Supply Chain CSR
The Company established the Toyota Tsusho Supply Chain CSR Behavioral Guidelines in 2012. Under these guidelines, we aim to coordinate CSR initiatives and foster mutual support for sustainable growth throughout our supply chain by having our suppliers and other business partners share a common understanding of CSR.
- Toyota Tsusho Group Supply Chain CSR Behavioral Guidelines
- Respect the human rights of employees and refrain from inhumane treatment of others.
- Prohibit forced labor, child labor, and insufficiently compensated labor.
- Strive to furnish a safe, hygienic, and healthy work environment.
- Refrain from discrimination in hiring.
- Comply with all related laws and international rules, conduct fair trading and thoroughly prevent corruption.
- Ensure the quality and safety of goods and services.
- Strive to maintain a sound global environment.
- Promptly and appropriately disclose information concerning the above.
Supply Chain CSR Survey
The Toyota Tsusho Group is building a global supply chain, and to promote business conduct that reflects concern for human rights, occupational safety and health (OS&H), the environment and other fields of risk across our entire supply chain, we have established the Toyota Tsusho Supply Chain CSR Behavioral Guidelines. We share the guidelines with our suppliers and other business partners, and conduct questionnaires and onsite surveys as part of our supply chain management activities.
Supply Chain CSR Survey Report
In the fiscal year ended March 31, 2015, our questionnaire and onsite surveys targeted suppliers in the apparel and food products industries, both of which are often located in nations with human rights concerns, where the rights of laborers are often said to be at significant risk. The results uncovered no problems.
In a January 2015 onsite survey of Nantong Shipu Garment Co., Ltd.'s textile plant in China, we verified that, in the process of producing blouses, pants, coats, jackets and other garments, the supplier demonstrates adequate concern for personnel, OS&H, quality assurance, and environmental issues.
When hiring, personnel managers work to comply with laws and regulations by, for example, checking IDs to ensure everyone hired is at least 18 years old. The plant offers programs for maternity leave and reduced work hours and we confirmed that the company shows concern for employee work-life balance.
The plant pays attention to worker safety, requiring, for example, that workers operating cutting machines wear metal safety gloves to prevent accidents. In quality assurance, defective products result in a recall, followed by a meeting of the plant's quality committee to determine the cause. Customers are then provided with a report.
Offices and plant premises were clean, and even warehouse space was well-organized. Paper and fabric scraps leftover from cutting patterns and cloth are recycled as part of the plant's environmental initiatives.