Basic Philosophy
TOYO INNOVEX Group Human Rights Policy
The TOYO INNOVEX Group's basic management philosophy is "To contribute to society through the creation of new value and realize a richer future where each individual can shine." Through our business activities, we aim to create a richer society.
Our business is built on excellent technology development and connections with numerous stakeholders. However, we recognize that our business activities may potentially or actually have a negative impact on human rights. We believe that in order to achieve our core philosophy of "realizing a richer future," it is essential to respect the human rights of all individuals. Additionally, the TOYO INNOVEX Group carries out business activities with a motto of "creating products that are kind to people and considerate of the environment." We recognize that human rights and the environment are inseparable. By integrating a human rights perspective into our environmental initiatives, we believe we can achieve our goal of "realizing a richer future." The TOYO INNOVEX Group is committed to fulfilling its social responsibility through maximum consideration for human rights and appropriate actions.
Positioning and Scope of Application
This policy, together with the "TOYO INNOVEX Group Code of Conduct," is one of the most important policies, outlining our approach to respecting human rights in the business activities of TOYO INNOVEX Co., Ltd. and its group companies. This policy applies to all officers and employees engaged in the TOYO INNOVEX Group (including temporary staff, hereinafter the same). Additionally, we will urge our suppliers, business partners, and other stakeholders to understand and support this policy, and to respect and consider human rights, working together to fulfill our shared responsibility.
Support and Respect for Laws and International Standards
The TOYO INNOVEX Group supports and respects international human rights standards, including the "Universal Declaration of Human Rights" and the "International Covenant on Civil and Political Rights," which define fundamental human rights that all people around the world should enjoy, the International Labour Organization (ILO) "Declaration on Fundamental Principles and Rights at Work," and the United Nations "Guiding Principles on Business and Human Rights." Furthermore, we comply with the laws and regulations applicable in each country or region where we conduct business activities. In cases where there is a conflict between national laws and internationally recognized human rights standards, we will seek to respect internationally recognized human rights standards.
Respect for Human Rights in Business Activities
The TOYO INNOVEX Group is committed to preventing and mitigating any negative impact on human rights based on the framework of the United Nations "Guiding Principles on Business and Human Rights." In our business activities, if negative impacts on the human rights of relevant stakeholders occur, we will appropriately address them and fulfill our responsibility to respect human rights.
Commitment to Specific Human Rights Issues
The TOYO INNOVEX Group will focus on addressing the following human rights issues. These issues may be reviewed in response to future human rights initiatives or changes in business activities.
- We will not engage in discrimination based on race, nationality, ethnicity, religion, gender, age, sexual orientation, gender identity, social status, disability, physical characteristics, employment type, or any other factor, and we will respect diversity.
- We do not tolerate sexual harassment, power harassment, or any other form of harassment, as well as violations of privacy rights in the workplace.
- We respect labor rights, including the right to union activities and collective bargaining, and will engage in honest discussions on issues such as wages, working hours, and safety management, striving to create a safe and comfortable work environment and ensure fair labor conditions.
- We do not tolerate any form of child labor, forced labor, or inhumane treatment.
- We are committed to ensuring product safety and preventing any negative impact on the health and safety of all people who use our products.
- We will work on the development of environmentally friendly products and the reduction of environmental impact in the manufacturing process to prevent any negative impact on human rights caused by the environmental effects of our products.
- We recognize the impact of our business activities on the local community and contribute to its development as a good corporate citizen.
Human Rights Due Diligence
The TOYO INNOVEX Group is committed to fulfilling its responsibility to respect human rights by establishing a human rights due diligence framework. We will identify and take measures to prevent and mitigate any negative impact on human rights related to our business activities.
Correction and Remedy
If it is found that TOYO INNOVEX Group’s business activities have caused or contributed to negative impacts on human rights, we will take appropriate measures to correct and remedy the situation.
Education
TOYO INNOVATION Group will continue to provide appropriate education and training to its executives and employees to ensure the thorough implementation of this policy.
Dialogue and Consultation
In implementing this policy, TOYO INNOVEX Group will utilize independent external expertise on human rights and engage in sincere dialogue and consultation with relevant stakeholders.
Information disclosure
TOYO INNOVEX Group will appropriately disclose its human rights initiatives based on this policy through its website, integrated reports, and other relevant channels.
Human Rights Framework
At TOYO INNOVEX Group, the Sustainability Committee takes the lead in implementing this policy and related initiatives.
END.
Yoshiaki Tabata, President & CEO
TOYO INNOVEX Co., Ltd.
December 1, 2024
Human Resource Strategy
Human Resource Development Policy
Our group, as a machine manufacturer, believes that "people" and "teamwork" are the true sources of value creation that drive innovation. Since our founding in 1925, we have upheld the spirit of Customers' Value Up, cherishing our customers and striving for mutual growth.
The ideal personnel we seek are those who embody this spirit by sincerely addressing customer challenges and needs while providing optimal solutions. To foster such talent, we are committed to establishing systems that support human resource development, including comprehensive training programs.
Indicators and Goals
- <Career Consultation Implementation Rate>
- We aim to achieve a 100% implementation rate of career consultations, including for operational staff, by fiscal year 2030.
Policy on Workplace Environment Development
Our group has long upheld a merit-based approach to personnel appointments, valuing ability and experience regardless of gender or nationality. To achieve sustainable growth and enhance corporate value, we are committed to actively recruiting diverse talents with varied experiences, skills, and career backgrounds while fostering a workplace environment where they can thrive.
Specific initiatives include career development programs for female employees, next-generation leadership training programs led by the Human Resources and Education Section, and fair competency-based evaluations for managerial promotions.
Key Performance Indicators and Goals
- <Ratio of Female Managers>
- We aim to increase the percentage of female managers to 10% of all management positions by fiscal year 2030.
- <Ratio of Mid-Career Hires in Management>
- We aim to ensure that mid-career hires make up 40% of all management positions by fiscal year 2030.
Initiatives for Promoting Women's Participation and Advancement
We have developed the following action plan to increase the hiring of women and to foster a workplace where they can actively contribute.
Plan Period:
April 1, 2021 – March 31, 2026
Challenges Faced by Our Company:
(1) Low number of female applicants, resulting in fewer female hires.
(2) Most female employees are in clerical positions, leading to an occupational imbalance.
Indicators and Goals
- Goal 1: Increase the percentage of female new hires to at least 10%.
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Create a company brochure for female applicants and enhance targeted recruitment efforts by female recruiters engaging with female students.
Utilize female recruiters in company information sessions.
- Goal 2: Ensure an average tenure of 10 years or more for both male and female employees.
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Conduct workplace satisfaction surveys to create a more employee-friendly environment and reduce turnover. Promote a work environment that facilitates the use of childcare and caregiving leave, as well as flexible working hours.
Internal Training Programs & Workplace Improvements:
Level-based training
We conduct training programs tailored to different employee levels, including new hires, mid-career employees, and specialists, to help them acquire essential skills and professional attitudes.
Job-specific training
Training programs focus on improving business skills and developing the knowledge and expertise required in each section or department.
Purpose-driven training
In addition to English training for employees traveling abroad or dispatched to the U.S. for technical assignments, we also provide quality education and compliance training.
Workplace satisfaction surveys
An annual company-wide survey on workplace satisfaction is conducted, and based on the results, we implement measures to enhance the work environment.
Childcare & caregiving leave system
We have established childcare and caregiving leave policies, actively encouraging male employees to take childcare leave alongside female employees, fostering a more inclusive and supportive workplace.
Promotion of Health-Conscious Management
To promote health and prevent passive smoking, we implemented a complete smoking ban on company premises as of April 2021. Additionally, we support employee health through initiatives such as the introduction of the PepUp health portal and various club activities.
Technical Support
Plastic Injection Molding Skills Certification
Every year, from July to August, the Plastic Molding "Injection Molding" Skills Certification practical exam, a national qualification test, is held over a period of approximately one month at TOYO's PLASTAR CS Center in the headquarters.
Since 1981, TOYO has been entrusted by the Hyogo Prefecture Plastics Industry Association to serve as the practical exam venue, providing facilities, equipment, and operational support.
Social Materiality, Goals, and KPIs
| Materiality | Materiality details | Goals | KPI |
|---|---|---|---|
| Valuing people | Creating a work environment that is both comfortable and fulfilling for employees | Improving workplace conditions | Average monthly overtime hours, average annual paid leave usage, male parental leave uptake rate |
| Building a system for employee development | Enhancing employee satisfaction | Overall job satisfaction score | |
| Supporting career development | Career interview implementation rate | ||
| Providing opportunities for reskilling | Number of participants in language training, training budget allocation, budget for external training | ||
| Respecting diversity | Creating an inclusive workplace for women, foreign nationals, mid-career hires, employees with disabilities, and senior talent | Ratio of female employees, number of foreign employees, hiring rate of mid-career employees, employment rate of persons with disabilities, reemployment rate of senior staff | |
| Harmonizing with the local community | Engaging in community contribution activities | Continuation of cleanup activities in areas near the headquarters factory | |
| Addressing human rights issues | Respecting all human rights and addressing human rights challenges | Participation rate in human rights awareness training |