Toyotsu Chemiplas: A Working Environment that is Worker-Friendly 

Toyotsu Chemiplas Health Declaration

Employees’ mental and physical health is the company’s most important asset.
Toyotsu Chemiplas understands that it is important to maintain and improve the health of each of its employees for the realization of its Corporate Philosophy.
With our president being ultimately responsible for health management, we endeavor to create a workplace environment where our staff are able to work in good mental and physical health.

Behavioral Guidelines

• • 1. We will endeavor to improve employees’ health literacy.
  • 2. Considering each individual staff member, we will carry out the necessary measures and examine their effect.
  • 3. We will carry out heath actions for the future.

President
Kazunori Sato

On March 11, 2024, we were selected by the 2024 Certified Health & Productivity Management Outstanding Organizations Recognition Program. Through the program, the Nippon Kenko Kaigi honors corporations implementing outstanding health and productivity management.

Health and Productivity Management Strategy

We promote health and productivity management by identifying the management issues we want to solve and the expected effects, and understanding how those factors are linked with specific health initiatives.

Health management implementation system

With our president being ultimately responsible for health management, we endeavor to promote health management with the goal of creating a workplace environment where our staff are able to work in good mental and physical health.
When promoting these initiatives, we endeavor to implement effective measures by cooperating and engaging in dialogue with the Management Committee, the Human Capital Solutions Department, experts (industrial physicians and nurses), the Toyota Tsusho Health Insurance Association and the Safety and Health Committee.

Occupational Health and Safety

Within the Safety and Health Committee, labor and management work together to research and discuss ways to prevent workers from being exposed to dangers and health hazards, in compliance with the Industrial Safety and Health Act. We report on the points raised by health supervisors and industrial physicians during workplace inspections and the details of improvements, making efforts to develop a safe and sanitary working environment. In addition, we identify hazards and assess risks in an effort to prevent industrial accidents. We conduct traffic safety training, have workers attend driving classes at a driving school when they are required to operate commercial vehicles and endeavor to increase employees’ awareness of safe driving. Moreover, we conduct training in the form of safety education activities with the goal of improving employees’ sensitivity to hazards and increasing each employee’s awareness of safety. Going forward, we will encourage the development of safe and comfortable workplaces and ensures that employees’ health and safety is our top priority.

FY2023 Industrial accidents: 0 (no fatal accidents)
FY2024 Industrial accidents: 2 (no fatal

Figures reflecting health management initiatives

General Comments

Health checkups revealed that the smoking rate is getting better, but BMI (obesity and thinness) has not shown improvement, suggesting that actions are necessary to maintain health and prevent disease.
To improve BMI data, we offer a program to encourage habitual physical exercise through walking events, hold seminars hosted by an occupational health physician, and provide an incentive program for non-smokers in collaboration with the health insurance association. As a unique in-house measure, we have also started offering prizes to employees who have stopped smoking and assistance for smoking cessation clinic visits.

Details of measures

Employee health

Regular health checkups

Our employees are required to undergo regular health checkups. Therefore, all our employees receive health checkups.We recommend that employees with a high risk of lifestyle-related and other diseases visit a medical institution and receive health guidance.

Stress checks

We carry out stress checks annually. There are opportunities for employees to learn about their mental condition and, when it is discovered that their stress level is high, quickly begin addressing it themselves. Employees with high stress levels are interviewed by the occupational health physician or the health nurse.

Measures to reduce overtime work

We monitor the overtime hours that employees work, and, when we identify employees who are working a lot of overtime, we will discuss measures to address the situation. Any employee regularly working too much overtime is subject to a health check including a consultation with an occupational health physician.

Encouraging employees to take paid leave

We share an example of long vacation plan that includes the summer and other holidays in an effort to encourage employees to take paid leave.

Countermeasures to lifestyle-related diseases

We offer specific health guidance in collaboration with the health insurance association as a step toward addressing metabolic syndrome.

Anti-smoking measures

We started closing down smoking rooms in a phased manner in FY2015. From April 2020 onwards, we no longer provide any indoor smoking rooms.
We have been providing assistance for smoking cessation clinic visits since FY2023. *Investment amounts in FY2024: 10,000 yen

Complete medical checkups

We have a financial support program that enables employees to take complete health checkups without any cost to them personally.

Balance between medical care and work

The occupational health physician, the health nurse, the Human Capital Solutions Department, and workplaces will work together to provide support to enable employees to balance medical care and work.

Workplace revitalization & work-style reforms

Well-being Challenge

Since 2021, we have been organizing the Well-being Challenge walking event with the goals of reviewing one’s body and health, stimulating communication and establishing physical exercise habits. The number of participants in 2024 was 210 (participation rate: 38.4%, satisfaction rate: 83.0%) and this has been increasing every year (2023: 34.2%, 2022: 28.2%, 2021: 17.4%).
In addition to individual participation, participants formed a team to exercise and revitalize communication this year. Changes in the perception of exercise were also measured to survey the health literacy of employees. The results of the questionnaire indicated that 94.6% of the participants said the Well-being Challenge led them to want to continue their exercise habits.
*Investment amounts in FY2024: 103,569 yen

Health seminars

We organize seminars to improve employee health literacy.

■Nursing care seminar
We have started to hold a seminar every year to help employees balance work and caregiving. An outside expert explained public and private nursing care services. The seminar also included explanations about the Company’s regulations regarding nursing care leave, examples of balancing nursing care and work and explanations about dementia (number of participants: 149 in 2021, 129 in 2023 and 113 in 2024, satisfaction rate: 77.0%).

■Health seminar for women
Occupational health physicians and public health nurses shared information about health issues specific to women (number of participants: 81 in 2021, 136 in 2022, 98 in 2023 and 97 in 2024, satisfaction rate: 81.1%)
A video has been distributed since FY2023, offering information to employees who were unable to attend on the day of the seminar.
Attendees at the seminar in 2024 also included people from our business partners.

■ Health management seminar
We held seminars to deepen employees’ understanding of health management (number of participants: 397 in 2023 and 431 in 2024, satisfaction rate: 83.0%).
FY2023: Basic knowledge in health management, FY2024: Sleep seminar　
*Amount invested in FY2024: 110,000 yen

Club Activities

Currently, we have a baseball club and a basketball club.

Work-style reforms

We have introduced a program for working from home and a flextime working program to enable our staff to work flexibly. At workplaces, we are gradually introducing a hot desking system at our offices and using satellite offices in an effort to improve productivity.

Effects of Health and Productivity Management Initiatives

These health and productivity management initiatives have revitalized the workplace and led to improved communication between employees.

Fulfilling private lives & social contribution

Support for fulfilling private lives

We have introduced the WELBOX welfare service to provide employees with support enabling them to live fulfilling private lives.Under our refreshment leave program, employees are entitled to take a long leave whose length is determined by their length of service.

Contribution to society

As we do every year, we held an exhibition to think about marine plastic waste in FY2025. We have been holding a garbage collection activity on a tidal flat in Kanagawa continually since 2022, although it was not held this year due to rainy weather. We will continue to hold it in the future.
We are actively participating in social contribution activities organized by Toyota Tsusho Corporation. They include picking up trash around offices and a project sending picture books to children outside Japan.
We also support the activities of the Fighting Eagles Nagoya professional basketball team.

Cooperation with Clients

Sharing our knowledge of health management and work-style reform initiatives with our partners became an opportunity for mutual growth as we exchanged information.

Measures to address COVID-19

We established a task force to prevent and stop the spread of COVID-19 infections.During the initial spread of COVID-19, we implemented work-from-home measures and restrictions on commuting to ensure both business continuity and the prevention of infection.

Childcare support

Toyotsu Chemiplas has been taking measures to help both male and female employees attain a balance between work and childcare. We will continue to promote workers’ understanding of working while rearing children and to develop worker-friendly working environments where both male and female employees can display their capabilities while raising children.

1）Acquisition of Kurumin certification under the Act on Advancement of Measures to Support Raising Next-Generation Children from the Ministry of Health, Labour and Welfare

On March 13, 2023, Toyotsu Chemiplas acquired Kurumin certification for the second consecutive certification period following initial certification in 2019 under the Act on Advancement of Measures to Support Raising Next-Generation Children from the Ministry of Health, Labour and Welfare.

Kurumin and Platinum Kurumin certification (Ministry of Health, Labour and Welfare)

2）Childcare leave

At Toyotsu Chemiplas, 100% of its female employees eligible for childcare leave had taken it while 58.8% of male employees entitled to take it had taken it (FY2023). All the female employees eligible for it took advantage of childcare leave. We are working to develop a workplace culture that helps male employees take childcare leave.

3）Spouse childbirth leave

Toyotsu Chemiplas has been running a program that entitles male workers to take a leave when their spouse gives birth since December 2017.

Action Plans for General Business Operators

Toyotsu Chemiplas draws up and announces its action plans for general business operators in accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children and the Act on the Promotion of Female Participation and Career Advancement in the Workplace.

1) Action plan to support work-life balance

Action plan to support work-life balance

2) Action plan for female participation and career advancement

Action plan for female participation and career advancement