Summary of MGC and the MGC Group's environmental and social activities in fiscal 2020
(Environmental Preservation Performance Metrics)
2019: 849kt CO2e
2019: 8,604kt CO2e
Intensity control metrics
2019: 109 million/kt CO2e
GHG emissions/unit of estimated added value
2019: ¥235 million/MLOE
Energy use/calculated value-added energy intensity
Emissions of substances subject to PRTR Act reporting
Number of substances subject to PRTR Act reporting
2019: 31,089,000 ㎥
2019: 2,262,000 ㎥
Final disposal volume
Zero waste emission rate: waste disposed of at final disposal sites/total waste generated
2019: ¥692 million
Environmental protection costs
2019: ¥8,546 million
Environmental protection costs
ISO 14001 certification status
MGC has obtained certification of compliance with the ISO 14001 environmental management system standard at all of its domestic plants and endeavors to continuously improve its environmental performance.
Environmental risk management
For environmental risk management, MGC requires safety assessments to be performed before installation, replacement, expansion or major modification of facilities. At existing facilities, MGC pursues prevention or early detection of abnormalities through routine inspections and maintenance and conducts emergency response drills as an added precaution against accidents. It has a wide range of insurance coverage, including fire insurance, business interruption insurance, oil pollution insurance and liability insurance.
Water risk management
MGC monitors its actual water consumption and uses water efficiently by measuring water withdrawal, water discharge, water usage and water recycling. In drawing from water sources, MGC restricts its intake to permitted quantities in accord with applicable laws or agreements with municipalities. Additionally, MGC discharges wastewater into rivers, the sea or other public water bodies in compliance with effluent standards after treating it to filter out identified pollutants.
Internal carbon pricing
In April 2021, MGC adopted an internal carbon pricing scheme to quantify climate-change risks. When planning capital expenditures that would result in increased or reduced CO2 emissions, MGC factors into its investment decisions a cost or benefit based on an internal carbon price (¥10,000/Mt Co2e). By doing so, it promotes reduction of CO2 emissions and development of technologies and products that contribute to building a low-carbon society.
MGC endeavors to reliably manage chemicals based on Responsible Care®, mitigate climate change by improving energy efficiency and reducing GHG emissions and maintain a richly biodiverse natural environment. MGC also contributes to sustainable development by creating environmentally beneficial technologies and products and promoting their widespread adoption.
Renewable energy use
- MGC has been involved in geothermal power generation since 1990. A joint venture co-owned by MGC constructed the Wasabizawa Geothermal Power Plant and has been operating it since April 2019. In August 2019, a second joint venture co-owned by MGC commenced construction on another geothermal power plant in Appi, Iwate Prefecture, scheduled to be commissioned into operation in April 2024.
- Additionally, MGC's QOL Innovation Center Shirakawa (Fukushima Prefecture) and Niigata Research Laboratory (Niigata Prefecture) are equipped with photovoltaic systems that generate power for on-site consumption.
Press Releases on Environmental Topics
Basic approach to human rights
The MGC Group supports international human rights standards such as the UN Global Compact, UN Guiding Principles on Business and Human Rights and OECD Guidelines for Multinational Enterprises.
The MGC Group respects everyone's dignity and rights. It does not discriminate on any grounds, including but not limited to pedigree, nationality, race, ethnicity, beliefs, religion, gender, sexual orientation, age, disability, personal interests, educational attainment, pregnancy, language, economic background and political views.
Female share of management personnel
Percentage of employees with disabilities
employed by MGC three years after being hired as new graduates
- *1Employees as of April 2021 who were hired as new graduates three years earlier (new graduates hired on April 1, 2018)
- *2Employees as of April 2020 who were hired as new graduates three years earlier (new graduates hired on April 1, 2017)
2019: 13.6 hours/month
Monthly average overtime hours per employee
Ratio of taking annual leave
(All-employee average on non-consolidated)
Basic approach to wages and working hours
The MGC Group complies with local minimum wage laws and regulations in the countries/regions in which it operates and pays wages to its employees based on fair evaluations. In addition to also complying with local laws and regulations on working hours, the Group endeavors to enable employees to have a healthy work-life balance through appropriate labor management to avoid onerous work schedules.
Approach to promoting workforce diversity
MGC values diversity and will endeavor to create an environment in which employees with diverse attributes can give full play to their respective capabilities, work with a sense of purpose and derive fulfillment from their jobs. MGC has endorsed the Japan Business Federation's "30% by 2030 Challenge," which aims to increase women's representation in the labor force. Toward this end, MGC will further step up initiatives that capitalize on the perspectives of diverse individuals, particularly women, in pursuit of sustained growth.
Diversity promotion plan
To promote better career opportunities for women, MGC has formulated an action plan that extends through fiscal 2021. Under the plan, MGC is providing support to help women advance in their careers and augmenting programs that support a healthy work-life balance in the aim of quadrupling the percentage of management positions held by women (relative to fiscal 2015). Additionally, MGC will continue to offer additional accommodations to facilitate diverse work modalities in accord with the Act on Advancement of Measures to Support Raising Next-Generation Children and Act on Promotion of Women's Participation and Advancement in the Workplace.
Programs to Promote Work-Life Balance (non-consolidated)
Program Description Flextime No core time, one-month settlement period Half-day paid vacation Paid vacation may be taken in half-day units up to 30 times (15 days' worth) annually Mandatory break between shifts Discretionary workers must take a break of at least 10 hours between shifts (trial now being launched) Teleworking Limited to three days per week (now being trialed) Daycare facilities/allowance Female employees returning to work within one year after giving birth are eligible for reimbursement of costs of extended daycare, weekend/holiday daycare and/or babysitting services until their newborn turns one year old or the costs of daycare at an unlicensed daycare facility until their newborn turns two years old Discretionary work system For researchers (now being trialed) Refresh leave Upon turning 50 years old, employees are granted five days of special (paid) vacation and paid a one-time bonus Leave to accompany spouse overseas Leave program for employees wishing to accompany a spouse who is working or otherwise spending time overseas
Programs Supportive of Work-Family Balance (non-consolidated)
Program Description Shortened work schedules Available to employees who are pregnant, caring for young children (and on flextime schedules) or caring for sick or injured family members Annual paid vacation carryover Employees may annually accumulate up to 20 unused paid vacation days that otherwise would expire at fiscal year-end (up to a maximum of 40 total days) Parental leave Employees unable to secure child care can take leave until child is two years old Paternity leave Employees can take five days of (paid) leave when spouse gives birth Nursing leave for children Employees can take up to 10 personal days per year to care for children not yet of school age Nursing leave Employees can annually take five days per family member requiring care, up to a maximum of 10 days if two or more family members require care Nursing support services Since fiscal 2019, MGC has made a comprehensive suite of externally sourced services available to employees to help them balance work and caring for sick or injured family members, including nursing home referral/navigation services, assistance with applying for long-term care insurance and educational seminars Re-hiring of former employees MGC rehires former employees who were forced to resign by circumstances beyond their control, provided they possess requisite qualifications and are successfully vetted
Occupational Health and Safety
Occupational Health and Safety
Serious occupational injuries*1
Lost-time injury frequency rate*2
Lost-time injury severity rate*3
Total count of process-safety incidents
- *1 Accidents resulting in lost work days eligible for disability compensation, including death and permanent disability, or potential disability, with four or more lost work days
- *2 Total number of deaths and injuries caused by labor accidents per one million actual hours worked
- *3 Total number of working days lost per one million actual hours worked
Social Contribution Activities
Main Social Contribution Activities
- Hosting of plant/laboratory tours
- Promotion of communication with production plants' local communities
- Sponsorship of community youth sports
- Provision of instructors for university courses
- Internship program (for university/technical college students)
- University scholarship program (Mitsubishi Gas Chemical Memorial Foundation)
- Donation of science experiment kits to middle schools
Social contribution activity expenditures
2019: ¥251 million
Total social contribution activity expenditures
2019: ¥235 million
Of which, total donations