TOTO Group has been working to expand the range of choices available to its employees, so that workers of all generations can develop their abilities, are provided with opportunities and can maintain a good work-life balance while challenging themselves with active, demanding roles. This is based on our aspiration for creating a company where, based on its strength in diversity, diverse human resources gather and work comfortably irrespective of age, working time, location, and type of job, and have the motivation to take on new challenges. We will periodically issue a Top Message relating to the promotion of diversity with a view to developing the corporate climate and awareness within the Group that will underpin these efforts.
The "management resource innovation" part of the fiscal 2017 policy briefing session set forth the addition of a reform in working styles to our medium-term goals. We will offer opportunities and develop skills to allow our people from all generations to assume important roles, increase choices for balancing business with housework, treat staff members as they deserve in terms of their expectations and roles and develop the corporate climate and awareness for making these come true within the TOTO Group, with the aim of creating a corporate group where, based on its strength in diversity, people gather from many different backgrounds, feel secure in working and actively take on challenges at any time and in any place, irrespective of differences in age and job type.
Breakdown of TOTO Group Employees (As of March 31, 2017)
Career Support for Female Employees
In the TOTO Group, the percentage of women in managerial positions reached 10% in FY 2017, or TOTO's 100th anniversary. Aiming for 20% by FY 2022, the entire TOTO Group in Japan is continuing employing women in regular positions and to develop stratified programs for many different female staff members with the aim of supporting their pursuit of a career and skill improvements.
This hierarchy-based training is a program that targets female employees and their managers and we are focusing on improving management skills from management positions, which is necessary for career promotion of female employees, and on increased awareness in managers. Skill acquisition through training programs that takes place in parallel with the involvement of business roles through manager involvement in leading to efficient and effective improvement in skills for female human resources that have had few training opportunities to develop management skill.
Furthermore, in TOTO's business in Japan, we are promoting the transferal of contract staff to sales positions and then appointing them as regular staff.
Through these initiatives, the Company has gained a good reputation for activities that have a female perspective in all aspects of TOTO operations, for building up the workplace environment, and for creating new value for customers through product development.
In 2013, TOTO was included in the first list of the" "Top 100 Companies Encouraging Diversity in Management", compiled by the Ministry of Economy, Trade and Industry, and In March 2018, nominated as the Nadeshiko Brand for the fourth consecutive year.
Employee turnover rate
Voluntary employee turnover rate
Job turnover rate due to life events(Japan)
**Data for regular employees of TOTO Group(Japan)
**Actual results of regular employees of TOTO LTD. for period from FY2015 to FY 2016
Number of employees, managers, and newly appointed managers by gender
Percentage of woman
Percentage of woman
Percentage of woman
Number of employees
Total number of managers
Number of new appointed managers
*Data for regular employees
*Counted number of managers is above
Number of new graduates hired by gender
Percentage of woman
Percentage of woman
Percentage of woman
Number of hiring persons
Japanese Group companies
*Hiring new graduates
Number of employees and managers by gender
*Number of managers(Japan) : Data for regular employees and above Senior
*Number of managers(overseas) : Proper employees of oversea group companies and above Senior
Details of hierarchy-based training to support the careers of female employees
Communication training for female sales staff and managers
This training program targets female sales staff, who are at the time of life where they face major life events, such as marriage and childbirth, and their managers. Female sales staff learn how to build up their careers while maintaining balance with life events, in addition to methods of successful communication with managers. It also gives such employees the opportunity to think for themselves about how their careers will progress after marriage, childbirth and other events. Managers are given a better understanding of the general career cycles and life cycles of working women, and they learn specific support and management principles to promote the careers of female employees.
Step-up training for women
This training consists of four sessions, the aim of which is to teach female employees how to create and own issues and involve colleagues in working out solutions. At the final session, intended to measure participants' progress and attended by managers to whom they directly report, participants give presentations on their projects. Participants' awareness and behavior changed as a result of this training, as the following comments demonstrate: "This training helped me become aware of involving my colleagues and my superiors in my work," "I've learned to focus on work objectives, and that keeps my motivation steady. " "Through this training, I've learned to approach issues from a 'higher' viewpoint," This training has helped change attitudes and will support women employees' further career advancement.
Training for female management position candidates
This type of training aims to develop management skills in female human resources. Participants in each of the programs learn to understand the competencies required by management positions, and work to objectively asses their own abilities in order to identify challenges they face in management and formulate problem-solving plans that they execute in the course of their duties. In addition, after training, managers of training participants (equivalent to General Manager of the departments affiliated with each site) meets with personnel in charge of Human Resources Departments to share identification of management issues related to training participants and problem-solving plans to support ways in which participant problems are solved and consider how these solutions lead to measurable improvement of skills. In addition to the above, "Female Management Training" was held as a new initiative. The initiative supports young employees in acquiring know-how in respect of managing a team as the number 2 in the organization. Among about 360 participants in various training programs that TOTO conducted for various female human resources, 130 are now occupying managerial positions.
Promoting Employment of Persons with Disabilities
Aiming to achieve normalization so that persons with disabilities and able-bodied people can work in all TOTO Group workplaces, we have continued to actively employ persons with disabilities. The employment rate of persons with disabilities in FY 2017 achieved 2.60%. At present, over 300 persons with disabilities in the entire Group work in various workplaces.
People with disabilities work alongside able-bodied people in all of our workplaces, and we actively consider how to respond to obstacles by planning to facilitate employees with disabilities. We are making a particular effort to develop the right environment at our facilities by, for example, installing elevators that can accommodate wheelchairs, setting up automatic doors at clerical matters office entrances, and establishing toilets that can facilitate wheelchair use. TOTO also actively conducts study groups that target workplaces before persons with and without disabilities will work together, to enable all parties to learn about relevant considerations, precautions and other elements of a system of acceptance. We also introduce and provide support tools such as boards used for written communication and hands-free phones, and hold periodic meetings for people with disabilities after they join TOTO Group and provide support in order to retain them after employment begins. As a result that these initiatives were highly regarded, we received the Minister of Economy, Trade and Industry Award at the 7th Most Valuable Japanese Company Awards in Mar. 2017.
Approximately 15,400 employees (46% of the employees of TOTO Group) of foreign nationalities work here at the TOTO Group, and the localization of human resources in overseas Group companies is proceeding. The TOTO Group aims to raise this ratio to 50% by 2017, and endeavor toward becoming a business that grows with its people and that has its roots in the local community. In Japan, we are working to recruit and fairly treat competent human resources, regardless of their nationality, in an effort to obtain and retain a wide variety of human assets. We hire the individuals needed to expand and enlarge overseas businesses. When individuals with different experiences, cultures, and values are brought together, they stimulate each other, energize internal activities, and help to create new value. Our ultimate aim is to become a truly global company.
Reemployment System for Retirees
In light of the April 2013 revision of the Act on Stabilization of Employment of Elderly Persons, we have achieved 100% reemployment of applicants. TOTO has put various systems in place in order to, among other things, ensure job security by creating new positions, establish jobs with numerous duties to allow employees to work with a sense of purpose, and create evaluation structures. We also working to enhance training offered so that it leads to improved motivation and sense of worth by helping employees to create a career vision during the early career stage and by providing opportunities to think about styles of work from one's early 50's and onwards.