We at Euglena believe that diversity and inclusion are indispensable for sustainable business growth, and we position respect for human rights as one of the foundations for business continuity and will tackle it as an important management issue.
"Universal Declaration of Human Rights," International Covenant on Economic, Social and Cultural Rights "," International Covenant on Civil and Political Rights ")", "Basic Principles and Rights in Labor" of the International Labor Organization We support the purpose of the Declaration of Human Rights, the United Nations Global Compact's 10 Principles, and the United Nations Guiding Principles on Business and Human Rights, and promote respect for human rights.
We eliminate all discrimination based on race, religion, gender, age, sexual orientation, disability, nationality, etc. We do not tolerate any harassment. Child labor and forced labor are not permitted. We respect the freedom of association and the right to collective bargaining. Occupational health and safety is paramount and ensures the health and safety of workers. We will also work to reduce overwork hours and pay wages above the minimum wage set in each country. We will pursue ways to respect internationally recognized basic human rights even in countries and regions where basic human rights cannot be protected.
Our business aims to make people and the earth healthy. Recognizing that it is a social responsibility for companies to not have a negative impact on children who will live in the future, we support "Children's Rights and Business Principles" so that children can spend their lives in good health. , Respect the rights of children.
Under the philosophy of "Sustainability First," we, Euglena, will work as a group to promote respect for human rights and work with stakeholders, including suppliers, to improve the health of people and the world around the world. We carry out business activities that respect human rights.
Euglena, we believe that it is important not only to accept diversity, but also to turn it into power, based on the action guideline of "bringing diversity." Under the above Code of Conduct, we will prevent discrimination and harassment and will not tolerate any discrimination in employment, training or promotion. Pay the same wages across genders for the same work. In order to realize this way of thinking, we have established a system that makes it easy for colleagues with various backgrounds to work regardless of gender or generation.
We have introduced the following systems to achieve diversity.
As a way of working with the generation who will shoulder the future, the Euglena group hires a Chief Future Officer (CFO) under the age of 18 for a term of one year to address a range of issues that the Earth will face in the future, including nutrition problems and issues regarding the global environment. The CFO works with the Summit Members to formulate actions and goals of Sustainable Development Goals (SDGs) for 2030.
We allow employees who have left the company for reasons such as volunteer work, international cooperation activities, or to acquire a doctorate or an MBA to return to work with us within three years of leaving (on the condition that they have worked with the company for at least three years). Called the “Challenge-Back System,” we use this to support career development and participation in charitable activities.
We will strengthen compliance management by early detection and correction of organizational or personal fraudulent acts (including legal violations, various fraudulent acts, various harassment acts, information leakage acts, goods / inventory manipulation acts, etc.). For the purpose of contributing to compliance, we have set up an internal reporting window where you can contact and report when you discover them.
The target users are full-time employees, temporary employees, outsourced workers, dispatched workers, retired employees, and employees of Euglena Group's business partners who belong to the Euglena Group. Alternatively, you can choose an external reporting window.
In addition, the confidentiality of the hotline consultant, whistleblower and informant will be protected regardless of whether or not there is an investigation, and we will prevent you from suffering any disadvantages. The content of the contact / report will be shared only by the minimum number of parties involved in order to resolve the content of the contact / report, and each party will be obliged to maintain confidentiality.
We accept both real name reports and anonymous reports, but in the case of anonymous reports, we will confirm with the whistleblower whether or not it corresponds to the user.
Through the above efforts, we conduct a quarterly Employment Engagement Survey to measure the results of "creating an exciting organization that sympathizes with the direction of the company and allows all working colleagues to grow." By visualizing the state of each organization as numerical data and discovering issues, we are thoroughly implementing the PDCA cycle for organizational improvement. In addition, as a place for regular dialogue, we hold roundtable discussions with management and 1on1 (in principle, once a week) between superiors and subordinates.
| item | ratio(%) |
|---|---|
| Percentage of women | 46.3 |
| Employment ratio of people with disabilities | 3.3 |
| Percentage of contract employees / dispatched employees | 16.5 |
| Turnover | 13.6 |
The Euglena Group's basic policy is "safety first," and its slogan is "to go home with a smile every day without incident." Not only group employees, but also contract employees and transactions related to our business. We will continue to check the progress and improve our efforts to ensure the occupational safety and health of all other parties concerned.
In addition, the Euglena Group, whose purpose is to "make people and the earth healthy," regards working colleagues as the capital of the company, and the health and well-being of colleagues is an important management measure from the perspective of improving the quality of human capital. I recognize that. We believe that the health of our colleagues will lead to improved productivity and creativity of the company, which in turn will contribute to society as a whole through sustainable growth.
Based on the above policy, the Euglena Group has established a Group Health and Safety Committee chaired by the Representative Director. We have set up a person in charge of the Health and Safety Committee at the bases and group companies where the Group Safety and Health Committee has been set up, and hold information sharing and debriefing sessions on a quarterly basis.
Every quarter, the Group Health and Safety Committee requires each site and group company to submit a safety management activity report in order to understand safety risks. In addition, the committee summarizes activity cases and safety-related activities, and horizontally develops and shares them among bases and group companies.
Furthermore, we are working to improve the level of occupational safety and health by sharing hiyari hat matters * once a year and commending best practice awards every six months. In the event of an occupational accident, the safety and health managers of each base and group company are required to report to the Group Safety and Health Committee in the prescribed format. After that, the Group Safety and Health Committee Chair may establish an Accident Investigation Committee to investigate the cause of occupational accidents and formulate measures to prevent recurrence. Through these efforts, we are working to prevent accidents by regularly risk-assessing the occupational safety and health of existing businesses and continuously improving them.
*Incidents that did not result in serious disasters or accidents, but which could easily have done so.
We will set a goal for the three years from 2022 to 2012, and set the number of lost time accidents for the entire group to zero. The number of occupational accidents in 2021 was 0. In addition, our occupational accident frequency rate remains at a high level compared to the average frequency rate for all industries in Japan and the average frequency rate for the chemicals industry. In order to continue to achieve the goal of zero occupational accidents, we have set the following as specific action themes.
[Reduction of long working hours]
We are implementing efforts to reduce long working hours and achieve a work-life balance so that employees can maintain their physical and mental health and work with high motivation.
・ Telework work
・ Morning shift
・ Night shift
・ Sending alerts to long working hours
・ Promotion of leaving the office on time
・ Promotion of taking leave
We have established agreements on overtime work and holiday work at each base. Overtime work of employees is monitored monthly. In addition, as a place for dialogue to improve the working environment, employee representatives are elected at each business site, and opinions are expressed when concluding labor-management agreements and establishing and revising work rules.
Telework started to be introduced due to the influence of the spread of the new coronavirus infection, and we plan to continue using it in the future. With the introduction of telework, it is possible to purchase equipment (desks, chairs, monitors, etc.) necessary for improving the environment of telework by establishing a new telework allowance and using a welfare plan, and it is possible to purchase a comfortable working environment even in a telework environment. We have designed the system so that we can provide.
In addition, in order to be able to work in a variety of ways depending on the life stage, there is a morning shift that allows the start time to be advanced by up to 2 hours in 30-minute increments, and according to the business content (when conducting business negotiations outside business hours due to customer convenience, etc.). We have adopted a night shift that allows you to change the start time at 12 o'clock.
【Medical examination】
Every year, we carry out health examinations for all working colleagues. In 2021, the employee health checkup rate was 100%.
[Work area vaccination / special leave for new coronavirus infectious disease vaccination]
As part of measures to prevent the spread of new coronavirus infections, we have granted all employees (hereinafter referred to as "companies *") special leave to accompany vaccination against new coronavirus infections. We aim to create an environment where colleagues can vaccinate with peace of mind.
In order to realize the Euglena Philosophy "Sustainability First", the Group defines employees who sympathize with the Philosophy and aim to realize it together as "Euglena" and work on their education and training. I'm out.
The Euglena Group will broadly divide the system into three categories and develop human resources development measures so that both "company growth" and "own growth (self-development)" can be achieved at the same time. In addition, these trainings are uploaded on the cloud and can be viewed regardless of the time of joining the company or the base.
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Category |
Content |
Main training content |
|---|---|---|
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① |
Onboarding training |
• We offer support to provide new employees with a deeper understanding of the company and its philosophy in order for them to be able to rapidly improve their ability to produce results. |
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Compliance training |
• We provide mandatory training on harassment, information security, insider training, and other issues that must be observed as an employee of the Euglena Group. |
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Training at promotion |
• We provide support for our employees when they are promoted, conveying to them the changes in thinking and behavior that are required in the roles expected at the relevant promotion grade, and helping them to improve to meet these requirements. • We inform newly appointed managers of the roles and tasks required of managers, and support them in taking on these positions. |
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Management training |
• We formulate organizational policies based on the policies of the Euglena Group, and offer support to help communicate and improve the knowledge, skills, and mindset necessary to enhance our performance as an organization while supporting and training our employees. |
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New employee training/ Follow-up training |
• We communicate the knowledge, skills, and mindset necessary for new graduates to transition from being students to adult members of society, building a foundation for them to make a good start as adults. • We support growth by providing an opportunity for recent graduates to look back on how much they have grown in three years as adult members of society in order to facilitate promotion to an appropriate level. |
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② |
Skills training |
• We offer skills training in problem-solving, communication, documentation, marketing, digital marketing, and accounting (other training courses will be added as needed). |
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③ |
Support for study groups |
• We offer support for the running of study groups and training material costs, etc. |
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Support provided through employee benefit points |
• We offer support for expenses associated with purchasing books, attending courses, and obtaining qualifications in order to improve skills. |
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Assistance for company-recommended plans |
• A system of company-recommended plans has been established to allow employees to participate in external training courses at a reduced cost to them. |
The Group provides good and fair quality assurance in the supply of products, and has established a quality assurance policy to ensure the benefits and safety of our customers. We regard it as one of the greatest purposes of our business activities to ensure the safety and security of our Group's products.
The policy stipulates the quality of products that should ensure usefulness, safety, security, conviction, reliability, etc. in order to continue to supply products with the functions that customers expect, and scientifically. Emphasis is placed on confirming "certainty" based on knowledge. In addition, we will maintain the quality assurance system while making continuous improvements so that we can continue to meet the expectations of our customers while maintaining accurate and sincere communication.
In November 2015, Yaeyama Sangyo of the Group, which produces and manufactures powder of the microalgae Euglena (Japanese name: Euglena) and chlorella powder, acquired the food safety management system "FSSC22000" certification.
*FSSC 22000: An international certification standard for food safety management approved by the Global Food Safety Initiative (GFSI), established primarily by global food manufacturers and distributors. Based on the ISO 22000 management system standard for food safety, it includes content such as the PAS 220 “Prerequisite Programs on Food Safety for Food Manufacturing,” which is a standard for general hygiene management in food production.
Euglena and Chlorella have also acquired Halal certification* from the Japan Halal certification body (Japan Muslim Association) approved by the Department of Islamic Development Malaysia (JAKIM). This has allowed us to provide cookies containing Euglena to children in Bangladesh, which they can eat with peace of mind.
*Halal certification: The Islamic religion forbids the consumption of pork and alcohol, and Halal certification refers to the certification mark displayed on the packaging of foodstuffs that have been certified as being processed according to the appropriate methods prescribed by Islam.
Additionally, the Euglena and Chlorella produced by Yaeyama Shokusan have also acquired Kosher certification*, certifying that they conform to Jewish food requirements.
*Kosher certification: Meaning “appropriate” or “suitable” in Hebrew, “Kosher” refers to items that have been prepared in accordance with Jewish laws (the Torah) pertaining to food.
Regarding one powerlifting cream, we received an offer from a customer that the cap is hard.
Therefore, we adjusted the force to tighten the cap at the time of production, and reviewed and changed it to an appropriate force that is "not difficult to open" than before receiving the offer. We confirm whether stable production is possible by line testing so that it is easier for customers to use and that there is no leakage of contents. Going forward, we will continue to emphasize customer feedback and continue to supply products based on requests.
Our Euglena business is supported by many suppliers. We recognize our suppliers as important business partners, and aim to build relationships of trust and grow together.
Based on the management philosophy of "Health for people and the earth," we have set "Sustainability First" as the Euglena Philosophy and are conducting business activities. To achieve this, we need to share our philosophy with our suppliers and meet the expectations of society throughout our supply chain.
Based on the above recognition, we at Euglena will work on the promotion of sustainable procurement that is fair, social and environmentally friendly, based on the concept of human rights and the environment, in compliance with laws and regulations, throughout the supply chain.
In order to deliver safe and secure products to our customers for a long time, the Group considers that sustainable procurement that considers the environment and society is one of the important issues. To achieve this, the Group not only builds a sustainable production system for its main raw materials, Euglena and Chlorella, but also covers the entire supply chain, including packaging materials and printed matter when delivering products. We are working on it.
In order to promote sustainability procurement more effectively, we recognize that cooperation with stakeholders inside and outside the industry related to raw materials for food and cosmetics and container manufacturing will become more and more important, and we will proceed with our efforts in the future. I will continue.
In order to realize a sustainable supply of raw materials, we have changed the paper used for leaflets delivered to our Group customers to FSC * certified paper, and the ink used for promotional materials and shipping boxes to plant-derived ink and flexo ink. rice field.
*FSC (Forest Stewardship Council) certification: A certification for the processing and distribution of wood cut from forests around the world that are used for wood production.
For our company, which aims to realize the Euglena Philosophy of "Sustainability First," we believe that contributing to the local community is an indispensable element for conducting sustainable business activities. Our founded when President Izumo visited Bangladesh when he was a student and witnessed children who were malnourished due to lack of necessary nutrients. In addition, Ishigaki Island, Okinawa Prefecture, was the first land in the world to successfully cultivate Euglena 's edible outdoor mass culture, and it is still operating as a major production base.
Based on "Sustainability First", we will invest in the regions related to our business. In particular, we will focus on "solving poverty problems" and "regional development" and invest in local communities in various ways to support the further development of the region.
[Bangladesh: Solving the Poverty Problem]
Free distribution of cookies containing Euglena, a microalgae with abundant nutrients to children
The "Euglena GENKI Program" was started in April 2014 with the aim of solving nutritional problems for children in Bangladesh, which was the reason for its founding. The number of cookies distributed has exceeded 12 million meals. (As of the end of September 2021)
[Ishigaki Island, Okinawa Prefecture: Regional Development]
We acquired the naming rights for Japan’s southernmost shopping street on Ishigaki Island and have been making efforts with the operation of the Euglena Mall, revitalizing the region, and conducting activities to promote development of the region since March 14, 2010.
With the acquisition of naming rights, the remote island terminal, which is the gateway to the land of the Yaeyama Islands, was renamed to "Euglena Ishigaki Port Remote Island Terminal" in April 2018. "Euglena Ishigaki Port Remote Island Terminal" is used by many tourists from Japan, Taiwan, China, etc., and is also an important lifeline for residents of the Yaeyama area, with more than 2 million people using it annually. I have. Through the acquisition of naming rights, we are working on regional promotion activities in the Yaeyama area and improving services for terminal users.
We support the Ishigaki Island Marathon, which is Japan’s southernmost city marathon.
We support the Churashima Shoko Project, which is a joint project between Yaeyama Commercial and Technical High School and Ishigaki City Central Shopping Street Promotion Association (Euglena Mall). We are working on developing products that use Euglena and local products from Ishigaki Island.
In addition, we are implementing the "Mifaiyu Project" on Ishigaki Island. "Mifaiyu" means "thank you" in the dialect of Ishigaki Island. See the related links for details.
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Community investment initiatives |
Impact evaluation |
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Okinawa Basketball Euglena Cup |
Held every summer, this event was held for the eighth time in 2019. Number of participants (including staff) in 2019: 5,328 (In 2020 and 2021, it will be canceled due to the spread of new coronavirus infection) |
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By grouping Yaeyama breeding products |
Number of employees of Yaeyama Sangyo * 38 (As of the end of December 2021) |
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Euglena Taketomi by grouping shrimp farming |
Number of employees of Euglena Taketomi shrimp farming * 13 people (As of the end of December 2021) |
*Total number of board members, employees, contract employees, part-time employees, and temporary staff
For our company aiming to realize the Euglena Philosophy called "Sustainability First", we believe that it is essential to contribute to the sustainable development of the regions and countries where we do business, and we employ locally and procure locally. We will strive for further development of the region by advancing.
Bangladesh has a close relationship with the founding of our company and is still engaged in local business activities. In Bangladesh, the economic disparity between urban and rural areas is widening, and raising the income of small-scale farmers is one of the social issues. In addition, the Rohingya, an Islamic minority living in Myanmar, have been subject to numerous discriminations and persecutions as "illegal immigrants," and many Rohingya have abandoned their country and flowed into neighboring Bangladesh as refugees. Support is also a major issue.
In order to solve the social problems of small farmers and Rohingya refugees in Bangladesh, we have decided to take the initiative in continuing and expanding the following businesses.
In addition, we have signed a memorandum of understanding on business cooperation with the United Nations World Food Program (WFP), and through the mung bean cultivation project "Mung Bean Project" conducted by Gramin Euglena in the Republic of Bangladesh, we will support the livelihood improvement of small-scale farmers in Bangladesh and provide Rohingya refugees. We aim to promote food support in Japan. This is the first Japanese company to make this effort.
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