Special Report1Companywide Materiality

Diversity and Inclusion at Toppan
Diverse perspectives driving innovation

Creating Workplaces in which
Everyone Can Fulfill their Potential
Based on a Foundation of Respect
for the Individual
Shinichi Ohkubo

Executive Vice President & Representative Director
Personnel & Labor Relations Division

Diversity Has Given Rise to Innovation andSupported the Expansion of BusinessWith a dedicated department, it is now possible to makeannouncements and provide explanations based on disseminating
information from a single point and consolidating it through thelens of diversity and inclusion. I feel that we can now give a clearer

Since its founding in 1900, Toppan has expanded its operations byindication of what Toppan is aiming for and the path that we should

leveraging the unique technologies and expertise developed in its

take. I believe that the role of the Diversity & Inclusion Promotion

core business of printing. I believe that this was driven by innovation

Office will continue to grow to enable us to provide information

born out of the coming together of wide-ranging insights, experiences,with clarity to parties both inside and outside the Company and to

perspectives, abilities, and sensibilities. The fusion of these elements

accelerate our activities.

shapes Toppan’s unique approach to diversity and inclusion and has
been the driving force behind our history of innovation.

Consistent Progress Generated by Steady Efforts

Today, Toppan engages in multifarious businesses that cater tomore than 20,000 client companies. As social trends accelerate,

Toppan needs to stay at the forefront of such trends and address

We take pride in being a pioneer in diversity and inclusion.

part of society. To respond to change and the trust and expectations

still issues to address and areas in which we are not yet where we

However, we need to strengthen our activities further as there arethem as we expand business, so that we continue to be an integral

should be.

of customers, we need all our employees to create solutions enabled

From here on we need to be more conscious of diversity andby their diverse capabilities. That is why diversity and inclusion are

inclusion, make it an integral part of management, and reflect it invital for Toppan.

decision-making. With the advance of globalization, we are seeing

Strategic Diversity and Inclusion Based on a
DNA of Respect for the Individual

an increase in the employment of foreign nationals and personnel
with career experience in other sectors. We have to work on

building the foundations on which such people can maximize theirpotential and thrive at Toppan.

Throughout the Company’s history, Toppan’s leaders have always

For the employment of persons with disabilities, I think it isespoused the philosophy of respect for the individual. To put this

into practice, the Personnel & Labor Relations Division continues

essential to provide environments in which people can work with

employees to fully leverage their skills, knowledge, and experience

are able to fully leverage their skills and strengths, take on theirmotivation, vitality, and commitment. It is important that employees

to create frameworks and working environments that enable all

work proactively while establishing cooperative frameworks, andand work with motivation, vitality, and commitment. In collaboration

fulfill the Company’s social responsibilities together. For example,

with the labor union, we have established a labor-management

T.M.G. Prepress Toppan Co., Ltd., a joint venture with the Tokyo

committee for the promotion of job satisfaction and implemented a

Metropolitan Government and Tokyo’s Itabashi City, takes onvariety of measures based on discussions that have taken place.

various work for Toppan and is now indispensable in supporting

Through these initiatives, employees have come to recognize

what we do (see page 14).

and respect each other’s individuality and make the most of their

We have also been active in addressing LGBT issues from ancapabilities in their work. I feel that the concept of respect for theindividual is deep-rooted at the Company. However, we need toearly stage (see page 16). It is very important that everyone has

ensure sustainable growth. We thought that if initiatives we haveis said that around 8% of people are in the LGBT demographic,

their own unique perspective and reflects that in their work. It

implement measures that are even more strategic and clear-cut tobut gender identity and sexual identity are broad spectrums for

implemented based on the philosophy of respect for the individual

everyone. We want everyone to respect each other’s individuality

are reframed within the framework of diversity and inclusion, andand make the most of their skills and characteristics and also to beawareness of them is strengthened, employees will be able to act

conscious of the goal of creating an environment in which diversity

on their own initiative. Based on this thinking, we established theof all kinds is acknowledged and accepted.

Diversity & Inclusion Promotion Office in April 2019.

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Bringing Toppan’s Diversity and Inclusion to
Wider Society

terms regardless of position.

I hope we can take our experience of diversity and inclusion

as a company, what we have done, and the results we have seen,

including the lessons learned during the COVID-19 pandemic, andDue to the impact of the COVID-19 pandemic, working from home

be proactive in sharing it with wider society. The reason for thishas become commonplace and the ways in which we communicate

is that what Toppan is aiming for is not just the advancement of

have changed. For example, Toppan has been proactive indiversity and inclusion at our company, but in society as a whole.

introducing online meetings, and an added benefit has been the

Toppan will continue to undertake such initiatives to contribute toinclusiveness generated by people being able to discuss matterscreating a sustainable society filled with diversity.

without being conscious of people’s job titles and to speak on equal

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Workplaces that Accommodate All Abilities
As part of its diversity and inclusion initiatives, Toppan has made efforts to support the working lives of persons withdisabilities. Employees with disabilities all make vital contributions to Toppan, and the Company is driving developmentof and support for job categories and working environments that enable everyone to build on their individual strengths
and characteristics to create social value together.

Where people withdisabilities work at Toppan 1

Toppan Electronics Products
Shiga Plant

Osamu Fukunaga (left) and Yoshiki Hiramatsu (right) maintain close communication while
keeping an eye on colleagues to ensure that operations progress smoothly.

An Indispensable Team of Four People
with Disabilities

improvement,” says Fukunaga. “We gradually worked on creating abetter working environment by taking such measures as replacing

equipment to make it easier to perform the task and increasing thenumber of dollies used for transporting things. When Yoshiki came

Toppan Electronics Products handles the manufacturing operations

to work here, it was the first time I had really had any contact with aof the Toppan Group’s Electronics business. Its Shiga Plant has

person with a disability, so I have to admit I was anxious about what

been employing people with disabilities since 2001.

I should be doing. However, I looked at the individual and worked

Mayumi Yoshida, a manager from the plant’s general affairs

out how to communicate. Originally, I gave instructions for setup anddepartment, says, “When we first started to recruit people withprocess management, but Yoshiki has become the leader and has

disabilities, we experienced problems with communication due

taken over all of the management duties for this work.”

to a lack of understanding on our part, and we encountered such

Hiramatsu says, “When I started to work here, I was nervous

issues as employees finding it difficult to remember what to do.
From 2008, we temporarily suspended recruitment of people

about working with people, but Mr. Fukunaga communicatedlocal high schools for people with disabilities and Hello Work, themonths. Before I was given the responsibility of being the leader, allwith me well, and I began to really enjoy the work after about six

with disabilities, but we started again in 2015, collaborating with

I thought I had to do was to follow instructions, but my thinking has

Japanese government’s Employment Service Center. To improvechanged now. I study what is going on by confirming instructions

the process of bringing people into the company, we use work

supervisors have given or watching the work that other people areexperience to enable them to see what the workplace and the

doing. When someone new joins us, I know that they will be nervous,

work done are like. This also enables us to get an idea of people’s

so I make an effort to help them get used to working here. I focus on

individual interests and aptitude, which has made the process ofcommunication and make a point of talking to them during breakjoining the company much smoother.”times and giving them encouragement if they make a mistake.”

Toppan Electronics Products initially started by recruiting andFukunaga adds, “The four people working here all have their own

assigning people to workplaces where large color filter panels arepackaged. Work was subsequently expanded to areas where theunique individual personalities and characteristics, and the time they

Plant manager Toru Ogura says, “This process involves taking

they can make further improvements and gradually increase efficiency.”take to perform tasks differs, too. With Yoshiki taking the lead, I hopecores of anti-reflection film rolls are prepared for reuse.

“The volume of work varies from month to month, but I havethe cores of anti-reflection film rolls after use, wiping away any

become more confident that by checking schedules and giving

dirt, and repairing any damage. The operation is now handled

instructions to the team as its leader, I can help us to work hardcompletely by a team of four people with disabilities. When doing

and get through the busy periods,” says Hiramatsu. “I take a lot

this work, employees have to be able to assess how much dirt needsof satisfaction from consistently meeting the standards required.

to be wiped off and identify cores that cannot be used again. The

There are people around us who I want to learn from in terms ofexperience that the team has accumulated has enabled them to dotechniques but also as human beings, so I intend to work hard tothat. We are able to process about 700 cores per month in house,get closer to that ideal.”

which makes a considerable contribution to cost saving.”

The Shiga Plant has become a model for the employment ofClear Communication Builds Trust

persons with disabilities at Toppan, and the Group intends tosteadily continue these initiatives.

Plant manager Ogura closes by saying, “Workplaces that include

Various measures have been taken in consideration of people

with disabilities in the area in which cores are prepared for reuse.

people with disabilities are not special environments at our plant.

back on what has been done so far:and exchange ideas to produce synergies. I intend to continue our

The people working there all take part in team meetings and events

Supervisor Osamu Fukunaga and employee Yoshiki Hiramatsu lookefforts to create workplaces and plants that provide good working“The area in which the work is performed is inside theconditions for everyone.”

warehouse, so to begin with the lighting and air conditioning needed

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Where people with disabilities
work at Toppan 2

T.M.G. Prepress Toppan
Co., Ltd.

T.M.G. Prepress Toppan Co., Ltd.
Location: Itabashi City, Tokyo
Established: June 11, 1993
Business: D TP, IT development, IT solutions,
web content production, digitalization,
office support, etc.
No. of employees: 1
 20 (including 91 people withdisabilities)■ Breakdown of employeeswith disabilities

People withpsychiatric,
developmental,
or intellectual
disabilities

40

51

People withphysicaldisabilities(As of June 1, 2020)

T.M.G. Prepress Toppan handles a variety of office and administration work for Toppan’s operational sites. Employees withdisabilities (known as “Friendly Staff”) work at the Toppan sites, which fosters diverse perspectives and drives change in theway people work.

Employees from T.M.G. Prepress Toppan working inside an office at Toppan’s Akihabara site in Tokyo provide office support services, such as
internal mail delivery, shredding of documents, data input, sorting and dispatch of items to be distributed to employees, and digitalization of hard
copy documents.

Teruhiko Munekata

people to act directly. We separate and segmentalize “work” andDirector & Head of General Affairs“social skills”, and encourage people to see the two combined as

T.M.G. Prepress Toppan waspeople have done each week, we target the fulfillment of theirforming their “job.” By combining this with looking back on what
potential. This is one of the indicators for their personal growth,established in 1993 through joint

and their committed efforts to take on challenges are a great asset

investment by Toppan, the Tokyo

for the company.

Metropolitan Government, and Itabashi

I hope we can share the know-how we have accumulated

City, one of Tokyo’s wards. It is a model

regarding the employment of people with disabilities with the rest

company for the employment of people with severe disabilities. Ourof the Toppan Group and wider society, as well.

Akihabara location for providing office support currently has 13
staff with intellectual or developmental disabilities.

Yutaka Fushiki

I have been involved in labor-related work for a long timeat Toppan, but I feel it is very challenging to assess the extent

Job Coach
Office Service Akihabara GroupOperational Support

to which labor management should intrude into the minds of

employees, especially those with psychiatric disabilities. However,

Manufacturing Department

it is my mission to create frameworks in which every employee

can continue to make small steps and stand on their own two feet.
We will always aim to be the number one company in providing

Another coach and I work at theemployment opportunities for people with disabilities.

Akihabara office. The employees with intellectual or developmental
disabilities are very good at following instructions, and this means

Chiemi Horithat the coach has a significant influence on them. You gain a great

Head of Human Resource Development
Office and Certified Social Worker

deal of satisfaction when you consider that the growth and skills

Our Akihabara office is next to thework and place a lot of value on interacting with them as membersof the coaches are indispensable to the growth of each employee.

We recognize the importance of people being autonomous in theirof society while also maintaining appropriate distance and not

Toppan Printing head office building,micromanaging. For example, we let employees handle the workso we are driving initiatives that canthemselves from the stage of preparation, without setting it up forbe model cases for the employment

them. If there was something an employee did not understand, we

of people with disabilities throughout the Toppan Group. Whenused to ask them to raise their hand and a coach would go to help

advancing human resource development, I am mindful of ensuring

them, but these days we have them go to the coach they want tothat the entire team shares the same mental model. For example,

ask a question to. Doing this has enabled us to enhance their work

we make sure that everyone is pulling in the same direction byskills and experience. Going forward, I think it will be important toregularly conducting social skills training, either through groupstrengthen understanding regarding people with disabilities within

discussions focusing on a particular issue or through encouraging

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TOPPAN Sustainability Report 2020

Special Report1Companywide Materialityand development of automated typesetting systems. Taking on

the Toppan Group and foster personnel who will fulfill the role ofthat kind of work allows Toppan’s employees to focus on their corecoaches.

work. I think this also contributes to changing the way in which

Itsuzo Ichinose

people work. I place value on a mutually-beneficial relationship.
Things that people without disabilities think of as routine, are

Director

not necessarily things that people with disabilities see the sameway. If people do not understand and consider this, people with

T.M.G. Prepress Toppan handles aand without disabilities will find it hard to work together. We willfrom DTP production to the designand every employee to flourish.

continue to take on challenges to allow the infinite potential of eachvariety of work for the Toppan Group,

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Work-Life Balance
Based on an approach of supporting people’s desire to work, Toppan

Promoting Understanding of LGBT
Issuespeople’s work and their private lives.

of LGBT issues and ensure working environments in which

Toppan is undertaking various activities to promote understanding

strives to establish environments that facilitate a balance between

everyone feels comfortable.

In addition to enhancing and expanding a range of programs

One of these efforts is the holding of LGBT seminars open toto support the balancing of work and childcare, Toppan runs the
Hagukumi (nurturing) Program, which provides support for theGroup employees. In 2018, LGBT activist Koyuki Higashi spoke

To provide support for people balancing work with nursing care,inclusion consultant Kayo Fujiwara gave a talk on gender and sexual

about diversity in the workplace, and in 2019, diversity andmental wellbeing of employees with childcare responsibilities.

diversity. These seminars provided forums in which employees

Toppan focuses on initiatives that can alleviate concerns andcould further their understanding of LGBT-related matters andallow employees to work with peace of mind. These include theengage in dialogue about them. The Company endeavors to ensure

enhancement of support programs, the provision of information tothat its programs and systems support the diverse living styles of

employees, and the holding of seminars.

its employees and on July 1, 2020, revised its systems related to the→ See pages 44-45 for details

spouses of employees to make them applicable to same-sex andcommon-law partners.

The Hagukumi Art Salon, part of the Hagukumi Program

Diversity and Inclusion
Are Driving Forces for
Change at Toppan

LGBT-related open seminar conducted by Kayo Fujiwara

Chizuko Sawada
Head of Diversity & Inclusion Promotion Officeand General Manager of Human Resource
Development Center
Personnel & Labor Relations Division

Toppan’s business relies upon our ability to empathize with otherthem.

easy to express visually or verbally. I think that DNA translates to

Office has also made it possible to make recommendations

The establishment of the Diversity & Inclusion Promotion

people and understand and give form to something that may not bedirectly to management. I believe that widespread recognition

diversity and inclusion.

of the importance of diversity for management strategy will give

The various parts of Toppan have been proactive in undertaking

momentum to promoting it throughout the Company. From here on,diversity-related initiatives. However, if we consider such factors

I see the key to inclusion being the degree to which we can ensure

as changes in society and the amendment of legislation, it becomes

psychological safety for each and every employee. This is not justclear that we need to position diversity and inclusion as driving

restricted to the employment of people with disabilities or LGBT-

forces for change and ensure that everyone throughout therelated initiatives, but includes the creation of workplaces that

Company shares the same awareness of objectives. In April 2019,enable job satisfaction for everyone as the way in which we work

therefore, we established the Diversity & Inclusion Promotion

changes, for example, with the expansion of working from home.

Office. The roles of this office include working with various divisions

To achieve this, we need to transform, almost to turn conventionalof the Company to enhance activities and increasing the speed at

approaches and thinking on their head. We will change thewhich we make progress to ensure that we are in line with changes

organization by respecting, valuing, and leveraging our differences.

in wider society. We have three people in our team at the headAt the same time, we will make steady efforts in a range of areas

office, but we have also appointed personnel at sites throughout

to promote diversity and inclusion at Toppan while fostering

Japan to be part of a diversity promotion committee, and we

personnel who will drive diversity for the next generation.

advance activities while collaborating and sharing information with

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