Creating a Positive Workplace for Employees
Helping Employees Maintain Work-Life Balance
Percentage of available annual paid leave used by employees
Reporting scope : Toray employees (non-managerial)
Fiscal 2016 target:
No annual numerical target
After acquiring the certification, Toray revamped its child care support systems in June 2010 in an effort to encourage male employees to make use of them. Then in April 2011, the Company launched the Toray Smile Support Program, a point-based system that lets employees choose from various programs that provide financial assistance for childcare and purchasing homes. Toray initiated a telecommuting program in April 2012, aimed at making it easier for employees to work while raising children or caring for family members. Toray also expanded the scope of its commuting allowance for taking the bullet train in October 2012. In April 2013, Toray improved its support systems once again, offering special leave for parents to prepare children for nursery school, and extending eligibility for leave to care for sick children. In July 2016, Toray expanded its leave provisions for employees requiring special consideration as caregivers, and in January 2017, it eliminated restrictions on the number of times that employees can use long-term family care leave and lower-hour work schedule systems for caregivers.
Major Support Systems for Employee Work and Family Life Balance
|Long-term childcare leave||
|Lower-hour work schedules for childcare||
|Long-term family care leave||
|Lower-hour work schedules for caregivers||
|Leave to care for sick children||
|Family care leave||
|Toray Smile Support Program||
|Childcare services payment assistance||
|Registration system for reemployment||
|Commuting allowance for bullet train or other limited express travel||
Utilization of Childcare and Family Care Leave Systems (Toray)
|Employees taking childcare leave||Women||62||56||71||53||64|
|Employees taking family care leave||Women||2||0||2||1||2|
- Note: Figures show the number of employees taking leave.
As part of its commitment to workplace innovation, Toray makes provisions to help employees balance work and family life. Since fiscal 2008, regular workplace discussions are held in each workplace to raise awareness of different working styles, and working late at night or on holidays is prohibited, in principle. All lights in the workplace are turned off at a certain time at night, and company-wide "no overtime days" take place one day each month. Toray has been working on ongoing initiatives to reduce overtime hours and encourage employees to take annual paid leave. (Employees used 89.8% of available annual paid leave in fiscal 2016).
In fiscal 2010, Toray set up a Work-Life Balance Committee, made up of labor and management representatives. Through this committee, labor and management have studied and executed a number of programs to help employees balance job responsibilities with home life, to build workplace environments that facilitate diverse working styles, to prevent overwork and reducing excessive working hours, and to enhance mental healthcare at worksites. In fiscal 2012, it became the AP-G 2013 Labor-Management Committee, then became the AP-G 2019 Labor-Management Committee in fiscal 2017, continuing to develop and expand provisions to enhance working conditions.
Toray is working to promote better health among employees, encompassing both offices and plants. Employee health management is viewed as a management priority, and strategic initiatives are underway, including some undertaken in collaboration with the employee health insurance association.
Toray is also addressing mental health, and since fiscal 2011 has been implementing employee stress check-ups through an external provider. In fiscal 2016, the stress check-ups were reviewed in accordance with partial revisions to Japan's Industrial Safety and Health Act that came into effect in December 2015. New items were added to the check-ups to reflect specific circumstances at Toray. Group companies in Japan also implement employee stress check-ups that reflect the revised legislation.