Toppan values its employees as precious “human assets” and understands how deeply it depends on them. The Company is convinced that human assets perform to their full potential when they are vigorous, earnest, and driven.
To support motivated, vigorous, and earnest work, Toppan promotes positive working conditions and healthcare and safety measures in cooperation with the labor union and Toppan Group Health Insurance Union (“the health insurance union”).
For employee health and safety in particular, the Group has undertaken various measures based on the Health Management Declaration (established in 2015; revised in 2019) and the Basic Policy on Health, Safety & Fire Safety (updated in April 2020, from the Basic Policy on Health and Safety formulated in 2010). The Health Management Declaration clarifies future health management policies for maintaining and enhancing the health of Group employees. From a viewpoint of “health and productivity management*,” this declaration visualizes and reorganizes health promotion measures and action plans previously organized by the Group and the health insurance union separately. The declaration pursues dual aims. The first is to promote enhanced health for employees and their families through various approaches, such as activities to support work-life balance. The second is to contribute to society through health-related businesses that support health promotion activities undertaken in communities.
The Basic Policy on Health, Safety & Fire Safety, meanwhile, enunciates a “safety first” principle as a top priority for the entire Toppan workforce, including both regular and contract employees, towards the complete elimination of occupational accidents. The Group is maintaining its efforts to eliminate occupational accidents in fiscal 2020.
*The term “health and productivity management®” is a registered trademark of the Workshop for the Management of Health on Company and Employee.
The Personnel & Labor Relations Division in the head office coordinates with general affairs departments in business divisions across the Company to implement various measures on labor matters in consultation with the labor union. The division also spearheads the development of employee health and safety initiatives in cooperation with the labor union, the health insurance union, and general affairs departments in business divisions across the Company.
■ Labor-Management Partnership
Toppan’s labor union and management respect each other’s positions as partners with shared ideals. They have been working together on various issues on an equal footing. Business councils are convened as Company-wide and operational-site-based forums to discuss wide ranging managerial issues. Several special committees are also convened to deliberate pertinent issues of the day. Standing committees meet to discuss issues such as working hour reductions, wages, and health and safety. Individual labor-management committees meet when necessary to discuss specially designated subjects such as the creation of a working environment amenable to enhanced job satisfaction.
Toppan has adopted a union shop system. In principle, all non-managerial employees belong to the labor union as members.
■ Committing to Health Management
The Toppan Group has formulated a structure for promoting “health and productivity management*” by establishing a Health Management Promotion Council overseen by the President & Representative Director as the head of health management.Representatives from the Group and the health insurance union meet to engage in constructive discussions on healthcare initiatives. Various measures have been implemented, verified, and improved by the council. A healthcare-guidance brochure for Group employees illustrates the diverse outputs from the council.*The term “health and productivity management®” is a registered trademark of the Workshop for the Management of Health on Company and Employee.
■ Supporting Work-Life Balance
At the ongoing business councils and labor-management committees to support work-life balance, Toppan’s labor representatives and management exchange opinions and deliberate measures to further shorten overtime working-hours and comply with the revised Labor Standards Act of Japan. They have also been analyzing actual overtime practices, reviewing the use of recently adopted working systems, and examining the introduction of new systems. Their deliberations in fiscal 2018 led to the introduction of Smart Work, a flexible system to enhance labor productivity and shorten working hours by giving employees comprehensive control over the scheduling of their work shifts month by month.
Labor and management at each operational site also discuss approaches to creating more accommodating workplace environments that encourage employees to take leave. The measures they have devised and implemented are tailored to the actual working conditions at their sites.
The target paid leave set by the Company is at least 10 days per year per employee.
■ Announcing a Common Employer’s Action Plan
Toppan Inc. has published a common employer’s action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children of Japan.
This act specifies respective responsibilities of central and local governments, employers, and citizens of Japan in their efforts to create healthy environments for the upbringing of children who are to lead coming generations. The act stipulates that, as of its enactment on April 1, 2005, these four parties are expected to intensively and systematically engage in childrearing initiatives.
The common employer’s action plan, meanwhile, aims to develop a working environment that supports balanced work and family life for employees with young children. Employers are expected to design a plan primarily to arrange varied working conditions for diverse employees, including those not raising children.
■ Occupational Health and Safety
Safety masters, safety personnel, employees in charge of engineering and safety, and other safety experts have been deployed to Group sites across Japan to strengthen safety promotion systems. In accordance with the Basic Policy on Health, Safety & Fire Safety, Toppan organizes safety education of various types for the workforce of the entire Group, including both regular and contract employees. This includes thorough training for forepersons and risk assessments to upgrade the intrinsic safety of machines and equipment.
Anzen Dojo safety training facilities outfitted to simulate and alert employees to workplace dangers were set up at two overseas Group sites in fiscal 2017, one in China and another in Thailand. Dojo facilities in Japan have been operated for several years at the Kawaguchi Plant in Saitama Prefecture, Takino Plant in Hyogo Prefecture, and Fukuoka Plant in Fukuoka Prefecture. New dojo facilities will be opened at the Gunma Central Plant in Gunma Prefecture and Shiga Plant in Shiga Prefecture in fiscal 2020.
Companies and organizations outside of the Toppan Group are also welcome to train at the dojos at the Kawaguchi, Takino, and Fukuoka Plants.
A new virtual reality (VR) simulator to train employees and guests in workplace dangers has recently been installed in the dojos. The dojos are also equipped with mechanical simulators to familiarize trainees with the dangers of dust explosions and exposure to hazardous chemicals.
■ Measures for Mental Healthcare
Toppan undertakes the following measures to prevent mental health problems at the workplace.
・A stress check system to help individuals better identify the stresses affecting them
・E-learning-based programs focused on self-care techniques to cope with stress (a total of 19,736 employees took part in fiscal 2019)
・An Art Salon workshop to refresh minds and bodies through the act of artistic creation
・Rank-based training and handbooks to train managers and supervisors on the use of techniques for the care of people in their teams
・Counseling services where employees can receive advice from in-house counselors in a comfortable, pressure-free setting
・Advisory agreements concluded with mental healthcare specialists
・An additional employment regulation defining rehabilitation programs that support employees returning from mental healthcare leave by helping them to return to work more seamlessly
Toppan recognizes that the most effective strategy to administer fundamental prevention measures for mental health problems is to enable employees to improve their physical and mental conditions by having the means and wherewithal to better understand themselves, communicate skillfully, and adopt positive lifestyle habits. The Company has been organizing mental healthcare programs such as workshops arranged in cooperation with workplaces.