Human Rights and Labor Practices: Material Issues

Material Issues for the AGC Group

The AGC Group has introduced a CSR Monitoring Framework based on ISO 26000. Accordingly, the Group provides information for stakeholders via its CSR Website and other means, reporting on its targets and results in connection with the material issues specified in the Matrix of CSR Issues designated in this monitoring framework, namely “Issues for which a framework is to be developed and a commitment made to society”.

The AGC Group has examined the materiality of each issue by corresponding to Related Actions and Expectations of ISO 26000, and designated selected material issues to correspond to the ISO 26000 core subjects of Human Rights and Labor Practices. The reasons for selecting these material issues are as follows.

Material Issues Corresponding to the ISO 26000 Core Subjects of Human Rights and Labor Practices

Issue Related actions and expectations
Human development and training in the workplace
  • Provide all workers at all stages of their work experience with access to skills development, training and apprenticeships
  • Provide all workers at all stages of their work experience with access to opportunities for career advancement

Reasons for Selection of Material Issues

Corporations are expected to provide opportunities for their employees to grow, develop their abilities and skills and improve their standard of living, from financial, social and cultural viewpoints.

The AGC Group believes that human resources are the driving force behind the AGC Group's business operations, and that creating a framework that supports the growth of its employees is important.

Management Approach (Organizational Management Methods)

The AGC Group builds effective management systems and promotes efforts regarding material issues based on shared Group policies.

Related Policies, Rules and Regulations

Promotional Structure

Results of 2015 Activities

The following charts show the AGC Group’s 2015 results, self-evaluation, and 2016 targets in connection with its material issues. For detailed information on each activity and other initiatives related to Human Rights and Labor Practices, please refer to the respective Web pages (accessible via the links in the upper right).

Criteria for Self-evaluation

A: Satisfactory level, in which the intended target has been achieved
B: Almost satisfactory level, in which a part of the intended target has not yet been achieved and some issues still remain
C: Unsatisfactory level, in which the intended target has not been achieved

2015 targets 2015 major initiative results Self-
2016 targets
Enhance employee education and training programs   B
(Note 2)
Enhance employee education and training programs
  • Expand the scope of registrants of the Skill Map
  • Consider training with the objective of improving multiple skills, so that employees can respond and act smoothly when transferred to other places due to changes in business structure and other factors.
  • Develop stratified training and training by occupational category with the objective of reinforcing mental aspects (motivation, winning people over, etc.)
  • Cross-divisional network activities (Note 1) were developed overseas (China, Thailand).
  • Different divisions have different needs and gaps in their training, and further training is required to improve the multiple skills possessed by Group employees
  • Introduced training designed to strengthen mental aspects. Employees considered the meaning of their work, their connections with customers and the true value of AGC. Also, training provided for newly-appointed managers and section heads
  • In close cooperation with the personnel system, investigate and carry out training effective for helping young, female, middle-aged and older employees work with enthusiasm while fully displaying their abilities
  • Based on the results of the reorganization, rearrange and integrate aspects of the former system to create an improved training system
  • (Note 1) An activity based on the Skill Map system. It allows employees who, although they have common skills, belong to different organizations and so have no points of contact during routine work, to act together on various levels, from information exchange to joint research.
  • (Note 2) Reason for “B” grade: because development of training focused on multi-skill improvement is currently pending.

Major Achievements in 2015

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