Respect for Human Rights

Central Glass Group Human Rights Policy

<Basic Approach>

The Central Glass Group's basic philosophy is “Creating a Better Future Through Monozukuri” and we contribute to the establishment of a truly prosperous society through the spirit of Monozukuri. We believe that respect for human rights is the foundation of our business activities in the realization of our basic philosophy. Based on the United Nations Guiding Principles on Business and Human Rights, we have formulated the Central Glass Group Human Rights Policy (the "Policy") as follows.

The Central Glass Group supports and respects international standards related to human rights, including the International Bill of Human Rights (the Universal Declaration of Human Rights, the International Covenant on Economic, Social and Cultural Rights and the International Covenant on Civil and Political Rights) and the ILO Declaration on Fundamental Principles and Rights at Work.

1. Positioning and Scope of Application
   The Policy applies to corporate officers and employees of the Central Glass Group. We also expect that other parties directly involved in the Group's businesses, products or services, such as business partners and suppliers, to support the content of the policy and encourage them to respect it.
2. Respect for Human Rights
   The Central Glass Group respects the fundamental human rights and diversity of all people and does not recognize any discrimination or acts that harm the dignity of the individuals. In addition, we respect the fundamental rights of labor, prohibit forced labor and child labor, pay appropriate wages and manage working hours, and strive to create a healthy and safe working environment.
   
   The Central Glass Group seeks ways to respect internationally recognized principles of human rights in the face of conflicting requirements while complying with local and laws and regulations in each country and region.
3. Initiatives to Promote Respect for Human Rights

   (1) Dissemination and Education of Human Rights Policies
   We conduct education within the Group to raise awareness of human rights, ensure that corporate officers and employees properly understand human rights, and ensure that the Policy is firmly established throughout the Group.

   (2) Remedies and Corrections
   If it becomes apparent that business activities have caused or contributed adverse impacts on human rights, we will work to remedy and correct them.

   (3) Human Rights Due Diligence
   We identify and assess the adverse impacts on human rights that may be involved through corporate activities or as a result of business relationships, and we work to prevent and mitigate the identified adverse impacts, and continue to evaluate the effectiveness of these efforts.

   (4) Information Disclosure
   We disclose our initiatives to respect human rights through our website, integrated report and others.

Enacted February 26, 2024
The Policy has been approved by the Board of Directors.

Purchasing Policy

Central Glass Group Purchasing Policy

Central Glass Group conducts purchasing activities based on the following Basic Purchasing Policy under our corporate philosophy of "Creating a Better Future through Monozukuri".
In order to address social issues throughout our supply chain toward the realization of a sustainable society, we have additionally established a Supplier Code of Conduct that we would like to share with our business partners.
We will fulfill our social responsibilities throughout our supply chain with the understanding and cooperation of our business partners.

Basic Purchasing Policy

1. Compliance with laws, regulations, and international norms
   In purchasing activities, we comply with the laws and regulations of each country and region, and support and respect international norms.
2. Fair and impartial transactions
   We conduct open, fair and impartial purchasing activities based on the principle of free competition.
3. Selection based on economic rationality
   We conduct the selection of business partners through the comprehensive evaluation of economic rationality (quality, price, delivery, stable supply, reliability, after-sales service, technology development capabilities, the stability of the business foundation, response in the event of trouble, and other factors).
4. Coexistence and co-prosperity with business partners
   We aim to realize peaceful coexistence and mutual prosperity by building long-term confidential relationships with our business partners.
5. Consideration of human rights and the environment
   We promote purchasing activities considering human rights and environmental conservation.

Supplier Code of Conduct

In developing our business, our group believes that it is necessary for the entire supply chain, including our business partners who are our suppliers, to address issues aimed at realizing a sustainable society and fulfilling our social responsibilities.
We request that not only our group but also our business partners comply with the following items. We also ask that our business partners promote the same principles throughout their supply chains.

Quality Management

Quality Policy

Please refer to the Quality Policy

Quality Management System

We establish a management system based on the concept of TQM, and promote quality activities based on the Group Quality Compliance Committee, a multi-layer audit system, a quality issue reporting line, and a quality education system.

Group Quality Compliance Committee

The Group Quality Compliance Committee serves as a cross-functional organization to strengthen our Quality Management System.
The committee holds three types of meetings: a Quality Promotion Meeting to improve quality activities based on the PDCA cycle, an Emergency Response Meeting to promptly address quality and product safety issues, and a Corrective Action Meeting to ensure that problems do not recur.

Multilayer Audits

We incorporate the concept of multilayered audits into internal audits. Specifically, the Company implements a three-layered auditing system comprised of internal quality audits initiated by quality assurance departments at the plants, effectiveness audits to confirm the effectiveness of internal quality audits of each plant conducted by the quality assurance department at headquarters, and operational audits of the quality assurance department at the headquarters conducted by the Audit Department.

Reporting Line for Quality Issues

We have established a reporting line to promptly respond to quality issues by quickly receiving information on various quality issues discovered by customers or at manufacturing sites and reporting to an appropriate department in charge. This reporting procedure also provides a system to quickly report serious quality issues to management in order to take emergency measures without any delay.

Human Capital Strategy

Our Basic Philosophy is Creating a Better Future Through Monozukuri - The Central Glass Group will contribute to the establishment of a truly prosperous society through the spirit of monozukuri. We define monozukuri as all corporate activities within our Group, including not only research and development, manufacturing, and sales, but also ensuring quality in our operations and contributing to society.
We recognize that people are the key to realizing this philosophy, and above all, to supporting monozukuri. To this end, we are committed to recruiting, training, assigning, and retaining employees.
Achieving our VISION 2030, based on our Purpose, requires sharing the values and goals of our stakeholders regarding technology, solutions, quality, and environmental sustainability. The sensitivity and diversity of each employee are also essential for generating ideas and responding to these needs.
In this way, a corporate culture that values people (our employees) supports monozukuri (corporate activities) and creates new value. To achieve this, it is indispensable to build a company that is full of smiles and vitality, where people acknowledge and respect each other and feel safe to express their ideas. The key theme of our initiatives related to human capital and diversity is smile.

Our Group will leverage our longstanding culture of honesty and integrity, cultivated and passed down since our founding. Under our slogan, Securing Four Elements, we strive to promote employee development and strengthen corporate culture by providing opportunities and creating environments that enhance psychological safety, ensuring that our employees can always wear a smile. We also promote employee health management, health maintenance, and mental health initiatives to support employee well-being and contribute to sustainability efforts.
We are committed to incorporating these four elements into specific materialities and KPIs to effectively support the execution of our management and business strategies, as well as achieve our corporate philosophy.

Materiality and KPIs

Enhancing Engagement

Employee engagement is an indicator of the affinity between a company and its employees. Our goal is to ensure that all employees are shared with the company’s vision and goals, and are highly motivated in their work. We conduct employee engagement surveys to identify issues based on the survey results. We then explore actions to address these issues, both at the company level and within individual workplaces, and encourage improvement activities.

Company Improvement Activities

We began holding town hall meetings with the president in May 2024 to improve understanding and alignment regarding our management situation, direction, and future vision. Each meeting is kept small to create a comfortable and open atmosphere where participants can exchange ideas face-to-face. Participants have asked questions about the background of recent management decisions and company policies, with many commenting that these discussions have helped them better understand the purpose and meaning of their own work.

Initiatives for Health Management

Central Glass is enhancing our initiatives to improve the well-being of our employees, thereby contributing to higher productivity, the company's medium-term development, and our corporate image, and established a Health Promotion Section in the Personnel Department as of October 1, 2023, with the aim of continuing to promote these initiatives.
Currently, we are engaged in the following activities:

1. Formulating company-wide policies and measures related to the promotion of health management, and considering the establishment of a management organization.
2. Taking action to obtain certification as an excellent health management corporation in FY2025.
3. Promoting collaborative health, including cooperation in the formulation of the third phase data health plan

Human Resource Development

Basic policy

We believe that people are key for supporting Monozukuri (manufacturing) and creating new value.
We develop professional human resources who share our corporate philosophy and Our Values and Responsibilities and support the execution of management strategies and sustainable growth of the Group. We also respect the diversity of each and every employee that makes up our organization and provide training opportunities that support individual career development.

Training System

Our company has positioned its overall training as Monozukuri Training. There are 4 training fields: Fundamental training, Position-based training, Business skills development training, and Training for selected employees. We aim to support the growth and self-fulfillment of each employee, as well as to improve organizational unity and productivity.

Instilling the Corporate Philosophy

We provide the opportunities to deepen the understanding of our corporate philosophy and Our Values and Responsibilities as well as to foster a sense of contribution to society and the organization. In addition to e-learning programs in which all Central Glass group employees, including senior management, learn on their own, we have established Dialogue meeting with directors where senior management explains the corporate philosophy and corporate policies to younger employees and introduces examples of compliance measures. We believe this opportunity leads to mutual learning and cultural reform.

New-Employees Training

After joining the company, new employees training is conducted to acquire basic knowledge and business manners as a member of society. Subsequently, during the two months of plant training, employees deepen their understanding of safety, quality, and the environment, which are important elements of Monozukuri, and learn about product knowledge and the process of production and supply chain. After assignment, each department will provide practical experience through OJT.

Position-Based Group Training

We provide group training tailored to the needs of each job level, from young employees to management-level employees. We support awareness-raising depending on position and role and the invigoration of internal cross-sectional communication. We also regularly provide opportunities to re-recognize the importance of safety, quality, and the environment, as well as accounting, legal, intellectual property, and other matters by inviting in-house lecturers from the departments in charge.

Self-Training System

This system was established as an opportunity to elicit new ideas from young employees. Each employee can freely choose a theme that interests them, regardless of the boundaries of existing products or research. The company supports the cost of attending seminars and purchasing books. This system leads to various projects.

Language Training・Correspondence Training

Language training and correspondence courses are offered as part of self-development. Each employee chooses the language and course they want, and aims to improve and acquire language and business skills necessary for their work. If they meet the requirements, such as the participation rate, we will partially support the expenses.

External Training

In order to promote the development of knowledge and philosophy necessary for candidates to become excellent management leaders in the future, we provide opportunities to participate in external seminars and cultivate management perspectives with outside participants. After the course, participants review and apply the learning to their workplaces. Also, we hold in-house presentations and round-table discussions as opportunities for the participants to make proposals for future development.