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

Diversity & Inclusion
Basic Approach
Approach

The TOPPAN Group positions diversity and inclusion (D&I)

TOPPAN Groupʼs vision for diversity and inclusion
A group of corporations that creates social value

initiatives as an integral management strategy to further advanceNew
demandits progress as a group of corporations that creates social value.

New
services

We value our employees as precious “human assets” andNew
solutions

New social
challenges

Promotion Framework
Promotion framework

A Diversity & Inclusion Promotion Office was established at
Toppan Inc. in April 2019 based on a management strategy to
evolve and accelerate site-based diversity initiatives into
Groupwide endeavors.

understand how deeply we depend on them. Various initiatives

The Diversity & Inclusion Promotion Office is responsible

have been implemented to promote rewarding working

for formulating the overall diversity plan and developing general

Innovation creation

conditions based on the foundational concept of “respect forTransformed
mindsets and organizations

human beings.” We will continue to adhere to D&I principles
that harness differences among our diverse human assets as

Accelerated
diversity and inclusion

diversity by encouraging employees to acknowledge and respect
each other’s personal qualities and values so as to better exert

constant dialogue and nurture heightened awareness andsensibilities that ensure mutual respect. We are consistently
developing psychologically safe workplaces where every person

Diversity and inclusion through three approaches:
Management, Rewarding work, Business

Talent pool

Innovation creation

Management
Diversity management

Sustainablecorporate
growthindividual differences are recognized and respected,

Enhanced physicaland mental healthSocial contribution
as a corporate citizen

Rewardingwork
D&I measures by
Personnel & Labor
Relations Div.

We will evolve into a social value creator

where every person’s sensibilities are nurtured,

Enhanced satisfaction
at work

ESG investing ratings, etc.

TOPPAN Group Diversity and Inclusion Policyby developing psychologically safe workplaces

to further heighten diversity awareness throughout theworkplace across the Group.

can speak and act with dignity, free from inhibition or restraint.

that designs information and living

members and share and address issues identified with the office

D&I solutions withadvanced UD

Business
Creating shared value(for addressing social
challenges)

Value delivery
to society

and diversity is harnessed to drive innovation.

45

Personnel & Labor Relations Division

In order to cultivate a D&I mindset, we will facilitate

operational site implement specific programs attuned to theirworkplaces. These personnel provide consultations for site

drivers of innovation. We will further develop workplaceand enhance their diverse abilities.

measures while personnel in charge of diversity at each

Operationalsite

Personnel incharge ofdiversity-related
initiatives

Diversity & Inclusion
Promotion Oﬃce
(established in April 2019)

Satisﬁed individuals,
invigorated
workplaces

Interaction between the three approaches

Sustainability Report 2023

Employees

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

Support Systems for Employees with Children

with children, for example, have been continuously expanded

the wellbeing of employee parents by providing therapeuticand enriched. In October 2022, the Company introduced leave

activities for parents on childcare leave, activities to share theWe have striven to create a working environment in which

for newborn care for both mothers and fathers in line with theknow-how necessary for maintaining good balance between

employees can achieve better work-life balance.

amended Child and Family Care Leave Act of Japan. This

working and raising children, and activities to give employees insystem allows employees to take leave flexibly, regardless ofvarious positions opportunities to learn about and consider thetheir gender or length of service.

importance of work-family balance. The Hagukumi Program

Various programs have been developed at Toppan Inc. toprovide childcare and nursing care leave, reduced working
hours, higher family allowances for dependents, and other

Toppan Inc. has also been running the Hagukumi

employee benefits. The support systems in place for employees(nurturing) Program since fiscal 2012. This program supports

Main Systems for Supporting Employees with Children (Toppan Inc.)● Rehiring system for employees who

BeforeChildbirthleave the Company to deliver and bringup children● Time-off due to pregnancy-related

morning sickness

AfterChildbirth
DuringChildrearing

Hagukumi Program● Specified fertility treatment subsidy● Childcare leave grant● Preferential childcare measures (e.g.,● Days-off for childcare● Days-off for child healthcare

Other● Staggered working hours● Childcare leave allowance

reduced and staggered working hours;
flextime or irregular working schedulein one-month allotments)

A scheme to support
the wellbeing of employee parents● Leave for medical checkup● Monetary gift on childbirth

Kids Design Award 2016 in Japan.

Hagukumi (nurturing) Program● Leave for hospital visit● Childcare leavereceived the Minister of State for Gender Equality Award at the●● Subsidy for babysitter and home-caregiver expenses●● Stock leave (employees are eligible to use their stock leave [accumulated unused

annual-paid-leave] for child healthcare and fertility treatment)●●●

To provide therapeutic activities for parents on childcare leave

To share the know-how necessary for maintaining good balance between
working and raising children

To give employees in various positions opportunities to learn about andconsider the importance of work-family balance

Hagukumi Art Salon

Hagukumi Seminar

Hagukumi Circle

To strengthen bonds between
parents and children

To learn and enhance
understanding about good balance
between work and parenting
throughout the workplace

To build a network of parent
employees who wish to discuss
their concerns about work andparenting and share ideas andtips on work-family balance(from ﬁscal 2012)● Dependent family allowance●

To stimulate interaction among
employees currently onchildcare leave
To alleviate anxieties about
returning to work(from ﬁscal 2013)(from ﬁscal 2014)

Percentage of Eligible Employees Taking Childcare Leave (Toppan Inc.)
Male
Employeeswith aNewborn
Child

Employees
TakingChildcare
Leave

FemaleTake-upRate

Employeeswith aNewborn
Child

Employees
TakingChildcare
Leave

Take-up
Rate
100.0%

Fiscal 2018

248

196

79.0%

74

74

Fiscal 2019

238

189

79.4%

91

90

98.9%

Fiscal 2020

236

168

71.2%

83

83

100.0%

Fiscal 2021

234

154

65.8%

89

87

97.8%

Fiscal 2022

207

151

72.9%

81

80

98.8%

The clinical art therapy sessions at the Hagukumi Art Salon have been planned and operated jointlywith The Institute of the Formative Art Co., Ltd., a TOPPAN Group company.

*For male employees, the percentage is calculated by dividing the number of persons who took childcare leave during
the fiscal year by the total number of persons with children born during the year. For female employees, the percentage
is calculated by dividing the number of persons with a child born who also took childcare leave during the fiscal yearby the total number of persons with children born during the year. (The method for calculating the percentage has
been revised in accordance with the applicable Japanese act requiring disclosure of the percentage, enforced from2022. The percentages prior to fiscal 2021 were adjusted based on the revised calculation method.)*Every indicator assured by an independent assurance provider is marked with an assurance stamp.

46

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

concentrate on work without worrying about caring for their

The Institute of the Formative Art Co., Ltd.

Seminars for Supporting Care at Home

families. After reviewing the results of employee questionnaires
on nursing care, the Company relaxed the eligibility

Toppan Inc.’s operational sites in Tokyo have been holding

requirements for nursing-care-related systems, designed ways toseminars to help employees maintain a good balance between

flexibly adjust working hours for care, enhanced financial

work and care at home, starting from fiscal 2016. Outside

support, and provided more information on work-care balance.

experts from a nursing-care consultation service are invited toand mitigate dementia symptoms, relieve occupational stress,

The Company also allows care-giving employees to commute bylead seminar courses. After the guest lecturer presents generaland promote sensitivity education for children. Its clinical-

Shinkansen bullet train in certain cases. Employees have beenknowledge on nursing care and tips for achieving good work-

able to take nursing care leave in one-hour allotments (using thecare balance, participants are briefed on the Company’s internalsame system applied for child healthcare days-off) since fiscal

websites and support systems for employees with families in2019.

need of care (e.g., nursing care leave and reduced working

The Institute of the Formative Art Co., Ltd., a Group
company, uses an original “clinical art therapy” methodology
to contribute to society through art. The institute helps
communities slow the onset of frailty in older adults, prevent

art therapy programs bring joy to participants, regardless ofage, gender, nationality, illness, or disability. Its art creation
sessions activate the brain, release the mind, nurture a selfaffirming mindset, and inspire creativity.
TOPPAN offers clinical art therapy for new hires, supports
Group employees returning from childcare leave, andToppan Inc. continues providing information on goodwork-care balance through its internal website and NPO

hours).
The in-person seminars formerly held in the Kansai,

seminars and conducting other activities to allay concerns andChubu, and Kyushu regions went online in fiscal 2021 to reach

assets can discover, recognize, and accept the goodness of allraise awareness on the issues faced by employees who provide

more domestic employees. TOPPAN strives to secure working

individuals, they are better able to see things from different

care for their families.

environments where employees can fully concentrate on work

facilitates communication and mental hygiene. When humanperspectives, understand diversity, and engage proactively inwithout worrying about caring for their families.

workplace communication.

Four Approaches in the Systems for Good Work-Care Balance (Toppan Inc.)
Eligibility Requirements
for Nursing-care-related
Systems

When an employee family member is in need of care or support that meets one of the following conditions:● “In need of long-term care” as specified in the Child and Family Care Leave Act of Japan● “In need of long-term care” as specified in the Long-term Care Insurance System of Japan● “In need of support” as specified in the Long-term Care Insurance System of Japan● Nursing care leave

Online Art Salon
for new employee
training
The Institute of the Formative Art Co., Ltd. (in Japanese)
https://www.zoukei.co.jp/

Ways to More Flexibly
Adjust Working Hours
for Careemployees maintain good balance between work and care athome by creating an environment where employees canprescribed working days per week)

*Nursing care leave and reduced working hours for nursing care can be taken ininstallments.
*Employees are allowed to switch between the two systems.

● Leave for nursing care (entitlement for one-hour-based allotments, as necessary)● Commuting by Shinkansen bullet train for family care reasons

Financial Support
during Nursing Care Leave

Systems for Good Work-Care Balance
Toppan Inc.’s labor union and management have systems to help

● Reduced working hours for nursing care (reduced working hours, flexible work schedules, reduced number of● Allowance for nursing care leave (40% of the employee’s average wage)● Entitlement for paid leave for nursing care● Launch of an internal website to provide information on work-care balance

Provision of Information
on Work-Care BalanceThis site provides employees with general knowledge about work-care balance and information on support systems available at theCompany, public nursing-care-related systems, and so on.

● Launch of a nursing-care consultation desk run by outside experts

The Company commissions an external professional body to offer unlimited, free-of-charge nursing-care consultation to employees.
Employees can also use fee-based agency services such as watch-over visits or administrative services handled on their behalf bydedicated staff at care facilities and hospitals.

47

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

Empowering Women
Approach

Initiatives for Gender and Sexual
Diversity

Fiscal 2022 Rank-based Percentages ofFemale Personnel (Toppan Inc.)

Activity results, performance data

We promote female empowerment under the basic concept thatevery employee can continue to work, enjoy good health, andPercentage of female personnel
Total employees

24.9%

Directors

22.2%

play active roles according to their abilities, regardless of gender.
We are committed to positive action to ensure gender-equal
treatment in promotion to managerial positions based on

Management Class

Approachenvironment. Tailored training and seminars on diversity &about gender and sexual diversity (SOGI* and LGBTQ**) with aview to achieving an inclusive working environment comfortable

5.6%

for everyone. We have held Groupwide LGBTQ seminars since
2018 and partially revised our systems for the treatment of

No. of Female Managerial and Supervisory Staff(as of April) (Toppan Inc.)

inclusion (D&I) reflecting diverse employee perspectives havealso been developed to raise awareness about unconscious
gender biases throughout the workplace. In total, 183 and 578
female employees at Toppan Inc. hold management positions
and supervisory positions, respectively, as of April 2023. With
these appointments, women now make up a 14.4% of all
managerial and supervisory staff.
The management strategy at TOPPAN prioritizes D&I

800
700
600
500
400
300
200
100
0

418

590

553

491
327

387

442

91

104

111

2018

2019

2020

gifts, and other benefits. All Group employees are required to

466

521

124

151

2021

culture. Senior managers gained a deeper understanding of D&I

2022

take training programs on basic diversity knowledge, harassment

578

prevention, and gender and sexual diversity. We have also beenpromoting TOPPAN ALLY***, an initiative that encourages

183
2023

(year)

Recognition for Empowering Female Employees
Toppan Inc. acquired the 2nd grade Eruboshi mark (lower right)

in the first half of fiscal 2022. Later in the same year, they tried

on March 1, 2021.

in a workshop on unconscious gender biases.

nurture inclusive workplaces where everyone feels at ease

Eruboshi (“L Star” in Japanese; L stands for “lady, labor,*Sexual orientation and gender identity**Lesbian, gay, bisexual, transgender, and queer or questioning persons***Allies are persons who understand and empathize with the diversity ofsexual orientation and gender identity and are guided by awareness ofworkplace diversity in their actions to ensure that everyone feels at easein their working environment.

and laudable”) is a certification system aligned with theJapanese Act on the Promotion of Female Participation andCareer Advancement in the Workplace. Eruboshi

From the diversity &inclusion management
seminar (in Japanese)

employees to express their alliance with LGBTQ individuals andthrough the concerted actions of Group employees.

principles at a diversity & inclusion management seminar held
to devise concrete initiatives to transform employee behaviors

July 2020 to support diverse employee lifestyles. Employees withfor celebration and condolence and receive allowances, wedding

761

672

matters related to employee marriages and spousal relations insame-sex and/or common-law partners are now granted leave■ Female supervisory staff ■ Female managerial staff

issues encompassing female empowerment, with a view toinfusing an inclusive mindset that will transform our corporate

Activity results, performance data

We have implemented various initiatives to enhance awarenessindividual abilities through work style reforms, work-life support
systems, and various other improvements in the working

System“Gold” Recognition in the PRIDE Index

marks are issued to companies that meet specificToppan Inc. was bestowed a “Gold” ranking in the PRIDE Index

criteria for excellence in female participation and2022, an index formed to evaluate corporate efforts towards theadvancement in the workplace.

achievement of LGBTQ-inclusive workplaces.

 ore details on Toppan Inc.’s Common Employer’s Action Plan (secondMterm; in Japanese) based on the Japanese Act on the Promotion of
Female Participation and Career Advancement in the Workplace ore details on RecognitionM
for ESG (see page 157)https://www.holdings.toppan.com/assets/ja/pdf/sustainability/women_act_plan_02.pdf*Every indicator assured by an independent assurance provider is marked with an assurance stamp.

48

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

Employing Persons with Disabilities

plants and enhanced employee awareness of workplace

Activity results, performance data

seven Group sites, as of March 2023. We will continue assigning

Training, education

them to more operational sites across Japan.

We hold various training sessions on diversity online. In personal

We actively hire persons with disabilities to develop workplaces

diversity. Friendly Staff currently perform office support work at

Diversity Training
Activity results, performance datathat accommodate all abilities. Model cases at offices and plants

empowerment programs, for example, female employees andhave been shared with all of the Group sites to create more job

managerial staff can flexibly choose and participate in courses

categories in which persons with disabilities are empowered tothat best fit their needs and interests.

work in the ways best suited to their various abilities. We are

Diversity programs are also organized in rank-based training

collaborating with our special subsidiary T.M.G. Challenged

sessions, including several sessions for new employees. In

Plus Toppan Co., Ltd. to develop new job categories and design

parallel, e-learning-based diversity and inclusion (D&I)

measures to encourage them to continue working. The TOPPAN

Handmade papermaking business:

Group's employee athletes also participate in international para-

The Friendly Staff at “kamisuki labo” use their handicraft skills

sports competitions.

to make paper from the waste by-products generated in theseminars on D&I management for Group officers, we nurture

processing of Cartocans and EP-PAK liquid containers at our

diversity mindsets across Group workplaces by asking employees

folding-carton plants. The lab seeks to manufacture value-added

at general affairs departments to participate in workshops to

products while providing Group employees and clients withlearn about the issues faced by LGBTQ persons and persons with

opportunities to make paper and paper products by hand. The

disabilities.

Employment of Persons with Disabilities(Toppan Inc.)
2019

2020

2021

2022

2023

Employees

312

325

339

338

357

Percentage
of total
workforce*

2.29％

2.31％

2.39％

2.43％

2.53％

*The percentage is calculated based on the total number of regular employees(as of June 1) as a denominator. The total number was presented in the
Disabled Persons Employment Report in accordance with Article 8 of theJapanese Law for Employment Promotion, etc. of the Disabled.

In addition to holding D&I training for managerial staff andworkshop will give them an enhanced understanding of material
recycling and the ways in which people with disabilities can be

Diversity Training Programs

rewardingly engaged.

Course for female employees on confidence building and genderbias

Stationery, gift envelopes, and more products made fromhandcrafted paper are used within the Group and sold at the

Course to secure psychologically safe workplaces for enhanced
team strength

Printing Museum, Tokyo.

Training in authentic communication

The kamisuki labo began working with client organizations
to hold offsite handmade papermaking workshops as eco-

Working with T.M.G. Challenged Plus Toppan

programs have been arranged for all employees since fiscal 2019.

education programs, in 2022.

Practical course on inclusive leadership
Course to learn about diversity through gender-positive actions
Practical course to explore diverse ways of working
Course to promote diversity through LGBT inclusion
Course to foster barrier-free thinking for a universal society

Office support work:“Friendly Staff ” teams at our operational sites are composed of

Course on adult developmental disabilities that all of us must
understandemployees with disabilities. They provide office support with tasks

Course on unconscious biases

such as the input of data, digitalization of hard copy documents,

Basic course to enhance resilience
Basic course on anger management

internal mail delivery, and the sorting of items to be distributed to(fiscal 2022)

Group employees. Their job categories have been increased toencompass office sanitization and cleaning since 2021.
Their support has improved work efficiency at offices and49

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

Universal Design
Approach

The TOPPAN Group pursues diversity and inclusion (D&I)
through three approaches: management, rewarding work, andbusiness. For business, we have been producing an array of
universal design (UD) products and services by embracing UD

TOPPAN Declaration

Corporate

Philosophy

on Universal Design

TOPPANʼs Seven
Principles on
Universal Design

Guidelines for
Universal Designprinciples and practices.
TOPPAN’s Six Principles on Universal Design were
formulated in 2001, two years after the launch of our UD
packaging consulting service. The core aim of the principles has
been to guide the development of products and services thatvalue diversity throughout our business fields. In 2010 weannounced the TOPPAN Declaration on Universal Design,
revised the six principles into TOPPAN’s Seven Principles on
Universal Design, and formulated a set of Guidelines for
Universal Design to be applied to communication design andpackaging under the seven principles. In 2020 our UD
businesses were consolidated into “D&I solution,” an enterprisethat continues to provide a widening scope of services.

TOPPAN Declaration on Universal Design
The starting point of our Universal Design is the provision of

TOPPAN’s Seven Principles on Universal
Designdedicated products and services realized through compassionate

1. Design products and services that are more responsive to

By engaging in repeated dialogues with people from all walks of

2. F
 acilitate communication using multiple channels forconsideration of users.

life and consistently incorporating the ideas of each person, we

will create dedicated products that are comfortable, easier-to-use,and environment- and human-friendly.

people with different physical abilities and perceptions.
communication, including visual, aural, and tactile
channels.

3. M
 ake products easier to use by making them easier to

As a corporation extensively involved in human life, we will help
realize a society with a high appreciation of diversity throughapproaches to Universal Design.

understand.

4. M ake products that are easier to move, easier to approach,and require less strength (remove the physical burdens).

Established in April 2010

5. Design products that are safe to use procedurally,functionally, structurally, materially, and environmentally.

6. P rovide products at a reasonable price and in the amounts
required by society.

7. E ngage in design that appeals to the senses withconsideration for comfort, enjoyment, and beauty.
Established in 2001

Revised in April 2010

50

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

TOPPAN’s Guidelines for Universal Design
We have been developing products and services based on our
Guidelines for Universal Design in communication design andpackaging.

Guidelines for Universal Design in Packaging

Guidelines for Universal Design in Communication Design■ Intangible perspectives■ Intangible perspectives

Psychological elements

Tactile sense
Visual sense

Easily handled

Auditory sense

Perceived
accurately
with theeyes

Elements perceived
with the ﬁve senses

Supplemented
by soundSense of smell

Sense of taste

Supplemented byother senses

Supplemented byother senses

Tactile sense

Sensuousness

Visual sense

Comfortable; enjoyable; attractive● Thoughtfully designed● Approachable● Fun and easy to use● Agreeable

Perceived
accurately
with theeyes● Invites repeated use■ Tangible perspectives
Graphic
PerceptualfeatureCognitive
featureEasier to reador distinguish

Easier tounderstandEasier to handle;
Less strength
required (physicalburdens removed)

Error
prevention

Substitutability &Selectivity

Easily substituted withother information
media; Designed witha high appreciation ofdiversity

Is understandable

Perceived by touch

Auditory sense

Elements perceived
with the ﬁve senses

Reaﬃrmedby hearing

Sense of smell

Sense of taste

Supplemented
by other senses

Supplemented
by other senses

Accommodates impairments in attention or memory
Is worry-free
Facilitates access to information
Accommodates changes in mood or temperamentOﬀers improved comfort and enjoyment
other■ Tangible perspectives

Product
Handleability &Readability

Psychological elements

Provided at areasonable
price in theamounts
required bysociety

Ecoresponsible

Environmentfriendliness

Easier to
distinguish

51

Easier to hold

Easier to open

Easier to read;
Easier tounderstandEasier to
unpackUsability

Easier to reseal

Easier todiscard;Resource
savingSustainability Report 2023

Injuryprevention

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

Communication Design

VoiceBiz® UCDisplay
Multilingual Communication
with a Transparent Display

Digital Twin World Trip®

size, and color schemes to things like the page structure, theA Metaverse Service
Mirroring Distant Places
in Real Timeappropriateness of the text expressions and information stated,
and the user’s affinity with the corporate branding.

Digital Twin World Trip® is a remote experience-based service

information.

DentatsuClinic helps both the receivers and senders ofConventional machine-based translation services tend to drawthat enables users to move back and forth between virtual andthe user’s eyes to the user’s device, away from the person

real worlds using digital twin*. The service combines acommunicating with the user in a foreign language. With

photorealistic virtual space replicating an actual place with a

VoiceBiz® UCDisplay, the user sees translation results throughsystem allowing real-time streaming of what cannot bea transparent display while looking into the other person’s face.

reproduced in the virtual space alone. Users in remote locations

When it goes into effect in April 2024, the amended Act for

The result is natural conversation.

can visit the photorealistic virtual space anytime they want andEliminating Discrimination against Persons with Disabilities

move freely about the space as true-to-life avatars.

will require businesses in Japan to provide reasonable

Twelve languages are currently supported by theRelated site (in Japanese)️
https://solution.toppan.co.jp/creative/service/dentatsuclinic.html

UCDisplay. Beyond translation, the machine facilitates

A field trial at LINKSPARK Osaka, a co-creation spaceaccommodations for persons with disabilities. The Ministry ofcommunication with persons with hearing and speech

operated by Nippon Telegraph and Telephone West Corporation,

Economy, Trade and Industry announced a neurodiversity plandisabilities by supporting keyboard input and displaying closed

has been underway since April 2023.

in April 2022. Diversity in cognitive characteristics has been an

caption transcripts of conversations in real time.
The service was favorably accepted in field trials held attourist information centers and railway stations in Japan fromJanuary to the end of March 2023. We are now working to*Digital twin: A technology or concept that copies the real world incyberspace. The term “twin” describes the ultra-real quality of a virtual
space mirroring the details of the real world. Unlike virtual reality, whichtends to be “alternate” or imagined, a digital twin reproduces real-world
events in virtual space in real time.

issue capturing wider notice, and interest in communication
design embracing gender and sexual diversity has been growing
year by year. The solutions from DentatsuClinic are wideranging, extending well beyond the visual aspects of information

further commercialize the technology by addressing areas fordesign to cover comprehensive know-how in easing information

improvement observed during the trials.

delivery to diverse people. DentatsuClinic assesses publishedmedia, offers advice and suggestions for creative professionals,

The Vision 2025 plan announced by the Tokyo
Metropolitan Government lists the VoiceBiz UCDisplay as one

prepares production guidelines, and proposes training sessionsof the technologies that will be enhancing universal

within businesses.

communication.
We are developing the service into a point of contact forsociety that will make communication difficulties disappear.

DentatsuClinic®
Universal Info Designfor Enhanced
Communication
DentatsuClinic® is a total solution for enhancing theunderstandability of corporate messages. The solution covers all
aspects of a message, from visual elements such as the font, font

52

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

Barrier-free Packaging for Pharmaceuticals

Smart Deli Bag

Convenient Paper Container for Oil

An Inclusive Package
for Everyone

Pouch for Easy Cooking

People- & Earth-friendly
Packaging

A user-friendly package with visual and tactile cues for

The Jo-deki Smart Deli BagTM is a zippered pouch that allows

medication use. Guided by intuitive tactile cues, anyone (fromusers to mix ingredients of their choosing into handmade-style

EP-PAK is a paper-based cooking-oil container with a drip-

persons with visual impairments to persons from different

meals. Jo-deki means “excellent for microwave steaming” inresistant cap that adjusts the poured volume to suit the use.

cultures) can easily understand and open the package from theJapanese. A GL BARRIER film makes the bag microwavable, for

Toppan Inc. received the “improvement award” for thefront and quickly reclose it after the tablet is dispensed. Large-

safe and convenient cooking without fire or kitchenware.

development of this cap at the 47th Kinoshita Prize sponsoredfont printing inside clearly displays the usage and dosage

Anyone can use the pouch to prepare a tasty meal, with noby the Japan Packaging Institute. The ‘hold here!’ mark andinformation. An Accessible Code (QR code) gives users accesstedious cleanup after eating. Microwave cooking is an eco-grooves embossed on the sides make the container easy to hold.

to the same information in audio formats in multiple languages.

friendly method that reduces CO2 emissions and water

The container can be easily collapsed along the folding lines

The debossing provides a tactile indication of where theconsumption compared to stovetop simmering or boiling.

once empty, reducing the waste volume by almost half.

information is printed.

Packaging Design

Compared to conventional plastic bottles with the same
capacity, this eco-friendly container cuts plastic use by over
60%. The EP-PAK-GL container made with GL BARRIER, anultrathin film with world-class barrier performance, extends thebest-before date of the cooking oil contained inside.
Front-opening design

Re-closable

53

Sustainability Report 2023