Our Policy and Strategy
The vision of the TOMY Group’s human resources strategy is to “build an environment facilitating a passion for work that creates Asobi as an organization capable of self-driven and sustainable growth.” Based on this vision, we aim to create working environments where employees from various backgrounds, life stages, and diverse values can work with a sense of fulfillment and be absorbed in the work of creating Asobi while maximizing their performance.
In addition, we work to reform work styles and systems so that each employee can maximize their abilities and continue to grow while respecting their own individuality, taking into consideration their human rights and occupational health and safety. We believe that an environment in which employees can devote themselves to their passion for Asobi with enthusiasm and a sense of fulfillment will lead to improved well-being.
Management Structure
We have expanded the human resources division to include functions for promoting diversity, equity & inclusion (DE&I), putting in place a system to strengthen various measures and initiatives to achieve our sustainability goals.
We build systems and implement initiatives to promote diverse work styles and create rewarding working environments, and working to promote these systems throughout our Group by holding seminars and displaying information on internal bulletin boards.
We also monitor newly introduced systems and improve their operation.
Key Initiatives
Improving Employee Engagement
To continue creating Asobi garnering global attention and love, we believe it is essential to respect the individuality of our diverse talent, and for our employees to show their initiative and creativity. In addition, strengthening the two-way ties between individual employees and the company helps increase productivity and performance, so each year we conduct an employee engagement survey. This survey is used to measure aspects such as employee engagement and stress levels, and identify the TOMY Group’s strengths and challenges related to work fulfillment. The survey results are provided as feedback to both employees themselves and each department. We are then committed to making improvements that create working environments where each employee can devote themselves to their passion for Asobi with enthusiasm.
Promoting Diverse Work Styles
So that each employee can choose diverse and flexible working styles that suit their individual lifestyles, under the jurisdiction of the human resources division, we are constructing systems and taking steps to create working environments with a sense of fulfillment.
Encouraging Flexible Work Styles
We offer flexible working environments to suit diverse lifestyles and values.
- ●Work-from-home system
- ●Super flex-time system (including those with shortened work hours)
- ●Second job system
- ●Leave of absence system for those whose partners have been transferred in Japan or overseas
When an employee's partner is transferred in Japan or overseas, the employee is allowed to take a leave of absence for up to five years, provided that the employee accompanies their partner to the partner's place of work.
Initiatives to Support Work-Life Balance
In Japan, which is facing a declining birthrate and aging population, creating working environments that support a good balance between work, childcare, and nursing care has become a social issue.
The TOMY Group has established a comprehensive system to support employees in balancing work, childcare, and nursing care, as well as fertility treatment.
- ●Shortened working hour system
We believe that it is necessary to create an environment in which employees can choose how to divide their time between work and home so that they can continue their careers with peace of mind while raising children, caring for family members, or undergoing fertility treatment.- ・Eligible period: Shorter working hours for childcare until the 6th grade of elementary school
- ・Eligible reasons: childcare, nursing care, fertility treatment
- ・Shortened hours: Up to 3.5 hours per day
- ●Life support leave system
This is a leave system that supports various employee circumstances and serves as a safety net to allow everyone to continue working with peace of mind.- ・Leave can be taken in increments of one day, half a day, or hourly for personal injury or illness, child nursing care, childcare, family nursing care, or fertility treatment.
- ・Number of days granted is 20 days per year
- ●Expired paid leave system
This is a leave system that allows employees to accumulate expired annual paid leave and use it for long-term medical treatment for illness or injury, nursing care for family members, hospital visits during fertility treatment, physical illness, or other reasons. - ●Leave of absence and shortened working hours support allowance (introduced on a trial basis)
Increasingly extensive support measures for balancing work and childcare, nursing care, and fertility treatment may increase the burden on employees who cover the duties of those who use such support programs. We will introduce a system to provide a support allowance to employees who cover their duties on a trial basis in order to create an environment where employees can support those around them who are working hard to raise children or provide nursing care for family members. The allowance is made up of approximately 30% of the salary of the employee taking leave, and is distributed to employees covering their duties.
Promoting Use of Paid Annual Leave
We create working environments where it is easier for employees to use their entitled paid vacation time, as being well rested helps improve motivation and productivity.
- ●Paid annual leave promotion days (around 10 per year)
- ●Refresh day and anniversary day systems
- ●Monitoring of actual leave taken over the year, with follow-ups for employees who have yet to take any and their line managers
Reducing Long Working Hours
The TOMY Group conducts labor seminars for managers to help reduce overtime hours. As part of our attendance system, an email alert is sent to any employees who have worked longer than 25 hours or 30 hours of overtime per month and their immediate managers to help reduce long working hours. We also monitor overtime hours for each individual department and staff member. Any cases of significantly long overtime are reported to the health and safety committee of the relevant Group company, and systems have been established to promote improvements involving both labor and management.
Promoting Use of Paternity Leave
We create working environments where male employees can more easily take parental leave, and striving to raise awareness.
- ●A support line for questions about parental leave
- ●Publishing of interviews in the company newsletter with male employees who took parental leave and their bosses
Fair and Impartial Personnel Evaluation System
We disclose rules regarding personnel evaluations and promotion requirements for employees who take leave or have reduced working hours for childcare or nursing care, and conduct fair and impartial evaluations. We also conduct evaluation training for managers.
Occupational Health and Safety
The TOMY Group fosters working conditions that enable employees to work safely and healthily from both a mental and physical perspective. We believe that safe and comfortable working conditions help employees maximize their own performance and lead to improved productivity.
Health Maintenance & Mental Health Care
All of our employees are enrolled in social and labor insurance systems. To help maintain employee health, we have set up a Group-wide healthcare system, established a dedicated committee with occupational health physicians, and actively ensure all employees attend regular health checks, administer flu shots and prevent excessive workload. To promote positive mental health, we have created a system that gives employees access to care at any time through options such as internal and external mental health hotlines, and industrial physicians specializing in psychosomatic medicine and psychiatry.
Health and Safety Initiatives at Production Bases
At production bases outside Japan that manufacture toys or other goods, employees seek to ensure factory safety and improve working environments through daily activities. TOMY Thailand has established safety leaders to play a central role in health and safety activities.
Labor-management Relations
The TOMY Group has a single labor union in Japan, the TOMY Group Labor Union. In union dealings, we believe in the concept of labor-management cooperation and harmony whereby consistent improvement of working environments and conditions leads to positive development and growth for the Group as a whole. The labor union conveys the opinions of employees to company management and shares information with its members through monthly publications or by holding regular or ad hoc meetings. The labor union is a member of UA ZENSEN. Each Group company also concludes a labor-management agreement with fairly elected employee (worker) representatives that aims to encourage dialogue between management and employees to build strong, healthy relationships based on mutual understanding and respect.
Benefits System
We aim to create working environments where each and every employee can work with enthusiasm and peace of mind, and are working to improve working conditions and benefits.
■Major employee benefits available at Group companies in Japan
| Item | Coverage |
|---|---|
| Social and labor insurance | All employees of the TOMY Group |
| Healthcare check and medical checkup | |
| Stress check | |
| Commuting allowance | |
| Welfare association | |
| Staff discounts on products, etc. | |
| Subsidized correspondence courses | |
| Defined contribution pension plan | |
| Employees’ saving scheme | |
| Employee shareholder association | |
| Comprehensive welfare group insurance | |
| Benefits club | |
| Subsidies for club activities |
Childbirth and Childcare Gift Money System
The TOMY Group is committed to improving the well-being of our employees, and we work as a company to support work-life balance.
As part of these efforts, we provide gift money for childbirth and childcare (2 million yen per child) to subsidize childbirth expenses, childcare expenses for the future, and other expenses so that employees can raise their children with peace of mind financially.
In addition, we aim to create an environment in which male employees can easily take extended parental leave by making it a condition of payment that they take parental leave for 28 days or more.
