Toppan's Approach to Diversity & Inclusion

The Toppan Group positions diversity and inclusion (D&I) initiatives as an important management strategy to further advance its progress as a corporation that creates social value.

Toppan values its employees as precious “human assets” and understands how deeply it depends on them. Under the foundational concept of respect for the individual, the Group has been undertaking various measures to promote positive working conditions. Toppan will continue to adhere to D&I principles that harness differences among its diverse human assets as drivers of innovation. The Group will promote diversity by encouraging employees to acknowledge and respect each other’s personal qualities and values so as to better utilize and enhance their diverse abilities.

In order to cultivate a D&I mindset within the workforce, Toppan will facilitate ongoing dialogue and nurture heightened awareness and sensibilities that ensure mutual respect. The Group is consistently creating psychologically safe workplaces where every person can speak and act without inhibition or restraint.

Promotion Framework

  • ■ Diversity & Inclusion Promotion Office

    Toppan values its employees as precious “human assets” and understands how deeply it depends on them. Under the foundational concept of respect for the individual, the Company has been undertaking various measures to promote positive working conditions. Toppan established a Diversity & Inclusion Promotion Office in April 2019 based on a management strategy to evolve and accelerate site-based diversity initiatives into Company-wide endeavors.

    The Diversity & Inclusion Promotion Office is responsible for formulating the overall diversity plan and developing specific measures. The promotion office appoints personnel to take the initiative in implementing actual diversity programs attuned to the operational sites they serve. These personnel provide consultations for site members and share and address issues that have been identified with the promotion office in order to ensure heightened diversity awareness throughout the Company.

  • ダイバーシティ推進体制図

■ Advancing the Active Participation of Women

Toppan proactively promotes the active participation of women. The proportion of female employees of the Company has more than doubled in the last 10 years, and the percentage of management and supervisor roles filled by women has more than tripled in the same time. Toppan will continue to ensure appropriate working environments and support career development.

Promoting Positive Action

Toppan promotes positive action to bring out the full potential of individual employees and assign them to more diverse positions regardless of gender. Women play important roles in wider arenas and the Company strives to ensure equal treatment in promotion to managerial positions. As of April 2020, Toppan has appointed 111 female employees to managerial positions and 442 female employees to supervisory positions. With these appointments, Toppan has attained a 10.9% ratio of women among managerial and supervisory staff.

The Nadeshiko Brands

  • Toppan Printing Co., Ltd. was included in the Fiscal 2020 Nadeshiko Brands, an index of companies selected by the Japanese Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange (TSE).

    The Nadeshiko Brand initiative aims to spur investment in companies and accelerate their diversity initiatives by introducing promising TSE-listed companies with outstanding performance in gender equality metrics to investors who seek enhanced corporate value over the medium- to long-term. METI and TSE have been announcing companies with excellent records of female participation and advancement in the workplace since fiscal 2012.

■ Supporting Employees with Children

Toppan has striven to create a working environment in which employees can achieve better work-life balance. The Company creates such a working environment by providing systems for childcare and nursing care leave, reduced working hours, higher family allowances for dependents, and various other benefits for employees.

To support employees with children, the period during which employees with childcare responsibilities remain eligible for reduced working hours and other preferential working schedules was extended to the end of a child’s fourth year of elementary school (surpassing the age-three requirement imposed under Japanese law), in fiscal 2016. Employees also became eligible to take days off for child healthcare in one-hour allotments in fiscal 2019.

Toppan has also been running the “Hagukumi (nurturing) Program” since fiscal 2012. This program supports the wellbeing of employee parents by providing therapeutic activities for parents on childcare leave, activities to share the know-how necessary for maintaining good balance between working and raising children, and activities to give employees in various positions opportunities to learn about and consider the importance of work-family balance. The Hagukumi Program received the Minister of State for Gender Equality Award at the Kids Design Award 2016 in Japan.

Main Systems for Supporting Employees with Children Hagukumi(nurturing)Program Toppan received a Kids Design Award for the Hagukumi Program.

Toppan received a Kids Design Award for the Hagukumi Program.

■ Supporting Employees with Nursing Care Responsibilities

Toppan’s labor union and management employ systems to help employees maintain good balance between work and care at home. These systems create an environment where employees can concentrate on work without worrying about care for family members at home. After reviewing the results of employee questionnaires on nursing care, Toppan relaxed the eligibility requirements for nursing-care-related systems, designed ways to enable employees to more flexibly adjust their working hours for care, enhanced financial support during nursing care leave, and provided more information on work-care balance. Along with system enhancements in these four areas, the Company allows care-giving employees to commute to and from work by Shinkansen bullet train in certain cases. Employees have also been able to take leave for nursing care in one-hour allotments, just as they can with the child healthcare day-off, since fiscal 2019.

Toppan will continue to enrich employee support measures by providing information on good work-care balance through the intranet, holding NPO seminars on nursing care, and conducting various other activities to alleviate concerns and raise awareness on the issues faced by employees who shoulder responsibilities as care providers for their families.

Seminar on work-care balance

■ Employing Persons with Disabilities

Toppan creates job positions and workplace environments that enable employees to work together in ways best suited to their various physical and mental abilities.

Employees with disabilities handle wide-ranging jobs at the special subsidiary Tokyo Metropolitan Government (T.M.G.) Prepress Toppan Co., Ltd. and other Group sites across Japan. Employee athletes also participate in international para-sports competitions.

Collaboration with T.M.G. Prepress Toppan

T.M.G. Prepress Toppan is a subsidiary that was established in 1993. Its operations were initially centered on DTP and web content production. In 2014, the company launched office support services. It has been assisting various Toppan Printing workplaces by providing these services and supporting efforts to reform the way in which people work.

In 2019, the scope of work handled by people with disabilities was further expanded with the start of a papermaking business, in which waste paper from Toppan Printing’s folding carton plants is recycled into handmade paper.

Job coaches, mental health welfare professionals, and certified social workers lead efforts to ensure frameworks for supporting development and strengthening the creation of safe and secure environments.

  • T.M.G. Prepress Toppan’s office support business

    T.M.G. Prepress Toppan’s office support business

  • Handmade paper business

    Handmade paper business

Expanding Roles in Each Workplace

Toppan is expanding the scope of work for employees with disabilities at workplaces throughout Japan. Examples of such work include the packing, transportation, and recycling of large products at plants in the electronics business and the recycling of corrugated fiberboard used for transporting products at plants in the packaging business.

  • Electronics plant (Shiga Plant)

  • Packaging plant (Sagamihara Plant)

■ Initiatives for LGBT Inclusion

Toppan has implemented various initiatives to enhance awareness of lesbian, gay, bisexual, and transgender (LGBT) persons for achieving an inclusive working environment comfortable for everyone. Toppan has held LGBT seminars since 2018 to further promote a sound understanding of LGBT-related matters and diversity and inclusion. Spouse-related systems for Toppan employees were also partially revised on July 1, 2020. Certain systems are now applicable to same-sex partners and common-law marriage to support diverse employee lifestyles.

Open Seminar on LGBT Inclusion

Toppan invited Kayo Fujiwara, a diversity and inclusion consultant, to lecture at an open seminar on gender and sexual diversity and LGBT-related matters. The seminar took place at Toppan’s head office site in Akihabara, Tokyo on February 7, 2020.

This seminar was one of various Toppan initiatives to promote diversity and inclusion (D&I) in the workplace to achieve an inclusive working environment where diverse employees recognize their differences and respect each other’s qualities and values. D&I initiatives have been implemented across the Group under the foundational concept of respect for, and reliance on, the individual. From the standpoints of gender and sexuality, seminar participants learned about dimensions of human diversity they may have previously known little about or misunderstood, along with specific actions and measures they can take to fully appreciate human diversity.

“Sexual orientation” and “gender identity” are different things. A person’s sexuality sometimes falls outside of, or in between, the categories of “lesbian,” “gay,” “bisexual,” and “transgender.” Combinations of biological gender, psychological gender, and sexual orientation are manifold and represent a broad spectrum. After learning the basics of LGBT, participants took part in group work to examine if they had unconscious tendencies to take heterosexual love for granted or to assume that biological and psychological gender are aligned. They also reviewed any subtle discriminatory behaviors or remarks they might have engaged in.

In total, 171 Group employees attended the seminar, both in person and remotely from operational sites across Japan. After finishing the seminar, many participants remarked that it was informative (e.g., “I now have an extensive understanding of LGBT”; “I learned what to do and say when someone comes out”). Others pointed out a strong need for regular LGBT seminars, widely disseminated Group policies on LGBT-related matters, and measures to raise awareness.

  • Open seminar on LGBT inclusion

  • Lecturer Kayo Fujiwara (center)

■ Fostering Human Assets Active in the Global Business Arena