Promoting Diversity
The TOTO Group respects the individuality of diverse human resources, such as age, sexuality, and nationality, and wants to create an enriched and more comfortable lifestyle and culture built through new ideas born from it.
In particular, to promote female career development, we established the “Kirameki Promotion Office” under the direct control of the president in 2005, and have actively promoted the career advancement of women, including the ability of female employees and awareness surveys. Transferred to the Human Resources Development Division from fiscal 2010, renamed the "Diversity Promotion Group", and has promoted various activities such as "promoting active women" and "promoting employment of people with disabilities", and for temporary and contract employees We have established a step-up system for regular employees.
In addition, we introduce various role models at our internal diversity site, and promote information dissemination and internal understanding regarding various working styles.
In particular, to promote female career development, we established the “Kirameki Promotion Office” under the direct control of the president in 2005, and have actively promoted the career advancement of women, including the ability of female employees and awareness surveys. Transferred to the Human Resources Development Division from fiscal 2010, renamed the "Diversity Promotion Group", and has promoted various activities such as "promoting active women" and "promoting employment of people with disabilities", and for temporary and contract employees We have established a step-up system for regular employees.
In addition, we introduce various role models at our internal diversity site, and promote information dissemination and internal understanding regarding various working styles.
Top Message
TOTO Group has been working to expand the range of choices available to its employees, so that workers of all generations can develop their abilities, are provided with opportunities and can maintain a good work-life balance while challenging themselves with active, demanding roles. This is based on our aspiration for creating a company where, based on its strength in diversity, diverse human resources gather and work comfortably irrespective of age, working time, location, and type of job, and have the motivation to take on new challenges.
We will periodically issue a Top Message relating to the promotion of diversity with a view to developing the corporate climate and awareness within the Group that will underpin these efforts.
We will periodically issue a Top Message relating to the promotion of diversity with a view to developing the corporate climate and awareness within the Group that will underpin these efforts.
Career Support for Female Employees
In the TOTO Group, the percentage of women in managerial positions reached 10% in FY 2017, or TOTO's 100th anniversary. Currently, we are aiming to achieve the female manager ratio of 21% in the TOTO Group companies in Japan by fiscal year 2023, the entire TOTO Group in Japan is continuing employing women in regular positions and to develop stratified programs for many different female staff members with the aim of supporting their pursuit of a career and skill improvements.
This hierarchy-based training is a program that targets female employees and their managers and we are focusing on improving management skills from management positions, which is necessary for career promotion of female employees, and on increased awareness in managers. Skill acquisition through training programs that takes place in parallel with the involvement of business roles through manager involvement in leading to efficient and effective improvement in skills for female human resources that have had few training opportunities to develop management skill.
Furthermore, in TOTO's business in Japan, we are promoting the transferal of contract staff to sales positions and then appointing them as regular staff.
In addition, all employees conduct annual career interviews to check individual career plans, advice from their superiors regarding them, and support items.
Furthermore, in TOTO's business in Japan, we are promoting the transferal of contract staff to sales positions and then appointing them as regular staff.
In addition, all employees conduct annual career interviews to check individual career plans, advice from their superiors regarding them, and support items.
The number of employees by gender
| FY2018 | FY2019 | FY2020 | |||||
|---|---|---|---|---|---|---|---|
| (no. of personnel) | (%) | (no. of personnel) | (%) | (no. of personnel) | (%) | ||
| Group total number of employees | 35,498 | 100% | 35,329 | 100% | 35,613 | 100% | |
| Male | 23,756 | 67% | 23,445 | 66% | 23,636 | 66% | |
| Female | 11,742 | 33% | 11,884 | 34% | 11,977 | 34% | |
| Japan | 18,402 | 100% | 18,206 | 100% | 18,124 | 100% | |
| Male | 11,078 | 60% | 10,886 | 60% | 10,869 | 60% | |
| Female | 7,324 | 40% | 7,320 | 40% | 7,255 | 40% | |
| Overseas | 17,096 | 100% | 17,123 | 100% | 17,489 | 100% | |
| Male | 12,678 | 74% | 12,559 | 73% | 12,767 | 73% | |
| Female | 4,418 | 26% | 4,564 | 27% | 4,722 | 27% | |
- ※The number of overseas employees is the sum of local employees and employees seconded to overseas
Number of new graduates by gender
| FY2018(Employment in April 2019) | FY2019(Employment in April 2020) | FY2020(Employment in April 2021) | |||||
|---|---|---|---|---|---|---|---|
| (no. of personnel) | (%) | (no. of personnel) | (%) | (no. of personnel) | (%) | ||
| Number of new graduates | 317 | 100% | 252 | 100% | 214 | 100% | |
| Male | 232 | 73% | 181 | 72% | 154 | 72% | |
| Female | 85 | 27% | 71 | 28% | 60 | 28% | |
- ※Data for full-time employees of the TOTO Group (Japan)
Number of Management positions by gender
| FY2018 | FY2019 | FY2020 | |||||
|---|---|---|---|---|---|---|---|
| (no. of personnel) | (%) | (no. of personnel) | (%) | (no. of personnel) | (%) | ||
| Number of management | 3,623 | 100% | 3,702 | 100% | 3,792 | 100% | |
| Male | 3,102 | 86% | 3,124 | 84% | 3,146 | 83% | |
| Female | 521 | 14.4% | 578 | 15.6% | 646 | 17% | |
| Japan | 2,813 | 100% | 2,844 | 100% | 2,889 | 100% | |
| Male | 2,507 | 89% | 2,494 | 88% | 2,483 | 86% | |
| Female | 306 | 10.9% | 350 | 12.3% | 406 | 14% | |
| Overseas | 810 | 100% | 858 | 100% | 903 | 100% | |
| Male | 595 | 73% | 630 | 73% | 663 | 73% | |
| Female | 215 | 26.5% | 228 | 26.6% | 240 | 26.6% | |
Number of Management positions by job title
| FY2018 | FY2019 | FY2020 | |||||
|---|---|---|---|---|---|---|---|
| (no. of personnel) | (%) | (no. of personnel) | (%) | (no. of personnel) | (%) | ||
| Number of management | 2,813 | 100% | 2,844 | 100% | 2,889 | 100% | |
| General manager equivalent | 822 | 100% | 782 | 100% | 771 | 100% | |
| Male | 797 | 97% | 755 | 97% | 739 | 96% | |
| Female | 25 | 3% | 27 | 3% | 32 | 4% | |
| Manager equivalent | 1,991 | 100% | 2,062 | 100% | 2,118 | 100% | |
| Male | 1,710 | 86% | 1,739 | 84% | 1,744 | 82% | |
| Female | 281 | 14% | 323 | 16% | 374 | 18% | |
- ※Data for full-time and contract employees at the rank of section manager or higher of the TOTO Group (Japan)
Employees newly appointed to management positions by gender
| FY2018 | FY2019 | FY2020 | |||||
|---|---|---|---|---|---|---|---|
| (no. of personnel) | (%) | (no. of personnel) | (%) | (no. of personnel) | (%) | ||
| Employees newly appointed to management positions by gender | 171 | 100% | 221 | 100% | 264 | 100% | |
| Male | 116 | 68% | 167 | 76% | 194 | 73% | |
| Female | 55 | 32% | 54 | 24% | 70 | 27% | |
- ※Data for full-time and contract employees at the rank of section manager or higher of the TOTO Group (Japan)
The data includes the number of employees seconded to overseas since FY 2019
Average number of years of continuous service
| FY2018 | FY2019 | FY2020 | ||
|---|---|---|---|---|
| Average number of years of continuous service | 14.1 | 14.5 | 14.9 | |
| Male | 16.2 | 16.5 | 16.9 | |
| Female | 11.0 | 11.4 | 11.9 | |
- ※Data for full-time/contract employees of the TOTO Group(Japan)
Details of hierarchy-based training to support the careers of female employees
Step-up training
This training consists of four sessions, the aim of which is to teach female employees how to create and own issues and involve colleagues in working out solutions.
At the final session of the fourth, as Results Presentation, all training participants make presentations in front of everyone on issues specific to their own divisions under the theme of resolving issues. Also, direct supervisors of the participants are directly or indirectly involved in all the programs and support their learning as Business Coaches.
In FY2018, we have reviewed on existing programs, newly added a joint session between supervisors and training participants, and increased employees' opportunities to communicate with their supervisors about their business issues and expected roles.
For female employees, we carried out panel discussions with current female managers at the TOTO Group companies to provide participants with a clearer view of their career development. Exchanging opinions with the female managers face-to-face helped participants improve their motivation to improve their skills and focus on career development.
At the final session of the fourth, as Results Presentation, all training participants make presentations in front of everyone on issues specific to their own divisions under the theme of resolving issues. Also, direct supervisors of the participants are directly or indirectly involved in all the programs and support their learning as Business Coaches.
In FY2018, we have reviewed on existing programs, newly added a joint session between supervisors and training participants, and increased employees' opportunities to communicate with their supervisors about their business issues and expected roles.
For female employees, we carried out panel discussions with current female managers at the TOTO Group companies to provide participants with a clearer view of their career development. Exchanging opinions with the female managers face-to-face helped participants improve their motivation to improve their skills and focus on career development.
Training for management position candidates
This type of training aims to develop management skills in female human resources.
Training participants are able to understand their strengths and identify issues for improvements as a managerial worker who runs an organization, by understanding abilities required for managerial positions and objectively understanding their own current abilities through the programs. As for issues on abilities, they will develop specific issue resolution plans and resolve them through OJT after the training.
Also, after the training, a meeting is held between the training participant's supervisor (equivalent to the General Manager of his/her division), training lecturer and HR Division personnel to share the participant's strengths and issues for improvements and issue resolution plan. We also provide in-depth support for personal development in their own divisions after the training, considering concrete plans and exchanging opinions on how their divisions solve participant's issues through OJT after the training, to surely improve their skills.
In addition, since FY 2018 we have had programs under the theme of "Removal of Unconscious Bias" for females participants and participants' supervisors, where we provide opportunities for female participants to be able to notice their own unconscious bias in themselves, such as assumptions and hesitation, and for supervisors to practically learn of their unconscious bias towards female employees and unneeded considerations likely happening by lack of communication by using concrete case studies. Also, for training participants who once gave a feedback that they did not have proper role models around them after watching a video on interview to a female in managerial position, we try to help them have concrete image on female managers.
As for the Step-up Training and Managerial Candidate Training, about 519 employees have participated so far, and 50% of them are now in managerial positions.
Training participants are able to understand their strengths and identify issues for improvements as a managerial worker who runs an organization, by understanding abilities required for managerial positions and objectively understanding their own current abilities through the programs. As for issues on abilities, they will develop specific issue resolution plans and resolve them through OJT after the training.
Also, after the training, a meeting is held between the training participant's supervisor (equivalent to the General Manager of his/her division), training lecturer and HR Division personnel to share the participant's strengths and issues for improvements and issue resolution plan. We also provide in-depth support for personal development in their own divisions after the training, considering concrete plans and exchanging opinions on how their divisions solve participant's issues through OJT after the training, to surely improve their skills.
In addition, since FY 2018 we have had programs under the theme of "Removal of Unconscious Bias" for females participants and participants' supervisors, where we provide opportunities for female participants to be able to notice their own unconscious bias in themselves, such as assumptions and hesitation, and for supervisors to practically learn of their unconscious bias towards female employees and unneeded considerations likely happening by lack of communication by using concrete case studies. Also, for training participants who once gave a feedback that they did not have proper role models around them after watching a video on interview to a female in managerial position, we try to help them have concrete image on female managers.
As for the Step-up Training and Managerial Candidate Training, about 519 employees have participated so far, and 50% of them are now in managerial positions.
Promoting Employment of Persons with Disabilities
Aiming to achieve normalization so that persons with disabilities and able-bodied people can work in all TOTO Group workplaces, we have continued to actively employ persons with disabilities. The employment rate of persons with disabilities in FY2020 achieved 2.63%. At present, over 310 persons with disabilities in the entire Group work in various workplaces.
People with disabilities work alongside able-bodied people in all of our workplaces, and we actively consider how to respond to obstacles by planning to facilitate employees with disabilities. We are making a particular effort to develop the right environment at our facilities by, for example, installing elevators that can accommodate wheelchairs, setting up automatic doors at clerical matters office entrances, and establishing toilets that can facilitate wheelchair use.
TOTO also actively conducts study groups that target workplaces before persons with and without disabilities will work together, to enable all parties to learn about relevant considerations, precautions and other elements of a system of acceptance. We also introduce and provide support tools such as boards used for written communication and hands-free phones, and hold periodic meetings for people with disabilities after they join TOTO Group and provide support in order to retain them after employment begins. As a result that these initiatives were highly regarded, we received the Minister of Economy, Trade and Industry Award at the 7th Most Valuable Japanese Company Awards in Mar. 2017.
We also agreed and joined an initiative to promote workplace inclusion of people with disabilities, The Valuable 500, in December 2019.
People with disabilities work alongside able-bodied people in all of our workplaces, and we actively consider how to respond to obstacles by planning to facilitate employees with disabilities. We are making a particular effort to develop the right environment at our facilities by, for example, installing elevators that can accommodate wheelchairs, setting up automatic doors at clerical matters office entrances, and establishing toilets that can facilitate wheelchair use.
TOTO also actively conducts study groups that target workplaces before persons with and without disabilities will work together, to enable all parties to learn about relevant considerations, precautions and other elements of a system of acceptance. We also introduce and provide support tools such as boards used for written communication and hands-free phones, and hold periodic meetings for people with disabilities after they join TOTO Group and provide support in order to retain them after employment begins. As a result that these initiatives were highly regarded, we received the Minister of Economy, Trade and Industry Award at the 7th Most Valuable Japanese Company Awards in Mar. 2017.
We also agreed and joined an initiative to promote workplace inclusion of people with disabilities, The Valuable 500, in December 2019.
| FY2018 | FY2019 | FY2020 | ||
|---|---|---|---|---|
| Ratio of employees with disabilities | ||||
| Japan | 2.61% | 2.58% | 2.63% | |
| Overseas | 0.82% | 0.75% | 0.75% | |
- *Japan: Calculated based on the calculation standard for the mandatory proportion of jobs for handicapped people established in Japan.
- *Overseas: Calculated based on the number of employees with disabilities and total employees in the Group companies.
Roles of special subsidiary company of TOTO, the parent company: About SUNAQUA TOTO LTD
To provide a worker-friendly workplace to persons with disabilities who have the will and capability to work but lack employment opportunities, in 1993 TOTO invested, along with Fukuoka Prefecture and the city of Kitakyushu, in establishing SUNAQUA TOTO under a public-private partnership.We hope that, based on the concept of normalization, SUNAQUA TOTO can continue to provide a place where those with disabilities work alongside the able-bodied, and will continue to grow and prosper along with the community.
| FY2018 | FY2019 | FY2020 | |||||
|---|---|---|---|---|---|---|---|
| (no. of personnel) | (%) | (no. of personnel) | (%) | (no. of personnel) | (%) | ||
| Number of employees with disabilities | 318 | 100% | 314 | 100% | 316 | 100% | |
| SUNAQUA TOTO | 93 | 29% | 99 | 32% | 99 | 31% | |
- *Data for the TOTO Group(Japan)
- *Calculated based on data as of April 1 of each year.
Reemployment System for Retirees
In light of the April 2013 revision of the Act on Stabilization of Employment of Elderly Persons, we have achieved 100% reemployment of applicants.
TOTO has put various systems in place in order to, among other things, ensure job security by creating new positions, establish jobs with numerous duties to allow employees to work with a sense of purpose, and create evaluation structures.
We also working to enhance training offered so that it leads to improved motivation and sense of worth by helping employees to create a career vision during the early career stage and by providing opportunities to think about styles of work from one's early 50's and onwards.
TOTO has put various systems in place in order to, among other things, ensure job security by creating new positions, establish jobs with numerous duties to allow employees to work with a sense of purpose, and create evaluation structures.
We also working to enhance training offered so that it leads to improved motivation and sense of worth by helping employees to create a career vision during the early career stage and by providing opportunities to think about styles of work from one's early 50's and onwards.
Creating a More Global Workforce
Approximately 17,000 employees (49% of the employees of TOTO Group) of foreign nationalities work here at the TOTO Group, and the localization of human resources in overseas Group companies is proceeding. In Japan, we are working to recruit and fairly treat competent human resources, regardless of their nationality, in an effort to obtain and retain a wide variety of human assets.
We are increasing the number of TOTO fans around the world through vitalization of the company and new value creation achieved by securing human resources to extend and grow the overseas businesses and allowing talents with various experiences, cultures, and values to stimulate each other.
We are increasing the number of TOTO fans around the world through vitalization of the company and new value creation achieved by securing human resources to extend and grow the overseas businesses and allowing talents with various experiences, cultures, and values to stimulate each other.
Employee composition by region
| FY2018 | FY2019 | FY2020 | ||
|---|---|---|---|---|
| Employee composition by region | 100% | 100% | 100% | |
| Japan | 52% | 52% | 51% | |
| China | 20% | 18% | 18% | |
| Asia and Oceania | 24% | 26% | 27% | |
| The Americas | 4% | 4% | 4% | |
| Europe | 0.4% | 0.4% | 0.4% | |
Number of employees who are foreign nationals
| FY2018 | FY2019 | FY2020 | |
|---|---|---|---|
| Number of employees who are foreign nationals | 45 | 45 | 45 |
- *Data for full-time /contract employees of the TOTO Group (Japan)
Promotion of understanding of minorities
The TOTO Group defines in the "TOTO Group Human Resources Policy" that we respect fundamental human rights, and we do not discriminate on the basis of race, beliefs, sexuality, social status, nationality, disability, employment status, age, religion, or any other status.
Based on this policy, the TOTO Group will promote the correct understanding of minorities and prevent unconscious discrimination and bias to develop a work environment where a diverse range of human resources can play active roles.
As part of the activities, we properly understand that there are LGBTQs (sexual minorities) among customers and in the TOTO Group and continuously disseminate that we act with an awareness that they are part of diverse characteristics. Also, we have established the dedicated consultation desk for anxieties and problems that minority employees, including LGBTs, have and conduct education and enlightenment activities through the e-learning system for all of TOTO Group's (Japan) employees.
In recognition of these activities, we received the Silver prize of the PRIDE Index in FY 2020, which is an evaluation index developed by work with Pride, a voluntary organization. In FY 2019, TOTO's initiative for the announcement of the survey results on public lavatories among sexual minorities was selected as the Best Practice that recognizes particularly advanced and outstanding activities among prizewinner companies/organizations.
In January 2021, we have internally approved the same sex partners' common-law marriage, in addition to conventional civil marriage, as the definition of marriage/spouses in the personnel system and applied the benefit program that is similar to the one for the opposite-sex marriage.
What's the voluntary organization, "work with Pride"?
The organization, work with Pride, started a voluntary activity in 2012 as a support seminar for LGBT employees held by IBM Japan and an international NGO. Japan's NPO,
Good Aging Yells, and Nijiiro Diversity are currently members of work with Pride.
Based on this policy, the TOTO Group will promote the correct understanding of minorities and prevent unconscious discrimination and bias to develop a work environment where a diverse range of human resources can play active roles.
As part of the activities, we properly understand that there are LGBTQs (sexual minorities) among customers and in the TOTO Group and continuously disseminate that we act with an awareness that they are part of diverse characteristics. Also, we have established the dedicated consultation desk for anxieties and problems that minority employees, including LGBTs, have and conduct education and enlightenment activities through the e-learning system for all of TOTO Group's (Japan) employees.
In recognition of these activities, we received the Silver prize of the PRIDE Index in FY 2020, which is an evaluation index developed by work with Pride, a voluntary organization. In FY 2019, TOTO's initiative for the announcement of the survey results on public lavatories among sexual minorities was selected as the Best Practice that recognizes particularly advanced and outstanding activities among prizewinner companies/organizations.
In January 2021, we have internally approved the same sex partners' common-law marriage, in addition to conventional civil marriage, as the definition of marriage/spouses in the personnel system and applied the benefit program that is similar to the one for the opposite-sex marriage.
What's the voluntary organization, "work with Pride"?
The organization, work with Pride, started a voluntary activity in 2012 as a support seminar for LGBT employees held by IBM Japan and an international NGO. Japan's NPO,
Good Aging Yells, and Nijiiro Diversity are currently members of work with Pride.
