Helping Employees Maintain Work-Life Balance
Toray has been working to further improve systems that help employees achieve a harmonious balance between work and family life, by offering a wider variety of lifestyle options for men and women. Support systems that exceed those legally mandated for childcare, family care, and maternity protection are provided, the result of Toray’s commitment to making them accessible and responsive for a diverse range of employee needs. In 2007, Toray was granted certification as a general corporate entity meeting the requirements for supporting the development of the next generation by Japan’s Ministry of Health, Labour and Welfare.
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 2013, the Company also revised working hours under its reduced-time work systems for childcare and family-care.
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||
|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||81||62||56||71||53|
|Employees taking family care leave||Women||1||2||0||2||1|
- 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. Due to ongoing initiatives to reduce overtime hours and encourage employees to take annual paid leave, employees used 92.9% of available annual paid leave in fiscal 2015. In October 2010, Toray set up a Work-Life Balance Committee, made up of labor and management representatives. Through this committee, labor and management have been engaged in discussions on a number of issues oriented toward helping employees balance job responsibilities with home life, as well as creating workplace environments that facilitate diverse working styles, preventing overwork and reducing excessive working hours, and enhancing mental healthcare at worksites. In April 2014, the committee was renamed the AP-G 2016 Labor-Management Committee.
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.