CSR Activity Report (CSR Guideline Activity Reports) - Human Rights Promotion and Human Resources Development

Creating a Positive Workplace for Employees

Toray Industries, Inc. 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 the company's commitment to making them accessible and responsive for a diverse range of employee needs. In 2007, the company 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 Industries 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. The Company initiated a telecommuting program1 in April 2012, aimed at making it easier for employees to work while raising children or caring for family members (the scope was expanded in October 2019 and the requirement of raising children or caring for family members in order to telecommute was eliminated in July 2020). Toray Industries also expanded the scope of its commuting allowance for taking the bullet train in October 2012. In April 2013, the Company 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 Industries 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. In July 2017, the Company started a flextime system without core-hour requirements for employees at the Tokyo and Osaka head offices. In April 2020, Toray Industries started to allow use of paid annual leave on an hourly basis, introduced a working-hour interval system, and began to allow use of leave to care for sick children and family-care leave on an hourly basis.

  1. 1 Available to regular employees.

Major Support Systems for Employee Work and Family Life Balance

Category Description
Long-term childcare leave
  • Available for employees using child care center services up to the end of the month in which the child turns two years of age
Lower-hour work schedules for childcare
  • A maximum reduction of two hours per day, calculated in 15-minute increments, available until the end of the fiscal year in which the child is in third grade of elementary school
  • May be used concurrently with flextime system
Long-term family care leave
  • Available for a total of 365 days per situation requiring leave to provide care
  • May be split up
Spouse’s childbirth leave
  • Available for three days in the event that an employee’s spouse gives birth
Lower-hour work schedules for caregivers
  • May be taken multiple times per situation in the three-year period following the first day of use
  • May be split up
  • May be used concurrently with flextime system
Leave to care for sick children
  • Five days per year of leave per child available until the end of the fiscal year in which the child is in third grade of elementary school
  • Can be used on hourly basis
Family care leave
  • Five days per year of leave available per family member
  • Can be used on hourly basis
  • At maximum five additional days per year available when no other appropriate caregiver is available
Toray Smile Support Program
  • Welfare point system offering a selection of programs with an emphasis on providing support for childcare and home acquisition
Childcare services payment assistance
  • Childcare coupons offering a 70% discount on services provided by participating companies issued as an additional Toray Smile Support Program service
  • No restrictions on number of coupons or age of participating employee's child
Telecommuting program
  • Available for employees who are proficient in their assigned duties, can perform these duties self-sufficiently, and meet certain requirements.
  • Available up to three days (22.5 hours) per week and no more than a maximum of ten days (75 hours) per month for approved employees, who may use the program on a full-day or hourly basis. If an employee requests more than the maximum hours/days due to special circumstances, and it is deemed not to interfere with workplace management, the employee may telecommute for more than the maximum allowed under the program.

    Note: In addition to the conditions above, since 2020, the program has also been used to address the COVID-19 pandemic.

Registration system for reemployment
  • Registration system providing reemployment opportunities to former employees who resigned due to personal matters such as marriage, childbirth and childcare, nursing care for family members, or a spouse's work transfer
  • The registration period is ten years. Registrants may be immediately eligible for regular employee positions depending on the content of their jobs, expectations of their role in the company, and their personal situations.
Commuting allowance for bullet train or other limited express travel
  • Allowance for tickets for applicable distances on bullet trains or other limited express trains available for employees who wish to avoid (cease) living apart from their families due to job transfers or employees who bear personal responsibilities such as caring for family members
  • In certain cases, employees may be required to pay a part of the commuting expenses out of pocket.

Note: Toray Group employees working near Nihonbashi in Tokyo can use a local consortium-based child care center (Kids Square Nihonbashi Muromachi).

Examples of Workplace Initiatives in fiscal 2020

Caregiving Seminar: Understanding Dementia and Preparing the Family
(Toray Industries Ishikawa Plant)

Taking part in a seminar on dementia

In cooperation with the Tatsunokuchi Consultation Center, the Ishikawa Plant held a seminar on the topic Understanding Dementia and Preparing the Family. Participants gained a proper understanding of dementia, including the difference between forgetfulness and dementia, and looked at case studies to learn how to deal with and prevent dementia. With this and other activities, the plant is working to create an environment where employees can continue to work even when dealing with caregiving issues and share their experiences with others.

Nursing Care and Welfare Seminar Co-Hosted by Labor and Management
(Toray Industries Aichi Plant)

Speaking at the seminar

The Aichi Plant invited medical specialists and Toray retirees for a seminar on nursing care and welfare to learn about preventing and treating strokes, preventing and dealing with dementia, local nursing care and welfare systems, and Toray Industries leave programs related to caregiving. The plant will continue to hold seminars as part of its efforts to create a workplace environment that helps employees balance work and caring for their families.

Balancing Work and Parenting Program
(Toray Industries Seta Plant)

Employee conversation between experienced and new mothers

The Seta Plant held a program on balancing work and parenting. A specialist on reading to children was invited to speak on the subject to help participants learn how to use picture books in childrearing and fostering communication between parents and children. After this talk, a conversation with employees who are mothers of older children took place. Employees who have not yet returned to work from maternity leave were invited to participate in this part of the program. This provided a good opportunity to learn from employees who have experience with anxieties over returning to work and balancing work and parenting.

Utilization of Childcare and Family Care Leave Systems (Toray Industries, Inc.)

FY 2016 2017 2018 2019 2020
Employees taking childcare leave Women 64 68 58 60 66
Men 4 3 4 10 22
Employees taking family care leave Women 2 0 5 3 1
Men 1 1 1 1 0

Note: Figures show the number of employees taking leave in each year.

Number of Employees Who Returned to Work after Childcare Leave and Family Care Leave (Toray Industries, Inc.)

Employees returning to work from childcare leave (%)

■Reporting scope
Employees of Toray Industries, Inc.
■Target in fiscal 2020
100%

Result in fiscal 2020

97.6%

Number of Employees Who Returned to Work after Childcare Leave and Family Care Leave (Toray Industries, Inc.)

FY2019 FY2020
Number of employees who returned to work Percentage of employees who returned to work Number of employees who returned to work Percentage of employees who returned to work
Childcare Leave Women 50 100% 64 97.0%
Men 11 100% 18 100%
Family Care Leave Women 3 100% 2 66.7%
Men 2 100% 0 -

Note: Number/percentage of employees returning to work per fiscal year

Employees taking leave for spouse’s childbirth (Toray Industries, Inc.)

FY 2018 2019 2020
Number of employees 234 254 230

Initiatives to Reduce Overtime and Encourage Use of Annual Paid Leave (Toray Industries)

Reduction in employees who exceed 45 hours/month of non-statutory working hours (%)

■Reporting scope
Toray Industries, Inc.
■Target in fiscal 2020
Year-on-year reduction

Result in fiscal 2020

67.7%

Available annual paid leave used by labor union members (%)

■Reporting scope
Toray Industries, Inc.
■Target in fiscal 2020
About 90%

Result in fiscal 2020

83.4%

As part of its commitment to workplace innovation, Toray Industries 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. The Company has been working on ongoing initiatives to reduce overtime hours and encourage employees to take annual paid leave. (Employees used 83.4% of available annual paid leave in fiscal 2020).
In fiscal 2010, Toray Industries set up a Work-Life Balance Committee (renamed the AP-G 2022 Labor-Management Committee in fiscal 2020), which focuses on further improving and operating the systems. The committee follows up on work-life balance initiatives, including support for balancing work and family life, reducing excessive working hours, enhancing mental healthcare, and support for healthy work lives. In addition to reviewing further possible measures, the committee also analyzes current conditions regarding ideal work styles (required work styles, working conditions, and labor-management rules), identifies the issues involved, and reviews and proposes steps to be taken.

Employee Health

Toray Industries sees employee health management as a management priority, and is taking strategic initiatives in this area. The group-wide Safety, Health, and Environment Committee reports on the results of health management initiatives, determines action plans, and promotes them in each workplace. Working in collaboration with the employee health insurance association, the Company actively promotes employee health by sharing health information via internal communication tools, holding participatory events using health information sites, and providing lifestyle disease prevention seminars.
Toray Industries is also addressing mental health, and since fiscal 2011 has been implementing employee stress check-ups through an external provider. This helps employees recognize their own stress levels and learn how to manage stress, which leads to an improved workplace environment. The stress check-ups are also carried out at group companies in Japan.
In recognition of these efforts, in March 2021, Toray Industries was again listed as a White 500 Company in the Certified Health and Productivity Management Organization Recognition Program.

Examples of Workplace Initiatives in fiscal 2020

Active Exercise at Gifu Plant Safety Conference
(Toray Industries Gifu Plant)

Taking part in active exercise session

Aiming to be a healthy plant where all employees can work comfortably, the Gifu Plant held an active exercise2 session on July 3 in conjunction with National Safety Week under the slogan “Healthy Gifu Plant 2020.” The plant has since expanded these sessions to all employees, and has replaced its 3pm sessions of regular exercise with active exercise sessions since October to help counter a lack of exercise during the COVID-19 pandemic.

  • 2 Original exercises that combine strength training and stretching. Developed by JFE Steel Corporation to prevent occupational accidents caused by stumbles or falls due to loss of balance and muscle strength caused by aging.

Women's Health Seminar
(Toray Industries Okazaki Plant)

Participants at the Women's Health Seminar

In addition to its yearly discussion meetings for women that are part of the Company's efforts to foster greater participating by women at work, the Toray Industries Okazaki Plant also held a four-day Women's Health Seminar this year. Participants learned from a nurse about specific health issues faced by women at work and disease at different stages of life. They also discussed matters related to staying healthy by introducing their own self-care methods and learning breathing techniques to reduce stress.

Speaking on Balancing Cancer Treatment and Work at Online Seminar

Junji Miyahara, general manager of the Diversity & Work-Life Balance Department at Toray Corporate Business Research, Inc., spoke at Learn from the Professionals! Necessary Support for Balancing Cancer Treatment and Work, an online seminar held on March 3, 2021 by Advantage Risk Management Co., Ltd., which specializes in mental health management. The seminar was attended by approximately 200 people. As the workforce ages with the extension of the retirement age and the possibility of employees being diagnosed with cancer increases, this was an opportunity to share information with those outside the Company on creating an environment where talented employees are able to balance medical treatment and work without having to resign due to cancer.

Dialogue with Labor Unions

Toray Industries holds meetings of the Central Labor and Management Council twice a year with the attendance of directors at the senior vice president level and higher and labor representatives at the union head level and higher. In addition to briefing the union on management information about Toray Group, the meetings facilitate ongoing dialogue with the union. In fiscal 2020, the number of meeting participants was limited in order to reduce the risk of COVID-19 infection.
Resolution of labor issues is undertaken at separate Labor and Management Council meetings. As of March 2021, Toray Workers' Union membership stood at 8,423 workers.

Click here for the main initiatives for CSR Guideline 8, “Human Rights Promotion and Human Resources Development” in CSR Roadmap 2022.