special subsidiaries) [Greater China] 1 site among 6 main production sites met municipal/provincial legal requirements for employment of persons with disabilities.

Top of Page

Support for people with disabilities or other limitations

FY2010 policy/targets	FY2010 main results	Rating
(1) Fully establish Eco-Volun activities in Group companies in Japan and aim to increase employee participation. Launch Eco-Volun activities in Asia Pacific in July and Greater China in October for global roll-out/establishment of activities.	(1) Conducted Eco-Volun activities on a global basis. [Japan] 8,770 employees participated and donations were matched by each company (Total donations: JPY 2,493,065) [China] 8,956 employees participated (Total donations: RMB 36,135) [Asia Pacific] 109 employees in Singapore participated, and donations were matched by each company (Total donations: JPY 322,673) Besides the above, 450 employees in Asia Pacific participated.	△
(2) Study support measures tailored to each area’s characteristics. Clarify the type of limitations that some people experience in each country such as China and India, and determine measures to enhance QOL. Because peoples with disabilities, disaster victims, poverty/famine victims, and non-literate people experience limitations throughout the world, information should be collected at sites throughout the world, and the status of support for these people should be assessed. Note: For support measures, OMRON considers numerical targets to be unsuitable, thus only global data will be reported.	(2) Clarification of the type of limitations that some people experience is underway mainly in emerging countries such as China and India. In China, support measures are being offered with focus on people with disabilities and rural migrants.	△

Top of Page