Respect for Employees: Co-Creation of Diverse Talent and Reforming Work Styles
Co-creation of Diverse Talent
Promoting DE&I (Diversity, Equity & Inclusion)
For Toyo Seikan Group to increase its corporate competitiveness and achieve sustainable development, it is necessary for everyone to maximize their own capabilities and contribute to the growth of the Group as well as their own personal growth.To that end, we are promoting the creation of a workplace where everyone can thrive in their own way, respect each other's differences, and contribute to the Group, regardless of gender, age, nationality, race, ethnicity, religion, ideology, creed, disability, sexual orientation, etc.
Toyo Seikan Group has set "responding to diversity" as one of the two pillars of its "Long-Term Management Vision 2050: The Future, Wrapped for All," and is working to establish a human resources platform that will lead to the creation of new value through the activities of the Human Rights/DE&I Promotion Subcommittee.
Further expansion of women's participation in the workforce
Toyo Seikan Group has created and is implementing a General Employer Action Plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Advancement of Measures to Support the Development of the Next Generation.
Starting in fiscal 2021, we will be taking the following steps to create a comfortable working environment for all employees, allowing them to fully utilize their abilities.
The HR department will share information with each company and provide detailed support for each career stage, such as when joining the company or taking childcare leave. We will also create a system that will improve the communication skills of managers and raise awareness of career development among female employees themselves.
Continuing from the previous plan, we will work to increase the ratio of female employees by promoting the introduction of equipment that will reduce the workload on the manufacturing floor and improving and enhancing our systems to accommodate diverse working styles.
Promoting diversity to create an organization where everyone can thrive in their own way.
The Diversity Promotion Committee, established in fiscal year 2024, has formed a group-wide project team to address challenges in realizing "adaptability to diversity." Based on the belief that enabling work styles that enrich family and private life, regardless of gender or age, is crucial for business continuity and achieving our vision, we are working towards this goal. In March 2026, with the aim of further enhancing support for balancing childcare and work, we conducted a "Survey on Support for Balancing Childcare and Work" targeting employees of our domestic group companies. In July 2026, we reported the results to the HR executives of each company, proposed four specific measures, and requested consideration of three of them. At a subcommittee meeting scheduled for January 2027, we will share the results of each company's considerations. Furthermore, in conjunction with International Women's Day in March 2026, our group held a talk session by group employees and a seminar by an external lecturer on the theme of "What Makes an Organization Leverage Diversity?" We will continue to use these initiatives to promote understanding and awareness of diversity throughout the group.
Initiatives to Employ Foreign Employees
Toyo Seikan Group hires personnel suited to the policies and business of each site, regardless of nationality.
In order to create an environment where foreign national employees can work comfortably, we hold interviews with employees at offices with a large number of foreign nationals to learn about their needs and provide information in multiple languages.
Promoting the active participation of seniors
Retirement age extension implemented
Toyo Seikan Group had set the retirement age at 60 until fiscal 2024, but seven group companies * have revised their retirement system to raise the retirement age from 60 to 65 from April 2025. Toward realizing our "Long-Term Management Vision 2050: The Future, Wrapped for All," we aim to be an organization where all employees can thrive by increasing engagement through expanding support for diverse work styles and career development for employees.- Toyo Seikan Group Holdings, Toyo Seikan, Toyo Kohan, Tokan Kogyo, Nippon Closures, Mebius Packaging, TOYO GLASS
Implementing career development support measures
Toyo Seikan Group Holdings and Toyo Kohan implemented a trial self-career dock for managers in their 50s from September to October 2024. This is an initiative to support employees' proactive career development, including support for reskilling, by providing career consulting interviews and career training at career milestones such as age and promotion. Based on the results of this trial implementation, they will proceed with preparations for full-scale implementation in the future.Toyo Seikan Group is committed to human capital management that increases employee engagement and improves productivity per employee (EBITDA) by implementing initiatives based on Toyo Seikan Group Personnel Policy. This career development support measure falls under the "development of self-reliant human resources" initiative based on the Group's human resources policy.
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Initiatives regarding sexual minorities (LGBTQ)
Toyo Seikan Group 's creed is "We value dignity and strive to be fair and upright in all our actions every day," and Toyo Seikan Group Code of Conduct states that "we respect human rights," "we embrace diversity," and "we prohibit discrimination and harassment." We aim to create a workplace where the human rights and individuality of all people working in the Group are respected.
Specifically, Toyo Seikan Group Code of Conduct which has been established as a code of conduct that all executives and employees working in the Group must practice and comply with, clearly states, "We will not discriminate on the grounds of nationality, race, ethnicity, religion, ideology, creed, gender, age, disability, or sexual orientation, and we are committed to developing and promoting diverse human resources," and is shared with employees. Furthermore, each company's work rules also prohibit "any behavior that causes mental distress or disadvantage to other workers or harms the working environment through speech or actions related to sexual orientation or gender identity," and we are working to prevent discriminatory treatment in terms of both actions and rules.
We have also set up internal and external consultation hotlines where employees can anonymously seek advice on any type of harassment, including sexual harassment, power harassment, and maternity harassment.
Employment of people with disabilities
Toyo Seikan Group is working to create a working environment where all employees, regardless of whether they have a disability, can work comfortably. For example, Toyo Seikan Group headquarters building is equipped with facilities such as barrier-free access and multi-purpose toilets on each floor, and a voice-to-text app is being introduced for the hearing impaired.
With regard to employment, some offices and factories accept and hire trainees from local special needs schools, and some companies are working on farm-type employment of people with disabilities to revitalize the local area. Furthermore, efforts to create an environment where people can continue working are spreading, by utilizing trial employment systems and strengthening team building. We will continue to work so that our group companies can achieve the legal employment rate, and create an environment where diverse human resources can thrive.
As of June 1, 2024, employment rate for people with disabilities: 2.4%
- Target: Toyo Seikan Group Holdings / Toyo Seikan / Toyo Kohan / Tokan Kogyo / Nippon Closures / Mebius Packaging / TOYO GLASS
Introduction of a prayer room
Japan Bottled Water takes into consideration the diversity of faiths and has set up separate prayer rooms for men and women that can be used by anyone regardless of religion or sect. Stolle Machinery UK Ltd. also places importance on religious inclusion and cultural respect, and has introduced prayer rooms with the aim of creating a workplace where all individuals are respected.
Work style reform
Toyo Seikan Group is promoting work style reform to create a comfortable working environment where each employee can fully utilize their abilities.We have introduced systems to support diverse working styles, such as various leave and vacation systems, short-time work systems, and staggered work systems, to support employees who are raising children, caring for elderly relatives, or undergoing medical treatment, and we actively support balancing work with family and medical treatment.
Main support systems for promoting work style reform
*These are the main support systems implemented by Toyo Seikan Group Holdings, Toyo Seikan, Toyo Kohan, Tokan Kogyo, Nippon Closures, Mebius Packaging, TOYO GLASS, Toyo Aerosol Industry, and TOMATEC. The content and applicable conditions vary depending on the company.Childcare-related systems
- Childcare leave system
- Age at which child care leave can be taken
- Shortened working hours system for childcare
- Starting or finishing work earlier or later for childcare reasons
Nursing care system
- Nursing care leave system
- Nursing care leave system
- Shortened working hours system for nursing care
- Starting or finishing work hours earlier or later for caregiving purposes
Various leave systems
- Half-day paid leave system
- Hourly paid leave system
- Expired paid leave accumulation system
- Spouse relocation leave
- Volunteer leave system
Systems that support diverse work styles
- Flextime system
- Telework system
Initiatives to rectify long working hours
Toyo Seikan Group aims to realize well-being, where each employee can work in a healthy, lively, and productive manner, by establishing rules regarding appropriate working hours, rest periods, overtime work, holidays, etc. in its work regulations based on the labor-related laws of each country and labor-management agreements (labor agreements).
As a specific example in Japan, in addition to establishing an attendance management system, we are promoting various initiatives to correct long working hours, such as improving management accuracy, establishing and promoting flextime and telework systems aimed at diverse working styles, setting up days on which employees are encouraged to take annual paid leave, and establishing no-overtime days.
Promoting men to take childcare leave
Toyo Seikan Group encourages men to take childcare leave. We are working to create an environment where it is easy to use systems that support balancing work and childcare, so that men can also actively participate in housework and childcare, by introducing specific examples of how these systems can be used.
Additionally, we will continue to create an environment and culture where employees of both genders can choose diverse work styles while raising children, by publishing testimonials and interviews with both male and female employees who have taken childcare leave in our internal newsletter.
"White Logistics" Promotion Campaign *1
In February 2022, Toyo Seikan Group Holdings supported the purpose of the "White Logistics" promotion movement advocated by the Ministry of Land, Infrastructure, Transport and Tourism, the Ministry of Economy, Trade and Industry, and the Ministry of Agriculture, Forestry and Fisheries, and submitted a voluntary declaration of action to realize a sustainable logistics environment.
Toyo Seikan Group Among companies, 13 companies *2 have reviewed and declared the content, and the group's manufacturing, logistics, and logistics partner companies are collaborating to work together to realize the situation.
At Tokan Logite, in collaboration with Zenkoku Transport Co., Ltd., Japan Freight Railway Company, and T2 Co., Ltd., we began a demonstration of "modal combination" *3, which combines autonomous trucks and freight railways, starting July 14, 2025, between Kanto and Kyushu. This demonstration aims to realize sustainable logistics by improving working conditions and alleviating labor shortages. For the first time, it is conducted on a round-trip modal combination, using Level 2 *4 autonomous trucks developed by T2 to transport paper and plastic containers such as beverage paper cups handled by Tokan Kogyo.
- In response to the serious driver shortage, the Ministry of Land, Infrastructure, Transport and Tourism, the Ministry of Economy, Trade and Industry, and the Ministry of Agriculture, Forestry and Fisheries are calling on companies to participate in this movement, which aims to (1) improve the productivity of truck transportation and streamline logistics, and (2) create a working environment that is easy for women and drivers over 60 to work in.
- Subject: Toyo Seikan Group Holdings / Toyo Seikan / Toyo Kohan / Tokan Kogyo / Nippon Closures / Mebius Packaging / TOYO GLASS / Toyo Aerosol Industry / TOMATEC / Nippon Tokan Package / Toyo Mebius / Tokan Logitec / Shimomatsu Unyu
- A transportation model that enhances the compatibility between trucks and rails, and where they complement each other.
- High-performance autonomous driving under specific conditions, conducted under the supervision of a driver.
Initiatives by Operating Companies
Initiatives for Fiscal Year 2025
We are implementing the "Kagayaki Project," an initiative aimed at promoting women's empowerment.
Toyo Seikan has been engaged in the women's participation promotion project 'Kagayaki Project' since fiscal year 2022. In fiscal year 2025, the following initiatives were implemented.
- To support employees in balancing work and childcare, we have released a training video for managers titled "Management Skills for Balancing Work and Childcare." This video is a companion piece to our training video for employees considering having children in the future, titled "Toward Balancing Work and Childcare."
- I participated in the Diversity Promotion Committee meeting in June. Through information exchange with each company in the group and exchange of opinions among stakeholders, we are advancing discussions toward promoting diversity throughout the entire group.
- In preparation for Women's Empowerment Promotion Day (March 8) designated by Toyo Seikan, we posted awareness posters themed "Your '" strengthens Toyo Seikan.'
Poster to raise awareness about promoting women's empowerment
Initiatives to promote employment of people with disabilities
Tokan Kogyo At the Komaki Factory, we are working to promote the employment of people with disabilities. We assign specialized job coaches to support work tailored to individual characteristics, and continue awareness activities that foster understanding and consideration among those around us by holding study sessions on the characteristics of disabilities.
We will be holding a life planning seminar.
TOMATEC held a "Life Plan Seminar" in March with the aim of ensuring continued success at the company beyond age 60 and preparing for senior life. Lecturers from Tokan Kyoei Kaisha, Ltd. and FREESTYLE Inc. were invited to explain the necessity and effects of life planning to employees aged 57 and over. Each participant used dedicated software to simulate their future life plans.
