It is very important for both companies and society to protect the basic rights of workers.
As a manufacturer with rubber manufacturing plants, Yokohama Rubber has established the Human Resource Policy and Basic Policy Towards Health and Safety, while the Yokohama Rubber Group Action Guidelines stipulate the company's basic policy towards creating safe and healthy workplaces and the actions that should be taken by employees.

In order to realize the business and technology strategies of YX2023, we believe it is important to address the challenge of promoting diversity and inclusion. To achieve diversity, we believe it is important to create an environment in which the identity of every individual is respected, and every one can join an organization naturally and give full play to one's abilities. As part of our efforts related to working styles, following the integration of the Head Office and Hiratsuka Factory in March 2023, we introduced a "home office scheme" that allows employees to have offices developed at their homes and do their work there basically. In addition, we opened the Satellite Office, a free-address office with a cafe space, promoting improved communication between our employees including workers using the home office scheme.
As further efforts to realize diversity, we will develop company rules that approve common law partners and same-sex marriage partners of our employees as their spouses. We will continue to work on the creation of a work environment that allows all employees to play active roles more fully. Since all of our activities are based on the health of our employees, we will continue to work on health promotion.

Shingo Ishimitsu
General Manager, Head of HR Department

At all business sites around the world, it is important to ingrain the culture of "creating a safe and comfortable working environment and good health" that Yokohama Rubber has fostered. By preventing the recurrence of disasters and identifying and eradicating latent causes of disasters through safety diagnosis and monitoring the progress, and by conducting activities to eliminate unanticipated risks through conducting risk assessments and providing education programs for each level, we will further improve our workplace from one with zero accidents to the one with zero risks. In addition, we will work on the promotion of mental health through stress checks, environmental improvement by taking measures to deal with hot conditions, enhancement of health checkups, and response to new infectious disease risks, as well as work to cooperate with health insurance associations in order to promote the health of our employees.

Yoshiaki Mori
General Manager, Head of Safety & Health Management Department, Corporate Social Responsibility Division

• We will become an organization where diverse human resources can give full play to their abilities regardless of age, gender, nationality, etc.
• We will establish a safety culture aiming for zero risks while promoting both physical and mental health.

Employee-employer relationship

Basic position

Yokohama Rubber respects the three labor rights (the right to organize, the right to collective bargaining, and the right to act collectively or the right to strike), and strives to maintain a good and trust employee-employer relationship based on collaboration and coordination between labor and management. The labor union and the company deliberate various issues that both of us face by sharing medium-term issues between both labor and management. Not only at opportunities for discussion for the entire company, discussion about labor conditions relating to safety and health, production and sales activities, salaries, and social benefits are also discussed at business sites, some of which are making efforts to improve their labor conditions by incorporating the opinions and requests about their facilities from union members.

(Major labor-management consultations and committees)

• Collective bargaining in spring and autumn
• Central Labor-Management Council meeting (five times a year)
• Regional Labor-Management Council meeting (six times a year)
• Working Hours Committee meeting (12 times a year)
• Health and Welfare Committee meeting (12 times a year)
• Equal Pay for Equal Work Committee meeting (twice a year)

Number of employees joining the labor union

Yokohama Rubber adopts the union shop system, in which an employee automatically becomes a member of the labor union when hired or recruited as a regular worker. All employees except for several employees holding managerial or executive positions are in the union at work.

• Number of the members of the labor union: 5,001

Labor conditions

Yokohama Rubber ensures that employees are informed of their labor conditions including a compensation system, a pay rise system, standards for pay rise, etc. by setting forth them in the company rules, etc. in an effort to secure transparency. Regarding labor conditions newly made in labor-management consultations, both labor and management inform changes in conditions of employees to gain their understanding and support. For overtime work and late-night work, we provide allowances more than what are specified by laws and regulations.

We have an internal and external (lawyer's firm) hotline for consultation on labor practice-related compliance.

Whistle-blowing system (Compliance Hotline) and Anything Goes Counseling Service

Considering the level of impact of business activities and the level of social interest, the following have been established as the important action items to be preferentially addressed by the Yokohama Rubber Group.