Mitsui constantly challenges the uncertainty of business environmental changes while increasing the productivity of each employee and creating an environment where they can maximize their abilities. Our goals are to enhance the competitiveness of our entire company and provide new value to society. Based on the Mitsui & Co. Business Conduct Guidelines for Employees and Officers, we are committed to respecting human rights and to not engaging in any forms of discrimination and harassment.

Human Rights Policy

Mitsui & Co. Group Conduct Guidelines

Business Conduct Guidelines for Employees and Officers

We respect the rights to collective bargaining and freedom of association of employees.
Mitsui and the Mitsui Labor Union, which was established in 1962, hold a shared understanding of the societal mission of Mitsui. Both parties respect each other's positions, and work toward the sound development of the company and society and toward the improvement of the social, economic, and cultural status of union members. Accordingly in May 2015, a union shop agreement was concluded.

Participation Rate in Labor Unions

We share various issues with the labor union and actively engage in discussions, with the aim of creating an environment in which every employee can continue working with energy and motivation, and in which both employees and the company achieve continual growth. Mitsui engaged in multi-layered discussions with the union on a wide range of topics, including human resources management systems, salaries and bonuses, workstyle innovation, training, and occupational health and safety. We introduce those systems and measures on the basis of the labor-management agreement. We will continue to have dialogue with the labor union through collective bargaining negotiations. In determining salaries and bonuses, we comply with the laws and regulations of each country/region where we engage in business, ensure a living wage that exceeds the minimum wage, and promote creation of a good working environment for every employee.
Regarding occupational health and safety, we have revised our targeted overtime hour limit and maximum overtime limit based on special extensions under the Labor Standards Act. In addition, in order to manage overtime work within the targeted overtime limits set by the union and management, we have been working to implement thorough working hours management by sharing data about employees' working hours with union officials.

We are working to maintain healthy relationships and to deal with various issues through labor-management cooperation. We actively create opportunities within each unit for dialogue with management executives and discussions with the COO of business units and general manager of each corporate staff division regarding business overviews and policies, the administration of human resources management systems, and human resources development.