Diversity & Inclusion

Materiality
Related ESG: S SDGs5SDGs8
Human resource management

Management approach

Policy and approach

The Toyobo Group believes that personal and organizational growth is achieved through a process of mutual respect among our employees, with their differing work styles, careers, gender, nationality, race, and beliefs, and through cooperation to achieve our shared objectives.

We respect different opinions and a wide range of values, and cooperate to achieve ambitious goals together.

The TOYOBO Group Charter of Corporate Behavior also contains the following declaration.

6. Active employee participation
We will respect employee diversity and support work practices that allow employees to demonstrate their individual skills. Also, we will provide workplaces that are conducive to productive work while taking health and safety into consideration.

6-1. We will work toward developing workplace environments that facilitate active participation among a diverse range of human talent.
6-2. We will prevent various types of harassment and other forms of mistreatment in our workplaces, and accordingly we will not engage in discriminatory practices neither in regard to hiring nor terms of employment.
6-3. We will strive to create workplaces that are safe, hygienic and rewarding, and will work to prevent excessive workloads and reduce overtime work.

Participation of women in the workforce

The Company-operated nursery inside the Research Center

The Company-operated nursery inside the Research Center

Toyobo established the Female Empowerment Promotion Group within the Human Resources Department, and the Group has been engaged in activities to promote the empowerment of women. We have held presentations, seminars for managers, career design seminars, female leader development seminars, etc., on a continuous basis, in order to realize a change of mentality among our employees.

Targets and KPI

<KPI and Results>

Initiativevs KPI Targets Results(FY2021)
  • Realize diversity and inclusion
  1. Achievement of female manager ratio target
  1. 5.0% or above
  1. 3.1%
  1. Ratio of male employees taking childcare leave
  1. Total number of days of absence leave taken increased by at least 20% for at least 80% of those eligible for absence leave*
  1. 80.0%
  • * Targets for FY2026

External evaluation

Certified as an Eruboshi ( second level ) company based on the Law for Promotion of Women's Activities

Toyobo recieved the second level Eruboshi certification from the Minister of Health, Labour and Welfare as a company that actively promotes the advancement of women on December 14, 2021.

The "Eruboshi" certification is given to companies that have made excellent efforts to promote the activities of women in accordance with the "Act on Advancement of Women in Employment" (Women's Activity Promotion Act).

In 2015, we established a dedicated organization, the Women Empowerment Promotion Group, which has been active in creating an environment and organizational climate where women can play an active role.

Since then, we have hold seminars for managers and female employees and introduced a mentoring system. In 2018, we opened a nursery within the company at the Research Center (Otsu City, Shiga Prefecture). Furthermore, we encourage male employees to take childcare leave, and the rate of use reached 80% in fiscal 2020.

We were certified as a "2-star" company, the second of three levels, based on the evaluation that the items of "recruitment," "continued employment," " work styles such as working hours," and "various career courses" have reached the specified levels.

We are also Kurumin certified by the Minister of Health, Labor and Welfare as a childcare support company.

Active participation of diverse human resources

In addition to activities to promote the participation and advancement of women, we are also working to ensure that the assessment and treatment of employees focuses on ability and are not influenced by differences such as gender and nationality, and we are cultivating a corporate culture in which diverse employees can participate actively and find job satisfaction.

We are promoting employment by introducing a senior employee system.We rehire employees who have retired at the age of 60 according to their wish if they are deemed to be able to work normally.

In regard to raising the ratio of employees with disabilities, it is crucial that initiatives are carried out at a company-wide level, at meetings of the managers of General Administration Departments at each business site held four times a year, we share information and actively encourage the recruitment of people with disabilities.

To improve the working environment, Tsuruga Research and Production Center and Inuyama Plant have promoted barrier-free in each office. Other sites are also improving the building to be barrier-free sequentially.

<KPI and Result>

KPI Target (FY2026) Result (FY2021)
  • Employment ratio of people with disabilities
  • 2.3%
  • 2.2%

Ratio of Employees with Disabilities

Ratio of Employees with Disabilities