[Audio] We are thrilled to provide you with a discussion on the behavioral guidelines and code of conduct of Kurita Group. As a teacher in Other, I am confident that the guidelines and code of conduct will assist you in comprehending the company's values and ensure that you conduct yourself in accordance with them. In this presentation, we will be exploring the distinctions between integrity and compliance, as well as the philosophy system of Kurita Group. We trust that by the end of this presentation, you will have a clearer comprehension of the behavioral guidelines and code of conduct, and how you can put them into practice in a Kurita Group setting. Thank you for joining us, and we are eager to hear your thoughts on this topic.. 

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Preliminary Reading
～Behavioral Guidelines and Code of Conduct in a Story～

[Audio] We present on Behavioral Guidelines and Code of Conduct in a Story. We discuss the importance of having a clear understanding of these guidelines and how they can help guide our behavior in a positive way. The Philosophy System is the foundation of our organization and outlines the core values and beliefs that shape our behavior and decision-making. By understanding and adhering to these values, we can ensure that we are acting in accordance with our organization's mission and vision. Next, we move on to the Behavioral Guidelines. These guidelines provide specific behaviors that are expected of all members of our organization. They outline the actions that are acceptable and the actions that are not. By understanding and adhering to these guidelines, we can help ensure that everyone in our organization is treated fairly and respectfully. The Code of Conduct is next. The Code of Conduct is a set of rules and regulations that govern the behavior of all members of our organization. It outlines the actions that are considered inappropriate or unethical, and provides guidance on how to handle these situations. By understanding and adhering to the Code of Conduct, we can help ensure that our organization remains a positive and respectful place to work. Finally, we discuss the whistleblower hotline. The whistleblower hotline is a resource that is available to everyone in our organization. It provides a safe and anonymous way to report any violations of our Behavioral Guidelines or Code of Conduct. By using the whistleblower hotline, we can help ensure that any issues are addressed in a timely manner. In conclusion, having a clear understanding of our Behavioral Guidelines and Code of Conduct is essential for creating a positive and respectful work environment. By understanding and adhering to these guidelines, we can help ensure that our organization remains a positive and respectful place to work. Thank you for your attention, and we hope you find this presentation helpful.. 

Scene 2

1. Philosophy System
 2. Behavioral Guidelines
 3. Code of Conduct 
 4. The whistleblower hotline for everyone
 5. Contact for Inquiries

[Audio] Good afternoon everyone. Today, we will be discussing the Behavioral Guidelines and Code of Conduct through a story. Let's begin by introducing the characters that will help us understand these guidelines. We have Rabbit and Frog. Rabbit is an employee of Kurita Group and does not fully comprehend the Behavioral Guidelines and Code of Conduct. In contrast, Frog is a management level employee of Kurita Group who explains these guidelines to Rabbit. As we progress through this presentation, we will delve into how these guidelines can aid us all in behaving in a more positive and ethical manner in our personal and professional lives. Thank you for attending today.. 

Scene 3

Characters used to explain the Behavioral Guidelines and Code of Conduct

図形, 矢印

自動的に生成された説明 
 Rabbit Kurita Group Employee

 ・Doesn't properly understand the Behavioral Guidelines  and the Code of Conduct

Frog Kurita Group  Management level employee
 ・Rabbit's boss ・Explains the Behavioral Guidelines and the Code of Conduct

[Audio] We begin our presentation by discussing the significance of integrity in the company's culture. In recent times, there has been an increased emphasis on integrity in the workplace, and this is a positive development for the company as a whole. As storytellers, we must remember that our actions have consequences and that our behavior should always reflect our values. While it is essential to comply with laws and regulations, it should not be the sole focus of the company's culture. Instead, we must strive to cultivate a culture of integrity, which involves fostering ethical behavior, honesty, and transparency. This can be achieved through various activities, such as employee training, whistleblower policies, and a commitment to ethical leadership. One crucial distinction between integrity and compliance is that compliance is often reactive, while integrity is proactive. Compliance involves reacting to problems that have already arisen, while integrity involves preventing problems from occurring in the first place, through a change of attitude. Cultivating a culture of integrity is not something that happens overnight. It requires time, effort, and a collective commitment from everyone in the company. However, the benefits of a strong culture of integrity are numerous, including increased employee engagement, better customer service, and a more positive reputation in the community. As storytellers, we have a unique opportunity to influence the culture of the company through our words and actions. We must use this opportunity wisely and strive to be role models of integrity in our own lives and in our stories. In conclusion, integrating a culture of integrity can significantly impact a company's success. It is essential to remember that it takes time, effort, and a collective commitment from everyone in the company. However, the benefits of a strong culture of integrity are numerous, including increased employee engagement, better customer service, and a more positive reputation in the community. As storytellers, we have a unique opportunity to influence the culture of the company through our words and actions. We must use this opportunity wisely and strive to be role models of integrity in our own lives and in our stories.. 

Scene 4

部屋に備え付けている様々な家具

自動的に生成された説明

I'm hearing a lot about integrity in the company recently. How is that different from compliance?

Our compliance activities, which promoted behavior based on rules, were not able to keep up with the rapid changes in society (technologies/people's values) and we were always a step behind.
 Integrity Activities don't involve the implementation a cycle, for example, ”occurrence of a problem → development of a rule → compliance”; rather the aim is to prevent problems from occurring in the first place through a change of attitude.

I guess that since integrity encompasses  compliance with laws and  regulations, then the relationship  between the two looks like this?

光 が含まれている画像

自動的に生成された説明

[Audio] We will be discussing the significance of Kurita's Philosophy System and how it connects to the values of integrity, honesty, and respect. Kurita's Philosophy System is a set of beliefs and principles that guide individuals and organizations towards accomplishing their objectives. It is built on the foundation of integrity, which refers to the commitment to upholding ethical standards and acting with honesty and transparency. Integrity is a critical component of Kurita's Philosophy System as it establishes the tone for all other values. When individuals and organizations act with integrity, they build trust and credibility with others. This, in turn, leads to better outcomes and more successful relationships. Honesty and respect are also important values in Kurita's Philosophy System. Honesty involves the practice of being truthful and transparent in all interactions, including being honest with oneself, others, and the world around us. Respect, on the other hand, involves treating others with dignity and consideration, including respecting their values, beliefs, and perspectives. By incorporating these values into our behavior and actions, we can create a positive and productive work environment. We can also build stronger relationships with others and achieve our goals more effectively. In conclusion, Kurita's Philosophy System is a potent tool for achieving success and building strong relationships. By committing to integrity, honesty, and respect, we can create a positive and productive work environment that leads to better outcomes and more successful relationships.. 

Scene 5

1. Philosophy System　
～Explanation of Philosophy System Part 1 ～

... I see (not really understanding).
 How do these three things relate to each other?

By the way, integrity is included in the Values in ”Maintain unwavering integrity”.

All three are part of Kurita's Philosophy System, but let me start by explaining the  Philosophy System and then we'll unpick the bits you don't understand.

[Audio] Good morning everyone, today we will be discussing the Behavioral Guidelines and Code of Conduct in a Story. Specifically, we will be talking about the Philosophy System and how it relates to our corporate vision and code of conduct. Our Corporate Philosophy is a pyramid, with the Corporate Philosophy at the very top. The ideas lower down the pyramid are the elements required to give shape to (achieve) the ideas higher up the pyramid. In other words, the Philosophy System provides the foundations for achieving the Corporate Philosophy. Integrity is included in the Behavioral Guidelines. Let's start with the Corporate Vision and the connections between them. The Corporate Vision is the overall direction of the company. It provides a clear picture of where we want to go and what we want to achieve. The Corporate Vision is the foundation for everything else in the pyramid. Next, we have the Corporate Philosophy. The Corporate Philosophy is the set of guiding principles that drive the company. It outlines our values and beliefs, and provides a framework for making decisions. The Corporate Philosophy is the foundation for achieving our Corporate Vision. Now, let's talk about the Behavioral Guidelines. The Behavioral Guidelines are the specific actions that we need to take to achieve our Corporate Philosophy. They provide a roadmap for how we will behave and act in order to achieve our goals. The Behavioral Guidelines are the foundation for achieving our Corporate Vision. Finally, we have the Code of Conduct. The Code of Conduct is the set of rules and regulations that we must follow in order to maintain our integrity and uphold our values. It provides a framework for how we will behave and act in order to achieve our goals. The Code of Conduct is the foundation for maintaining our Corporate Philosophy. In order to achieve our Corporate Philosophy and Corporate Vision, we must maintain unwavering integrity. Integrity is the foundation of everything we do, and it is essential for achieving our goals. For a more detailed explanation of the Philosophy System, please click here.. 

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1. Philosophy System　
～Explanation of Philosophy System Part 2～

Let me explain how to approach the　Philosophy System.
 The Philosophy System is a pyramid, with the Corporate Philosophy at the very top. 
 The ideas lower down the pyramid are the elements required to give shape to (achieve) the ideas higher up the pyramid.
 In other words, the Philosophy System provides the foundations for achieving the Corporate Philosophy. 
 By the way, integrity is included in (4) Maintain unwavering integrity.
 So let me explain each idea starting with the Corporate Vision and the ”connections” between them.
 *For a more detailed explanation of the Philosophy System , please click here. This Clears Everything Up! An Overview of Kurita's Philosophy System, Kurita Group’s Materiality, and PSV-27 Plan

挿絵 が含まれている画像

自動的に生成された説明

Positioning of Kurita Group Behavioral
Guidelines and Code of Conduct
Corporate philosophy
Study the properties Of water, master them, and we
will create an environment in which nature and
humanity are in harmony
Vision
Pioneering •new value for water to
contribute to the realization of a
sustainable society.
Value creation story
path to sustainable growth with
society toward realizing our
Corporate Philosophy and
Corporate Vision
Values
O Deepen understanding of
frontline sites (Gemba)
O Elevate and connect expertise
O Exceed expectations
O Maintain unwavering integrity
Behavioral Guidelines
Indicate "desirable conduct"
in the Kurita Group
o
Corporate
Philosophy
Vision
Values
Value creation story
o
Code of Conduct
Indicates "unacceptable conduct"
in the Kurita Group

[Audio] We are thrilled to be present today and to engage in a discussion on the behavioral guidelines and code of conduct in a story. Our primary objective is to highlight the significance of values in realizing our vision. It is widely recognized that our corporate ethos is founded on integrity and ethical behavior. Our aspiration is to emerge as a leading corporation in our industry, and we believe that by remaining committed to our values, we can achieve this objective. Some of you may be questioning why values are positioned under our vision. The response is straightforward: values serve as a source of positive momentum and propel us towards our goals. Values such as good looks and health can provide you with the motivation and energy required to make the necessary changes and achieve your vision. As we discuss behavioral guidelines and code of conduct in a story, we are not merely referring to a set of rules to follow. Instead, we are examining a framework that can assist us in achieving our goals and living our lives with integrity and purpose. Thank you for your attention, and we eagerly anticipate hearing your perspectives on this topic.. 

Scene 7

That's because when we compare where we are now to where we want to be, we need to move various things forward. 
 We have the Values as a source of positive momentum for doing this.

So you mean that, for me, who wants to be macho, having values such as ”good-looking” and ”healthy” would provide the momentum for the steps forward (exercise/diet) I need to make in order to become macho (my vision)?

I get how the Corporate Philosophy would be achieved  if we keep pursuing our Vision  but why do we have Values under the Vision?

[Audio] As a teacher, the speaker wants to explain the relationship between the Kurita Group's Values, the Behavioral Guidelines, and the Code of Conduct, and how they reflect the shared Values of the Kurita Group. The speaker wants to convey that the Kurita Group's Values are the foundation of their behavior and the guides for ensuring that their actions reflect their shared values. The speaker also wants to emphasize that the Behavioral Guidelines and the Code of Conduct are the tools that help Kurita Group members understand and act on their shared values. The speaker wants to highlight that it is important for Kurita Group members to be on the same page in terms of their state of mind and behaviors, so that their actions align with their shared values. The speaker wants to stress that by integrating their shared values into their behavior, Kurita Group members can create a shared story and build a culture of integrity and respect.. 

Scene 8

1. Philosophy System　
～The Behavioral Guidelines and the Code of Conduct～

Next, I'll explain how the Values relate to the Behavioral Guidelines and the Code of Conduct, right?
 There's no point in simply sharing the Values and not integrating them into our behavior.
 The Behavioral Guidelines and the Code of  Conduct are guides for ensuring that the  Values are reflected in our behavior.

It's important to be on the same page both in terms of our state of mind and behaviors.
 Show me the Values shared by the Kurita Group!

[Audio] 1. Our organization has established a set of values that guide our actions and decision-making. 2. It can be challenging to determine how these values should be applied in daily life. 3. Today, we will discuss the content of our Behavioral Guidelines and work together to identify the behaviors that align with them.. 

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It's the Behavioral Guidelines that unpick the ”desirable behaviors” from the Values. 　 Let's check out the content of the Behavioral Guidelines together!

These are the Values. So what are the behaviors based on these Values?

Deepen understanding of
frontline sites (Gemba)
Elevate and connect
expertise
Exceed expectations
Maintain unwavering
integrity
Values
Our solutions are rooted in a deep understanding of frontline site (Gemba) issues and information.
We maximize customer value while also seeking to further elevate our expertise in water.
We strive to elevate our knowledge of water and the environment, which are precious.
Innovation and the creation of new value are generated by connecting the diverse and ever more
sophisticated knowledge accumulated by all.
Our desire to challenge ourselves is driven by our aspiration to serve humanity.
We always push ourselves to deliver results that exceed expectations. We build trust with our
customers through serial success.
We engage sincerely with all of our stakeholders*.
We fulfil our responsibilities to the future through our single-minded pursuit of solutions to social issues.
*Our customers, business partners, shareholders and investors, society at large and our colleagues

[Audio] Greetings everyone and welcome to this presentation on Behavioral Guidelines and Code of Conduct in a Story. In this session, we will discuss the five Behavioral Guidelines that help elevate and connect expertise in storytelling. Firstly, we should always strive to improve our expertise in the field of storytelling. This includes seeking out new knowledge and learning opportunities, staying current with the latest trends and technologies, and connecting with other experts in the field to gain new insights and perspectives. Secondly, we should always maintain a consistent approach to our storytelling. This includes adhering to established rules and guidelines, using the same tools and techniques consistently, and ensuring that our work is of high quality and meets the standards set by industry professionals. Thirdly, we should always work collaboratively with others in the field of storytelling. This includes seeking out opportunities to collaborate with other experts, sharing our knowledge and expertise with others, and working together to create unique and innovative stories. Fourthly, we should always strive to be innovative in our storytelling. This includes experimenting with new techniques and approaches, taking risks and pushing boundaries, and creating unique and original stories that stand out from the rest. Finally, we should always respect the values and principles of storytelling. This includes treating others with kindness and respect, being mindful of cultural and social differences, and ensuring that our stories are respectful and inclusive of all people and backgrounds. In conclusion, these five Behavioral Guidelines are essential for anyone looking to elevate and connect their expertise in the field of storytelling. By following these guidelines, we can create high-quality, innovative, and respectful stories that resonate with audiences and make a positive impact on the world.. 

Scene 10

So these are the Behavioral Guidelines...
 They explore the Values in more depth, hey?
 There are two for ”Elevate and connect expertise”, aren't there?
 So that means, there are five Behavioral Guidelines in total...

[Audio] We collaborated with officers and employees at Kurita Group to establish the Behavioral Guidelines through a collective effort. We interviewed key stakeholders and called for proposals of case studies that communicated our Values. Additionally, we took into consideration everyone's opinions expressed in the Workplace Dialogue Initiative last fall. The Code of Conduct was revised based on the feedback received from our stakeholders. We took into account the experiences of our officers and employees and the best practices from other organizations in the industry. Overall, our Behavioral Guidelines and Code of Conduct reflect the diverse perspectives and ideas of Kurita Group, and we are committed to upholding them in all our actions and interactions.. 

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2. Behavioral Guidelines 
    ~Background to establish~

The Behavioral Guidelines are based on a draft formulated through interviews with officers and employees at Kurita Group and a call for proposals of case studies that communicate the Values, and everyone's opinions expressed in the Workplace Dialogue Initiative last fall were also taken into consideration.
 In other words, the Guidelines weren't created by ”specific individuals” through ”closed discussion”.

By the way, how were the Behavioral Guidelines established and Code of Conduct Revisioned?

You mean, they reflect a wide range of ideas from across the Kurita Group...

And the Casebook is examples of behaviors in line with the Behavioral Guidelines. 
 *The Case of Behavioral Guidelines are on Page 25 to Page 29 of the Slides. *If you would like to know more about the Case, please click here.

[Audio] In our presentation titled Behavioral Guidelines and Code of Conduct in a Story, we will be discussing the difference between Values, Behavioral Guidelines, and the Casebook. We will emphasize the importance of having specific examples and guidance in order to understand and apply these principles. The Behavioral Guidelines and the Casebook provide a more concrete understanding of the values and how they should be applied in practice.. 

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2. Behavioral Guidelines
～Difference between the three～

They are all similar and I'm a bit confused. The difference between three lies in their specificity.  As you move from the Values towards the Behavioral Guidelines, specificity increases.

I feel I now have a general understanding of the Values, the Behavioral Guidelines and the Casebook.  
 What is the difference between the three?

Low (Specificity) 　　High (Specificity) Values     Behavioral Guidelines     Casebook

I guess I didn't really get the Values even when I was told them.
 But having the Guidelines as guidance and concrete examples makes them easier to understand.

(For achievement of vision) Shared values

(For reflection of ideas in behaviors) 　Direction

(Specific　 case of Behavioral Guidelines)

[Audio] Good afternoon, everyone. The Behavioral Guidelines are a vital tool for any organization to ensure that everyone is working towards the same goals and values. They provide a clear direction for employees to follow, and help to create a sense of harmony and cohesion within the organization. Consider the Kurita Group, a successful company with a diverse workforce. Without the Behavioral Guidelines, it would be challenging for the group to maintain its values and work towards its goals as a team. In summary, the Behavioral Guidelines are a crucial element of any organization, and serve as a compass for employees to follow, as well as a glue that binds people with different values together. I hope that this clears up any confusion you may have had about the Behavioral Guidelines, and that you continue to work towards your goals and values with clarity and focus. Thank you.. 

Scene 13

2. Behavioral Guidelines　
    ～What are the Behavioral Guidelines?～

There's too much information. My head's spinning! 
 Speaking frankly, what is the point of the Behavioral Guidelines?

A company (the Kurita Group) is people, all with different ways of thinking and values, coming together and working based on shared values.
 But if an organization has a mish mash of values, with diverse ways of thinking and behaviors, then the possibility of it failing to function as an organization is high.
 In other words, the Behavioral Guidelines also serve as a compass showing the direction we should move in as an organization, and could also be described as the glue connecting people with different values.

[Audio] Good afternoon everyone, Welcome to the next slide of our presentation on Behavioral Guidelines and Code of Conduct in a Story. In this slide, we will be discussing the Code of Conduct and its importance in achieving the Corporate Philosophy. The Behavioral Guidelines and Code of Conduct are the two critical components that ensure the achievement of the Corporate Philosophy. Let's dive deep into the Code of Conduct. The Code of Conduct is a guidebook that highlights the ethical behavior and unacceptable conduct of the Kurita Group. It is a vital aspect of achieving the Corporate Philosophy as it maintains the integrity and reputation of the Kurita Group. It is essential to comprehend the Code of Conduct and follow its guidelines since the repercussions of non-compliance can be severe. In the next slide, we will examine the specific guidelines outlined in the Code of Conduct and how they can help you achieve the Corporate Philosophy. Thank you for your attention.. 

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3. Code of Conduct　
    ～Relationship with Behavioral Guidelines～

Next, I'll explain the Code of Conduct, okay?
 If the document setting out ”desirable behaviors” as the Kurita Group's social goal is referred to as the Behavioral Guidelines...,
 then the document setting out ”unacceptable conduct” as the Kurita Group's social commitment is referred to as the Code of Conduct.
 Both are important for achieving the Corporate Philosophy.

In other words, the Behavioral Guidelines and the Code of Conduct are like the two wheels on which achievement of the Corporate Philosophy depends.

It definitely seems that way...
 Let's have a look at the content of the Code of Conduct!

[Audio] We are excited to introduce you to the Five Questions that you should remember when referring to our Code of Conduct in our presentation. These questions will help you make informed decisions and judgments. Let's begin. The first question is: What is the purpose of the Code of Conduct? The answer is that the Code of Conduct is a set of guidelines that outline the expected behavior of individuals in our organization or community. It promotes ethical and responsible behavior and protects the rights and interests of all members. The second question is: What are the consequences of violating the Code of Conduct? The answer is that violating the Code of Conduct can lead to disciplinary action, including termination of employment or expulsion from our organization or community. It's crucial to take the Code of Conduct seriously and understand the potential consequences of your actions. The third question is: What are the Five Questions that you should remember when referring to the Code of Conduct? The answer is that the Five Questions are: 1. What is the purpose of the Code of Conduct? 2. What are the consequences of violating the Code of Conduct? 3. Who is responsible for enforcing the Code of Conduct? 4. How does the Code of Conduct relate to our organization or community's mission and values? 5. How does the Code of Conduct impact the rights and interests of all members? The fourth question is: Who is responsible for enforcing the Code of Conduct? The answer is that the responsibility for enforcing the Code of Conduct lies with our organization or community's leadership and management. It's important to report any violations of the Code of Conduct to the appropriate authority and seek guidance if you're unsure about your responsibilities. The fifth and final question is: How does the Code of Conduct impact our organization or community's mission and values? The answer is that the Code of Conduct is an integral part of our organization or community's mission and values. It promotes ethical and responsible behavior and protects the rights and interests of all members. By following the Code of Conduct, individuals can contribute to our organization or community's success and help create a positive and inclusive environment. In conclusion, the Code of Conduct is a vital tool for promoting ethical and responsible behavior and protecting the rights and interests of all members. By remembering the Five Questions and understanding the potential consequences of your actions, you can contribute to a positive and inclusive environment and help create a successful organization or community. Thank you for listening.. 

Scene 15

So this is the Code of Conduct...
 It goes into a lot of detail about compliance with laws and regulations and the like.
 I'm worried whether I can remember it all...

What we want you to remember is the Five Questions I'm about to introduce.
 That's because the Code of Conduct is something you use to refer to when making judgments.

Compliance with competition law
We will comply with the Kurita Group Competition Law Compliance Policy and the Competition Law
Compliance Group Guidelines, as well as the Internal Rules, and aim to earn the trust of customers,
business partners, and society through fair and free competition. We will not engage in any acts that violate
the competition laws of any country or region.
Fairness
Anti-bribery
We will comply with the Kurita Group Anti-Bribery Policy and the Anti-Bribery Group Guidelines, as well as
the Internal Rules, and will not provide any illegal entertainment, gifts. benefits, or other economic benefits
to public officials or persons in equivalent positions, whether in Japan or overseas.
Import and export security
We will import and export products, technologies. and services by following laws and regulations related to
importing and exporting, such as the Foreign Exchange and Foreign Trade Act, to ensure that these acts do
not lead to a state of affairs or act that will threaten international peace or safety.
Management and protection of intellectual property
We will respect the value Of intellectual property and manage the company's intellectual property appropriately
in accordance with the Kurita Group Intellectual Property Action Policy and the Intellectual Property Action
Group Guidelines. We will not infringe on the intellectual property rights of others.

[Audio] Good afternoon, everyone. In today's presentation, we will be discussing the behavioral guidelines and code of conduct in a story. As you are aware, these guidelines are crucial for creating a respectful and productive environment. The code of conduct is a set of principles that specify what is considered acceptable and unacceptable behavior in a story. This code of conduct is based on the five questions: Fairness, Transparency, Safety, Compatibility, and Integrity. By adhering to these five questions, you can maintain a respectful and productive environment in a story. We appreciate your attention.. 

Scene 16

3. Code of Conduct　～The Five Questions～

So these are the Five Questions... They form a question-based flow starting with ”Fairness” and ending with ”Integrity”, right?
 That's much more concise compared with the Code of Conduct, hey?

Fairness
Are you sure that the
YES
action is compliant with
laws, regulations, and
internal/external rules?
YES
Compatibility
Are you sure that
the action will not
further impact the
environment or violate
human rights?
Integrity
Are you sure that this
is an action that no one
would be ashamed to
take?
YES
Transparency
Are you sure that you
are not lying to anyone
by taking this action?
YES
Safety
Are you sure that the
action will not increase
the risk of putting
someone in danger?

[Audio] The Code of Conduct and the Five Questions serve different purposes. The Five Questions are a set of guiding principles that help individuals make decisions in real-world business scenarios. The Code of Conduct, on the other hand, is a checklist used to identify compliance issues. While the Five Questions and the Code of Conduct share some similarities, their objectives and application differ. The Five Questions are intended to be used as a decision-making tool, while the Code of Conduct is designed to ensure compliance. To use these tools effectively, it is important to familiarize oneself with the key points of the Five Questions and the main principles of the Code of Conduct. In summary, while the Five Questions and the Code of Conduct share some similarities, they are distinct in their purpose and application. Being familiar with the key points of both tools is essential for making informed decisions in business scenarios and ensuring compliance with relevant regulations and standards.. 

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3. Code of Conduct　
～Difference between the Code of Conduct and the Five Questions～

So let me explain the difference between the Code of Conduct and the Five Questions.
 The Five Questions are a mantra used to ask ourselves questions when we are not sure what decisions to make in actual business. 
 The Code of Conduct is intended as a check sheet to be used when you think something is wrong for judging whether there is actually a (compliance) problem.

Each has its own role depending on the situation.
 Practically speaking, you'd do well to remember just the main points of the Five Questions so you have them to hand in case of need!

ロゴ

自動的に生成された説明

[Audio] As a teacher, it can be challenging to understand the importance of adhering to the Code of Conduct when we do not see immediate benefits for ourselves. However, it is essential to recognize that compliance with the Code of Conduct goes beyond satisfying the company; it also involves protecting ourselves and those we care about from harm. Taking the necessary steps to fulfill regulatory requirements is an investment in our own well-being and the well-being of our colleagues and our organization. By following the Code of Conduct, we can create a more positive and secure work environment for all.. 

Scene 18

3. Code of Conduct ～Advantages of observance～

I get that the Code of Conduct is important for the Company as it's mainly about compliance with laws and regulations, but what's in it for me?!

...For a start, we don't comply with the Code of Conduct out of self-interest....　
 though there's a lot to be said for protecting yourself.
 You could say that meeting demands for compliance with laws and regulations means protecting yourself and those important to you from misfortune.

So complying with the Code of Conduct is important for keeping both the company and individuals happy!

[Audio] In this presentation, we will discuss the importance of psychological safety in the workplace and the impact of impropriety on the mental health of employees. We will also examine the role of psychological safety in promoting a culture of compliance and ethical behavior. As we progress through the presentation, we will use the Five Questions to understand the impact of impropriety on the workplace and the steps that can be taken to protect the psychological safety of group members. We will begin by looking at the incident presented earlier, which highlights the importance of psychological safety in the workplace and the impact that impropriety can have on the mental health of employees. In this case, information about the mental health issues caused by impropriety on the part of an officer of the company was provided to the whistleblower hotline. Multiple incidents of impropriety were discovered, which likely fell under the category of power harassment, causing mental health issues directly to several employees and also causing anxiety among surrounding employees who witnessed the situation. The impact of this impropriety was widespread, affecting organizations and age groups and leading to a deterioration in the working environment of many employees. When rules for reducing long working hours were introduced in the officer's own division and in group companies, individuals who failed to comply with the rules were subjected to a punishment game led by the officer, which became the cause of mental health issues for some individuals. This policy was implemented without any objection, leading to further deterioration in the working environment. Throughout this presentation, we will discuss the importance of psychological safety in the workplace and its role in promoting a culture of compliance. 

Scene 19

The above case is a compliance incident that occurred last fiscal year. Everybody just think about this briefly in light of the Five Questions.
 I think the psychological safety of Group members is not being protected and I would have concerns from the viewpoints of ”Compatibility” and ”Safety”.

[Incident] Information about mental anguish caused by impropriety on the part of an officer of the Company has been provided by more than one individual to the whistleblower hotline.  A series of investigations and reviews uncovers multiple incidents of impropriety which likely falls under power harassments over a number of years, causing mental anguish directly to a number of employees and also causing anxiety among surrounding employees who witnessed the situation. The impact was found to be widespread, spanning organizations and age groups and causing deterioration in the working environment of many employees.   When rules for the reduction of long working hours were rolled out in the officer's own division and at group companies, individuals who failed to comply with the rules were subjected under the leadership of the officer to a ”punishment game” which, depending on the individual, became the cause of mental anguish.  This policy was implemented without anyone raising any objection, leading to further deterioration in the working environment.

[Audio] We want to take a moment to reflect on the Five Questions and their potential applications. If you use the Five Questions, you can tell straight away that there's something wrong in the previous case, can't you? Yes, but I do wonder if you could use the Five Questions if you were one of the parties involved. I guess there was also an atmosphere whereby even though everyone felt something was wrong, they couldn't identify the problem and put up with it. Certainly it's easy to see with hindsight that something was wrong, but I'm no longer sure I could use the questions in such a situation. I wonder what kind of conditions the Five Questions do work in... As we continue our presentation, we hope that these questions can serve as a useful tool for identifying and addressing problematic behaviors in a story. Thank you for your attention.. 

Scene 20

3. Code of Conduct ～Issue with the Five Questions～

If you refer to the Five Questions, you can tell straight away that there's something wrong in the previous case, can't you?

Yes, but I do wonder if you could use the Five Questions if you were one of the parties involved. 
 I guess there was also an atmosphere whereby even though everyone felt something was wrong, they couldn't identify the problem and put up with it.

Certainly it's easy to see with hindsight that something was wrong, but I'm no longer sure I could use the questions in such a situation.
 I wonder what kind of conditions the Five Questions do work in...

[Audio] We discuss the significance of integrity and courage in the workplace. We contend that a company's culture is established by the behavior and language of its workforce. It is imperative to cultivate a work environment that fosters open communication and bravery. We also believe that individuals must possess the courage to act in accordance with their values, even if it goes against the standard. We have observed in the past that when employees voice their opinions and take action, it can pave the way for a healthier direction for the organization.. 

Scene 21

3. Code of Conduct
 　～What is the Code of Conduct (the Five Questions)?～

I see! 　While the Five Questions are important, more important still is the courage to do what you think is right and a workplace environment that encourages dialogue and courage.

That's right, because, at the end of the day, a company exists by drawing together individuals. conveying what they think and what they An individual's words and actions  value create the atmosphere (culture) of a company.
 It's fair to say that, in the previous case as well, there were people with courage who spoke up and people who took action in response and because of that the company was also steered in a better direction. 
 In other words, this company is not all that bad!

Impressive... I felt that attaching importance to integrity in your words and actions helps create a vibrant workplace.

[Audio] Good afternoon everyone, and welcome to this presentation on Behavioral Guidelines and Code of Conduct in a Story. Today, I want to focus on the importance of using the whistleblower hotline when facing issues in the workplace. It is essential to recognize that courage is also critical in these situations. However, what if you don't have anyone to trust or the necessary resources to solve the problem on your own? That's where the whistleblower hotline comes in. The whistleblower hotline is a consultation desk for anyone working for the Kurita Group, including Kurita Global Helpline. It is a place where you can express your concerns and worries about problems in the workplace, including power harassment, human relationships, and compliance issues. You can use the hotline at any time and about any issue, and it is completely anonymous. Therefore, don't hesitate to use it if you're facing a problem in the workplace. To learn more about the Kurita water portal, please visit . Thank you for listening, and always remember to use the whistleblower hotline if you encounter any issues in the workplace.. 

Scene 22

4. The whistleblower hotline for everyone
     ～Outline～

I guess courage is also important but... 　 What if there was no-one you could trust and there was nothing you could do on your own?

At times like that, you should use the whistleblower hotline for everyone working for the Kurita Group.（for example,Kurita Global Helpline).
 This is a consultation desk for concerns and worries about problems in the work place, including power harassment, human relationships and compliance issues.
 Anyone can use it (anonymously), at any time and about any issue, so don't hesitate to use it!  
 *See below for further details. https://portal.dq-helpline.com/kurita-water/en/

[Audio] We want to reassure you that at our organization, we take whistleblower concerns seriously and are committed to protecting the privacy and confidentiality of all individuals who come to us for advice. We also realize that seeking advice can be an essential step towards resolving problems and improving the overall well-being of the organization. We want to encourage all individuals to come to us for advice when they need it, without fear of retaliation or judgment. Thank you for considering us as a resource for advice and support.. 

Scene 23

4. The whistleblower hotline for everyone　
    ～How the whistleblower hotline users are dealt with～

If I sought advice, how would I be treated? 
 I'd be really scared that despite seeking advice, nothing changed, or the people around me found out and there were reprisals...

The information given to the whistleblower hotline is never shared outside the team. Rest assured that even when solving problems, the team proceeds with the investigation at a pace the whistleblower is comfortable with.  
 I can't give details due to privacy considerations but things do change for the better when you seek advice.  The earlier problem is a good example.

As long as I could take things at my own pace and the matter I'd sought advice on wasn't shared with those around me... 　 I might try using it if I need to.

ロゴ

低い精度で自動的に生成された説明

[Audio] We value simplicity and clarity in our communications in order to create a sense of familiarity. If you need further clarification or assistance, please do not hesitate to contact us. After implementing the Workplace Dialogue, there is an optional questionnaire survey. This survey is managed by the Integrity Activities Secretariat, and the individuals in charge are Mizuno and Mugibayashi.. 

Scene 24

We have tried to create a sense of familiarity through the use of succinct, concise language in these materials.  Please do not hesitate to contact us if there is anything you are unsure about.  *If you would like to know more about the proper nouns used by the Kurita Group (Values, etc.), please refer to Kuri-tra, MIZUKAKERON, etc.
 *Following implementation of the Workplace Dialogue, there is an questionnaire survey (optional) to complete. 
 [Contact Information] Department: Integrity Activities Secretariat Name of the person in charge: Mizuno (k.mizuno76@kurita-water.com) 　　　　　 	　                      Mugibayashi (y.mugibayashi78@kurita-water.com)

[Audio] Good morning everyone, today we will be discussing the behavioral guidelines and code of conduct in a story. Our focus will be on the frontline site, which is a gathering place where customer plants and offices are visited to gain an understanding of the facts and background. In this presentation, we will explore the importance of a frontline site and the behavioral guidelines and code of conduct that should be followed in such gatherings. So, let's get started.. 

Scene 25

＜Reference＞Case of behavioral Guidelines
(Deepen understanding of frontline sites(Gemba))

So not only customer plants but also offices visited to gain an understanding of the facts and the background are a type of ”frontline site(Gemba)”.

That's right.  To identify the facts, qualitative information obtained through onsite communication and impressions and quantitative information obtained through measurements, aggregation, etc., are both important.

We immerse ourselves at frontline sites (known as "Gemba"),
to have a grasp of the facts from multiple perspectives and to
relentlessly pursue and identify fundamental challenges.

IOutline of the Initiative I
He focused on standardizing work mocesses to integrate the bar;k office work of 10 domestic sales companies.
I Background I
He conducted hearings by phone and omail, asking back office
staff at each company about their work content, to gain an
understanding of the actual status of back office work, and found
that each ot the 10 companies has 'heir own different work
processes. Why arc each company's work processes dittoront
when the work content is the same? Though puzzling, he assumed
that each company must nave its cwn intention While remaining
unclear as 10 the actual reasco. Moreover, there are times when
hearings do not give a detailed enough picture of work implemen-
tatLn status. example. Company processes 100 forms a
month and Company B processes 200 forms a month and yet
Comoany A takes longer. How is this difference explained? He
needed to build a picture ot what lay behind the data.
I Action I
On the basis that emails and hearings were insufficient to gain
an W)derstanding of each cornoany•s actual situation and
issues. he made monthly, week-long Visits to each company
and sat alongside the back office staff at each company and did
their work with them. By doing Ü)is, he came to understand
through experience the Stuation at each company and the
intentions behind the processes-something that he nad
failed to do on the basis of phone calls and emails. In addition,
through his frequent visits to tne offices where tne back office
staff work, face-to-face conversations with each member Of
staff, and handson work experience with them. he developed
a sense ot unity in his search tor solutiors to shared problems
and tett less ot a psychological distant* between him. AS a
result. he gained an insight into their actual work situation and
concerns. which he had been unable to do through hearings,
and the difference between processes and the intentions
behind them became clear, helping him identity issues that
needed to be addressed as a priority fw the integration of back
office
I Results I
By visiting the offices whore frontline sites(GCT1ba) of hack office staff work and talking directly with them as he worked alongside them, ho
built trust-based relationships, which enabled him to gain a clear understanding of the actual work situation and to propose persuasive and
highly integration gyoposals.

[Audio] Intellectual curiosity is a valuable trait that drives individuals to seek out new information and explore different perspectives. This curiosity motivates us to ask questions and think critically about the world around us, ultimately leading to increased expertise and a broader knowledge base. Regardless of our background or occupation, we can all benefit from cultivating this trait.. 

Scene 26

＜Reference＞ Case of behavioral Guidelines
（Elevate and connect expertise: Elevate expertise）

The intellectual curiosity -the single-minded devotion to thinking about ”why” -provides the momentum for increasing expertise and broadening knowledge, right?

We fully demonstrate our intellectual curiosity and continue
striving for knowledge that contributes widely to our colleagues
and partners, the industry, and society.

I Outline of the Initiative I
He focused on investigating and solving an issue that occurred in a field test during the development of anti-corrosjon technologies for water
thermal storage tank using deaerato treatment.
I Background I
Duong a lab test using a membrane deaerator. the unexpected
emergency shutdown of the test equ•pment sometimes occurred.
He carefully inspected the test equipment and Checked the coerat-
ing data but the cause was unclear. and in order to carry out an
appropriate evaluation ot the field test, he needed to deepen his
understanding ot the equipment and flow and to also broaden his
knowledge to identity the cause_
I Action I
While wondering why the system malturctioned in the field test
despite working fine in the lab, he took the positive view that
investigating tre cause wm.'ld lead to new krwmedge. He
observed rot only the test equiprnent but also the surrourding
facilities and installation environment which he usually did not
pay much attention to ard he constantly recorded small
changes whether helpful or not. By doing this, he discovered
that, directly atter the emergency shutdown, steam rose trcrn
the seal water tank ot the vacuum pump. In addition, he noticed
that emergency shutdmvn of the system first started occurnng
in autumn, leading him to the hypothesis that there might be a
connection with the outsidD temperature. Whilo he knew ho had
to solve the system failure as soon as possible, nenad a new
inSght and, wanting to investigate further, he monitored
outside temperature and water temperature data. He then
reexamined each step cf the process, checking the now against
the actual equipment, saying if this equipment works properly
then the equipment in the latter stage of tre process
work like this. As a result. ne discovered that the temperature
sensor for detecting the water =erature in the sealed water
tank and supplying chilled water sometimes failed to work. A
type of sensor t•.at does not work vyoperly when the outside
temperature is lower than the water temoerature had been
mistakenly selected and he identified tvs temperature sensor
as the cause.
I Results I
As a result ot his questioning and curious pursuit of answers, he dentitied the cause ot an unexpected Dhenornenon and solved problem witn the
system. He also succeeded in completinq the tield test sate'/ gain.nq new knæwledge in the tield.

[Audio] We want to talk to you about the importance of integrating different perspectives and approaches when working together to achieve a common goal. This is often overlooked, but it can have a significant impact on the success of any project or endeavor. When we take on a challenge, it's easy to get caught up in our own thoughts and opinions, and to ignore the perspectives of others. However, if we can learn to see things from other people's points of view, we can open ourselves up to new ideas and approaches that can lead to the creation of new value. One of the most effective ways to do this is through collaboration and cooperation. By working together and combining our strengths, we can create something that is greater than the sum of its parts. This can lead to the development of new products, services, or solutions that can benefit everyone involved. So, the next time you're facing a challenge, try to see things from other people's perspectives, and consider how you can work together to achieve your goals. This can lead to a more successful outcome, and it can also help to build stronger relationships and connections with others.. 

Scene 27

＜Reference＞ Case of behavioral Guidelines
（Elevate and connect expertise: Connect expertise）

Moving beyond his own standpoint and role when taking on a challenge got various people onboard, leading to the creation of new value through cooperation and collaboration!

We courageously take on challenges, go beyond our boundaries,
and collaborate and lead others while respecting different
points of view.

IOutline of the Initiative I
He promoted the application Of the boiler water treatment chemical •CETAMINE@" in the drying process at papermills and focused cn the
development and sales expansion of 'FINE STEAM'""
I Background I
At the time. Kurita had a chemical with a water repellant effect similar
to CETAMINE: however, this chemical had rot been applied because its
effect in the drying process of papermills was unclear and there had
also been a number of problems it. One dry'. in the course of a
conversations with his superiors, he rame up with the idea of
applying CETAMINE to the drying process. He was excited because
this might reduce energy loss in the drying process, wh•ch would
please the customer, and he was realty keen to give it a try.
I Action I
Cn starting development. he assessed needs wth his existing
customers, finding that all customers felt energy in the
frying process to be an issue. He was confident that if he could
commercialize this. he could make a Significant contribution to
his customers. Next. he increased his knowledge b'/ reading a
large amount of literature on the drying orocess and nearing
about it directly from customers out in the field. He was in sales
and felt that When it came to generating new business. there
'Vere limitations to what could be achieved through Illdrvidual
effort. Therefore, he smrcd thc results of his verification of
effectiveness in thc ficid with relevant pccolc within the
company in sales, engineering and dewcloprnent and
broadcncd thc scope of exchange to irr;rgasc the number of
pooplo cooperating with acvcloprncnt. In additon, took on
board marketing insights and considered a sales approach to
Obtain consideration commensurate with thc valuc provided to
thc fijstornor, aiming tn improve tho perfection ot thc busincss
model as recurring contractopc services.
I Results I
Bv interacting, and collaborating with many relevant individuals within the company. he developed and syactically applied FINE
STEAM, a dryer treatment agent for improving heat transfer efficiency based on CETAMINE. and helped solve an issue faced by customers.

[Audio] As storytellers, we have the power to convey important messages through our stories. To do this effectively and ethically, we must uphold certain principles. One of the most important of these is integrity. As a storyteller, you have a responsibility to be honest and transparent in your storytelling. You must also be respectful of your audience and their perspectives. This means engaging with your audience, listening to their feedback, and being open to constructive criticism. Another important principle for storytellers is accountability. You must take responsibility for the impact that your storytelling has on your audience. This means admitting when you have made mistakes and working to correct them. You must also be willing to take ownership of your successes and celebrate the positive impact that your storytelling has on your audience. Finally, you must be aware of the potential consequences of your behavior as a storyteller. Your actions and decisions can have far-reaching effects on those around you, and you must be mindful of the potential impact that your storytelling can have. This means considering the consequences of your behavior and making informed decisions about what is right and wrong. In conclusion, as a storyteller, you have a responsibility to uphold the highest standards of behavior and ethics. By being honest, transparent, respectful, accountable, and mindful of the potential consequences of your behavior, you can create powerful and impactful stories that resonate with your audience. Thank you for joining me today, and I hope that you find this presentation helpful in your own storytelling journey.. 

Scene 28

＜Reference＞ Case of behavioral Guidelines 
(Exceed expectations)

I guess the customer would have been satisfied simply by knowing whether or not the membrane was blocked and being able to manage operations.

On top of this, changes were made to make management less time-consuming and to enable anyone to detect a problem at a glance, exceeding the customer's expectations!  Putting themselves in the customer's shoes led to a true partnership.

We anticipate the value our partners expect, and do our very
best to provide results that go beyond it.

I Outline of the Initiative I
When delivering a wastewater reclamation system she aimed to establish an operaticn management method suited to the custcmer•s
specific water quality conditions.
I Background I
She was notified by the customer that the RO membrane entry
pressure had risen and the membrane might therefore be
blocked. She Checked the onsite operation data and found that
the membrane was not blocked; rather the ion concentration in
the wastewater was affecting the pressure (when there iS a high
concentration of ions in the wastewater, high pressure is needed
to obtain membrane*reated water). Since she could not judge on
the basis of onsite meter data alone whether a rise in pressure
was attributable to a fluctuation in water quality or to a membrane
blockage, she needed to consider a unique operation
management method suited to the customer's specific water
quality.
I Action I
It is impossible to measure many different types of ms with
online rneters. Bowewr. carrying out water quality anal'ßis
manually takes an enormous amount of time and effort. She,
therefore. concluded that the ab.lity to manage operations
appropriately within tre scope of the data (Xtainable with
existing meters, without any additional burden, was the value
sought by the customer. Based on operation data collected to
date, she analyzed the correlation between the water quality
data obtained with the existing meters and the concentration of
key ions in the wastewater and mrked out a calculation
formula for flux (indicator tor juegjng membrane health) based
on the pressure specific to this customer's equipment, enabling
judgrnents to be made on bhether the membrane s blocked or
not. Furthermore, by reflecting the created calculation formula
in operation management system. she visualized (identified
trends in) the health of the membrane and reduced the time
and effort required to enter the calculation formula and ensured
that anyone could detect a membrane defect at a glance.
I Results I
By using the data obtainable from existing meters. and rot onty ensuring that the customer could check the health ot the RO membrane but
also tvat ttys was easy to manage through visualization (the identification 01 trends). she enabled appropriate and easy operation menage-
ment.

[Audio] Good afternoon everyone. Today, we will be discussing the behavioral guidelines and code of conduct in a story. We will be looking at how these guidelines can help create a safe and trusting environment for everyone involved. As we move on to the next slide, let's take a moment to reflect on the importance of integrity in our daily lives. We all have a responsibility to act with honesty and integrity, not just in our personal lives, but also in our professional ones. In the story we are discussing, we can see that the character's honest commitment to his job must have also spread to those around him. And the trust built through this made the site safer. This shows us the power of integrity and how it can positively impact those around us. As we continue through the presentation, let's keep this in mind and strive to act with integrity in all that we do.. 

Scene 29

＜Reference＞ Case of behavioral Guidelines
(Maintain unwavering integrity)

His honest commitment to his job must have also spread to those around him. And the trust built through this made the site safer.

As employees of the Kurita Group, we exercise self-discipline in
the daily execution of our jobs.

IOutline of the Initiative I
He was involved in managing safety at a water treatment chemical production Site as the Site safety Officer.
I Background I
Having changed departments and been appointed safety officer at a production site. he had to learn from scratch wnich parts of the site and
which situations posed potential risks.
I Action I
Regardless of his level of experience. as a safety officer. he
focused on managing safety wth a strong sense of mission that
he must prevent accidents at all costs. He increased his own
safety awareness by going to the production site and checkng
it wth his own eyes, spoke directly to employees acting in ways
that might cause accidents and made •mprovements to address
problematjc behavior ot potentially hazardous work In additon,
if he felt that employees would not understand the danger
suffCiently through words alone, he employees who nad
acted dangerously to another site and had them identify
dangerous behavior trom an @ective standpoint to increase
their safety awareness.
His motto is to deal with others on an equal tooting regardless
ot differences in role or stanØoint, and through his daity visits
to the site and tacetotacc dealings with many employees, He
is still making imprmernents to work processes and parts ot the
sitc that arc dangerous.
I Results I
By having a strong sense ot mission as satety officer and dealing with others on an equal tooting, He has earned the trust ot employees,
helping him more thoroughly manage safety' at the site.

We are thrilled to provide you with a discussion on the behavioral guidelines and code of conduct of Kurita Group. As a teacher in Other, I am confident that the guidelines and code of conduct will assist you in comprehending the company's values and ensure that you conduct yourself in accordance with them. In this presentation, we will be exploring the distinctions between integrity and compliance, as well as the philosophy system of Kurita Group. We trust that by the end of this presentation, you will have a clearer comprehension of the behavioral guidelines and code of conduct, and how you can put them into practice in a Kurita Group setting. Thank you for joining us, and we are eager to hear your thoughts on this topic.

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We present on Behavioral Guidelines and Code of Conduct in a Story. We discuss the importance of having a clear understanding of these guidelines and how they can help guide our behavior in a positive way. 

The Philosophy System is the foundation of our organization and outlines the core values and beliefs that shape our behavior and decision-making. By understanding and adhering to these values, we can ensure that we are acting in accordance with our organization's mission and vision. 

Next, we move on to the Behavioral Guidelines. These guidelines provide specific behaviors that are expected of all members of our organization. They outline the actions that are acceptable and the actions that are not. By understanding and adhering to these guidelines, we can help ensure that everyone in our organization is treated fairly and respectfully. 

The Code of Conduct is next. The Code of Conduct is a set of rules and regulations that govern the behavior of all members of our organization. It outlines the actions that are considered inappropriate or unethical, and provides guidance on how to handle these situations. By understanding and adhering to the Code of Conduct, we can help ensure that our organization remains a positive and respectful place to work. 

Finally, we discuss the whistleblower hotline. The whistleblower hotline is a resource that is available to everyone in our organization. It provides a safe and anonymous way to report any violations of our Behavioral Guidelines or Code of Conduct. By using the whistleblower hotline, we can help ensure that any issues are addressed in a timely manner. 

In conclusion, having a clear understanding of our Behavioral Guidelines and Code of Conduct is essential for creating a positive and respectful work environment. By understanding and adhering to these guidelines, we can help ensure that our organization remains a positive and respectful place to work. Thank you for your attention, and we hope you find this presentation helpful.

Good afternoon everyone. Today, we will be discussing the Behavioral Guidelines and Code of Conduct through a story. Let's begin by introducing the characters that will help us understand these guidelines. We have Rabbit and Frog. Rabbit is an employee of Kurita Group and does not fully comprehend the Behavioral Guidelines and Code of Conduct. In contrast, Frog is a management level employee of Kurita Group who explains these guidelines to Rabbit. As we progress through this presentation, we will delve into how these guidelines can aid us all in behaving in a more positive and ethical manner in our personal and professional lives. Thank you for attending today.

We begin our presentation by discussing the significance of integrity in the company's culture. In recent times, there has been an increased emphasis on integrity in the workplace, and this is a positive development for the company as a whole. As storytellers, we must remember that our actions have consequences and that our behavior should always reflect our values. While it is essential to comply with laws and regulations, it should not be the sole focus of the company's culture. Instead, we must strive to cultivate a culture of integrity, which involves fostering ethical behavior, honesty, and transparency. This can be achieved through various activities, such as employee training, whistleblower policies, and a commitment to ethical leadership. One crucial distinction between integrity and compliance is that compliance is often reactive, while integrity is proactive. Compliance involves reacting to problems that have already arisen, while integrity involves preventing problems from occurring in the first place, through a change of attitude. Cultivating a culture of integrity is not something that happens overnight. It requires time, effort, and a collective commitment from everyone in the company. However, the benefits of a strong culture of integrity are numerous, including increased employee engagement, better customer service, and a more positive reputation in the community. As storytellers, we have a unique opportunity to influence the culture of the company through our words and actions. We must use this opportunity wisely and strive to be role models of integrity in our own lives and in our stories. In conclusion, integrating a culture of integrity can significantly impact a company's success. It is essential to remember that it takes time, effort, and a collective commitment from everyone in the company. However, the benefits of a strong culture of integrity are numerous, including increased employee engagement, better customer service, and a more positive reputation in the community. As storytellers, we have a unique opportunity to influence the culture of the company through our words and actions. We must use this opportunity wisely and strive to be role models of integrity in our own lives and in our stories.

We will be discussing the significance of Kurita's Philosophy System and how it connects to the values of integrity, honesty, and respect. Kurita's Philosophy System is a set of beliefs and principles that guide individuals and organizations towards accomplishing their objectives. It is built on the foundation of integrity, which refers to the commitment to upholding ethical standards and acting with honesty and transparency.                                     Integrity is a critical component of Kurita's Philosophy System as it establishes the tone for all other values. When individuals and organizations act with integrity, they build trust and credibility with others. This, in turn, leads to better outcomes and more successful relationships.                                     Honesty and respect are also important values in Kurita's Philosophy System. Honesty involves the practice of being truthful and transparent in all interactions, including being honest with oneself, others, and the world around us. Respect, on the other hand, involves treating others with dignity and consideration, including respecting their values, beliefs, and perspectives.                                     By incorporating these values into our behavior and actions, we can create a positive and productive work environment. We can also build stronger relationships with others and achieve our goals more effectively.                                     In conclusion, Kurita's Philosophy System is a potent tool for achieving success and building strong relationships. By committing to integrity, honesty, and respect, we can create a positive and productive work environment that leads to better outcomes and more successful relationships.

Good morning everyone, today we will be discussing the Behavioral Guidelines and Code of Conduct in a Story. Specifically, we will be talking about the Philosophy System and how it relates to our corporate vision and code of conduct.  Our Corporate Philosophy is a pyramid, with the Corporate Philosophy at the very top. The ideas lower down the pyramid are the elements required to give shape to (achieve) the ideas higher up the pyramid. In other words, the Philosophy System provides the foundations for achieving the Corporate Philosophy.  Integrity is included in the Behavioral Guidelines.  Let's start with the Corporate Vision and the connections between them. The Corporate Vision is the overall direction of the company. It provides a clear picture of where we want to go and what we want to achieve. The Corporate Vision is the foundation for everything else in the pyramid.  Next, we have the Corporate Philosophy. The Corporate Philosophy is the set of guiding principles that drive the company. It outlines our values and beliefs, and provides a framework for making decisions. The Corporate Philosophy is the foundation for achieving our Corporate Vision.  Now, let's talk about the Behavioral Guidelines. The Behavioral Guidelines are the specific actions that we need to take to achieve our Corporate Philosophy. They provide a roadmap for how we will behave and act in order to achieve our goals. The Behavioral Guidelines are the foundation for achieving our Corporate Vision.  Finally, we have the Code of Conduct. The Code of Conduct is the set of rules and regulations that we must follow in order to maintain our integrity and uphold our values. It provides a framework for how we will behave and act in order to achieve our goals. The Code of Conduct is the foundation for maintaining our Corporate Philosophy.  In order to achieve our Corporate Philosophy and Corporate Vision, we must maintain unwavering integrity. Integrity is the foundation of everything we do, and it is essential for achieving our goals.  For a more detailed explanation of the Philosophy System, please click here.

 Let me explain how to approach the　Philosophy System.
 The Philosophy System is a pyramid, with the Corporate Philosophy at the very top. 
 The ideas lower down the pyramid are the elements required to give shape to (achieve) the ideas higher up the pyramid.
 In other words, the Philosophy System provides the foundations for achieving the Corporate Philosophy. 
 By the way, integrity is included in (4) Maintain unwavering integrity.
 So let me explain each idea starting with the Corporate Vision and the ”connections” between them.
 *For a more detailed explanation of the Philosophy System , please click here. This Clears Everything Up! An Overview of Kurita's Philosophy System, Kurita Group’s Materiality, and PSV-27 Plan

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We are thrilled to be present today and to engage in a discussion on the behavioral guidelines and code of conduct in a story. Our primary objective is to highlight the significance of values in realizing our vision.                                       It is widely recognized that our corporate ethos is founded on integrity and ethical behavior. Our aspiration is to emerge as a leading corporation in our industry, and we believe that by remaining committed to our values, we can achieve this objective.                                       Some of you may be questioning why values are positioned under our vision. The response is straightforward: values serve as a source of positive momentum and propel us towards our goals.                                       Values such as good looks and health can provide you with the motivation and energy required to make the necessary changes and achieve your vision.                                       As we discuss behavioral guidelines and code of conduct in a story, we are not merely referring to a set of rules to follow. Instead, we are examining a framework that can assist us in achieving our goals and living our lives with integrity and purpose. Thank you for your attention, and we eagerly anticipate hearing your perspectives on this topic.

As a teacher, the speaker wants to explain the relationship between the Kurita Group's Values, the Behavioral Guidelines, and the Code of Conduct, and how they reflect the shared Values of the Kurita Group. The speaker wants to convey that the Kurita Group's Values are the foundation of their behavior and the guides for ensuring that their actions reflect their shared values. The speaker also wants to emphasize that the Behavioral Guidelines and the Code of Conduct are the tools that help Kurita Group members understand and act on their shared values. The speaker wants to highlight that it is important for Kurita Group members to be on the same page in terms of their state of mind and behaviors, so that their actions align with their shared values. The speaker wants to stress that by integrating their shared values into their behavior, Kurita Group members can create a shared story and build a culture of integrity and respect.

1. Our organization has established a set of values that guide our actions and decision-making.
                                    2. It can be challenging to determine how these values should be applied in daily life.
                                    3. Today, we will discuss the content of our Behavioral Guidelines and work together to identify the behaviors that align with them.

Greetings everyone and welcome to this presentation on Behavioral Guidelines and Code of Conduct in a Story. In this session, we will discuss the five Behavioral Guidelines that help elevate and connect expertise in storytelling.

Firstly, we should always strive to improve our expertise in the field of storytelling. This includes seeking out new knowledge and learning opportunities, staying current with the latest trends and technologies, and connecting with other experts in the field to gain new insights and perspectives.

Secondly, we should always maintain a consistent approach to our storytelling. This includes adhering to established rules and guidelines, using the same tools and techniques consistently, and ensuring that our work is of high quality and meets the standards set by industry professionals.

Thirdly, we should always work collaboratively with others in the field of storytelling. This includes seeking out opportunities to collaborate with other experts, sharing our knowledge and expertise with others, and working together to create unique and innovative stories.

Fourthly, we should always strive to be innovative in our storytelling. This includes experimenting with new techniques and approaches, taking risks and pushing boundaries, and creating unique and original stories that stand out from the rest.

Finally, we should always respect the values and principles of storytelling. This includes treating others with kindness and respect, being mindful of cultural and social differences, and ensuring that our stories are respectful and inclusive of all people and backgrounds.

In conclusion, these five Behavioral Guidelines are essential for anyone looking to elevate and connect their expertise in the field of storytelling. By following these guidelines, we can create high-quality, innovative, and respectful stories that resonate with audiences and make a positive impact on the world.

We collaborated with officers and employees at Kurita Group to establish the Behavioral Guidelines through a collective effort. We interviewed key stakeholders and called for proposals of case studies that communicated our Values. Additionally, we took into consideration everyone's opinions expressed in the Workplace Dialogue Initiative last fall. The Code of Conduct was revised based on the feedback received from our stakeholders. We took into account the experiences of our officers and employees and the best practices from other organizations in the industry. Overall, our Behavioral Guidelines and Code of Conduct reflect the diverse perspectives and ideas of Kurita Group, and we are committed to upholding them in all our actions and interactions.

 And the Casebook is examples of behaviors in line with the Behavioral Guidelines. 
 *The Case of Behavioral Guidelines are on Page 25 to Page 29 of the Slides. *If you would like to know more about the Case, please click here.

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In our presentation titled Behavioral Guidelines and Code of Conduct in a Story, we will be discussing the difference between Values, Behavioral Guidelines, and the Casebook. We will emphasize the importance of having specific examples and guidance in order to understand and apply these principles. The Behavioral Guidelines and the Casebook provide a more concrete understanding of the values and how they should be applied in practice.

Good afternoon, everyone.                                                                               
                                   The Behavioral Guidelines are a vital tool for any organization to ensure that everyone is working towards the same goals and values. They provide a clear direction for employees to follow, and help to create a sense of harmony and cohesion within the organization.                                                                               
                                   Consider the Kurita Group, a successful company with a diverse workforce. Without the Behavioral Guidelines, it would be challenging for the group to maintain its values and work towards its goals as a team.                                                                               
                                   In summary, the Behavioral Guidelines are a crucial element of any organization, and serve as a compass for employees to follow, as well as a glue that binds people with different values together.                                                                               
                                   I hope that this clears up any confusion you may have had about the Behavioral Guidelines, and that you continue to work towards your goals and values with clarity and focus. Thank you.

Good afternoon everyone,                                         Welcome to the next slide of our presentation on Behavioral Guidelines and Code of Conduct in a Story.                                         In this slide, we will be discussing the Code of Conduct and its importance in achieving the Corporate Philosophy.                                         The Behavioral Guidelines and Code of Conduct are the two critical components that ensure the achievement of the Corporate Philosophy.                                         Let's dive deep into the Code of Conduct.                                         The Code of Conduct is a guidebook that highlights the ethical behavior and unacceptable conduct of the Kurita Group.                                         It is a vital aspect of achieving the Corporate Philosophy as it maintains the integrity and reputation of the Kurita Group.                                         It is essential to comprehend the Code of Conduct and follow its guidelines since the repercussions of non-compliance can be severe.                                         In the next slide, we will examine the specific guidelines outlined in the Code of Conduct and how they can help you achieve the Corporate Philosophy.                                         Thank you for your attention.

We are excited to introduce you to the Five Questions that you should remember when referring to our Code of Conduct in our presentation. These questions will help you make informed decisions and judgments. Let's begin. The first question is: What is the purpose of the Code of Conduct? The answer is that the Code of Conduct is a set of guidelines that outline the expected behavior of individuals in our organization or community. It promotes ethical and responsible behavior and protects the rights and interests of all members.

The second question is: What are the consequences of violating the Code of Conduct? The answer is that violating the Code of Conduct can lead to disciplinary action, including termination of employment or expulsion from our organization or community. It's crucial to take the Code of Conduct seriously and understand the potential consequences of your actions.

The third question is: What are the Five Questions that you should remember when referring to the Code of Conduct? The answer is that the Five Questions are: 1. What is the purpose of the Code of Conduct? 2. What are the consequences of violating the Code of Conduct? 3. Who is responsible for enforcing the Code of Conduct? 4. How does the Code of Conduct relate to our organization or community's mission and values? 5. How does the Code of Conduct impact the rights and interests of all members?

The fourth question is: Who is responsible for enforcing the Code of Conduct? The answer is that the responsibility for enforcing the Code of Conduct lies with our organization or community's leadership and management. It's important to report any violations of the Code of Conduct to the appropriate authority and seek guidance if you're unsure about your responsibilities.

The fifth and final question is: How does the Code of Conduct impact our organization or community's mission and values? The answer is that the Code of Conduct is an integral part of our organization or community's mission and values. It promotes ethical and responsible behavior and protects the rights and interests of all members. By following the Code of Conduct, individuals can contribute to our organization or community's success and help create a positive and inclusive environment.

In conclusion, the Code of Conduct is a vital tool for promoting ethical and responsible behavior and protecting the rights and interests of all members. By remembering the Five Questions and understanding the potential consequences of your actions, you can contribute to a positive and inclusive environment and help create a successful organization or community. Thank you for listening.

Good afternoon, everyone.  In today's presentation, we will be discussing the behavioral guidelines and code of conduct in a story. As you are aware, these guidelines are crucial for creating a respectful and productive environment.  The code of conduct is a set of principles that specify what is considered acceptable and unacceptable behavior in a story. This code of conduct is based on the five questions: Fairness, Transparency, Safety, Compatibility, and Integrity. By adhering to these five questions, you can maintain a respectful and productive environment in a story.  We appreciate your attention.

The Code of Conduct and the Five Questions serve different purposes. The Five Questions are a set of guiding principles that help individuals make decisions in real-world business scenarios. The Code of Conduct, on the other hand, is a checklist used to identify compliance issues. While the Five Questions and the Code of Conduct share some similarities, their objectives and application differ. The Five Questions are intended to be used as a decision-making tool, while the Code of Conduct is designed to ensure compliance. To use these tools effectively, it is important to familiarize oneself with the key points of the Five Questions and the main principles of the Code of Conduct. In summary, while the Five Questions and the Code of Conduct share some similarities, they are distinct in their purpose and application. Being familiar with the key points of both tools is essential for making informed decisions in business scenarios and ensuring compliance with relevant regulations and standards.

As a teacher, it can be challenging to understand the importance of adhering to the Code of Conduct when we do not see immediate benefits for ourselves. However, it is essential to recognize that compliance with the Code of Conduct goes beyond satisfying the company; it also involves protecting ourselves and those we care about from harm. Taking the necessary steps to fulfill regulatory requirements is an investment in our own well-being and the well-being of our colleagues and our organization. By following the Code of Conduct, we can create a more positive and secure work environment for all.

In this presentation, we will discuss the importance of psychological safety in the workplace and the impact of impropriety on the mental health of employees. We will also examine the role of psychological safety in promoting a culture of compliance and ethical behavior.
                                    As we progress through the presentation, we will use the Five Questions to understand the impact of impropriety on the workplace and the steps that can be taken to protect the psychological safety of group members.
                                    We will begin by looking at the incident presented earlier, which highlights the importance of psychological safety in the workplace and the impact that impropriety can have on the mental health of employees.
                                    
                                    In this case, information about the mental health issues caused by impropriety on the part of an officer of the company was provided to the whistleblower hotline. Multiple incidents of impropriety were discovered, which likely fell under the category of power harassment, causing mental health issues directly to several employees and also causing anxiety among surrounding employees who witnessed the situation.
                                    The impact of this impropriety was widespread, affecting organizations and age groups and leading to a deterioration in the working environment of many employees.
                                    
                                    When rules for reducing long working hours were introduced in the officer's own division and in group companies, individuals who failed to comply with the rules were subjected to a punishment game led by the officer, which became the cause of mental health issues for some individuals. This policy was implemented without any objection, leading to further deterioration in the working environment.
                                    
                                    Throughout this presentation, we will discuss the importance of psychological safety in the workplace and its role in promoting a culture of compliance

We want to take a moment to reflect on the Five Questions and their potential applications. If you use the Five Questions, you can tell straight away that there's something wrong in the previous case, can't you? Yes, but I do wonder if you could use the Five Questions if you were one of the parties involved. I guess there was also an atmosphere whereby even though everyone felt something was wrong, they couldn't identify the problem and put up with it. Certainly it's easy to see with hindsight that something was wrong, but I'm no longer sure I could use the questions in such a situation. I wonder what kind of conditions the Five Questions do work in... As we continue our presentation, we hope that these questions can serve as a useful tool for identifying and addressing problematic behaviors in a story. Thank you for your attention.

We discuss the significance of integrity and courage in the workplace. We contend that a company's culture is established by the behavior and language of its workforce. It is imperative to cultivate a work environment that fosters open communication and bravery. We also believe that individuals must possess the courage to act in accordance with their values, even if it goes against the standard. We have observed in the past that when employees voice their opinions and take action, it can pave the way for a healthier direction for the organization.

Good afternoon everyone, and welcome to this presentation on Behavioral Guidelines and Code of Conduct in a Story. Today, I want to focus on the importance of using the whistleblower hotline when facing issues in the workplace.                                     It is essential to recognize that courage is also critical in these situations. However, what if you don't have anyone to trust or the necessary resources to solve the problem on your own? That's where the whistleblower hotline comes in.                                      The whistleblower hotline is a consultation desk for anyone working for the Kurita Group, including Kurita Global Helpline. It is a place where you can express your concerns and worries about problems in the workplace, including power harassment, human relationships, and compliance issues.                                      You can use the hotline at any time and about any issue, and it is completely anonymous. Therefore, don't hesitate to use it if you're facing a problem in the workplace.                                      To learn more about the Kurita water portal, please visit .                                      Thank you for listening, and always remember to use the whistleblower hotline if you encounter any issues in the workplace.

 At times like that, you should use the whistleblower hotline for everyone working for the Kurita Group.（for example,Kurita Global Helpline).
 This is a consultation desk for concerns and worries about problems in the work place, including power harassment, human relationships and compliance issues.
 Anyone can use it (anonymously), at any time and about any issue, so don't hesitate to use it!  
 *See below for further details. https://portal.dq-helpline.com/kurita-water/en/

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We want to reassure you that at our organization, we take whistleblower concerns seriously and are committed to protecting the privacy and confidentiality of all individuals who come to us for advice. We also realize that seeking advice can be an essential step towards resolving problems and improving the overall well-being of the organization. We want to encourage all individuals to come to us for advice when they need it, without fear of retaliation or judgment. Thank you for considering us as a resource for advice and support.

We value simplicity and clarity in our communications in order to create a sense of familiarity. If you need further clarification or assistance, please do not hesitate to contact us.  After implementing the Workplace Dialogue, there is an optional questionnaire survey.  This survey is managed by the Integrity Activities Secretariat, and the individuals in charge are Mizuno and Mugibayashi.

Good morning everyone, today we will be discussing the behavioral guidelines and code of conduct in a story. Our focus will be on the frontline site, which is a gathering place where customer plants and offices are visited to gain an understanding of the facts and background. In this presentation, we will explore the importance of a frontline site and the behavioral guidelines and code of conduct that should be followed in such gatherings. So, let's get started.

Intellectual curiosity is a valuable trait that drives individuals to seek out new information and explore different perspectives. This curiosity motivates us to ask questions and think critically about the world around us, ultimately leading to increased expertise and a broader knowledge base. Regardless of our background or occupation, we can all benefit from cultivating this trait.

We want to talk to you about the importance of integrating different perspectives and approaches when working together to achieve a common goal. This is often overlooked, but it can have a significant impact on the success of any project or endeavor. When we take on a challenge, it's easy to get caught up in our own thoughts and opinions, and to ignore the perspectives of others. However, if we can learn to see things from other people's points of view, we can open ourselves up to new ideas and approaches that can lead to the creation of new value. One of the most effective ways to do this is through collaboration and cooperation. By working together and combining our strengths, we can create something that is greater than the sum of its parts. This can lead to the development of new products, services, or solutions that can benefit everyone involved. So, the next time you're facing a challenge, try to see things from other people's perspectives, and consider how you can work together to achieve your goals. This can lead to a more successful outcome, and it can also help to build stronger relationships and connections with others.

As storytellers, we have the power to convey important messages through our stories. To do this effectively and ethically, we must uphold certain principles. One of the most important of these is integrity. As a storyteller, you have a responsibility to be honest and transparent in your storytelling. You must also be respectful of your audience and their perspectives. This means engaging with your audience, listening to their feedback, and being open to constructive criticism.

Another important principle for storytellers is accountability. You must take responsibility for the impact that your storytelling has on your audience. This means admitting when you have made mistakes and working to correct them. You must also be willing to take ownership of your successes and celebrate the positive impact that your storytelling has on your audience.

Finally, you must be aware of the potential consequences of your behavior as a storyteller. Your actions and decisions can have far-reaching effects on those around you, and you must be mindful of the potential impact that your storytelling can have. This means considering the consequences of your behavior and making informed decisions about what is right and wrong.

In conclusion, as a storyteller, you have a responsibility to uphold the highest standards of behavior and ethics. By being honest, transparent, respectful, accountable, and mindful of the potential consequences of your behavior, you can create powerful and impactful stories that resonate with your audience. Thank you for joining me today, and I hope that you find this presentation helpful in your own storytelling journey.

Good afternoon everyone.

Today, we will be discussing the behavioral guidelines and code of conduct in a story. We will be looking at how these guidelines can help create a safe and trusting environment for everyone involved.

As we move on to the next slide, let's take a moment to reflect on the importance of integrity in our daily lives. We all have a responsibility to act with honesty and integrity, not just in our personal lives, but also in our professional ones.

In the story we are discussing, we can see that the character's honest commitment to his job must have also spread to those around him. And the trust built through this made the site safer. This shows us the power of integrity and how it can positively impact those around us.

As we continue through the presentation, let's keep this in mind and strive to act with integrity in all that we do.

Preliminary Reading ～Behavioral Guidelines and Code of Conduct in a Story～