Social Prevention of
Harassment

Based on its philosophy that “people are our greatest asset,” the Takasago Thermal Engineering Group promotes human resource management based on human resource development and respect for people.
We believe that creating an environment where all employees can feel secure in demonstrating their abilities leads to enhancing our corporate value. To that end, it is important that each individual reflects on their own speech and conduct, respects one another, and collaborates to create a workplace where they can work with enthusiasm.
Additionally, we are working to prevent all forms of harassment, including power harassment and sexual harassment in the workplace, as well as harassment that can occur in relationships outside of the Company.
We embrace the ethics of “social harmony,” “sincerity,” and “humility.” We will cherish this spirit as we aim to realize a corporate culture where everyone is respected.

1. The Group treats harassment as a serious management issue directly connected to corporate survival and social trust rather than individual issues, and works to prevent it throughout the Group.
2. The Group staunchly opposes all forms of harassment, including power harassment, sexual harassment, maternity harassment, paternity harassment, family care harassment, and sexual orientation and gender identity (SOGI) harassment, and ensures conduct respectful of human rights.
3. The Group never engages in inappropriate demands, speech, or conduct motivated by workplace position and relationships not only internally but also in dealings with business partners and partner companies, and always acts with integrity and strong ethical values.
4. The Group recognizes socially unreasonable demands, speech, and conduct from customers, business partners, etc., towards its officers and employees as customer harassment, and resolutely responds as an organization to protect their dignity and working environment.
5. The Group establishes internal and external reporting channels to prevent harassment, and strictly protects the privacy of whistle-blowers. Additionally, whistle-blowers are not subjected to any form of unfavorable treatment as a reason for making a report or having cooperated with an investigation.
6. In the unlikely event that an incident of suspected harassment occurs, we will conduct an objective and sufficient investigation, and take strict measures in accordance with laws, regulations, and internal regulations. Additionally, we will continuously implement the necessary corrective actions, awareness-raising, and education to prevent recurrence.

To prevent all forms of harassment, the Company clarifies its basic policy of never allowing any form of harassment and conducts ongoing initiatives.

Main initiatives

Clarification of policy	We send messages from top management and clarify our position on never allowing any form of harassment.
Consultation system	We have established internal and external consultation contact points and developed a system that makes it easy to seek consultations.
Understanding of current situation	We assess the presence and status of harassment in the workplace through regular questionnaire surveys.
Education and awareness-raising	We designate a specific period each year as a time for strengthening harassment prevention and implement company-wide training aimed at raising awareness of harassment prevention.

The Company believes that valuing healthy relationships with stakeholders and protecting a safe workplace environment that allows officers and employees to work with peace of mind, as well as safeguarding their physical and mental health and dignity, is vital for a company’s sustainable growth. Based on this belief, the Company articulates its approach and response policy towards customer harassment in the “Basic Policy on Harassment Prevention,” and will respond appropriately as an organization.

Definition of customer harassment

The Company defines customer harassment as speech and conduct by customers, business partners, and other related parties, where the content, methods, forms, continuity, etc. of their demands exceed the socially acceptable range and harm the working environment of its officers and employees.

Examples of possible harassment actions

Physical attacks	Acts such as violence or throwing objects
Psychologically burdensome and intimidating speech and conduct	Threats, insults, personal denigration, and intimidating speech and conduct
Persistent and coercive speech and conduct	Keeping someone for an extended period of time, and persistent and insistent demands
Unreasonable demands	Requests unrelated to work or requests that exceed the socially acceptable range
Infringement of rights on the internet	Slander and defamation on social media, spreading false information, and invasion of privacy

Response to customer harassment

The Company will respond sincerely to legitimate opinions and requests from customers, etc. However, it will respond resolutely as an organization to unreasonable demands, speech, and conduct that exceed socially accepted norms.
In particular, for malicious acts that may significantly impact the safety, honor, privacy, or working environment of its officers and employees, the Company will prioritize safety assurance and confirm the relevant facts, then collaborate with external professionals and related institutions as necessary to respond appropriately.
Additionally, it will establish an environment where its officers and employees can consult and report with peace of mind, and protect their dignity and working environment.

The Company does not tolerate harassment of any kind in recruitment activities and works to prevent its occurrence, protect job seekers from harassment, and ensure fair and secure recruitment activities where their basic human rights are respected.
To ensure reliability and social responsibility in its recruitment activities, the Company will appropriately implement the following rules.

Rules regarding recruitment activities

Location and method	Activities will be conducted at company facilities, school facilities, or via company-designated online conferencing systems and other means. As a rule, private rooms will not be used at external facilities.
Operational structure	As a rule, activities will be handled by multiple individuals designated or approved by the company.
Questions, speech, and conduct	These are limited to the scope necessary for fulfilling duties and should be conducted with consideration for a job seeker’s personhood and dignity.
Contact methods	These are limited to those provided by job seekers or via hiring systems. Private accounts such as those on social media, personal email addresses, personal cellphone numbers, or other personal contact methods are not to be used, obtained, or exchanged.
Information management	Job seekers’ personal information and information learned through recruitment activities will be handled within the scope of hiring purposes and not used outside of those purposes.

Response to harassment in recruitment activities

The Company will protect the privacy of individuals who seek consultation and will not engage in unfavorable treatment during the recruitment selection process or other recruitment activities based on the fact that a consultation was made.
If there is speech or conduct that causes concern or actions that could be considered harassment during recruitment activities, please consult the following consultation contact point.

• Contact Point for Consultations on
  Harassment in Recruitment Activities