Our people

Occupational Health and Safety

To the JT Group, effective occupational health and safety is a priority because it is essential not only for employee’s wellbeing but also for the sustainable growth of our business. Our health and safety management means not only complying with all relevant legislation but also establishing systems to minimize risks for employees, contractors, and visitors to our operations. The scope of our wellbeing programs often covers family members of employees.

Our commitment to ensuring safe and healthy workplace is reflected in individual policies within our business units that are tailored to specific business needs. Although each business has its own policy, there are a number of common factors to our approach, including maintaining effective management systems, using systematic risk assessments to identify workplace risks, and investing in continual performance improvement.

Occupational Health and Safety

We put in place robust safety programs to manage and eliminate the occupational risks. Our core focuses of safety programs are safe work places, safety competence and Group-wide safety culture.

The JT Group is also attentive to general employee health, wellbeing and work-related disease prevention. In order to maintain decent work environment, we regularly assess levels of noise, dust, lightning, indoor air quality, humidity and temperature in all JT offices and specific locations in our international tobacco business. Furthermore, we implement various initiatives and have developed a framework to support this. For further information, please visit the JT website (in Japanese) and the JTI website.

Occupational health and safety data *1

  2013 2014 2015 2016 2017 TARGET
NUMBER OF FATALITIES *2 Employees 1 2 1 2 0 0
Contractors 0*E 3*E 1*E 1 2 0
NUMBER OF LOST-TIME INCIDENTS (LTIs) Employees n/a 113 154 155 172 n/a
Contractors n/a 12*E 17*E 8 13 n/a
EMPLOYEE LTI RATE *3
(Number of LTIs per 200,000 hours worked)
0.26 0.32 0.36 0.42 0.35 n/a
% OF CIGARETTE AND TOBACCO-RELATED FACTORIES CERTIFIED TO OHSAS 18001 (*D) 85.4%

81.0%

78.9% 77.8% 74.4% 100%
NUMBER OF VEHICLE ACCIDENTS 1,362*E 1,341*E 1,108*E 1,294*D 1,457*D n/a
VEHICLE ACCIDENT FREQUENCY RATE
(Accidents per million kilometers)
6.1*E 5.9*E 4.8*E 4.4*D 5.2*D n/a
  • *1 Unless otherwise specified, our safety data covers the entire JT Group. The scope of reporting for contractor fatalities and LTIs, as well as vehicle accident data, has expanded in 2016 compared to previous years. Further details on the scope of data can be found in the Basis of Reporting document of our Sustainability Report.
  • *2 Excludes third-party fatalities. For details on third-party fatalities, please refer to our Sustainability Report.
  • *3 We record also occupational illness frequency rate separately in some locations. Regarding JT and our Japanese domestic companies, the rate was 0 in 2016 and 0.08 in 2017 (per million hours worked), and from 2013 to 2015, the rate was 0 but it doesn’t include the Japanese domestic group companies.

Committed to being a responsible employer

Responsible employer

We are committed to being a responsible employer, and demonstrate this by engaging employees through multiple channels, fostering a work environment that is free from discrimination and maintaining constructive relationships with unions.

Fourth year as a global top employer

In 2018, our international tobacco business was, for the fourth consecutive year, certified as a Global Top Employer, following the recognition in 2017.This award evaluates a corporation’s approach to managing talent, looking at criteria such as talent strategy, leadership development, career and succession management, as well as culture. We are also proud to report that we were recognized by the Top Employers Institute in 50 countries around the world.

Workplace without discrimination

It is a priority to foster a work environment that is free from any form of discrimination such as age, gender, disability, ethnic origin, marital status, nationality, race, religion, beliefs, or sexual orientation. These factors do not influence decisions about an employee’s career progression, nor do they influence recruitment, compensation and benefits, or succession planning. Employees are provided with appropriate reporting tools if concerns around discrimination arise.

Supporting freedom of association

The JT Group supports freedom of association and the right to collective bargaining, even in countries where these freedoms are not a legal pre-requisite. This means we are committed to open and constructive relations with trade unions and works councils. In the case our site should cease activities due to the operating environment it faces, we work closely with unions to ensure affected employees are treated fairly beyond the minimum legal requirements.

Working with trade unions

We have a long history of positive industrial relations. Across the JT Group, industrial relations are based on individual countries' labor laws, and we aim for open and constructive relations with Trade Unions and Works Councils. Dialogue with Trade Unions is generally undertaken within the jurisdiction of our local operations, and typical engagements cover aspects of company management, strategy and planning, as well as operational issues.

In line with the relevant European Directive, we also have a voluntary European Works Council agreement in place. Our European Works Council operates as an employee information and consultation body for transnational issues relating to our operations in Europe. The Council has regular meetings each year and is made up of employee representatives and members of management.

Communicating with employees

Communicating with employees

Across the JT Group, we communicate with our employees irrespective of whether or not a Trade Union is in place to keep them informed on important company matters. We use many communication methods from notice boards and face-to-face meetings to web-based channels and electronic communications for our sales forces in the field.

Employee engagement survey

One method of communicating with employees and receiving their feedback is Employee Engagement Survey (EES), conducted every year in our domestic operations in Japan and every third years in our international tobacco business, as part of organization development. The EES gathers employees' views on their working environment, our way of doing business, and the business unit or function they belong to. In order to engage stronger with employees, our international tobacco business launched PULSE, a shorter survey to gather information and feedback more regularly.

Employee development and talent management

Our employees contribute to the success of the JT Group and in return we provide an open, fair, and stimulating work environment in which they can pursue their goals and improve their skills and abilities. This is described in JT Group Human Resources Management Philosophy, which establish the Group-wide goal of providing growth opportunities for all employees and ensuring we have the right person to fill the right position at the right time. We see this approach as an investment in the future success and sustainable growth of the JT Group.

Employee development and talent management

Development process

For the JT Group, dedicated communication between managers and employees is a critical part of the employee development and talent management process. Performance appraisals are important means for employee development, setting an employee's development objectives as well as business objectives. These are based on needs identified during the previous year or those required to deliver successful performance in the future.
To help develop our existing workforce, our practice is to fill open positions with internal candidates who have the right experience for the job.
Enabling employees to explore opportunities or roles across functions, business units, or internationally is another key part of developing talent within the JT Group. It provides opportunities for career progression and helps to meet the changing needs of our global organization.

JT/JTI Talent partnership program

To develop the global capabilities of our workforce and help develop our future business leaders, we established the JT/JTI Talent Partnership Program in 2006. The Program builds employees' skills and experiences by exposing them to the different working styles and cultures between our Japanese domestic and international tobacco businesses. The Program is a long-term investment for the Group and allows the transfer of technical skills and brand knowledge as well as building relationships between the JT Group's two largest business units.

Communicating with employees

Employee training is provided through a mixture of on-the-job learning, formal internal and external training, and e-learning.

Due to the diverse nature of our international tobacco business, we operate a number of centralized training academies to ensure we provide a consistent approach to training regardless of geographical location. These include training academies for leadership development, Manufacturing operations, Consumer and Trade Marketing, Corporate Affairs, Human Resources, and IT.

Equality and diversity

We are proud of our diverse workforce and the way that it contributes to and shapes the culture of the JT Group. Employing a diverse workforce is a strong source of competitiveness within an international marketplace and supports our goal of sustainable growth. We employ more than 100 nationalities across our global workforce. Beyond national diversity, we value diversity of opinion, allow people to express their own personalities, and believe in creating a work environment that fosters creativity and innovation.

Equality and diversity

We have a commitment to equal opportunity and anti-discrimination, and this is reflected in our Codes of Conduct and our Philosophy. We recruit strictly based on talent and regardless of an individual's race, nationality, creed, religion, gender, sexual orientation, age or physical ability.

Gender diversity

The JT Group maintains an open approach to diversity. We take a gender-neutral approach to recruitment in order to appeal equally to all potential employees irrespective of gender or any other measure of diversity. We do not apply diversity quotas in our hiring processes and recruit solely on ability. While we have a gender-neutral approach to recruitment, we want to promote female employees and achieve a more gender-balanced workforce.