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Toshiba Group Standards of Conduct, from the standpoint of regard for human rights, accords respect to diverse values and individuality as well as supports realization of an environment where creativity and efficiency can be enhanced and work-life balance be achieved.
With the aim of providing an environment where individual employees can bring their capabilities into full play, Toshiba established the Gender Equality Office in October 2004, which directly reported to the President, and implemented various measures for achieving work-life balance, supporting career development of female employees, and reforming corporate culture.
In April 2007, Toshiba renamed this division as the Diversity Development Division and expanded its mission from not just the promotion of gender equality but also nurture of diverse values and work styles in order to achieve a workplace where diverse human resources can work well together. Diversity Development Division is working toward the planning of personnel treatment systems so as to accelerate utilization of capabilities of diverse human resources.
Distribution of the booklet “Kirameki” to raise awareness
Internal Newsletter raises awareness of the importance of diversity and inclusion
Listed below are some of Toshiba's activities to enhance employees' awareness of the importance of nurturing diversity and inclusion, while promoting work-style innovation.
Internal PR magazines focusing on the importance of achieving gender equality and a healthy work-life balance were distributed to all employees. (Approximately 80,000 copies of the 9 issues of the magazine were distributed, including to employees at group companies in Japan)
A bimonthly newsletter, including its English translation, has been distributed to all employees to raise awareness of the importance of respect for diversity and work style innovation. (Approximately 100,000 copies distributed, including to employees at group companies in Japan)
A brochure on systems designed to support the achievement of a healthy work-life balance and communication concerning maternity, childcare, etc. at workplace was distributed to all employees.
An easy-to-understand brochure on systems designed to support working mothers from pregnancy through to their return to work, including necessary procedures, was distributed to employees concerned.
Certification Label (May 2007) Toshiba Group is improving systems that allow employees to flexibly select working styles according to their personal circumstances. Since the 1990s, Toshiba has supported work-life balance in Japan, developing various human resources systems that, in many respects, exceed the legal requirements. For instance, we grant childcare leave until children reach the age of three even in cases where a spouse can provide childcare. We implemented measures in accordance with the Next Generation Education and Support Promotion Act since April 2005 and obtained the Next Generation Support Certification Label in 2007. Since April 2007, we have been implementing the second phase of the plan. With these pace-setting initiatives Toshiba won the Nikkei Kosodate (“Child-Rearing”) Award in 2007. Second-term Plan[Target No. 1] Create an environment to facilitate both male and female employees (who wish to take child-care leave) to take such leave. [Target No. 2] Implement reduction of total working hours toward the realization of work-life balance. [Target No. 3] Take initiative to eliminate the discrimination with regard to male and female jobs |
| System | Period | FY2007 | FY2008 |
|---|---|---|---|
| Childcare leave | Until the child is 3 years old, even if the spouse is not working |
Male:5 | Male:5 |
| Female:333 | Female:388 | ||
| Family-care leave | 365 days per person requiring nursing | Male:3 | Male:9 |
| Female:8 | Female:9 | ||
| Short-time shift | For childcare:Until the child finishes the third grade of elementary school For nursing care:Up to 3 years per person |
Male:5 | Male:3 |
| Female:397 | Female:362 |
| Category | System | Revised contents |
|---|---|---|
| Pregnancy protection care | Annual paid leave on hour basis, pregnancy protection leave | Reasons for use - "hospital visits due to pregnancy" and "treatment" were added. |
| Childcare support | Accumulated leave (Wide-plan leave) | Reasons for use - "care for a child in the third grade or younger" was added. |
| Nursing support | Nursing leave | - For children in the 3rd grade or below: 5 days per child - For children in the 4th grade or above but younger than 18 years old: 5 days in tota - For children 18 years old or above: 5 days for the family in total Before amendment, for children younger than 18 years old: 5 days in total; if there are two or more children, for preschool children: 5 days are added |
"What I Gained by Taking Childcare Leave"
Wataru Yamada
Corporate Manufacturing Engineering Center
Toshiba CorporationI took childcare leave for three months during the year following the birth of our daughter.
The experience of being there when she took her first unsteady steps was very precious to me. Active involvement in the upbringing of my daughter has enriched my partnership with my wife and our family life.
I myself have benefited in terms of personal growth.
Indeed, I think it has had a positive impact on my performance at work, too.
Work Style Innovation Handbook
Through work style innovation, we aim to create a corporate culture where innovation can thrive by concentrating and working efficiently according to priorities and securing time for physical and mental refreshment.
In fiscal 2007, a training program was developed to help employees of Toshiba Group in Japan acquire the skills to work more efficiently. In fiscal 2008, we created handbooks covering topics, such as "management know-how to concentrate and work efficiently" and "concept of work style innovation with examples of such efforts at various business sites." These handbooks are also made available on the intranet.
In addition to old-age pension plans by government-managed welfare pension insurance, Toshiba has a corporate pension plan for increased benefits.
Toshiba offers a selective welfare system called “Teatime” under which employees can make choices according to their needs from a wide range of welfare benefits and can receive subsidies from the company for such choices.
At Toshiba, there is a provision of flextime so that employees can work more efficiently according to their independent time management. We aim to increase work efficiency by cultivating a corporate culture that emphasizes self-motivation and creativity.
In order to encourage employees to take leave with a clear purpose, Toshiba has introduced a long leave system so that employees can avail of a maximum of 20-day paid leave for self-development, social contribution, nursing, and treatment of non-occupational injuries and diseases and conditions, including infertility.
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