Policy on Human Rights
Skylark Group Human Rights Policy
Our human rights policy is to clearly fulfill our responsibility as a company that understands and respects the human rights of all people.
Basic Approach to Human Rights Policy
We understand the following international principles and standards as norms to be observed regarding human rights, and we support them:
- International Bill of Human Rights (Universal Declaration of Human Rights, International Covenant on Civil and Political Rights, International Covenant on Economic, Social and Cultural Rights)
- International Labor Organization (ILO) Declaration on Fundamental Principles and Rights at Work
- The Convention on the Rights of the Child; Children's Rights and Business Principles
- UN Guiding Principles on Business and Human Rights
Scope of Application
- All executives and employees of Skylark Group
We will strive to create an environment in which officers and employees can work in a safe and secure workplace free from discrimination and with a sense of fulfillment, as "beings whose human rights are to be respected. We also understand that our officers and employees are "beings who should respect the human rights of others," and we will put this policy into practice.
- All business partners of Skylark Group
We will continue to encourage all our business partners to support this policy and work together to respect human rights. If a business partner is found to be involved in human rights violations, we will encourage them to take corrective action.
March 10, 2023
Approved by the Board of Directors
Support for Freedom of Association and the Right to Collective Bargaining
We support the principles of freedom of association and the right to collective bargaining set forth in the "ILO Declaration on Fundamental Principles and Rights at Work." We observe the spirit of the guarantee of the three primary labor rights (basic labor rights) under Article 28 of the Constitution of Japan, and we support and sincerely respond to the effective recognition of the right to collective bargaining. Furthermore, based on the freedom of association, we recognize and support the labor union formed by our employees as the sole negotiating body capable of concluding agreements with the Company regarding working conditions.
Non-Discrimination and Equal Pay for Work of Equal Value Between Men and Women
We observe the spirit of the prohibition of discrimination and equality under the law as proclaimed in the "Universal Declaration of Human Rights" of the International Bill of Human Rights. We are committed to ensuring equal opportunity for our employees and eliminating discrimination based on race, religion, gender, age, sexual orientation, disability, nationality, etc., as well as achieving equal pay for men and women for work of equal value. Regarding the gender wage gap, we regularly monitor the situation and disclose data on our website.
Initiatives to Prevent Harassment
We do not tolerate any human rights violations in the workplace, including discrimination, violent acts, sexual harassment, or power harassment.
As stipulated by labor laws and regulations, we clearly state these prohibitions in our work rules. We have also established the external "Skylark Sexual and Power Harassment Consultation Desk" where confidentiality is strictly protected, creating a system that allows employees to make inquiries via both telephone and email. In addition, we conduct internal training sessions on harassment to raise awareness within the Company.
Setting Upper Limits on Working Hours and Reducing Long Working Hours / Overtime
We have set targets of "less than 80 hours for a single month" and "less than 60 hours for a 2-6 month average," which are 20 hours below the standards of "less than 100 hours for a single month" and "less than 80 hours for a 2-6 month average" established by the Work Style Reform. We also aim to strictly observe the limit of 45 hours per month and 360 hours per year based on the Article 36 Agreement. In addition to continuing monitoring to ensure legal compliance and target achievement, we share the actual status of overtime work through Labor Management Improvement Meetings and Labor-Management Liaison Meetings. We are implementing improvement measures to reduce long working hours and prevent unpaid overtime.
Reduction Target Standards for Overtime Work
Prevention of Forced Labor
As stipulated in Article 1, Paragraph 2 of our Work Rules, which states "in accordance with the Labor Standards Act and other laws and regulations," we also comply with the prohibition of forced labor set forth in Article 5 of the Labor Standards Act. We engage not only with our overseas businesses but also with our suppliers through on-site investigations and audits.
- We shall not force workers to work against their will by means of violence, intimidation, confinement, or any other means that unfairly restrict mental or physical freedom.
- We recognize that all labor must be voluntary and that employees may leave or terminate their employment of their own free will, and we must take necessary measures to ensure this.
- We shall not require employees to surrender government-issued identification, passports, or work permits as a condition of employment, nor shall we require employees to bear costs when obtaining employment opportunities or continuing labor contracts.
Children's Human Rights and Prevention of Child Labor
We endorse the content of the "Convention on the Rights of the Child" presented by the United Nations and observe its spirit. Even if there is a business advantage, we will not prioritize it over the rights of children. We also endorse the following requirements of the International Labour Organization (ILO):
- To provide quality, free compulsory education to all children until they reach at least the minimum age for admission to employment. Also, to implement initiatives that reach children currently engaged in child labor.
- To undertake new initiatives to ensure domestic policies on child labor and education are consistent and effective. To ensure access to quality education and implement investment policies for teachers.
- We engage not only with our overseas businesses but also with our suppliers through on-site investigations and audits.
If child labor is discovered, we will consider immediate action and take measures. Since social backgrounds such as poverty are considered to be deeply related to the occurrence of child labor, we will investigate the root causes of child labor and work with suppliers to find solutions. Note: There have been no cases of child labor discovered during past on-site investigations or audits.
Human Rights Due Diligence
We promote human rights due diligence based on the following process in accordance with the procedures set forth in the United Nations Guiding Principles on Business and Human Rights. We are working on the management of human rights risks by continuously implementing the PDCA cycle to prevent negative impacts on human rights.
Human Rights Risk Assessment
Identification of Human Rights Issues for the Group
In order to clarify potential human rights risks in our group's business activities and value chain, we have identified possible human rights issues by referring to international guidelines such as the International Bill of Human Rights, the International Labor Organization (ILO) Declaration on Fundamental Principles and Rights at Work, the Convention on the Rights of the Child, the UN Global Compact 10 principles, and the UN Guiding Principles on Business and Human Rights, as follows
＊ Identified Human Rights Issues
Power harassment, Sexual harassment, Excessive and unreasonable working hours, Occupational health and safety, Consumer safety and right to know, Human rights issues for supply chain, Human trafficking, Rights of foreign workers, Under/unpaid wages, Right to access remedy, Right to collective bargaining, Forced labor, child labor, Right to privacy, Discrimination, Gender-related human rights issues, Rights of local residents, Caregiver harassment, Maternity/paternity harassment, Freedom of association, Freedom of residential relocation, Bribery/corruption, Equal pay
Identification of Groups at Risk of Human Rights Challenges
We conducted an assessment of both actual and potential impacts of the identified human rights risks within our Group. The scope of this assessment included our own employees, women, children, indigenous peoples, migrant workers, local communities, business partners including third parties, suppliers, newly established business relationships such as those arising from M&A activities, and consumers.
In conducting the impact assessment, we prioritized our responses based on the severity and likelihood of negative human rights impacts and developed the following human rights risk map to identify priority issues for our company.
Furthermore, our Group comprehensively implements this human rights risk assessment process across all new and existing business activities. When launching new businesses, such as through M&A, we conduct due diligence on labor issues. In our existing business activities, we periodically conduct risk assessments based on the human rights risk map—covering areas such as working hours, harassment, and health and safety—through internal audits and employee awareness surveys. We continuously work to correct and improve any identified risks.
Human Rights Risk Map
For the areas of human rights that we must respect, we have prioritized our response in terms of the items and the severity of the negative impact on human rights and the likelihood of their occurrence, and have developed the following risk map.
Promotion System for Respect for Human Rights
Integration into Internal Departments and Procedures and Implementation of Appropriate Measures
The Group will establish a human rights due diligence mechanism in accordance with procedures based on the UN Guiding Principles on Business and Human Rights to prevent or minimize adverse human rights impacts.
If it becomes clear that the Group's business activities are causing or contributing to human rights abuses, the Group will work to correct or remedy the situation. In addition, even if our business activities do not cause or contribute to human rights violations, we will work to correct them if our products and services are directly involved in human rights violations due to our business relationships.
Under the supervision of the Board of Directors, the Sustainability Committee and the Risk Compliance Committee, both chaired by the President and Representative Director, will play a central role in this process. Under the umbrella of the Sustainability Committee, a Human Rights Subcommittee, consisting of members of the Human Resources & General Affairs Division and Purchasing Division, has been established to take measures to respect human rights.
Tracking and Assessment (Mitigation Plans for Human Rights Risks)
Regarding initiatives to respect human rights, the Sustainability Committee monitors compliance with the Human Rights Policy and tracks and assesses the effectiveness of implemented measures.
Stores, Factories, and Headquarters (Offices): The Internal Audit Department conducts labor and compliance audits, including human rights criteria, for all locations and departments. For any location or department where deficiencies are identified, corrective action plans are formulated.
Suppliers: Regardless of location (domestic or overseas) or transaction volume, we regularly monitor and audit all suppliers (in principle, once every two years). Through this process, we identify suppliers with high human rights risks and provide guidance and supervision via feedback. For details, please refer to the Supply Chain section.
Remediation Process and Record of Corrective Actions for Human Rights Violations
Approach to Remediation and Prioritization
If adverse impacts on human rights are identified or suspected in our business activities or supply chain, Skylark Group takes appropriate remedial measures based on international standards. In addressing these issues, we give top priority to considering the severity of the impact and risks to the affected parties, particularly "the most vulnerable people," who may suffer irreparable harm if immediate action is not taken.
Types of Remedial Measures
The content of remediation is determined based on the severity of the human rights violation and the nature of the case. This includes, but is not limited to, the following:
- Formal apology
- Restitution (reinstatement of employment, correction of working conditions, etc.)
- Financial and non-financial compensation
- Formulation and implementation of measures to prevent recurrence
- Support for access to public remedial institutions
FY2024 Performance
In FY2024, no complaints or reports regarding serious human rights violations were confirmed within the Group's direct operations (stores, factories, and headquarters) or within our major supply chain. Consequently, the number of direct corrective actions implemented for serious human rights violations was zero. We will continue to strive for the monitoring and early detection of human rights risks through the Internal Reporting Desk, supplier hotlines, and regular audits.
Disclosure of Information
Dialogue and Consultation with Stakeholders
In implementing our human rights policy, we understand the importance of responding from the perspective of stakeholders who may be affected by human rights violations, and we will engage in dialogue with them. In addition, we will strive to continuously improve our efforts to respect human rights by continuing dialogue and consultation with relevant stakeholders on cases of human rights violations, and by utilizing the opinions of outside experts on human rights.
Education and Awareness Activities
We will focus on education and awareness activities to promote understanding and effective implementation of our human rights policy.
- We will continue to provide appropriate training for directors and employees of our company and group companies to ensure that the human rights policy is integrated into all business activities of the Shanghai Group.
- We will also conduct awareness-raising activities to inform and educate all our business partners about our human rights policy.
Disclosure and Monitoring
We will disclose information on our efforts to respect human rights on a regular basis through communication channels, such as Skylark Holdings website, in order to monitor compliance with our human rights policies and to ensure accountability.
Internal Reporting System
For the purpose of the early detection, correction, and prevention of recurrence of violations of laws, regulations, and other misconduct that may be disadvantageous to stakeholders such as customers, investors, and society, our Group has established the "Skylark Group Internal Reporting Desk." With a specialized outside company serving as its point of contact, this desk accepts whistleblowing reports from all of our domestic Group officers, employees, and business partners.
Reports received are shared directly with outside directors and full-time Audit & Supervisory Committee members. Furthermore, the system is operated in accordance with internal regulations, which include periodically reporting on its operational status to the Board of Directors and disclosing this information to officers and employees.
Eligible Parties for Reporting and Consultation
- Employees of Skylark Group (full-time, contract, and part-time "crew" members), executives, and their families.
- Former employees of Skylark Group.
- Employees and executives of Skylark Group's business partners.
Anonymity and Confidentiality
The external contact point is an independent, third-party organization. Reports can be made anonymously and will be treated with the strictest confidence. The privacy of those who report or consult is strictly protected, and information will not be disclosed or leaked to third parties.
Prohibition of Unfavorable Treatment and Retaliation
Individuals who use this reporting and consultation service will not receive any unfavorable treatment from affiliated companies.
Awareness and Training
To ensure awareness, information about the employee consultation service is distributed to all our restaurants every month in the form of posters. We also conduct training on the procedures through our corporate meetings.
How to Report or Consult
| Eligible Parties |
Service Name |
Provider |
Method |
Scope of Consultation |
Employees
Employee Families
Former Employees |
Harassment Consultation Service |
External |
Phone
WEB
|
All harassment-related issues |
| Whistleblowing Hotline |
Internal reporting on fraud, legal violations, etc. |
| Health Consultation Service |
Health, counseling, etc. |
| Employee Consultation Service |
Internal |
Phone |
All harassment-related issues |
| Next-Generation Support Service |
Consultation on child-rearing, childcare leave, etc. |
| Global Talent Consultation Service |
Consultation for foreign national employees on concerns regarding daily life, work, and employment |
| Customers |
Customer Service |
Internal |
Phone
WEB |
General inquiries from customers |
| Business Partners |
Dedicated Whistleblowing Hotline for Business Partners |
External |
Phone |
General inquiries from business partners |
*The Health Consultation Service (phone/web) and the web portals for other consultation services are available 24 hours a day, 365 days a year.
*For our overseas subsidiaries, we have established internal contact points that provide support in the local language.
Reports and consultations from our business partners are handled by an independent third-party organization, ”Dial Service Co., Ltd.”
| Hours of Operation |
Weekdays：12:00 PM - 9:00 PM
Saturdays, Sundays, & National Holidays：9:00 AM - 5:00 PM *Closed from December 29th to January 4th. |
| Dedicated Phone Number for Business Partners |
TEL：0120-330-280
- *This phone number is exclusively for our business partners.
For customer inquiries, please contact our Customer Service at 0120-125-807 (9:00 AM - 6:00 PM).
|
Initiatives for Foreign Workers
Employment of Foreigners
Skylark Group has approximately 2,000 foreign employees of various nationalities working in about 26 countries. Regarding the acceptance of technical intern trainees from Vietnam, which began in 2016, approximately 200 people are currently working at the company's food and logistics plants. In 2022, a new system of specified skills has introduced to promote the activities of foreign human resources.
|
FY2017 |
FY2018 |
FY2019 |
FY2020 |
FY2021 |
| Employment rate of foreigners |
2.27% |
2.70% |
2.72% |
2.28% |
1.92% |
| Actual number of foreign employees |
2,409 |
2,986 |
3,089 |
2,266 |
1,876 |
※Employment numbers have decreased in FY2020 and FY2021 due to COVID-19
【Examples of Store Initiatives】
For foreign employees working in our stores, we have prepared videos explaining basic operations that can be viewed on tablet terminals. The video is available in four languages (English, Chinese, Korean, and Vietnamese) and the manual is easy to understand visually to ensure smooth acceptance of foreign employees.
In addition, to ensure that foreign workers can work with peace of mind, we have set up a dedicated telephone line for foreign workers called the "Global Human Resources Desk" within the company. We are working to improve the system. In addition, we are working to further expand the complaint and consultation services for foreign workers by providing information on external consultation services as part of our efforts to support foreign workers.
【Technical Internship Program】
After the technical intern trainees arrive in Japan, we familiarize them with the legal protection system for foreign workers, including labor-related laws and regulations. We also maintain close contact and consultation with the Technical Intern Training Organization for Foreigners throughout the apprenticeship period to enhance the effectiveness of our respect for human rights.
In addition, in cooperation with the supervisory organization, we confirm the proper management of respect for human rights at the sending organization. In accepting technical intern trainees from Vietnam, we limit the number of sending organizations to those that are members of the "Vietnam Association of Sending Agencies" (VAMAS), thereby promoting ethical and fair sending in compliance with not only Vietnamese domestic laws, but also international laws.
As a company that respects human rights, we will continue to make every effort to ensure that the technical internship system is used in a manner that takes human rights into consideration.
【Skills-specific Program】
From 2022, we have begun hiring based on "specified skills," a status of residence for foreign nationals with skills related to food and beverage manufacturing.
We are working with support organizations and consultation services for foreign employment support to provide an appropriate working environment in accordance with the operational guidelines.
Furthermore, in 2023, we hire interpreters as full-time employees and actively lean on them in terms of both time and content to improve the treatment of foreign workers so that they can lead their lives with even greater peace of mind and safety, thereby improving respect for the human rights of all foreign workers.
Other Key Initiatives
For details, please see Approach to Human Rights