SDGs/ESG
Initiatives for Society
VECTOR Group Basic Policy on Human Rights
The VECTOR Group will work to establish a corporate culture that respects people, ensuring that all officers and employees respect each other's diversity, personality, and individuality and never discriminate or tolerate discrimination based on race, religion, nationality, age, gender, gender identity, sexual orientation, disability, or other characteristics, and that do not tolerate harassment that harms the dignity of individuals. In addition, we do not permit any and all forms of child labor and forced labor.
The Group has formulated this policy in accordance with the United Nations Guiding Principles on Business and Human Rights as a guideline for promoting efforts to respect human rights and fulfilling such responsibilities.
1. Scope of application
This policy applies to all officers and employees of VECTOR INC. and its consolidated subsidiaries.
2. Respect for and compliance with standards, laws and regulations
We will respect international standards on human rights, such as the United Nations International Bill of Human Rights and the International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work.
We will comply with the laws and regulations of the countries and regions where the Group conducts its business activities. When the laws and regulations of such countries and regions differ with international standards on human rights, we will follow the higher standard, and when they conflict with international standards, we will pursue ways to ensure that the international standards are respected.
3. Duty to respect human rights
In our business activities, we will fulfill our duty to respect human rights by not violating the human rights of others and by addressing negative impacts on human rights should they arise.
Through our efforts to identify, prevent, and mitigate negative impacts on human rights, we will work to take appropriate remedies and corrective measures should it become clear that we have caused or contributed to any negative impacts on human rights.
We will continue to provide education and training on various human rights issues that may arise both in Japan or overseas to ensure that this policy is understood by officers and employees and becomes well established within the Group. We will also regularly disclose information, and engage in dialogue and discussion regarding our efforts to respect human rights with all relevant stakeholders.
August 2021
Saori Kiryu
Executive Vice President and CSO
Diverse Human Resources Supporting the VECTOR Group
Gender
Gender balance
Ratio of female managers
Note: The percentages of female employees and female managers are based solely on data from the Company and its major PR subsidiaries.
Hiring and Appointing Diverse Human Resources
Percentage of employees with disabilities
◆ Regular work assigned, rather than special duties
◆ High employment rate of people with mental disorders
Multinational background
Employee Engagement Survey Results
The VECTOR Group considers the well-being of employees essential for sustainable growth and is implementing various related initiatives.
As part of our efforts to improve employee well-being, we have conducted an engagement survey to collect employee feedback, ascertain the status of the working environment, and identify issues. Survey outcomes are reflected in specific human resources initiatives. We will continue to improve employee engagement and well-being by monitoring each survey item on an ongoing basis and implementing different initiatives aimed at improving the working environment.
Survey target:
Employees of the VECTOR Group’s PR operating companies (ANTIL, Platinum, INITIAL)
Number of respondents:
330
Survey period:
February 15 to 29, 2024
Survey method:
Questionnaire
Number of questions:
6
Content of questions:
(1) Does the workplace provide opportunities for learning and growth?
(2) Does the workplace enable you to take on new challenges?
(3) Do you feel the company’s business operations contribute to creating a better society?
(4) Do you feel your work is meaningful?
(5) Does the workplace enable you to make the most of your skills?
(6) Are there people in the workplace who encourage you to grow?
Response method:
Selection of a number between 1 and 10, where 1 represents “disagree” and 10 represents “agree.”
Calculation method:
The average point score is calculated for each question, where 1 (“disagree”) is considered one point and 10 (“agree”) is considered 10 points (perfect score). The average point score is then multiplied by 10 to convert to a 100-point scale.
* Figures are rounded to one decimal place
Survey results
| (1) Does the workplace provide opportunities for learning and growth? | 78.9pts |
|---|---|
| (2) Does the workplace enable you to take on new challenges? | 79.7pts |
| (3) Do you feel the company’s business operations contribute to creating a better society?/th> | 72.8pts |
| (4) Do you feel your work is meaningful?/th> | 71.8pts |
| (5) Does the workplace enable you to make the most of your skills? | 73.4pts |
| (6) Are there people in the workplace who encourage you to grow? | 72.8pts |
Receiving 3-Star Eruboshi Certification: Our Commitment to Advancing Women in the Workplace
The “Eruboshi” Certification is a system in which the Minister of Health, Labour and Welfare certifies companies with outstanding initiatives for advancing women in the workplace. From the perspective of whether the workplace environment is conducive to women working and showcasing their abilities, companies are evaluated on a three-tier scale based on five criteria: employment, continued length of employment, working hours and work styles, ratio of management positions, and diverse career paths.
The VECTOR Group is implementing a multifaceted approach, including the introduction of a more flexible work system, the expansion of support systems for childcare and nursing care, and the organization of internal seminars. As a result of our efforts, we were recognized as meeting all of the above criteria and received the highest level of Eruboshi Certification, achieving 3 stars in the three-tier system.
Joining 30% Club Japan—a Campaign That Aims to Boost the Percentage of Women in Executive Positions
In March 2023, the VECTOR Group endorsed and joined 30% Club Japan, part of a global campaign that seeks to increase the percentage of women in corporate executive positions and decision-making bodies, including boards of directors.
Having defined the promotion of diversity and inclusion (D&I) as one of our material themes, we are working to create diversity, inclusion and belonging within the VECTOR Group by listening to all voices and fostering a culture of belonging and trust where everyone has a place to be themselves.
By joining 30% Club Japan, we aim to contribute to the sustainable growth of society and enhance our corporate value by ensuring diversity in our management and decision-making bodies.
30% Club Japan (established in 2019) https://30percentclub.org/chapters/japan-2/
・30% Club Japan aims to achieve a 30% representation of women on the boards of directors of TOPIX100 companies by 2030.
・It takes an integrated approach in which companies, institutional investors, governments, media, professional firms, executive search firms, universities, and other organizations collaborate to develop various initiatives that influence companies as well as society as a whole. It aims to achieve corporate diversity more comprehensively and efficiently.
Signing of the WEPs
The Women's Empowerment Principles (WEPs) are a set of principles established by the UN Global Compact and UN Women (a United Nations entity for gender equality and the empowerment of women) for actively promoting the active participation of women in the workplace. The VECTOR Group has endorsed the WEPs and has signed a statement to the effect that it will act in accordance with these Principles.
Since its foundation, the VECTOR Group has always had a culture of empowering women in the workplace with women making up more than half of the Group’s permanent employees. The Group’s ability to quickly create an environment where women can play an active role, where diverse viewpoints and values can be respected, has helped the entire Group to grow. Taking this opportunity to sign up to the WEPs, we will not only declare that we will work to empower women and promote gender equality both inside and outside the Company, but we will also step up our activities to promote diversity by asserting the Principles as a guideline for the entire Group.
The Seven Women’s Empowerment Principles
| Management strategy | Principle 1: Establish high-level corporate leadership for gender equality |
|---|---|
| Workplace | Principle 2: Treat all women and men fairly at work – respect and support human rights and nondiscrimination Principle 3: Ensure the health, safety and well-being of all women and men workers Principle 4: Promote education, training and professional development for women |
| Market | Principle 5: Implement enterprise development, supply chain and marketing practices that empower women |
| Society | Principle 6: Promote equality through community initiatives and advocacy |
| Information disclosure | Principle 7: Measure and publicly report on progress to achieve gender equality |
