Harassment Prevention

We provide employees involved in recruitment activities with education and awareness training on harassment prevention and fair hiring practices. Through these efforts, we promote appropriate and respectful communication with all applicants.

We are committed to conducting fair and appropriate recruitment activities so that all candidates can participate in our selection process with confidence.

• We do not ask questions unrelated to the recruitment process, including those concerning romantic relationships, marriage, childbirth, family composition, religion, political beliefs, personal ideology, or other matters that are not relevant to a candidate’s qualifications or suitability for the position.
• Employees involved in recruitment activities are prohibited from exchanging personal contact information with candidates or communicating with them through personal social media accounts or other private channels. All recruitment-related communication must be conducted through company-approved methods, such as company telephone numbers, company email addresses, recruitment systems, or other authorized channels.
• In-person interviews and meetings are, in principle, conducted in company meeting rooms or other appropriate locations designated or approved by the company to ensure a safe and comfortable environment for candidates.
• Except where necessary due to urgent circumstances, candidates’ requests, or scheduling requirements arising from international time differences, interviews, meetings, and other recruitment-related communications should generally conclude by 8:00 p.m.
• If networking events, social gatherings, or similar events are held as part of recruitment activities, participation is entirely voluntary. Choosing not to participate will not result in any disadvantage in the recruitment or evaluation process.
• If a consultation or report regarding harassment is received, or if inappropriate conduct is identified during recruitment activities, we will promptly review the circumstances, take appropriate action, and implement corrective and preventive measures as necessary.

We have established a consultation channel for candidates who wish to report or seek advice regarding conduct by our employees that may constitute harassment or that could reasonably be perceived as inappropriate or harassing during the recruitment process.

All consultations, reports, and related personal information will be handled appropriately and confidentially, with due consideration for the privacy of those involved. Applicants who raise concerns or make a report in good faith will not be subjected to any disadvantageous treatment in the recruitment process or otherwise because of doing so.

When a consultation or report is received, we will, as appropriate, review and investigate the circumstances, take necessary action to address the matter, and implement measures to prevent recurrence.

Kyoto Fusioneering values open dialogue and mutual respect with all applicants and is committed to creating a recruitment process in which everyone can participate with confidence and peace of mind.

Kyoto Fusioneering Recruitment Consultation Desk: sodan-recruit@kyotofusioneering.com