Contents

Introduction

Management

Social (S)Environment (E)Governance (G)Recognition / Assurance

Human Assets | Diversity & Inclusion | Human Rights | Employee Health & Safety / Work-Life Balance | Supply Chain Management | Research and Development | Intellectual Property | Total Quality Assurance | Engagement | Social Contribution Activities

Human Rights
Basic Approach
Approach

PolicySupporting Human Rights Principles under
the UN Global Compact

Formulating the TOPPAN Group Human Rights Policy
From our very beginnings, we have leveraged our printing

The TOPPAN Group regards human rights as a paramount

We have been participating in the United Nations Global

technologies to provide solutions to wide-ranging social issues

principle guiding its business activities and sustainability

Compact and therefore supporting its six principles of humanin an unstinting effort to transcend the boundaries of theinitiatives.

rights and labour since 2006.

printing business by responding to the needs of people and of

We continue to operate our business under the foundational
tenet of “respect for human beings.” A TOPPAN Group Human
Rights Policy based on this tenet was formulated in October
2021. Respect for human beings, or more specifically respect forhuman rights, is required as the first behavioral norm set under
the TOPPAN Group Conduct Guidelines. Basic Principle 1 ofthe guidelines includes protecting individual dignity, prohibiting
discrimination and harassment, prohibiting child labor andforced labor, and promoting diversity and inclusion.
We have also been taking measures to avoid human rights
violations that might adversely affect the lives of people living
near Group sites in the course of business. Our environmental
conservation initiatives, for example, are promoted based on the
TOPPAN Group Declaration on the Global Environment and the
Basic Policy on Biodiversity.

the times. The underlying tenet for these endeavors is respectfor human beings. The TOPPAN Group Human Rights Policy is

Human Rights
Principle 1: B usinesses should support and respect the protectionof internationally proclaimed human rights; andPrinciple 2: m ake sure that they are not complicit in human rights
abuses.

Labouran expression of our commitment to respecting human rights
across the Group’s operations as we grow as a creator of social
value.

Principle 3: B usinesses should uphold the freedom of associationand the effective recognition of the right to collective
bargaining;

The Structure of the TOPPAN Group
Human Rights Policy

Principle 4: t he elimination of all forms of forced and compulsory
labour;1. O
 ur Approach to Human Rights

6. Stakeholder Engagement

2. Scope of Application

7. Remedy

3. C ompliance with Applicable
Laws and Regulations

8. Education and Training

Principle 5: t he effective abolition of child labour; andPrinciple 6: t he elimination of discrimination in respect of
employment and occupation.

Environment
Principle 7: B usinesses should support a precautionary approachto environmental challenges;

4. R esponsibility to Respect
Human Rights

9. Management
Responsibility for Human
Rights5. Human Rights Due Diligence10. Information Disclosure

Principle 8: undertake initiatives to promote greater environmental
responsibility; andApproach to Individual Issues

Principle 9: e
 ncourage the development and diffusion ofenvironmentally friendly technologies.

● Discrimination and Harassment● Child Labor, Forced Labor, and Human Trafficking● Diversity & Inclusion● Right to Collective Bargaining and Freedom of Association

Anti-Corruption
Principle 10: Businesses should work against
corruption in all its forms,
including extortion and bribery.

● Occupational Safety and Health● Right to Privacy

More details on the TOPPAN Group Human Rights Policy
https://www.holdings.toppan.com/en/about-us/our-corporate-approach/human-rights-policy.html

54

Sustainability Report 2023

Contents

Introduction

Management

Social (S)Environment (E)Governance (G)Recognition / Assurance

Human Assets | Diversity & Inclusion | Human Rights | Employee Health & Safety / Work-Life Balance | Supply Chain Management | Research and Development | Intellectual Property | Total Quality Assurance | Engagement | Social Contribution Activities

Promotion Framework

Committee deliberated future initiatives.

Promotion framework

TOPPAN continued to participate in the Human Rights

the human rights issues faced in Japanese and international

Due Diligence Working Group and the Human Rights Educationsocieties and the initiatives launched by companies at theWe have established a Groupwide framework for promoting

Working Group organized by the Global Compact Network

forefront of human rights efforts.

human rights initiatives led by the Corporate ESG Project, across-divisional team driving sustainability activities under theJapan, in fiscal 2022. We have gained a comprehensive view of

Identifying Human Rights Risks in the Printing Industry

Sustainability Promotion Committee chaired by the President &Human Rights Issue

Representative Director. The Board of Directors supervises key

Supply Chain

Customers

Users

Communities

Medium

High

ー

ー

ー

Child labor

Low

Low

ー

ー

ー

Discrimination

High

High

ー

ー

ー

Medium

High

ー

ー

ー

human rights activities in collaboration with related

Freedom of association
Right to collective bargaining

Low

High

ー

ー

ー

departments throughout the Group.

Working hours

Low

High

ー

ー

ー

Wages

Low

High

ー

ー

ー

Right to privacy

human rights efforts, while the head of the Personnel & Labor
Relations Division oversees their implementation. The
Personnel & Labor Relations Division, Manufacturing
Management Division, and Legal Division steer day-to-day

Forced labor / Human trafficking

TOPPAN
Employees

Inhumane treatment

High

High

High

High

ー

Ethical/responsible marketing

ー

ー

Low

Low

ー

Freedom of expression

ー

ー

High

MediumーAI and human rights

ー

ー

Low

Low

ー

Product safety and quality

ー

ー

Low

Low

ー

Business and Human Rights and recognizes the need for due

Health of local residents

ー

ー

ー

ー

MediumSanitation of soil, water, etc.

ー

ー

ー

ー

Mediumdiligence to ensure human rights. We have clarified andRights of indigenous peoples

ー

ー

ー

ー

Low

evaluated human rights risks in the printing industry and*We have categorized human rights issues by prioritizing human rights risks as they relate to the characteristics of our businesses, competitor
trends, and international human rights standards. Five core human rights risks facing us have been identified through the process: the four risks
shown above in red and “human rights governance across the Group” (not shown in the list).

Human Rights Due Diligence
Approach

SystemTOPPAN supports the United Nations Guiding Principles on

identified five risks specific to us, in accordance with the
TOPPAN Group Human Rights Policy formulated in October2021.
In fiscal 2022 we assessed our stakeholders with a focus on
the five risks identified. A written assessment analyzed thehuman rights risks at 75 Group companies in Japan and 103
Group companies overseas. Onsite assessments were conducted
to investigate the actual human rights situations in one Japanbased company and one company overseas, and both companies
were provided with feedback on issues with higher risk potential
and proposals on risk mitigation and corrective measures.
Informed of the assessment results, the Sustainability Promotion

55

Sustainability Report 2023

Contents

Introduction

Management

Social (S)Environment (E)Governance (G)Recognition / Assurance

Human Assets | Diversity & Inclusion | Human Rights | Employee Health & Safety / Work-Life Balance | Supply Chain Management | Research and Development | Intellectual Property | Total Quality Assurance | Engagement | Social Contribution Activities

Results of Human Rights Due Diligence

Follow-up Assessments

Fiscal 2022 Human Rights Risk Assessment at the TOPPAN GroupA detailed analysis of the results of human-rights risk

Japan

Overseas

Assessment targets

75 companies

103 companies

Assessment period

July to December 2022

September 2022 to March 2023

Assessment method

Assessment using a human rights risk questionnaire
4 categories, 22 sections, 151 questions
1. Basic
Information
1A. C
 ompany basic
information

Assessment content

2. Human Rights Due
Diligence System
2A. D
 ue diligencesystem3. Addressing Human
Rights Issues

4. Management

3A. F orced labor and humantrafficking

4A. S
 takeholder
engagement

1B. B
 usiness related 2B. D
 issemination of
3B. Child labor
information
human rights policy

4B. I nternal reporting
channels

1C. E
 mployee
information

3C. A
 ppropriate work hour
management

4C. E
 xternal
grievancemechanism

1D. C
 ontractor
information

3D. P ayment of an
appropriate wage

4D. S
 upply chain
management

1E. C ertifications
andparticipation ininitiatives

3E. P rohibition of
discrimination

2C. P erformance ofhuman rights
related training*Red Flag () is used to clarify significant
risk factors and the non-implementation ofrisk mitigation measures for five areas of core
ILO labor standards (forced labor, child labor,

discrimination, freedom of association andright to collective bargaining, and occupational

health and safety) and the five human rights
issues identified by TOPPAN (forced labor andhuman trafficking, discrimination, inhumane
treatment, right to privacy, Groupwide humanrights governance).

3F. P rohibition of inhumane
treatment
3G. F reedom of associationand the right to collective
bargaining
3H. R
 ight abuses in local
communities

assessments has revealed no significant risks requiring urgent
actions and no violations of local laws or regulations orinternational norms. Several issues that could lead to negative
impacts on human rights were found, however, at sevencompanies in Japan and seven companies overseas. The
following countermeasures were implemented at one company
in Japan and one overseas company in fiscal 2022. We willcontinue to address the identified issues in fiscal 2023.
Japan
No. of sites

1 company

1 company

Assessment
timingNovember 2022

March 2023

MethodOnsite assessment, etc.

Assessment via
teleconference, etc.

Concerns

1) I nsufficientestablishment of amanagement
framework forleave-taking2) L ack of uniform
standards for someallowances

3I. Ensuringsafe andhealthy workplaces for all
employees
3J. Privacy

Result (Overall evaluation) ・Significant risks that require an urgent response were not found. ・ Significant risks that require an urgent response were not found.
Result (Human rights
promotion framework)

Result (Addressing
human rights issues)

Result (Management)・Risk of insufficient management framework for human rights
including externally.
・Risk of insufficient human rights training.

・ Risk of insufficient management framework for human rights
including externally.
・ Risk of insufficient human rights training.

・ Risk of insufficient occupational health and safety management.
・Risk of insufficient external disclosure of declaration of conduct
・ Risk of insufficient efforts to mitigate infringements on thefor fair employment screenings.
rights of local residents and others.
・Risk of insufficient occupational health and safety management.
・ Due to the nature of the business, many companies obtain and・Multiple incidents of harassment and so on in the last threehandle customers’ personal information and are at risk ofyears have been confirmed, but appropriate measures including
violating the right to privacy. However, it was also confirmed
disciplinary measures taken at the time of occurrence werethat comprehensive risk mitigation measures are being
confirmed.
implemented.
・Risk of insufficient communication with external stakeholders.
・Risk of not informing Business Partners of TOPPAN Group
policies and not conducting human rights risk assessments.

Overseas

Mitigation
andcorrective
measures1) Deficiencies incalculatingallowances2) Risk of wording insome rules restricting
employees’ freedomof conduct outside ofworking hours

1) G uidance to establish
a management1) G uidance to examine
framework forand implement
leave-taking
measures to prevent
recurrences and to2) G uidance to pay
promptly pay
allowances using theallowancessame standards, in
keeping withgovernment
guidelines on equalpay for equal work2) G uidance to examine
the necessity of theapplicable rules・ Risk of insufficient communication with external stakeholders.
・ Risk of insufficient establishment of external grievancemechanism.

・ Risk of not informing Business Partners of TOPPAN Group
policies and not conducting human rights risk assessments.

56

Sustainability Report 2023

Contents

Introduction

Management

Social (S)Environment (E)Governance (G)Recognition / Assurance

Human Assets | Diversity & Inclusion | Human Rights | Employee Health & Safety / Work-Life Balance | Supply Chain Management | Research and Development | Intellectual Property | Total Quality Assurance | Engagement | Social Contribution Activities

Grievance Mechanism
Upon detecting a negative human rights impact caused or

the parties involved, and strive to resolve the matter promptly

review the actual working hours of employees and discuss

through measures such as corrective or disciplinary actions

measures to regulate them at each Group site. The committees

against the persons responsible.

check and take steps to ameliorate cases of long working hours

contributed to by our business activities, we will work to remedy

The Conduct Guidelines Promotion Leaders also present

occurring either chronically or over extended periods. The

the issue through appropriate means. If the negative impact iscase studies on human rights issues as a means of disseminating

measures for reducing overtime work range from direct

found to be directly linked to our corporate activities throughthe Conduct Guidelines at their assigned workplaces andcommunications, such as the sending of alerts to employees andbusiness relationships, we will work with the relevant

enhancing the understanding of human rights across the Group.

their superiors through our work management system, tostakeholders to fulfill our role in remediation.
The TOPPAN Group Helpline has been established as an

In fiscal 2022 we informed employees at Group companiesof the TOPPAN Group Human Rights Policy and organizedenvironmental adjustments, such as scheduled shutdowns for
PCs and office lighting.

internal reporting system to be used by Group employees whentraining on human rights issues recently faced in society. Basedan infringement of human rights is suspected or discovered. Weon the results of human-rights risk assessments carried out inpandemic world and develop appropriate working conditions

also operate a Supplier Hotline open to business partners forfiscal 2022, we conducted training for employees of Toppan Inc.

that support the autonomy of individual employees on all fronts.

the anonymous reporting of related matters.

and selected Group companies to further their understanding of

Smart work and remote work systems have been introduced

human rights risks.

throughout the Group, along with smart devices that can be

We also strive to adapt to the “new normal” in the post-

More details on the TOPPAN Group Helpline (see page 147)

used in the same ways inside and outside of officeMore details on the Supplier Hotline (see page 69)

environments.

Human Rights Training andHarassment Prevention
Activity results, performance data

Training, education

Labor Rights
Approach

SystemActivity results, performance data

Labor-Management Initiatives for Human Rights

Securing Occupational Safety and Health
Safety masters, safety personnel, employees in charge ofengineering and safety, and other safety experts have been

We undertake various measures for labor-related human rights

deployed to operational sites across Japan under the safety

We organize diverse forms of human rights training for humanbased on a basic policy arising from an agreement reachedpromotion structure of the Group. We organize safety training

assets based on a fundamental ethos of respect for human beings.

through consultation with the labor union and otherfor all Group employees, both regular and contract hires, as

stakeholders.

prescribed by the Basic Policy on Safety, Health, and Fire

While new managers and supervisors have been routinely

Protection, a policy that prioritizes safety over all othertrained on human rights issues focused on harassment prevention,

The agreement promotes stable labor-management

a new program for the prevention of workplace harassment covers

relations, maintains and improves working conditions, andconsiderations. Training content is extensive, including safety

employees under an agreement on harassment prevention reachedsecures the corporate concord by establishing a fundamental

programs mainly for forepersons as well as enhancement ofwith the Toppan Printing Labour Union in April 2020. Personnel

approach between labor and management, the rules governing

intrinsic safety for machines and equipment through risk

& labor relations departments at Toppan Inc. and Group

union activities and labor-management negotiations, andassessment. Anzen Dojo safety-training facilities outfitted tocompanies in Japan have set up consultation desks to manage

employment conditions pertaining to wages, working hours, etc.

simulate and alert employees to workplace hazards are operated
at seven Group sites around the world. A cumulative total of

workplace harassment. The departments train counselors on
methods to prevent harassment and strictly deal with every case.
If any form of harassment comes to light, the departments will
investigate the case appropriately, mainly through interviews with

Developing Appropriate Working Conditions
We convene labor-management committees every month to

57

38,712 persons have received dojo training since the facilities
opened, as part of an ongoing effort to refine Groupwide safety
promotion activities for the prevention of occupational
Sustainability Report 2023

Contents

Introduction

Management

Social (S)Environment (E)Governance (G)Recognition / Assurance

Human Assets | Diversity & Inclusion | Human Rights | Employee Health & Safety / Work-Life Balance | Supply Chain Management | Research and Development | Intellectual Property | Total Quality Assurance | Engagement | Social Contribution Activities

accidents. We also work with industrial physicians and theenhancement plans. The Company expects this system to

TOPPAN Group Health Insurance Union to drive primaryenhance the autonomy and independence of employees and toprevention activities aimed at securing workplaces to be free of

nourish a problem-solving, can-do mindset. By assigning human

We pay appropriate wages to Group employees by considering

mental health problems.

assets to positions suited to their individual motivations andthe local living costs and observing the minimum wages set

qualifications, the system optimizes personnel positioning

under the laws and regulations of each country or region. In

across the Company to energize each organization and reinforce

addition to providing the monetary remuneration and welfare

Toppan Inc. as a whole.

and benefits legally required, we offer non-monetary support

Pursuing Diversity and Inclusion
We position diversity and inclusion initiatives as critical

Paying Appropriate Wages

such as programs for enhanced job satisfaction, self-

The system also gives employees periodic opportunities tomanagement strategies to further advance our progress as aexchange opinions with superiors on their career- and skill-

actualization, and career development. The average annual

group of corporations that create social value. Constant dialogueenhancement plans. The structured approach to career planningsalary at Toppan Inc. was 7.06 million yen in fiscal 2022. The

and heightened awareness have been facilitated to ensure

helps employees design their own career paths and develop

Company’s remuneration system for determining employee

mutual respect and create psychologically safe workplaces

necessary competencies on their own initiative.

wages is based on the individual’s capabilities and roles andwhere every person can speak and act with dignity and without

The Company has also been running an in-house staff

imposes no differential standards based on gender.

inhibition. We provide employees with support systems torecruitment system to provide every employee with an equal

Remuneration is also determined uniformly across the Groupbalance their work with childcare and nursing care burdens,

opportunity for skill enhancement.

companies in Japan based on similar criteria. We have adopted

promote the employment of people with disabilities, and takean original job-based personnel treatment system since fiscal

positive action to assure gender-equal treatment. These

2022 as a remuneration structure that enables diverse humanmeasures have led to increases in the percentage of persons

assets to work vigorously in wide-ranging business fields.

with disabilities in the workforce and the number of female
managers and supervisors.
We also implement various LGBTQ initiatives to incentivize
every employee to create inclusive environments in which all

Gender Pay Gap at the TOPPAN Group

persons can feel at ease. In addition to holding LGBTQ seminars

Applicable Companies

open to employees across the Group, the TOPPAN ALLY
initiative has been organized to encourage employees to express
their alliance with LGBTQ individuals. A system has also been
introduced to extend the benefits granted to employee spouses
to same-sex and/or common-law partners.

Arranging Self-directed Career- andSkill-enhancement Programs
Toppan Inc. operates an annual Challenging Job System, aself-directed program to encourage all regular employees toconsider their own career aspirations and develop skill-

Toppan Inc.

Wage Disparity between Male and Female Employees(Average Female Wage / Average Male Wage)All Employees

Regular Employees
66.6%

Part-time and Contract
Employees

65.4%

62.5%
56.2%

Toppan Inc. and consolidated subsidiaries in Japan

61.1%

72.3%

Consolidated subsidiaries in Asia (excluding Japan)

82.5%

87.4%

97.6%

Consolidated subsidiaries in North America

85.7%

86.4%

82.8%

Consolidated subsidiaries in Europe

86.7%

90.4%

38.1%

Toppan Inc. and consolidated subsidiaries worldwide

65.1%

73.7%

59.5%

*Calculated based on the provisions of the Japanese Act on the Promotion of Female Participation and Career Advancement in the Workplace (Act no. 64 of
2015). The calculation method applied to overseas subsidiaries conforms to the standards presented in the act.
*“Wages” include wages, salaries, allowances, and any other payments (whatever they are called) paid by the employer to workers as compensation for their labor.
*The totals for “Toppan Inc. and consolidated subsidiaries worldwide” are tabulated from the weighted averages reported by Toppan Inc. and overseas
subsidiaries. Those for overseas subsidiaries have been converted into Japanese yen using the rate as of March 31, 2023.
*The “Wage Disparity between Male and Female Employees” is calculated for the business year at each company, which may differ from the business year of
Toppan Inc.

*Every indicator assured by an independent assurance provider is marked with an assurance stamp.

58

Sustainability Report 2023

Contents

Introduction

Management

Social (S)Environment (E)Governance (G)Recognition / Assurance

Human Assets | Diversity & Inclusion | Human Rights | Employee Health & Safety / Work-Life Balance | Supply Chain Management | Research and Development | Intellectual Property | Total Quality Assurance | Engagement | Social Contribution Activities

Average Annual Salary (Toppan Inc.)
Average Annual SalaryFiscal 2018

6,644,621 yen

Fiscal 2019

6,811,464 yen

Fiscal 2020

6,775,518 yen

Fiscal 2021

7,001,363 yen

Fiscal 2022

7,060,291 yen

Starting Salary at Toppan Inc.
The starting salary of new university graduates hired on April 1,
2023 was 222,500 yen (1,390 yen per hour) uniformly
throughout Japan.

deemed to be inappropriate in an interview setting are listed in
the manual to ensure that the interviewers avoid any topics that
could constitute employment discrimination. The Company also
takes comprehensive steps to protect applicants’ human rights
in recruitment. The interviewers, for example, are required tosign written pledges regarding the handling of personal
information.

Properly Operating Technical Internship Programs
Head office personnel collaborate with local general affairs staff
in a fact-finding survey conducted to assess human rights risks
for foreign technical interns working at Group sites acrossJapan. They employed Toppan Inc.’s original check sheets toStarting Salary of New University Graduates(Toppan Inc.)
Starting Salary
April 2019

209,000 yen

April 2020

211,000 yen

April 2021

213,000 yen

April 2022

214,500 yen

April 2023

222,500 yen

verify the actual living and working conditions for the interns
and whether the internship programs were being run inaccordance with the requirements stipulated by the Ministry of
Health, Labour and Welfare of Japan. We confirmed thattechnical internship programs were introduced at seven of theplants operated by our three manufacturing subsidiaries inJapan.
The survey also confirmed the following: that theemployment contracts concluded with foreign interns wereexplained in either their native languages or in languages thatthey could understand, that there were no cases of unpaid wages

Providing an Open Recruitment Environment

or long overtime hours worked, that appropriate wages wereToppan Inc. recruits university and high school graduates,

conditions provided to the interns were comparable to those

mid-career personnel, and persons with disabilities regardlessprovided to TOPPAN employees.

paid in accordance with the hours worked, and that the livingof nationality, gender, age, or disability. The Company hires
diverse human assets by delivering information on working at
Toppan Inc. to a broad range of people through company
presentations, websites, and other media.
Personnel who interview applicants receive a recruitment
manual and training on fair selection practices. Questions

59

Sustainability Report 2023