CSR InitiativesHuman Rights,Health and Safety

Respect Human Rights

The Kurita Group has operations in over 30 countries, where it encounters diverse working environments, business customs, and trading practices. It is important to approach business with a respect for stakeholders’ human rights. Therefore, recognizing that human rights are a priority issue for management, the Kurita Group promotes respect for human rights among all stakeholders, including employees, in the countries and regions where it conducts business. The Group recognizes that these initiatives need to be thoroughly implemented both internally and throughout the supply chain. We therefore request our business partners to consider human rights and require their understanding and cooperation. From fiscal 2019 onward, we plan to confirm that human rights are being respected through periodic monitoring surveys.

Initiatives to Respect Human Rights

Kurita Group Human Rights Policy

The Kurita Group Code of Conduct presents a model for specific practice of correct conduct based on observation of laws and regulations and on social ethics. The code stipulates that all directors and employees should respect and observe human rights in their conduct. Furthermore, we have also established the Kurita Group Human Rights Policy to complement the corporate philosophy and the Kurita Group Code of Conduct.


This policy applies to every directors and employees of Kurita Water Industries Ltd. and its consolidated subsidiaries. Moreover, Kurita Group will encourage its business partners and other related parties on which it can have an influence to implement this policy.

  • Kurita Group will respect the human rights as set out in the International Bill of Human Rights and the fundamental rights and principles as set out in the Declaration on Fundamental Principles and Rights at Work. In addition, we will promote efforts to respect human rights in accordance with the Guiding Principles on Business and Human Rights stipulated by the UN.
  • Kurita Group will comply with applicable laws and regulations of each country and region in which it performs its business activities. In the case of any conflict between the internationally recognized human rights and any law, regulation or rule of any country or region, Kurita Group will search for a way to respect the principles of internationally recognized human rights.
  • Kurita Group will establish a mechanism for human rights due diligence to identify any adverse human rights impacts and seek to prevent or mitigate such impact.
  • In the event of any adverse human rights impacts or its revealed involvement in such adverse human rights impacts, Kurita Group will endeavor to provide a remedy to those affected through proper proceedings.
  • Kurita Group will publicize this policy. Furthermore, it will provide appropriate education and training to ensure the effectiveness of this policy.
  • Kurita Group will consult with the relevant stakeholders on responses regarding potential and actual impacts on human rights.
  • Kurita Group will report the progress of its efforts to respect human rights in its corporate social responsibility (CSR) reports and on its website.

Promotion System

The Kurita Group’s promotion system for human rights initiatives is shown on the right. The Group Administrative Division undertakes awareness-raising activities, mainly for employees, while the Engineering Division is in charge of requesting suppliers to respect human rights.

Initiatives in Fiscal 2018

Formulation of the Kurita Group Management Guidelines for Human Resources

The Kurita Group formulated the Kurita Group Personnel Management Guidelines with the aim of managing personnel based on a common approach throughout the Group. The guidelines set out basic approaches to personnel management such as management development, sincere employment, and respect for diversity. The Group will manage personnel in accordance with the guidelines,integrating them with the unique personnel management strategies of each company based on its individual circumstances,such as country, region, culture, and company culture.

Number of Participants and Participation Rate in Human Rights Awareness Raising Training

  FY2016 FY2017 FY2018
Theme Diversity Power Harassment LGBT
Number of participants 1,983 1,818 1,669
Participation rate (%) 88 91 80
  • Number of participants includes dispatch staff.

A management training session on the theme of considering initiatives for people of sexual minorities (LGBT) in companies

Human Rights Awareness Raising Training

Kurita Water Industries Ltd. provides ongoing “Human Rights Training Programs” to raise employees’ awareness of human rights.In fiscal 2018, we also conduced human rights awareness raising training for the management of the Company and its domestic Group companies, aiming to raise management’s awareness of the human rights, which is becoming increasingly important in corporate management, and to promote initiatives with employees.

Discriminatory Response

There were consultations and reports on two cases at domestic Group companies, and directions were given to the person in question or their superior.

Child Labor

At the Company, there was no noteworthy workplace concerning child labor.

Forced or Compulsory Labor

At the Company, there was no noteworthy workplace concerning forced or compulsory labor.

Human Resource Development

At the Company, training is provided under various programs to develop human resources. They include training provided by the department in charge of human resources development to employees in each job class and those in each position, as well as training for acquiring specialized knowledge and skills provided at each organization.

Health and Safety

Basic Approach

The Kurita Group recognizes that due to the nature of its business,its employees and those of subcontractors are often faced with various safety risks for manufacture and delivery of water treatment chemicals or assembly, delivery, and installation of water treatment facilities. We have therefore positioned “occupational health and safety as the top priority in operating business.” We are working to ensure the safety and support the health of Kurita Group directors and employees, as well as employees of subcontractors to create working environments where they can work with confidence.

The labor agreement that was concluded between the Company and the Kurita Water Industries Labor Union includes articles on safety and health.

Kurita Group Occupational Health and Safety Policy

The Kurita Group has established a common policy for the Group in an effort to ensure the health and safety of directors and employees, create comfortable working environments, and improve on them. We continuously promote initiatives for health and safety based on this policy.


  1. Compliance with laws
    Kurita Group will observe laws and regulations related to occupational health and safety which apply in each country or region where it conducts business activities.
  2. Investment of management resources
    Kurita Group will strive to maintain and improve a safe, comfortable working environment by investing its management resources such as human resources, equipment, and funds.
  3. Clarification of roles, authority, and responsibilities
    Kurita Group will clarify the roles, authority, and responsibilities of occupational health and safety organizations and occupational health and safety managers of Group companies, so as to conduct voluntary, sustained occupational health and safety activities.
  4. Setting targets, planning, and implementation for occupational health and safety
    Kurita Group will have the occupational health and safety organizations of Group companies set targets for their occupational health and safety activities in accordance with business contents and regional characteristics of each company, as well as the laws and regulations which apply in each country, develop plans to achieve the targets, and implement the plans through the united efforts of operators and employees. In addition, Kurita Group will conduct appropriate reviews based on the results of implementation and make continuous improvements.
  5. Elimination and reduction of risk factors and hazards
    Kurita Group will conduct risk assessments, identify risk factors and hazards to make improvements, and eliminate or reduce the risks.
  6. Education and training
    Kurita Group will provide education and training on occupational health and safety to its directors, employees, and business partners and inform them thoroughly of the Occupational Health and Safety Policy and the objective, plans, and measures of its occupational health and safety activities.

The Company and its domestic Group companies have established a health and safety system based on labor safety laws and regulations such as the Industrial Safety and Health Act. Under the Headquarters Health and Safety Committee, a joint labor-management committee which is chaired by the general manager of the Group Administrative Division, each office and division of the Company has established a Health and Safety Committee (chaired by the office manager or persons designated by the chairperson of the Headquarters Health and Safety Committee), and domestic Group companies have also established Health and Safety Committees. These work to maintain and enhance the workplace environment. Furthermore, a special department has been established to promote safety within the worksite, and it supports on-site safety initiatives as well as planning and taking measures to prevent work-related accidents. The department also follows up on the activities of the Health and Safety Committee.

Among 19 Health and Safety Committees of domestic Group companies, 16 are joint labor-management committees. In addition, the percentage of employees who participate in the Health and Safety Committee is 2%* at the Company and 9% at domestic Group companies.

  • The percentage of the members of the Health and Safety Committee among employees working at the Head Office

Initiatives in Fiscal 2018

In fiscal 2018, the Health and Safety Committee stated the direction for its initiatives as “every one of us must have a sense of danger and establish the behavior of thinking for ourselves to remove any potential risks.” The main themes for our priority measures have been 1) disaster response, 2) prevent workrelated accidents, 3) prevent traffic accidents, and 4) health management. Our main initiatives in fiscal 2018 were as follows.

Disaster Response

We formulated unified Group standards for workplace safety evaluation and supplies storage amount, then conducted inspections and improvements at all 151 workplaces in Japan.

Prevent Work-Related Accidents

Taking into consideration previous work injuries, we set preventing chemical-related injuries and falls as priority issues. As part of this initiative, at the worksites of new and existing operations and projects with high work-related accident risk, we had outside experts and the Company’s responsible departments conduct safety patrols and made efforts to discover and eliminate risks at the worksites and raise the safety awareness of employees and subcontractors. In safety patrols, worksite safety measures and other aspects were evaluated by points, then the results were reported back to employees and subcontractors and improvements and remedies of the indicated items were carried out. In fiscal 2018, we conducted safety patrols overseas for the first time. Recently, we have also been enforcing safety education prior to the start of construction in response to an increase in subcontractors due to an increase in onsite construction.
The types of injuries that occurred during work at the Company and domestic Group companies in fiscal 2018 are listed below. For the accidents that occurred, the Company’s dedicated department for promoting onsite safety investigated the cause and established measures to prevent recurrences, which are promoted through the Company and domestic Group companies.

Falls, chemical-related injuries, being caught, cuts and abrasions, traffic accidents, overturning, being crushed, stings, bone fracture, lower back pain, bug bites, finger dislocation, collision, gas inhalation

There were no work-related fatalities at the Company or domestic Group companies in fiscal 2018.

Prevent Traffic Accidents

The Company and its domestic Group companies provide practical training for safe driving, and efforts are made to prevent traffic accidents because cars are often used when visiting the plants and offices of customers. Drive recorder records were used to educate drivers on the number of dangerous driving maneuvers that had been performed and employees with little driving experience were given safe driving education to increase their skills.

Health Management

The Company ensures that all employees receive regular health exams, and all employees who handle items such as organic solvents and designated chemicals receive special health exams.The participation rate in regular health exams was 100%. The main initiatives related to reducing long work hours include a “no overtime day” and the maximum hours that the Company’s facilities can be used were set in 2016. At the each Company’s Health and Safety Committees, we held lectures on dietary improvement, mental health, and related matters 21 times as an initiative to prevent mental health issues and improve the health of employees. We also held 13 physical health events such as body age assessments and walking rallies. In addition, we conduct a Stress Check, which is a survey given to all employees for promoting self-awareness, carried out under the guidance of the stress check systems designed by the Ministry of Health, Labour and Welfare according to the Industrial Safety and Health Act. Ninety-nine percent of employees took the Stress Check.

The Company also conducts analyses and experiments involving the use of organic solvents. To ensure employee safety, we prevent exposure by using regional ventilation systems and protective gear. We also have employees receive special health examinations (medical consultation and examinations) based on the results of surveys on their use of organic solvents.

Targets for Fiscal 2023

The Kurita Group has set targets for this theme to be achieved by 2023, as shown on the right.

Rate of participation in training related to human rights among directors and employees ※1


Severity rate※2


  • ※1 Represents the number of courses taken once every three years per employee
  • ※2 Severity rate: Number of lost work days / total number of labor hours × 1,000

Promoting Workstyle Reforms and Women’s Empowerment

The Company is taking steps on workstyle reform and promoting the empowerment of women in response to issues facing Japan related to securing human resources in the face of a declining birthrate and aging population, correcting long hours of overtime, and realizing a gender-equal society.

Workstyle Reforms

The Company is promoting workstyle reforms centered on reducing long hours of overtime work with a view to maintaining the mental and physical health of employees and increasing productivity.

Main Initiatives in Fiscal 2018

Issue Specific Measures
Restrict work hours
  • Established no overtime day (Wednesday)
  • Set the hours that the Company’s facilities can be used (until 9:00 p.m.)
Promote use of paid annual leave
  • Encourage employees to take at least five days of continuous leave in the summer holiday period (June-October)
Changing employee awareness
  • Provide time management courses for engineers
Reform and introduce systems and schemes
  • Test run of satellite offices
  • Review leave period in childcare system (until the child is 18 months old → until the child is 2 years old)
  • Introduced system for taking leave in hourly units in special paid leave for nursing family members

Average for Overtime Work Hours per Person across the Company and Average Number of Days of Paid Leave Used

  FY2016 FY2017 FY2018
Average number of overtime hours per person across the Company (hours/month) 28.2 27.1 26.6
Average number of days of paid leave used 9.9 10.9 11.1

Furthermore, to realize a corporate culture that is easy for people to work in, the Company has introduced the following systems. For numbers of users of each system, please see “Social” under “CSR Data.”

Parental Leave and Shortened Working Hours for Childcare

The Company has established an environment that makes it easier for employees to balance work with raising children in accordance with the Act to Promote Measures to Support Fostering the Next Generation. In principle, employees can take childcare leave until the child reaches two years of age, but the period can be extended in certain specified conditions. Furthermore, employees may elect to work for shorter hours until the end of their child’s third year of elementary school.

Nursing Care Leave and Shortened Working Hours for Nursing Care

At the Company, employees with a family member who needs nursing care and who wishes to continue to work after taking nursing care leave, may take nursing care leave for a cumulative total of up to one year (365 days) in principle. In addition, employees may use the shortened working hours system for a cumulative total within 12 months per family member depending on the condition of the family member requiring care.

Nursing Leave System and Volunteer Leave System

The Company provides leave for nursing. Employees with a child who has yet to enter elementary who needs to nurse that child because of an injury or illness can take up to five days a year of leave for one child or 10 days a year of leave for two children. In addition, there is also leave for volunteering, and employees can take up to two days of paid leave to volunteer.

Promoting Women’s Empowerment

Number of women in management
positions by April 1, 2023

15or more

Ratio of women among new graduate
recruits for career track positions

30%or more

The Company has the largest number of employees within the Kurita Group, and yet the lowest ratio of female employees. To improve this situation, we have formulated an action plan for promoting active female participation, which is now being implemented. Covering the five years from April 2018 to March 2023, the plan has set targets for its initiatives as shown on the right.

To achieve these targets, the Company will use the following four initiatives: 1) career formation support for women in career track positions, 2) increase the ratio of female recruits, and 3) expand the roles of female employees, and support career development through the self-reporting system. As of March 31, 2018, the ratio of female employees was 13.2%, and the number of women in managerial positions was two.

  • ※1The Company has been selected for inclusion in the MSCI Japan Empowering Women (WIN) Select Index.