• The TOPPAN Group positions diversity and inclusion (D&I) initiatives as an integral management strategy to further advance its progress as a group of corporations that creates social value.

  We value our employees as precious “human assets” and understand how deeply we depend on them. Various initiatives are implemented to promote rewarding working conditions based on the foundational concept of “respect for human beings.” Our operations will consistently adhere to D&I principles that harness differences among our diverse human assets as drivers of innovation. We will encourage our employees to acknowledge and respect each other’s social identities and values so as to better exert and enhance their individual abilities.

  In order to cultivate a D&I mindset, TOPPAN is facilitating constant dialogue and nurturing heightened awareness and sensibilities that ensure mutual respect. We are consistently developing psychologically safe workplaces where every person can speak and act with dignity, free from inhibition or restraint.

  TOPPAN Group Diversity and Inclusion Policy

  We will evolve into a social value creator
  that designs information and living
  by developing psychologically safe workplaces
  where every person’s sensibilities are nurtured,
  individual differences are recognized and respected,
  constant dialogues are facilitated, and
  diversity is harnessed to drive innovation.

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• TOPPAN established a Diversity & Inclusion Promotion Office in 2019. The office has formulated a policy and develops plans and measures to evolve and accelerate diversity & inclusion (D&I) initiatives as a Groupwide management strategy. Personnel in charge of D&I initiatives work with the office to implement concrete measures attuned to their companies and operational sites and consult with employees at their workplaces to create inclusive environments in which every person can feel at ease.

  Since fiscal 2022 we have organized Groupwide D&I awareness assessments to monitor current employee D&I mindsets and identify issues in the workplace. The assessment results help us develop specific programs for individual companies and operational sites. In parallel, we have formed a standing Diversity Promotion Committee that shares information on site-based issues and the progress made in enhancing the understanding of D&l principles throughout the organizations across the Group.

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Four Approaches in the Systems for Good Work-Care Balance

TOPPAN has implemented various initiatives to enhance gender and sexual diversity (SOGI and LGBTQ+) awareness, in order to achieve an inclusive, universally comfortable working environment. Groupwide seminars have been held since 2018 and systems for supporting diverse lifestyles have been continuously updated. Employees with same-sex and/or common-law partners are now eligible for the benefits granted to employee spouses. Every manager, consultation specialist, and Group employee is required to take training programs to acquire basic knowledge on SOGIE, learn more about gender and sexual diversity, and prevent conduct that constitutes harassment. An original guidebook explaining these topics is available. Another initiative, TOPPAN ALLY^*, encourages employees to express their alliance with sexual minorities and nurture inclusive, stress-free workplaces through the concerted actions of Group employees.

Tokyo Rainbow Pride, the initiative TOPPAN began co-supporting in fiscal 2023 to promote LGBTQ+ visibility in society, gives everyone the opportunity to contemplate the role of businesses in solving social issues. Meanwhile, TOPPAN Holdings Inc. has received the “Gold” ranking, the highest in the PRIDE Index, for four consecutive years. The PRIDE Index evaluates corporate efforts to achieve inclusive workplaces for LGBTQ+ individuals and other sexual minorities.

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Allies are persons who understand and empathize with individual diversity in SOGIE and are guided by awareness of workplace diversity in their actions to ensure that everyone feels at ease in their working environment.

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TOPPAN develops work environments that accommodate all abilities by actively hiring persons with disabilities. We share model cases at operating companies, operational sites, and plants across Group workplaces to introduce job categories that empower persons with disabilities to work in the ways best suited to their abilities. Jointly with special subsidiary T.M.G. Challenged Plus Toppan Co., Ltd., we develop new job categories and programs to encourage persons with disabilities to continue working. Outside of work, our employee athletes participate in international para-sports competitions.

Programs for Students with Disabilities

TOPPAN Holdings Inc. has participated in an industry-academia-government body called the Accessibility Consortium of Enterprises (ACE)^* of Japan since 2016. ACE develops original programs and in-person consultations for students with disabilities every year. Students seeking employment can allay the stresses of job-hunting by discussing their experiences with senior colleagues.

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Aims to establish a new employment model for people with disabilities that contributes to corporate growth. (40 companies participating as of April 2024)

Working with T.M.G. Challenged Plus Toppan

Employees with disabilities engage in office support tasks such as data entry, document digitalization, business card creation, internal mail delivery, and PC kitting. They also help sanitize and clean offices and engage in greening and beautification activities at plants. Their support has improved work efficiency and workplace environments at Group sites across Japan. Employees with disabilities at “Kamisuki Labo” make paper by hand from the waste by-products generated in the processing of Cartocans and EP-PAK liquid containers at TOPPAN’s folding-carton plants. The Kamisuki Labo and client companies have held offsite handmade papermaking workshops as an eco-education activity since 2022.

Employment of Persons with Disabilities _{(TOPPAN Holdings Inc.)}

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The percentage is calculated based on the total number of regular employees (as of June 1) as a denominator. The total number was presented in the Disabled Persons Employment Report in accordance with Article 8 of the Japanese Law for Employment Promotion, etc. of the Disabled.

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Toppan Inc. until 2023

• TOPPAN organizes online D&I training. In sessions on personal empowerment, female employees and managerial staff can flexibly choose courses that best fit their needs and interests. D&I programs are also arranged in Groupwide compulsory training and rank-based training sessions, including some for new employees, and a series of seminars on D&I topics are held throughout each fiscal year. Participants learn and think together about the nature and challenges of D&I from multiple perspectives. The following seminars were held in fiscal 2023: “Diversity seminar for body & mind healthcare (July 2023),” “Seminar on balancing work and nursing care (December),” “D&I seminar on sensory differences (December),” “D&I seminar on balancing work and childcare (January 2024),” “D&I seminar on inclusive sex education (March).”

• Diversity Training Programs (Fiscal 2023)
  Course on authentic communication
  Course to learn about diversity through gender-positive actions
  Practical course to explore diverse ways of working
  Course to promote diversity through LGBTQ+ inclusion
  Course to foster barrier-free thinking for a universal society
  Course on adult developmental disabilities that all of us must understand
  Course on unconscious biases
  Basic course to enhance resilience
  Basic course on anger management
  Course on meeting facilitation for working with diverse members

The TOPPAN Group pursues diversity and inclusion (D&I) through three approaches: management, rewarding work, and business. For business, we have been producing an array of universal design (UD) products and services by embracing D&I principles.

TOPPAN’s Six Principles on Universal Design were formulated in 2001, two years after the launch of our UD packaging consulting service. These principles have shaped our approaches to developing products and services that value diversity in all of the businesses in which TOPPAN engages. In 2010 we announced the TOPPAN Declaration on Universal Design, revised the six principles into TOPPAN’s Seven Principles on Universal Design, and formulated a set of Guidelines for Universal Design to be applied to communication design and packaging under the seven principles. In 2020 our UD businesses were consolidated into “D&I solution,” an enterprise that continues to provide a widening scope of services.