Respect for Employees:Co-Creation of Diverse Talent and Reforming Work Styles


Co-Creation of Diverse Talent
Promotion of Diversity, Equity, and Inclusion (DEI)
For the Toyo Seikan Group to enhance its competitiveness and achieve sustainable growth, it is essential that everyone make the most of their own abilities, achieve self-growth, and contribute to the growth of the Group. Therefore, diversity should not only encompass visible differences such as gender, nationality and disability, but also embrace the invisible diversity that includes differences in thought and approach. It is thus essential that the Group develops a culture that is mutually respected and acknowledged by every employee.
The Group puts forward “Responding to diversity” as one of the two pillars of its Long-Term Management Vision 2050 and is developing a human resources platform that induces the creation of new value.
Expanding Ways in Which Women Play Active Roles
The Group, in accordance with Japan’s Act on the Promotion of Women's Active Engagement in Professional Life and the Act on Raising the Next Generation, has prepared its general employer action plan and put it into operation.
In order to create an environment where all employees can maximize their potential, we have been implementing the following initiatives since FY2021. We are proceeding with detailed measures that align with each career stage when entering the Company or taking childcare leave by sharing information with each company centered on the Human Resources Department. We are also raising the communication skills of managers who supervise others and creating a scheme that leads to awareness of career paths by female employees themselves.
In order to expand the ratio of female hires, continuing from previous plans, we will introduce plant and equipment for lightening the physical work at manufacturing sites and build out and improve the system so that it can respond to diverse work styles.
Here are our achievements in women play active roles.
Initiatives for Foreign Employment
We are committed to recruiting talent capable of contributing to the further expansion of our overseas operations. We welcome applications from all candidates, including international students and returnees, without any restrictions. In addition, in accordance with the objectives of Japan’s Technical Intern Training Program for foreigners, we also accept technical interns from primarily Southeast Asia. This not only helps us secure a workforce for our factories, but also allows us to provide technical support to developing countries.
Promoting Active Participation of Senior Employees
In accordance with the law, the Group sets the mandatory retirement age at 60, but we ensure employment up to the age of 65 through our reemployment system. In FY2023, the reemployment rate was 87.1% across seven Group companies*.
We continuously carry out the transmission of skills and knowledge by assigning veteran employees who have been reemployed to educational roles. In addition, we are striving to create a work environment where anyone can work for a long time by promoting automation, such as the transportation of heavy objects in the manufacturing field.
Furthermore, we plan to amend the system to raise the retirement age from 60 to 65 at seven major Group companies in April 2025. This is because, as we look toward realizing Long-Term Management Vision 2050, our aspiration is to be an organization where all members can play an active role – by increasing engagement through greater support to employees for diverse work styles and career formation. Our goal is that employees can continually exercise their abilities to age 65 as a result of this change.
Looking ahead, we plan to upgrade the workplace and reform the system, so that those at the senior level can play an active role.
- The table can be scrolled left or right.
Reemployment results | Reemployment rate | |
---|---|---|
FY2023 | 101 persons | 87.1% |
FY2022 | 95 persons | 86.4% |
FY2021 | 127 persons | 77.4% |
FY2020 | 84 persons | 72.4% |
FY2019 | 86 persons | 80.4% |
- Toyo Seikan Group Holdings, Toyo Seikan, Toyo Kohan, Tokan Kogyo, Nippon Closures, Mebius Packaging, and Toyo Glass
Initiatives for Sexual Minorities (LGBTQ)
Based on our management creed stating that "we will honor dignity and always strive to be fair and unbiased in every way," we aim to create a workplace where the rights and individuality of all our employees are respected. As emphasized in Toyo Seikan Group Code of Conduct, we respect human rights, accept diversity, and prohibit discrimination and harassment in the workplace.
Specifically, Toyo Seikan Group Code of Conduct, which all our executives and employees are expected to adhere to, explicitly state that “we promise to never discriminate against anyone because of their nationality, race, ethnicity, religion, belief, gender, age, disability or sexual orientation and to develop and promote diverse human resources”. This is shared with all employees. In addition, each group company's employment rule also prohibits "actions that cause mental distress or disadvantage to other workers, or harm the working environment due to comments or behavior related to sexual orientation or gender identity." We are committed to preventing discriminatory treatment from both a behavioral and regulatory perspective.
Furthermore, we have established hotlines, both internally and externally, where any concerns, including various forms harassment such as sexual harassment, power harassment, and maternity harassment, can be discussed anonymously.
Efforts for Employment of persons with Disabilities
We strive to create a workplace environment where all employees, regardless of disability, can work comfortably. For example, in the head office building, we have made efforts to improve facilities, such as barrier-free access and multi-functional restrooms on each floor, and have introduced a voice-to-text app for the hearing impairments.
In terms of employment, we have several business locations and factories that accept internships and employ graduates from local special needs schools. Additionally, There is a group company that employs persons with disabilities to provide an opportunity to work on contracted farms to help revitalize local communities. We are also expanding our efforts to create an environment where people can continue working by utilizing the trial employment system and strengthening team building. We will continue our efforts to meet the legally mandated employment rate for persons with disabilities and create an environment where diverse talents can thrive.
The employment rate of persons with disabilities (As of June 1, 2024) : 2.4%
- Note: The scope of data includes Toyo Seikan Group Holdings, Toyo Seikan, Toyo Kohan, Tokan Kogyo, Nippon Closures, Mebius Packaging and Toyo Glass.
Reforming Work Styles
Efforts towards Achieving Diverse Work Styles
In Toyo Seikan Group, each company is gradually introducing telework systems and flextime systems. Even in workplaces where it is difficult to implement flextime due to the nature of the business, we are sequentially introducing a system of annual paid leave by the hour, ensuring that each employee can fully demonstrate their abilities and creating a comfortable working environment.
Furthermore, for employees facing childcare, caregiving, and treatment, we have implemented leave systems, vacation systems, part-time work systems, and staggered work systems, among others, to support the balance between work and family as well as work and treatment.
Efforts to Address Long Working Hours
In Toyo Seikan Group, based on labor laws and labor-management agreements in each country, rules regarding appropriate working hours, rest periods, overtime work, and vacation are established in the employment regulations. We aim to achieve employee well-being, where each individual can work in a healthy and productive manner.
As a specific example within Japan, we have implemented various initiatives to address long working hours. These include improving the accuracy of attendance management systems, establishing and promoting flextime and telework systems to encourage diverse ways of working, setting designated days to encourage the use of annual paid leave, and implementing "no overtime days". We are actively promoting these initiatives to address and rectify long working hours.
Promoting Paternity Leave
We are actively promoting the uptake of paternity leave. We have implemented systems and shared real-life examples to support men in balancing their work with household chores and childcare, making it easier for them to take advantage of these provisions. Furthermore, we publish testimonials and interviews from both male and female employees who have taken parental leave in our internal newsletters. This is part of our ongoing efforts to foster a culture where all employees, regardless of gender, can choose diverse working styles while raising their children.

Activities of Group Companies
Activities for FY2023
Support for government-led “White Logistics” campaign*1
In February 2022, Toyo Seikan Group Holdings expressed its support for the White Logistics campaign, an initiative advocated by Japan’s Ministry of Land, Infrastructure, Transport and Tourism, Ministry of Economy, Trade and Industry, and Ministry of Agriculture, Forestry and Fisheries, submitting a declaration on voluntary action toward a sustainable logistics industry. Thirteen companies*2 within the Group, spanning manufacturing, logistics and logistics partners, have endorsed the declaration after careful consideration and are actively working together to achieve its objectives.
Toyo Mebius' Kumagaya Logistics Center, which began operation in April 2023, is building a base for leveled operations, higher efficiency, and cooperative services with other parties. Its high-density warehouse has adopted "Magic Rack," an automated warehouse system developed by Sumitomo Heavy Industries Material Handling Systems, whose deep storage method has improved storage efficiency. Through automation of receiving, shipping and sorting processes, the new warehouse reduces manual forklift operations. These automation and labor-saving efforts will reduce burdens on operators and increase safety of the workplace.
Kumagaya Center is also establishing a logistics network that located near delivery destinations. This will enable a shift from high-frequency small-lot delivery to high-density large-lot delivery, which will improve the efficiency of services on major routes and allow more female and elderly workers to join logistics operations.

- In order to address the severe shortage of truck drivers, the Ministry of Land, Infrastructure, Transport and Tourism, the Ministry of Economy, Trade and Industry, and the Ministry of Agriculture, Forestry and Fisheries are urging companies to join efforts 1) enhance the productivity of truck transportation and streamline logistics and 2) establish a work environment that is conducive for female drivers and those aged 60 and above.
- The scope of data includes 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 Logitech and Kudamatsu Unyu .
Implementation of Second Career Training
In the midst of a declining birthrate and aging population, we aim to actively engage individuals aged 60 and above and prepare them for their senior life. Therefore, we have been conducting Second Life Education targeting those who are retiring.
At Toyo Seikan Co., Ltd., we provided explanations on retirement benefits, corporate pension systems, and reemployment programs in May and June 2023. Additionally, we invited external lecturers to explain income and expenses in the second life and insurance.
At Toyo Aerosol Industry Co., Ltd., we conducted a life plan seminar in July 2023. An external lecturer was invited to give a lecture on "Second Life Plans."
At TOMATEC Co., Ltd., we held a Second Career Support Session in September 2023. With the help of an external lecturer, we provided an overview of the reemployment program's key points and expectations. Participants had the opportunity to assess their current situation and design their own second career through practical exercises. In the future, we will continue to hold seminars regularly as opportunities to learn life planning techniques.

Creating Employment for People with Disabilities through the Collection of Waste Paper and Production of Recycled Paper
At Toyo Kohan Co., Ltd. Kudamatsu plant, we have started an initiative to collect used office paper and other waste paper within the Toyo Kohan Co., Ltd. Group, in order to promote employment of people with disabilities and reduce environmental impact. This activity began in April 2024. The collected waste paper is processed using a paper recycling machine called "Paper Lab" (manufactured by Epson) to produce recycled paper.
The tasks involved in this initiative include collecting and sorting the waste paper, as well as the manufacturing process. People with disabilities mainly handle the less physically demanding task of sorting.
Recycled paper helps conserve wood resources as it is made from waste paper as raw material. Additionally, the manufacturing process of recycled paper consumes very little water, contributing to the preservation of water resources. By establishing a cycle of paper recycling within the company, we are also reducing greenhouse gas emissions generated during manufacturing and transportation.
The recycled paper we produce is reused for internal document printing, employee business cards, and novelty items such as notepads.

Promoting Male Parental Leave
At Toyo Seikan, we have been supporting the "Male Parental Leave 100% Declaration"* since 2021. We believe that men's involvement in childcare not only supports women's advancement in society but also contributes to promoting women's empowerment through a shift in consciousness. Therefore, we are actively working on creating systems and fostering a culture that promotes male parental leave.
In terms of systems, we treat the first five days of childcare leave as paid leave from the day it starts. Additionally, we have established provisions for part-time work and nursing leave related to childcare that go beyond the legal standards, in order to promote flexible working styles. On the cultural front, we are sharing the experiences and interviews of both male and female employees who have taken parental leave internally and externally, creating an environment where individuals can choose diverse work styles while raising children, regardless of gender.
In the fiscal year 2023, the male parental leave uptake rate reached 102%. We will continue our efforts to further increase the rate of male parental leave uptake in the future.
- An initiative by Work-Life Balance Co., Ltd., calling on representatives of organizations that are currently working towards achieving a 100% male parental leave take-up rate within their own companies, as well as those who aim to increase the take-up rate in the future with the goal of eventually reaching 100%.
Implementation of Management Training to Address Diversifying Subordinates
At Tokan Kogyo Co., Ltd., we conducted a "Management Training to Address Diversifying Subordinates" on March 14, 2024, with the aim of equipping managers with communication skills to effectively engage with diverse subordinates in the workplace. We invited instructors from JMA Management Center Inc. to speak for three hours on topics such as "Psychological Safety" and "Ease of Conversation and Active Listening Skills." The training utilized a combination of online participation, on-site attendance, and recorded video viewing, allowing employees in managerial positions nationwide to participate and gain a fresh understanding of workplace communication.
Efforts to Reduce Overtime Hours
At Stolle Machinery do Brasil Industria e Comercio Equipamentos Ltda. in Brazil, we are committed to reducing overtime hours by reviewing our business processes to promote work-life balance for employees. As a result of these efforts, we achieved a 62% reduction in overtime hours compared to the previous year in 2023.