SOCIAL

Human Rights Policy

Broadleaf Group (“the Group”) established Human Rights Policy ("the Policy") based on its corporate philosophy of "Gratitude and Happiness" to fulfill its responsibility to respect human rights as a company.

Scope of Application

The Policy is applied to all officers and employees of Broadleaf and its group companies. The Group expects all business partners, including suppliers, to understand and support the Policy so that it can fulfill commitment to human rights in the corporate activities.

Basic Philosophy

The Group respects human rights described in the internationally recognized “International Bill of Human Rights” and the International Labour Organization’s “ILO Declaration on Fundamental Principles and Rights at Work.” In addition, the Group will conduct business activities in accordance with the United Nations’ “Guiding Principles on Business and Human Rights.” The Group signed the UN Global Compact and supports Ten Principles of the UNGC.

Responsibility to Respect Human Rights

The Group understands that its corporate activities may have a direct or indirect negative impact on human rights. The Group will fulfill its responsibility to respect human rights by striving to avoid violating human rights for those affected by its corporate activities, and by taking corrective action when it becomes clear that it caused or contributed to negative impacts on human rights. If the Group came into conflict with international human rights norms in any case, it will pursue methods that maximize respect for internationally recognized human rights.

Human Rights Due Diligence and Remedies

The Group will establish a human rights due diligence mechanism to identify negative human rights impacts on society through its corporate activities, and work to prevent and mitigate such impacts. When it becomes clear that a negative impact on human rights has been caused, the Group will work to remedy it through dialogue and appropriate procedures in accordance with international standards.

Disclosure of Information

The Group will continuously disclose the status of its compliance with the Policy through its website and other means.

Education and Training

The Group will continuously promote appropriate education and awareness to all officers and employees of Broadleaf and its group companies to ensure that the Policy and human rights due diligence are well understood and effectively implemented in all corporate activities.

Responsible Person

The Group will clearly identify a person responsible for the implementation of the Policy and supervise its implementation.

Social Initiatives

We will create a society in which anyone can realize a fulfilling lifestyle. To this end, we will help build sustainable and inclusive social and economic systems through corporate activities that place importance on “gratitude and happiness.”

Human Resources and Innovation Platforms

Lifestyle and industry

Use of AI (Artificial Intelligence) in business systems

We integrated AI (Artificial Intelligence), which is now an essential part of our modern-day lives, into our systems. Users of our systems can improve the efficiency of routine business by using features such as sophisticated information processing, data forecasting and recommendations. Our systems do not simply shorten working hours; they lead to the healthy development of the industrial world, with business growth based on new value created through the effective use of time.

Developing real time support technologies that overcome geographical constraints

real time support technologies

We developed technology that reflects the expressions and movements of a person in a remote location in a character projected onto a screen. Users can engage in dialog with greater emotional warmth through expressive characters different from the real video, while monitoring the status of the projected setting in real time.

This technology can also be easily used and applied in regions where there are constraints related to geography, time or human resources and can, therefore, help revitalize local communities.

Data matching to facilitate the repair of recalled vehicles

Data matching of recalled vehicles

We match incoming vehicle data held by providers of maintenance services across Japan that use our systems with the chassis numbers of vehicles requiring repair provided by automakers and provide a list of vehicles requiring repair for each service provider. Each maintenance service provider notifies the owners of recalled vehicles based on this list. By facilitating the repair of recalled vehicles, we help prevent vehicle failures and accidents and contribute to a safe and secure motoring society.

Local communities and SMEs

Active exchange with local communities

cleanup activities for local communities

As a member of the local community, which is the basis for our corporate activities, we actively focus on community cleanup activities, the creation of roadside flowerbeds and other activities to beautify the environment. We also actively cooperate with local governments, for instance by providing work opportunities for persons with disabilities through resource recycling activities. We will continue to engage in a range of exchanges and collaborations with local governments, companies and residents and contribute to the revitalization of local communications and community building.

Corporate support to improve level of technical skills

BL study meetings

We hold events for users of our systems such as study meetings with speakers from inside and outside the company, case study presentations, and activity report and exchange meetings, as and when necessary. We contribute to further industrial development and energization by providing support which not only relates to our own products and services but also helps participants improve their level of technical skills to adapt to advances in auto technology, including acquiring an in-depth knowledge of new technologies in preparation for innovative advanced devices.

Supporting the next generation of human resources

Kids Engineer

We provide a wide range of support targeting human resources who will forge the future. Aiming to nurture the human resources who will be essential for a constantly developing IT society, we continue to sponsor the Kids Engineer event and the National Programming Contest for Technical College Students. We also develop human resources through support for the Formula Student Competition where students manufacture cars incorporating cutting-edge technologies and the Vehicle Meister Certification Examination that aims to foster a car culture and bequeath it to future generations. Through such initiatives, we help realize inclusive economic and social systems.

Supporting the Grow Leaf Project

Grow Leaf Project

We will protect our blue planet and green leaves for our children and grandchildren, and for future generations. Working with corporate customers who support the aim of the Grow Leaf Project, we promote activities to tackle global environmental issues which cannot be tackled alone. As part of these activities, we take part in tree planting activities all over Japan through the Present Tree (R) project promoted by NPO Environmental Relations, and we work on preserving the global environment through the protection of forest resources.

Grow Leaf Project

Government and Infrastructure

Promotion of use of one-stop services (OSS) for car ownership-related procedures

One-stop services (OSS) for car ownership-related procedures

As a result of the launch of our one-stop service for car ownership-related procedures, our systems now support online applications for vehicle inspection tests and vehicle safety inspections. Application documents for 220,000 vehicles were issued by users of our systems over the period from the launch of the system to the end of July 2018. By encouraging even more maintenance service providers to use our OSS, we will promote online applications and help spread the use of digital services across Government.

Human Resources and Innovation Platforms

Developing human resources and strengthening labor platforms

Developing human resources

Human resources who can grow actively and independently are essential if we are to grapple with various social problems and build a sustainable and fulfilling society. To this end, we are implementing systematic measures to develop human resources based on our Corporate Philosophy, Management Policy and Code of Conduct.

At the same time, we are developing and strengthening our personnel programs and other labor platforms to ensure that diverse employees work vigorously based on a shared vision and build fulfilling careers and that each and every one of them can fully demonstrate their abilities and produce results.

Initiatives for Workstyle Reform

●Introducing a discretionary labor system

We introduced a discretionary labor system for employees engaged in planning work and other specialist work to further improve labor productivity. By independently planning how they do their work and allocate their time, employees can strike a balance between their work and personal life, enabling the realization of diverse working styles to suit different lifestyles and life patterns.

●Encouraging the use of paid holiday entitlement

We recommend that employees take at least two days of paid holiday every quarter (three months) to encourage employees to use their paid holiday entitlement. With the aim of improving work productivity, employees decide on the days they will take off by submitting an application to their manager before the start of each quarter and then do their work according to this schedule.

●Prevention of long working hours

To support our employees’ health and a healthy company lifestyle and to strike a balance between work and personal life, we endeavor to prevent long working hours through the following measures
(i) Employees are not allowed to work past 10:00 pm, in principle.
(ii) Employees are not allowed to work on holidays (Saturdays, Sundays and public holidays, in principle, and must take time off in lieu if they do.
(iii) We provide consultations with a doctor for people working long hours.

●Management of employees’ health

We provide various types of support related to health management to ensure that our employees remain healthy whilst fully demonstrating their abilities and producing results. Besides annual health check-ups, we provide consultations with doctors where employees can seek advice on any worries they might have. This has proven effective in preventing mental health issues or preventing issues from escalating by dealing with them at an early stage.

Diversity & Inclusion

●Promotion of advancement of women

We are actively striving to support the advance of women through initiatives such as expanding recruitment of women and increasing the ratio of women in managerial positions. As part of our initiatives to create a comfortable working environment, we have introduced and implemented a number of improvements including measures to prevent long working hours, enhancement of our short working hours system for parenting (extension of the period of eligibility to the time the child starts elementary school) and the introduction of “limited regular employees.”

●Systems to support parenting and nursing care

We have introduced a number of systems to support employees in balancing their job and bringing up children or caring for a family member so that they can ambitiously focus on their work with peace of mind. By raising awareness among all employees, we will create a corporate climate where employees juggling work commitments and children or other family members who need care are respected. We will also provide support for diverse and flexible ways of working according to life events.

Maternity leave

We grant maternity leave of 42 days before the birth and 56 days after the birth, as prescribed by law.

Supporting employees in taking maternity leave and returning to work after leave

We organize three-way consultations which are attended by the employee taking maternity leave, her department manager and an HR officer.
Timing:
(i) After the employee reports her pregnancy to her manager
(ii) 2 months before the employee takes maternity leave
(iii) 1-2 months before the employee comes of childrearing leave
Content:
(i) Requested working hours
(ii) Any matters the employee would like those around her to take into consideration
(iii) Any matters the employee would like to discuss with her manager, etc.

Parenting leave

Employees who wish to take leave to bring up their child may take parenting leave until the child’s first birthday if necessary (or until the child’s second birthday in special circumstances).

Short working hours system for parenting

Employees looking after pre-school aged children may change the prescribed working hours to no less than 6 hours, either by moving back their starting time or moving forward their finishing time.

Sick/Injured child care leave

Employees with pre-school aged children may take sick/injured childcare leave of up to 5 days a year if they have one child and up to 10 days a year if they have more than one child.

Days off for nursing care

Employees who are looking after a family member in need of care may take a total of up to 93 days off for nursing care.

Nursing care leave

Employees nursing or caring for a family member in need of care may take nursing care leave of up to 5 days a year if they are looking after one person and up to 10 days a year if they are looking after more than one person.

●Employment of persons with disabilities

We are working on improving the working environment and organizational climate, aiming to become a company where persons with disabilities can demonstrate their abilities and aptitudes in the same way as persons without disabilities. Through induction training, study meetings and exchange meetings, we are also creating mechanisms to turn the individuality and unique characteristics of persons with disabilities into organizational strengths.

Employment ratio of persons with disabilities

Initiatives for career development

●Career development support

Within our personnel programs, we define career paths and also prescribe the skills and behavior required at each career stage. We are also developing an environment where all our employees can develop their skills on their own initiative and are working to create a corporate culture which will enhance the value we provide to our stakeholders and continue to create value for society.

Follow-up training for young employees

We provide training to young employees from the start of their first year with us to the end of their fourth year. To help young employees master the knowledge and skills required to take the challenges they face, we strengthen connections with older employees through exchanges between senior and junior employees. We also create opportunities for dialog between senior managers and young employees on a regular basis to encourage young employees to think about management.

Internal recruitment system

When making personnel changes within the company, we ask employees to apply for the positions they would like to do and select the best applicants. Making assignments based on employees’ wishes increases employees’ work motivation, and our employees are able to think about the direction they want their career to take and design their own career path.

Business creation projects and research

Employees selected through an internal selection procedure carry out research for a year at the Graduate School of Project Design. The research has to be on a topic which is practical in the light of Broadleaf’s environment and management resources. Through this research, employees are able to develop their imagination and turn their ideas into feasible plans.

Qualification support system

This is a system that encourages individual employees to take qualifications to actively improve their level of skills. We make special payments to employees to congratulate them on gaining qualifications.

Investing in the development and application of technologies

We invest in the development and application of technologies to link cutting-edge technologies to efforts to tackle environmental and social issues. We will be quick to predict changes in society such as the development of new services using Big Data and the commercialization of innovative technologies which will enrich lives, and we will continue trying to identify solutions.

Information security

We are acutely aware of the importance of protecting personal information and protecting and managing confidential information, and we aim to handle information properly. We recognize that ensuring the security of information assets is an important issue that is relevant for corporate survival and we have set out our basic approach on information management in our Basic Security Policy.

Research on the use of big data

By leveraging our strong customer base to promote the use of vast amounts of vehicle-related data and by focusing on research into services which will enhance the value experienced not only by service providers but also by car users or are the final consumers, we will contribute to the creation of a safe and secure car society and a richer car life.

Research and development of cutting-edge technologies

lifestyles of the future

We established our subsidiary SpiralMind for the purpose of conducting research into the practical application of advanced technologies. Based on the concept of creating spiritually rich lifestyles through harmony between cutting-edge technologies and the individuals who use them, SpiralMind is conducting research related to cutting-edge technologies such as MR (Mixed Reality) and AI. By integrating the technologies and knowhow of research institutions, universities, creators and other outside partners who are collaborating with us, we will create the lifestyles of the future.

Maximizing value provided to customers

We promote investment in the development and application of technology to link cutting-edge technologies to efforts to tackle environmental and social issues. We regularly assess our relationship with customers and seek to increase the added value we provide to users of our products and systems in particular. Within our business systems and contact center, which provide a point of contact with users, we seek to differentiate ourselves from our competitors by optimizing solutions to meet social needs and utilizing the latest technologies, aiming to maximize the value we provide to customers.

Improving the quality of business systems

Recognizing that the business systems and IT services we provide are part of the social and industrial infrastructure, we consider the quality control of our products and services to be our top priority. We have a structured development process and use a quality assurance platform that meets international standards to realize the development of high-quality reliable products.

As a one-stop shop mastering every stage from planning and design to development, construction, provision and support, we can quickly apply the latest technologies and can also reflect user needs and social needs in our products and services.

Improving the quality of customer services

Our contact centers receive as many as 150,000 inquiries a year, including questions about our services, customer feedback and requests. To deal with these inquiries quickly and accurately, we use our own unique HR training programs to thoroughly train our employees and deliver high quality customer services. We are also actively promoting the development of new customer services incorporating the latest technologies.

●Initiative Case Studies

Remote operations

1) Remote operations
We have set up a support line manned by dedicated staff for each business line and product to provide users of our systems with remote support with complicated settings.

In 2017, we helped reduce the workload of our customers, providing support in around 35,000 cases.

2) Regular call service
Through our “regular call service” whereby dedicated staff contact customers regularly, we make proposals to service users and improve service quality based on feedback from customers about their impressions.

3) Purchase order of consumables received by Outbound call model (demand forecasting and calling)
We predict consumption of consumables based on the past purchases of each customer and make calls to confirm orders, thereby stopping customers from unexpectedly running out of stock and losing out on opportunities.

●Awards

For three years running, our contact centers have received the CRM Best Practice Award (sponsored by CRM Association-Japan) which commends companies, organizations and groups that distinguish themselves in the field of CRM activity.

FY2018: Sales Department Reform Model

We received the award in recognition of the fact that our activities to provide support services after purchase instead of sales staff visits by providing outbound calls in cooperation with remote tools are enhancing the convenience of customers and reducing the burden on sales personnel.

FY2017: Purchase Order of Consumables Received by Outbound Call Model

award logo 2017

We received the award in recognition of the fact that we predict the consumption of consumables and purchase order timing and make outbound calls to increase customer convenience and increase sales of consumable supplies.

FY2016: Strengthened Fixed-Term Call Relation Model

We received the award in recognition of the fact that periodic outbound calling led to improvement in the quality of services and also helped reduce our own sales manhours.