Promoting diversity and inclusion
Basic approach
Our group has established a "Policy on Diversity and Human Rights" in its human resources policy, and regards diversity and inclusion (D&I) as one of the important issues to be addressed.
We strive to respect diverse values, thoughts, and ideas, regardless of gender, nationality, age, or disability, and aim to create a workplace where employees can find fulfillment in their work.
Additionally, based on the "Guidelines for Deepening and Supporting LGBT Understanding" established in 2020, we are working to promote understanding of LGBTQ+ and SOGI.
Human resources are the most important capital for artience group (hereinafter referred to as the "Group"), which upholds "People-oriented management" as its Corporate Philosophy (Management Philosophy), and creating an environment in which each employee can fully demonstrate his or her abilities and maximizing organizational results is essential for the sustainable growth of the Group.
Each employee is a diverse entity with different characteristics, personalities, yes backgrounds, and they carry out their duties with their own thoughts and feelings. By mutually recognizing not only the "visible external characteristics" but also the "invisible internal characteristics" of our employees and deepening our learning together, we will practice DE&I (Diversity, Equity, and Inclusion) that will contribute to further enhancing the corporate value of the Group.
artience group 's Thoughts on DE&I
- Diversity
Diversity is a state in which various people come together and coexist as one team. We believe that diversity is the basis for creating innovation and growing the organization, and enhancing the sustainability of the organization. - Equity
Equity is when you ensure that all members have access to the information, tools, and communication tools they need to do their jobs, and that they receive equal benefits and opportunities. Recognizing the unfair structures that exist in society and diversifying our responses in consideration of the "differences" and circumstances of each member ensures the fairness of the organization. - Inclusion
Inclusion is a state of mutual acceptance in which everyone feels safe, confident, and accepted in a psychologically safe team. In such an environment, the power of the organization is maximized and synergized by maximizing the abilities of the individual.
Issues to be addressed in the promotion of DE&I
(1) Incorporation into management strategy
Under the mitt of top management, we set targets (KPIs) related to DE&I and formulate the roadmap necessary to achieve them. KPIs and roadmaps will be implemented and reviewed as part of the Group's management strategy.
(2) Establishment and operation of a company-wide DE&I promotion system
With Board of Directors as supervisor, we will establish a DE&I promotion system that covers the entire Group based on the Mitt of top management, and work in cooperation with business organizations and Group companies. In addition, we will continuously reform this system and strive to improve its effectiveness.
(3) Strengthening DE&I management through governance reform
In order to enhance the management supervisory function of the Board of Directors, we will verify whether the necessary and sufficient diversification of the members of the Board of Directors is ensured in terms of gender, nationality, background, yes, expertise, etc.
(4) Institutional reform for diverse human resources and work styles
We will continue to reform our personnel system so that all employees are not limited by their own characteristics, personalities, or backgrounds, and can play an active role by making the most of their abilities. In order to maximize the productivity and creativity of our diverse employees, we will work to realize diverse work styles.
(5) Education and training for behavioral and awareness reform
In order to establish DE&I in all organizations within the Group, we will repeatedly conduct training and workshops tailored to each level of employees.
(6) Stakeholder Communication
In order to accurately appeal to the diverse human resources required by the Group, we will effectively communicate and engage in dialogue. In addition, we will disseminate our DE&I management initiatives to investors and contribute to the enhancement of corporate value.
Scope of application of this policy
This policy applies to all companies and all organizations that make up the Group. At the same time, it also applies to officers, advisors, employees, contract employees, part-time Thailand employees, temporary employees, and all other persons engaged in the business of the Group (collectively referred to as "officers and employees, etc.").
Revision, Abolition and Management of this Policy
The Group will revise this policy as appropriate in accordance with revisions to applicable laws and regulations and changes in the social environment.
In addition, the department in charge of the revision and abolition of this policy shall be the department that supervises artience Co., Ltd. 's DE&I activities.
Established on August 1, 2024 (approved on July 24, 2024 Sustainability Committee)
Promotion system
artience Co., Ltd.'s Human Resources Department has been taking the initiative, but in September 2021, we launched a diversity promotion project and promoted the initiative with cross-departmental members. From January 2023, we will establish D&I Promotion Office under Human Resources Department as the organization that will take over the project, and we will proceed with activities under a new structure.
*The D&I Promotion Committee is scheduled to start working from the second half of 2023.
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Diversity education and awareness activities
In fiscal 2022, as part of our diversity promotion project, we held CEO roundtable discussions and held training sessions based on rank and theme.
Additionally, we reported on project activities and shared information within the group at the company-wide meeting (sustainability meeting) held every year.
Understanding and responding to LGBTQ (SOGI)
A partnership system will be introduced in June 2022, and internal systems and benefits related to condolence, childcare/nursing care, transfers, and overseas assignments, which were previously only applicable to legal spouses, will be extended to common-law marriages and same-sex partners. Did.
In September, we held a seminar entitled "LGBTQ and Ally - Let's start by knowing the truth", where we watched videos to learn about basic knowledge about LGBTQ and the situation in Japan regarding LGBTQ, and held a talk session. Participants of the training said, ``I hope that activities like this training, which provide ``first things to know'' and ``an opportunity to think,'' are the first step, and that many people can learn about them.'' ``This training is... The training received a great response, with comments such as ``It was very good and I want as many people as possible to learn about it'' and ``It was a rare opportunity to see such training in recent years, when stereotypes and preconceptions have been largely removed.''
Furthermore, we established a work group with allies as ``people who understand all differences and stand by our side,'' and we were recruiting ALLY supporters. In the future, we will carry out awareness-raising activities by disseminating information and expanding the circle of support for ALLY.
In recognition of these activities, in November 2022, we were certified as "Gold" in the PRIDE Index, which is an indicator of initiatives for sexual minorities in the workplace.
- Holding a “CEO Roundtable”
- Implementation of “unconscious bias training”
Promoting diverse activities
Promoting active participation of women
In our medium-term management plan "SIC-II," we have set a goal to increase the percentage of female managers (domestic) from 4% in fiscal 2020 to 8% by January 2024, and we are proceeding with initiatives.
In FY2022, we will hold a CEO roundtable discussion in June to analyze the shortcomings in activities based on the Nadeshiko brand feedback sheet and provide opinions on two points: "governance and promotion system" and "ratio of women in management positions." We made an exchange. In September, we invite an external lecturer to give a lecture on ``biological and medical differences in the health of men and women'' for executives and department heads.
We also introduced a team system in the organizational hierarchy. By creating early management opportunities in small units, we will strengthen the management capabilities of the entire group.
Promoting the active participation of seniors
With the aim of ensuring that each employee continues to fulfill their role in a society where people are active throughout their lives, from September 2018, we have extended the retirement age for full-time employees in Japan from 63 to 65. As measures to support career development, we are also working on career education that will lead to continued job satisfaction, creating a work environment that is considerate of seniors, and promoting health.
Promotion of active participation of people with disabilities
We started hiring people with intellectual disabilities in 2019, and the domestic employment rate for people with disabilities is 2.6% in fiscal 2022. Main duties include mail delivery, digitization of documents, data entry, disinfection of common spaces such as conference rooms, replenishment of disinfectant and disinfectant sheets on each floor, creation of business cards, and shipping of products requested by Group Companies and other departments. We perform a wide variety of tasks, including delivery, illustrations, and digital signage creation.
In addition, we regularly conduct work training for students from special needs schools, and are working toward realizing long-term employment for people with disabilities.
Promoting the success of foreign nationals
In Japan, our foreign employees (approximately 30 people) are active in various departments, leveraging their language skills and global sensibilities.
Consideration of local religion
Our group is promoting global expansion with consideration for local religions. In Islamic countries, we are working to obtain Halal certification and provide packaged products that comply with Islamic dietary regulations. Additionally, we have set up a prayer area called Musholla within the factory for Muslims, in preparation for the fasting month (Ramadan).
PT. TOYO INK INDONESIA (Indonesia) respects Indonesian culture and built a mosque (chapel) as part of its welfare program. The mosque is also open to employees of nearby companies and local residents.