CSR InitiativesRespect Human Rights

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, and we confirm that human rights are being respected through periodic monitoring surveys.

Contribution to Achieving the SDGs

Basic Concept of Human Rights

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 officers 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.

Policy

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

  • The 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.
  • The 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.
  • The 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, the Kurita Group will endeavor to provide a remedy to those affected through proper proceedings.
  • The Kurita Group will publicize this policy. Furthermore, it will provide appropriate education and training to ensure the effectiveness of this policy.
  • The Kurita Group will consult with the relevant stakeholders on responses regarding potential and actual impacts on human rights.
  • The 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 Corporate Control and Administration Division undertakes awareness-raising activities, mainly for employees, while the Engineering Division is in charge of requesting suppliers to respect human rights.

Targets and Achievements

The Kurita Group’s target for the theme in fiscal 2023 and its achievement in fiscal 2020 are as shown below.

Target for FY2023 Achievement in FY2020
Rate of conducting training related to human rights among officers and employees 100% 100%

*Courses in fiscal 2020 were targeted at employees of Kurita Water Industries and at managers of domestic Group companies.

Main Initiatives

Formulation of the Kurita Group Personnel Management Guidelines

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 manages 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.

Conducted human rights awareness training on the theme of “Harassment Prevention: Focusing on Power Harassment” (December 2019)

Human Rights Awareness Training

Kurita Water Industries provides ongoing “Human Rights Training Programs” to raise employees’ awareness of human rights. We also conducted 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.

Number of Participants in Human Rights Awareness Training

  FY2018 FY2019 FY2020
Theme LGBT LGBT Harassment Prevention
Number of participants 1,669 1,947 1,714

Dialogue with Employees

Since October 2016 the Company has continuously held “Town Meetings” where President Kadota and employees can speak directly with each other (40 meetings as of September 2020). About six employees from Kurita Water Industries and other domestic Group companies participate each time. Discussions range widely, from how the Group ought to be and its business strategies, to the individual work-related concerns of participants, and explore topics such as what is distinctive about Kurita, business strategies for global projects, and how best to make use of female and other diverse human resources.

Dialogue with the Labor Union

In addition to securing the Company’s sound growth and continuation, Kurita Water Industries and the labor union maintain a sound and fair relationship. Labor and management each do their utmost to improve the economic and social standing of union members and to maintain and improve working conditions. Specifically, the Company and the Labor Union have concluded a labor agreement, share management information and exchange opinions at management consultation meetings and so forth, and promote dialogue.

CSR Requirements of Suppliers

The Kurita Group considers it vital to obtain cooperation from suppliers in order to ensure respect for human rights across the entire supply chain. We have established the Kurita Group CSR Procurement Guidelines, and we have asked suppliers to respect basic human rights, such as prohibiting forced labor and child labor and eliminating discrimination, and to provide appropriate information. In particular, we ask major suppliers to conduct a self-evaluation based on the guideline and to implement improvement measures.

Status of Labor Issues and Response

Number of Consultations Regarding Discrimination

The number of consultations from individuals regarding instances of discrimination (including harassment) in the Kurita Group is as follows. The human resource and legal affairs divisions conduct an investigation of the facts while maintaining the anonymity of the person making the complaint. If the facts are confirmed, guidance and warnings are issued to the persons concerned.

  FY2019 FY2020
Kurita Water Industries 2 5
Domestic subsidiaries and affiliated companies 9 4
Overseas subsidiaries and affiliated companies 4 0
Total 15 9

Evaluation of Employee Human Rights Risk

The results of human rights risk evaluations at Kurita Water Industries are as follows.

  FY2018 FY2019 FY2020
Child Labor Number of business sites with significant risks regarding child labor 0 0 0
Number of business sites with significant risk of hazardous work undertaken by people aged under 18 0 0 0
Forced Labor Number of business sites with significant risks regarding forced labor 0 0 0

Securing Diverse Human Resources

Employment of Personnel with Disabilities

Kurita Water Industries and Group companies in Japan work to attract and retain diverse personnel by providing a wide range of employment opportunities for people with disabilities. In April 2013, With Kurita Ltd. was established with the goal of securing employment opportunities for people with disabilities. As of May of the same year, With Kurita has been approved as a special subsidiary company under the Act on Employment Promotion, etc. of Persons with Disabilities.

Status of Employment of Personnel with Disabilities at Kurita Water Industries and Group companies in Japan*

FY2018 FY2019 FY2020
Number of people employed 32.0 45.5 43.5
Employment rate (%) 2.3 2.3 2.2

* Companies eligible to employ people with disabilities

Employment of Foreign Nationals

Kurita Water Industries seeks to recruit diverse human resources without regard to nationality. We employ foreign nationals, mainly from among overseas students studying in Japan.

Status of Employment of Foreign Nationals at Kurita Water Industries

FY2018 FY2019 FY2020
Number of people employed 16 19 16

Securing Employment Opportunities for Senior Personnel

In conjunction with the enforcement of the amended Act on Stabilization of Employment of Elderly Persons from 2006, Kurita Water Industries has established a system to secure employment opportunities for people who have retired having reached the mandatory retirement age. These employment opportunities are offered for up to a maximum of five years from the time of mandatory retirement (60 years old) in accordance with the 2013 amendment to the Act on Stabilization of Employment of Elderly Persons.

Establishment of SOGIE* minority related consultation desk

The Company and its domestic Group companies have set up an external SOGIE minority related consultation desk where employees (including dispatch staff) can be consulted anonymously. The purpose is to reduce the psychological burden due to sexual minorities in daily life and to enable manager and colleagues to respond appropriately to them based on advice from qualified persons such as psychological counselors.

  • *a term that combines Sexual Orientation, Gender Identity, and Gender Expression.

Fair Personnel System

Ratio of Employees Receiving Personnel Evaluations

To bring out the best of each individual employee’s abilities, companies need to conduct fair evaluations of each employee based on their roles and results, and provide appropriate remuneration, education, and roles based on the evaluation. At Kurita Water Industries, the employees confirm their own results and issues together with their supervisor at an interview in an effort to ensure transparent and fair evaluations.

Ratio of Employees under the Personnel Evaluation System at Kurita Water Industries

Classification FY2019 FY2020
Management 100 100
Non-management 100 100

Introduction of a Self-Reporting System and Implementation of Transfer Survey

Kurita Water Industries has introduced the Self-Reporting System for employees to express to the Company their own views of their duties and workplaces, and their intentions regarding development and utilization of their own potential. Once a year, supervisors and employees talk about the employee’s suitability for their current duties, their hopes for transfers to future career formation, their family status, and other matters. This enables the Company to understand the employee’s thinking and the results are used to assist personnel development and workplace invigoration. In other initiatives, a Transfer Survey is conducted to enable employees to tell the Company about their aspirations for career advancement.

Creating a Corporate Culture that Facilitates Work

The Company is taking measures to support employees seeking to balance their careers and family life in order to create an environment that makes it easy for employees to work.

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 on Advancement of Measures to Support the Development of the Next-Generation Children. 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.

Status of System Use

FY2019 FY2020
Number of people using leave Male 6 21
Female 25 25
Usage rate (%) Male 6 28
Female 100 100

Caregiving Leave, Work Less Hours for Caregiving, and Short-term Caregiving Leave Systems

The Company offers a Caregiving Leave system to employees who have family members requiring care and who wish to continue working after caregiving. The system can be used for up to one year (365 days) in principle. Moreover, for each eligible family member requiring care, the Company offers employees a cumulative total of up to 12 months of working less hours to provide caregiving. In addition, when employees apply for leave to provide caregiving or other care to family members who need it, they can receive 5 days of special paid leave for each eligible family member per year, up to a maximum total of 10 days in the case of two or more eligible family members.

Status of System Use (Number of people)

FY2019 FY2020
Caregiving leave system Male 1 1
Female 0 0
Work less hours for caregiving system Male 0 0
Female 0 0
Short-term caregiving leave system Male 10 9
Female 5 7

Short-term Nursing Leave System

The Company provides paid leave for nursing. Employees with a child yet to enter elementary school who need 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.

Leave System Due to Spouse Being Transferred

The Company offers employees up to three years of leave so that they accompany a spouse transferring overseas so that they can provide living and mental support.

Status of System Use (Number of people)

FY2019 FY2020
Leave system due to spouse being transferred Male 0 0
Female 2 2

Volunteer Leave System

The Company has a volunteer leave system for all employees, enabling them to take up to two days of paid volunteer leave per year.

Status of System Use (Number of people)

FY2019 FY2020
Volunteer leave system Male 3 1
Female 2 2

Promoting Women’s Participation and Advancement in the Workplace

Promoting women’s participation and advancement in the workplace has been an issue for Japan as a country. The average number of years of service among female employees of the Company is 16.8, indicating a working environment that encourages women to continue working for a relatively long period. On the other hand, little progress was made in appointing women to management positions. However, as Japan faces the prospect of a society with a shrinking population, the ability to successfully promote women’s participation and advancement in the workplace has become an urgent issue for the Company in terms of securing management resources. In response, we are working to improve this situation under an action plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support Raising Next-Generation Children. As a result of these efforts, Kurita Water Industries has been selected for the MSCI Japan Empowering Women (WIN) Index.

Status of Kurita Water Industries

FY2019 FY2020
Ratio of Female Personnel (%)* Management 1.1 2.1
Employees 14.1 14.5
Average Years of Service for Female Personnel 17.1 16.8

*As of December 1 for each fiscal year

Action Plan Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace

In the five-year plan for the period from April 2018 to March 2023, Kurita Water Industries has set the following targets.
・Have 15 or more women in management positions by April 1, 2023
・Achieve a ratio of 30% or more for women among new graduate recruits for career track positions
To achieve these targets, the Company is implementing 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.

Initiative Measures Taken
Career formation support for women in career track positions Provide opportunities that motivate women in career track positions to actively build their careers, such as career development training.
Increase the ratio of female recruits Provide opportunities to talk with female employees in responsible positions at various junctures in the recruitment process as part of our graduate recruiting activities for career track employees.
Expand the roles of female employees Assign female employees to departments that have few female workers. Systematically appoint women to management positions.
Support career development through the self-reporting system Use consultations with supervisors in the self-reporting system as an opportunity to support career development.

Action Plan Based on the Act on Advancement of Measures to Support Raising Next-Generation Children

In the five-year plan for the period from April 2018 to March 2023, Kurita Water Industries has set the following four initiatives.

Initiative Measures Taken
Ease workplace regulations Increase the options for work styles by promoting use of satellite offices (rental offices outside the Company) and recognizing working at home for employees who have restrictions on their work.
Promote use of annual paid leave Formulate and implement measures to promote use of annual paid leave.
Promote male participation in childcare Remind employees that childcare leave can be taken in small increments, and aim to increase the number of men taking this leave.
Ensure time for spending on childcare Subsidize costs of childcare services and ensure that employees have time for childcare.

Work Style Reforms

The Company is promoting work style reforms centered on reducing long working hours with a view to maintaining employees’ physical and mental health and increasing their productivity. To help employees ensure a healthy mind and body, to increase productivity, and to promote activity among diverse human resources, we are working to prevent long working hours based on the following policy.

Policy

  1. Transform the mindset of workers
    Increase individual employee awareness of time and train them to perform their work efficiently.
  2. Reform work processes
    Review work flow and operating procedures, reduce waste and promote standardization to make work more efficient.
  3. Organize working environment and rules
    Establish work rules that set out a balance between working and breaks and create an environment that supports flexible work styles.

Initiatives to Reduce Long Working Hours

The Company is taking the following initiatives to reduce long working hours.

Issue Measures
Restrict working hours - Establish no overtime day (Wednesday)
- Set the hours that the Company’s facilities can be used (until 8:00 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 Work Style Reform Seminars for engineers
- Run e-learning programs for acquisition of time-management skills and efficient meeting operation
Reform and introduction of systems and schemes - Introduction of satellite offices
- Trial of interval system to break up work hours

Streamline Operations by Introducing IT Equipment

The Company has distributed mobile IT devices to employees in the Engineering Division to streamline design operations. Specifically, the confirmation of construction work that was previously done on paper, is now carried out using the screen of the IT device and photographs of the site. In addition, the confirmed items can be quickly shared inside and outside the Company, which has eliminated differences in understanding between relevant parties, and cut down reworking. The system also enables speedy communication with suppliers and reduces travel time to offices. By reducing the work time of engineers, they are able to shift their focus to creative operations.

Implementing Home Working Measures 

Amid rising infections worldwide caused by the COVID-19 coronavirus, the Kurita Group began implementing home working measures in February 2020. As a general rule, all officers and employees are required to work from home, unless they are involved in essential operations related to the provision of products and services to clients and other activities requiring attendance at Group business sites (as of September 2020). The Kurita Group is putting in place the necessary IT environments to ensure officers and employees can work easily from home. It is also using changes in the business environment caused by COVID-19 as an opportunity to consider introducing new work practices.

Health and Safety

The Kurita Group recognizes that due to the nature of its business, its employees and those of business partners 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 suppliers to create working environments where they can work with confidence.

Basic 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.

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.

Promotion System

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 executive senior managing director and representative director of the Company, 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. The activity policy of the Headquarters Health and Safety Committee and the activity results of each Health and Safety Committee are reported to the Board of Directors of the Company once a year.
In April 2020, the position of Quality Control Manager was created to reinforce the safety management of production and construction sites group wide. The Quality Control Manager determines and assesses safety outcome goals and progress toward process goals, reporting the results to the Board of Directors once a year.
The Safety Promotion Center, a department dedicated to safety group wide, supports on-site safety initiatives, as well as planning and implementing work-related injury prevention measures and monitoring the efforts of the Health and Safety Committee.
Among 20 Health and Safety Committees of domestic Group companies, 18 are joint labor-management committees (as of March 2020). In addition, the percentage of employees who participate in the Health and Safety Committee is 0.7%* at the Company and 4.5% at domestic Group companies.

  • *The percentage of employees who participate in the Health and Safety Committee at the Head Office.

Targets and Achievements

Regarding the “Severity rate,” the target for this theme, definitions and calculation methods differ depending on the country, so revisions were made in fiscal 2020, and the target was changed to “Rate of participation in safety training related to site operations.” Initiatives to achieve the target have been conducted since April 2020.
For the “Severity rate” in fiscal 2020, please refer to Status of Work-Related Accidents.

Main Initiatives

In fiscal 2019, 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 work-related accidents, 3) prevent traffic accidents, and 4) health management. Our main initiatives in fiscal 2019 were as follows.

Disaster Response

To further ingrain the concept of business continuity planning (BCP) throughout the Group and fortify disaster response capabilities, head office employees and Health and Safety Committee members are raising awareness of the Kurita Group Business Continuity Management (BCM) Policy at all Kurita Group business sites. The Group has put in place response measures for earthquakes and other disasters, and confirmed the status of safety inspections, emergency supply stockpiling, and preparedness training at all 156 domestic business sites, and continues to make improvements.

Safety Patrols for Preventing Work-Related Accidents

Taking into consideration previous work injuries, we set preventing chemical-related injuries and falls as priority issues. In fiscal 2020, outside experts and the Company’s responsible departments conducted 599 safety patrols at sites on new and existing businesses and projects with a high risk of work-related accidents, and efforts were made to discover and eliminate risks at worksites and raise the safety awareness of employees and business partners. In safety patrols, worksite safety measures and other aspects were evaluated by points, then the results were reported back to employees and business partners and improvements and remedies of the indicated items were carried out. The Group has begun to trial a virtual reality-based safety training program that aims to heighten risk awareness through a more realistic experience. We have also been enforcing safety training prior to the start of construction in response to the increase in business partners working at a growing number of construction sites. Furthermore, since fiscal 2018, we have conducted safety patrols overseas.

Number of Safety Patrols (Kurita Water Industries)

FY2019 FY2020
Japan 449 569
Overseas 22 30
Total 471 599

Number of Participants in Safety Education (Kurita Water Industries)

Training name FY2019 FY2020
Training on handling fires 95 265
Training on handling chemicals 86 500
Safety training for new employees 209 160
Safety training for overseas national staff employees 32 19
Special training on full-harness type fall prevention devices 288 89
Others 263 50
Total 973 1,083

Work-Related Accident Cause Identification and Recurrence Prevention

The types of injuries that occurred during work at the Company and domestic Group companies in fiscal 2020 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.

The types of injuries that occurred at the Company and domestic Group companies in fiscal 2020

Falls, chemical-related injuries, being caught or crushed, traffic accidents, bruising, sprains, contusions, cuts, bone fractures, dislocation, heat stroke

Traffic Accident Prevention

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 are used to educate drivers on the number of dangerous driving maneuvers that had been performed and employees with little driving experience are given safe driving education to increase their skills.

Regular Health Examination

The Company conducts regular health examinations for employees. We ensure that all eligible employees receive their examinations.

FY2018 FY2019 FY2020
Rate of Employees Receiving Regular Health Examinations 100 100 100

Response to Hazardous Operations

The Company’s employees may handle organic solvents, designated chemical substances, and other materials when performing analysis and experiments. To deal with hazardous operations by its employees, the Company has devised exposure prevention measures, such as installation of onsite ventilation equipment and protective equipment. We also conduct special health examinations based on surveys of employee’s substance usage records.

FY2018 FY2019 FY2020
Rate of Employees Receiving Special Health Examinations 100 100 100

Health Promotion Initiatives

The Company conducts measures to improve employee health, such as seminars on how to improve diet, measuring physical age, and holding health events such as walking rallies.

FY2018 FY2019 FY2020
Number of Health Seminars 2 10 20
Number of Health Events 13 40 46

Initiatives to Prevent Mental Health Issues

In our initiatives to prevent mental health issues, each Health and Safety Committee holds seminars on mental health. 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.

FY2018 FY2019 FY2020
Number of Mental Health Seminars 15 16 19
Ratio of Employees Receiving Stress Checks (%) 99.6 98.4 98.5

CSR Requirements of Suppliers

The Kurita Group considers it vital to obtain cooperation from suppliers in order to conduct safe business across the entire supply chain. We have established the Kurita Group CSR Procurement Guidelines, and we have asked suppliers to ensure the safety of their employees in accordance with laws and regulations, ensure healthy working environments, and conduct labor safety education for workers, and to provide appropriate information. In particular, we ask major suppliers to conduct a self-evaluation based on the guideline and to implement improvement measures.

Acquisition of ISO 45001 / OHSAS 18001 Certification

The Kurita Group is developing a safety management system based on the concepts of ISO 45001 to ensure safety at production and construction sites and prevent work-related injury. The status of ISO 45001 / OHSAS 18001 certification as of March 31, 2020 is as follows. See the “Social” section of the ESG Data sheet for group wide certification rates and other data.

Companies with ISO 45001 / OHSAS 18001 certification

  • Kurita (Taiwan) Co.,Ltd.
  • Hansu Co.,Ltd.
  • Kurita Europe GmbH
  • Kurita Turkey Kimya A.S.
  • Kurita do Brasil LTDA.
  • Kurita (Singapore) Pte.Ltd.
  • Kurita Water (Malaysia) Sdn.Bhd.
  • PT Kurita Indonesia

Status of Work-Related Accidents

Numbers of Work-Related Accidents at Kurita Water Industries and Domestic Group Companies
The number of work-related fatalities at Kurita Water Industries and domestic Group companies for fiscal 2019 and fiscal 2020 was 0.