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Hanssem fosters a safe and healthy workplace within a culture that respects people.
Hanssem upholds the fundamental principle of respecting the dignity and rights of all members. Based on its Human Rights and Labor Management Declaration, it is spreading a culture of human rights respect. By establishing a human rights management system aligned with international standards, it systematically manages potential human rights risks across all business operations. Through various human rights management activities, including human rights impact assessments and setting human rights and diversity goals, it continuously practices human rights management that earns the trust of its members and stakeholders.
Human Rights Management System
Stability Stage
Human Rights Management System Establishment
Human Rights Management System Establishment
- Complete the human rights management organization system
Growth Stage
Human Rights Management Enhancement
Human Rights Management Enhancement
- Derive human rights risks and improvement plan, including those of stakeholders
- Foster human rights sensitivity of members in the organization
Maturity Stage
Human Rights Management Internalization
Human Rights Management Internalization
- Exemplar case of human rights management
- Create a human rights management ecosystem in which the company communicates with local communities
Human Rights Impact Assessment
Hanssem conducts human rights impact assessments to integrate respect for human rights into all aspects of its business operations. It systematically manages human rights risks through a step-by-step process, from planning and gathering stakeholder input to reviewing human rights impacts and identifying key issues.
Identified issues are linked to improvement and monitoring activities, continuously strengthening the prevention and management of human rights risks.
Identified issues are linked to improvement and monitoring activities, continuously strengthening the prevention and management of human rights risks.
Human Rights Diversity Goals
As part of our commitment to human rights management that respects the diversity of our members, we have set a goal to increase the proportion of female mid-level managers to 25% by 2035. To achieve this goal, we are promoting the creation of a fair working environment regardless of gender, operating family-friendly support programs and gender sensitivity training.
Furthermore, through various inclusive policies such as employment of people with disabilities and support for sports activities for people with disabilities, we are building an organizational culture where everyone grows together.
Furthermore, through various inclusive policies such as employment of people with disabilities and support for sports activities for people with disabilities, we are building an organizational culture where everyone grows together.
Percentage of Women in Middle Management
2025
20%
Target (by 2035)
25%
Grievance Resolution Procedure
Interview
- Internal reporting reception
- Conducting interviews within the organization and with the HR team
- Classifying grievance types
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Investigation
- Investigation of the complainant, respondent, and witnesses
- Preparation of the investigation report
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Review
- Deliberation by the Human Rights Management Committee
(including external experts)
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Disciplinary Action
- Disciplinary Committee deliberation and action
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Follow-up
- Conduct training
- Implement victim protection measures
- Monitor for secondary victimization
Hanssem is building an organizational culture where members are respected and grow together, based on its working principles.
Through systems supporting work-life balance and a family-friendly culture, it fosters an environment where work and life harmonize. By reflecting members' voices through diverse communication activities, it spreads an organizational culture grounded in collaboration and trust.
Through systems supporting work-life balance and a family-friendly culture, it fosters an environment where work and life harmonize. By reflecting members' voices through diverse communication activities, it spreads an organizational culture grounded in collaboration and trust.
Working Principles
Hanssem's working principles are the standards and guiding principles by which all Hanssem employees think, act, choose, and decide. They also serve as the focal point for all business and organizational decision-making at Hanssem.
Every Hanssem employee strives to uphold the following nine principles to work more joyfully, meaningfully, and excellently in the process of realizing Hanssem's mission: 'Create a standard of space for a better life to add value to everyone’s daily life'
Work-Life Balance Support
Hanssem fosters a family-friendly welfare system and culture that supports employees' work-life balance throughout the entire process of marriage, pregnancy, childbirth, and childcare. It has obtained and continuously maintains the Family-Friendly Company certification administered by the Ministry of Gender Equality and Family.
Maternity Protection and Childcare Support
- Pregnancy/Childbirth Congratulatory Grant Support
- Shortened Work Hours for Pregnant Employees Without Pay Deduction
- Operation of Company-Managed On-Site Daycare Centers
- Up to 2 Years of Parental Leave
- Childcare Expense and Child Education Expense Support
Flexible Work Environment
- Flexible work arrangements such as the selective working hours system
- Participation in work-life balance campaigns
Refresh and Mental Health Support
- Semiannual (2-day) Family Leave Support
- Long-Service Leave Grant
- Psychological Counseling Support for Employees and Their Families
- Support for In-House Club Activities
Employee Communication Activities
Organizational Culture Diagnosis
We are gathering member feedback through organizational culture assessments and evaluating communication and collaboration levels within the organization.
Based on the assessment results, we are enhancing organizational effectiveness and spreading positive employee experiences.
Based on the assessment results, we are enhancing organizational effectiveness and spreading positive employee experiences.
Town Hall Meeting
We enhance understanding and consensus across the organization through town hall meetings where we share business plans and key achievements.
Based on open communication, we broaden consensus and strengthen collaboration and synergy between organizations.
Based on open communication, we broaden consensus and strengthen collaboration and synergy between organizations.
Change Agents
Change Agents bridge communication between the company and its employees, driving changes in how work is done.
By incorporating member feedback to jointly shape the direction of change, they enhance execution capabilities across the entire organization.
By incorporating member feedback to jointly shape the direction of change, they enhance execution capabilities across the entire organization.
Hanssem prioritizes the health and safety of its employees above all else and operates a health and safety management system to create a secure working environment. Based on health and safety objectives, we systematically assess risks at each workplace and continue management activities focused on accident prevention. Through various health and safety initiatives, including risk assessments and the Safety Hotline, we improve on-site hazards and continuously foster a culture of safety.
Health and Safety Goals
Health and Safety Risk Management
Health and Safety Activities
