CSR Guidelines & Activity Reports - Human Rights Promotion and Human Resources Development
Creating a Positive Workplace for Employees
Available annual paid leave used by employees (%)
- ■Reporting scope
- Toray Industries, Inc.
Result in fiscal 2018
Toray Industries, Inc. 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, Labor and Welfare. 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,1 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 program in April 2012, aimed at making it easier for employees to work while raising children or caring for family members.1 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.
- 1 Available to regular employees.
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||
|Spouse’s childbirth 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 Industries, Inc.)
|Employees taking childcare leave||Women||71||53||64||68||58|
|Employees taking family care leave||Women||2||1||2||0||5|
- Figures show the number of employees taking leave in each year.
- Rate of employees returning to work from leave since fiscal 2017-2018
(1) Employees taking childcare leave: Women 100%, Men 100%
(2) Employees taking family care leave: Women 100%, Men 100%
Employees taking leave for spouse’s childbirth (Toray Industries, Inc.)
(program introduced in October 2017)
|Number of employees||157||234|
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 89.7% of available annual paid leave in fiscal 2018).
In fiscal 2010, Toray Industries set up a Work-Life Balance Committee and, in fiscal 2017, changed its name to the AP-G 2019 Labor-Management Committee. At the committee, representatives of labor and management review and discuss measures on a variety of themes with a view to supporting balance between work and family life, building workplace environments that facilitate diverse working styles, preventing overwork and reducing excessive working hours, and enhancing mental healthcare. The committee is working on further improvement and operation of the system by following-up on the total actual working hours of each employee.
Toray Industries sees employee health management as a management priority, and is taking strategic initiatives in this area. Working in collaboration with the employee health insurance association, the Company actively promotes employee health by sharing aggregate health information on the intranet at offices and plants and holding participatory events using health information sites.
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 February 2019, as in 2018, Toray Industries was listed as a White 500 Company in the Certified Health and Productivity Management Organization Recognition Program.
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 above. In addition to briefing the union on management information about Toray Group, the meetings facilitate ongoing dialogue with the union. Resolution of labor issues is undertaken at separate Labor and Management Council meetings. As of March 2019, Toray Workers' Union membership stood at 8,584 workers.