The Toray Group is committed to promoting employee diversity to help build thriving workplaces where each individual’s abilities can flourish.
Employing a Diverse Workforce
Since 1998, Toray has been expanding its efforts to recruit diverse human resources, in order to drive the globalization of its business. The Company actively recruits Japanese university graduates who have studied abroad, as well as non-Japanese graduates of Japanese universities. Then, it seeks to build a work environment where all employees are able to fully demonstrate their individual abilities and perform to their utmost potential.
Fostering an Organizational Culture Conducive to the Career Advancement of Women
Toray has long encouraged women in the workplace and implemented policies to support women to build fulfilling careers. The Company promoted its first female manager in 1958 and introduced employee provisions for taking parenting leave, nearly 20 years before parenting leave became mandatory in Japan. In 2003, a woman became president of a Toray Group company. Then, in 2004, Toray launched the Advancement of Women Project. As of April 2016, women held 8.7% of unit manager or higher positions and 4.4% of section manager or higher positions. In June 2015, Toray welcomed its first female director (riji), a position that is equivalent in scope and level of responsibility to senior management.
In fiscal2015, Toray undertook a review of conditions for female employees in its workplaces based on Japan’s new Act on Promotion of Women’s Participation and Advancement in the Workplace, which was then enacted on April 1, 2016. The Company found that, thanks to past efforts to enable employees to continue working while balancing work and family, overtime hours averaged 23 hours during peak months (Toray’s regular working hours: 7.5 hours per day) and the average number of continuous years of employment at Toray was higher for female than for male employees. Still, at Toray, only 4.4% of management positions are held by women. This figure is low compared to other indicators, such as women in the total workforce (13.9%) and women in the G Course (the career path for management position candidates) (13.6%). The morale survey of managers and G Course employees conducted in the autumn of 2015 found that fewer women than men want a promotion or feel they can envision their future career advancement.
Based on these results, Toray has developed an action plan to increase the percentage of female employees promoted to managerial positions by focusing on individualized career plans and awareness of career development. Under this action plan, Toray has set the following target, on average, for the five-year period from fiscal 2015 to fiscal 2020: ensuring a women’s promotion rate that is at least 80% that of men.6 This figure is the Japanese Ministry of Health, Labour and Welfare’s yardstick for determining whether or not excessive discrepancy exists based on gender. Specifically, Toray will take the following measures to achieve this goal:
- Request individualized career plans each year to be faithfully followed;
- Conduct morale surveys every other year and follow up on issues requiring attention; and
- Bolster training designed to raise awareness of career building.
Career advancement seminars for female managers and professionals planned and developed by female general managers at the Toray Group were held in February 2015 and January 2016, with a third seminar planned for the current fiscal year. Toray is looking to incorporate these seminars into its general corporate training system in the future.
Recognizing that the advancement of women is an undertaking that will be accomplished one hurdle at a time, Toray will continue to work steadily and consistently to address this topic.
- 6 Promotion rate of women to managerial positions compared to that of men = Percentage of female employees promoted to managerial positions / Percentage of male employees promoted to managerial positions
Percentage promoted to managerial positions = Individuals promoted to managerial positions / No. of employees who were initially hired into the G Course who are eligible for promotion to managerial position that year
Number of Women in Management Positions and Women as a Percentage of Total Management (Toray)
Note: As of April each year
Promoting Continuous Employment of Women at Toray Research Center
As of the end of March 2016, Toray Research Center, Inc. employed 413 persons, 151 of whom were women (36.6%). The Center believes that, in order to ensure the advancement of women in the workplace, it is important to encourage continuous employment by reducing the workload during the childbirth and childrearing years so that employees are able to balance work and family.
To this end, Toray Research Center has introduced the following initiatives to make it easier for employees to return to the workplace after taking long-term childcare leave:
- Set up a consultation desk and a general affairs desk for those on long-term childcare leave;
- Provide wide-ranging information to those on long-term childcare leave; and
- Introduced system to facilitate regular communication and dialogue between those on long-term childcare leave and their supervisors in the workplace.
These three measures over the past five years have resulted in an average of 14 people a year taking maternity leave and long-term childcare leave, as well as an average of 26 people a year using lower-hour work schedules for childcare. As of March 2016, 15 of the 101 employees in section manager positions or higher are women (14.9%). Toray Research Center will continue to promote work-life balance in order to create a work environment that allows skilled and experienced employees to be a dynamic part of the company for the long-term.
Employment of Persons with Disabilities
The Toray Group hires and employs persons with disabilities, from those with physical challenges to persons with intellectual and mental challenges. The Group is making workplace improvements to remove physical barriers for persons with handicaps as well as instituting safety measures. Additionally, the Group provides comprehensive training upon work placement and gathers feedback from persons with disabilities to make workplace improvements.
Further, Toray meets Japan’s legal minimum of 2.0% persons with disabilities, as do 58.1% of Toray Group companies in Japan. Although group companies have made an effort to promote the hiring of persons with disabilities through public organizations and placement agencies, certain conditions such as hiring difficulties and hired staff having to leave their jobs unexpectedly have made it difficult to maintain the legal minimum. Toray will continue to focus on this issue moving forward.
Employment Rate of Persons with Disabilities (Toray)
Note: As of June 1 each year
As part of initiatives to encourage full utilization of skilled individuals over 60 years of age, in fiscal 2001 Toray introduced a re-employment system open to all of its unionized employees who wish to continue working. The Company expanded the system in 2005 to include employees in management and specialized fields.