Work-life balance

Embracing diversity to Build Workplaces with Equal Opportunities

Tokuyama offers special programs for women and leverages diversity to boost productivity and corporate value. The Company is working to transform work styles and reform its human resource development programs.

Action Plan to Promote Opportunities for Women

Tokuyama is implementing an action plan to promote equal opportunities for women, working to achieving four specific goals by the end of fiscal 2020.
Of the new university graduates that Tokuyama hired from fiscal 2016 through fiscal 2018, 23% were women. In fiscal 2018, female high school graduates in technical studies were also hired. To improve the percentage of women in senior and management positions, training was held for those who transitioned from non-management track positions to management track positions and their superiors. In addition to promoting the assignment of women to sales and production divisions, the glass ceiling is being removed, for instance by appointing the first woman to serve as president of a group company.

Tokuyama Corporation Action Plan to Promote Opportunities for Women


*Sales positions includes persons externally engaged in direct client services, such as technical sales, quality assurance, etc.

Encouraging Change in Employee Awareness

Tokuyama offers various lectures on topics including business content and business skills once a month during lunchtime to foster new awareness among employees by enabling them to encounter diverse knowledge and broad perspectives. In fiscal 2017, 12 lectures were held with a total of 834 participants. A mentor system was also tested in which several mid-career employees were chosen and guidance given by directors of different divisions. Since the system was effective and favorably rated by the mentors and mentees alike, it will be incorporated into human resource development programs.

Broadening Women's Participation in the Workplace to Create an Open-Minded Corporate Culture

Tokuyama's diversity and inclusion management (DIM) aims to build a work environment where, regardless of personal attributes, each employee is assessed according to his or her degree of contribution to enhancing the corporate culture̶where everyone can carry out their work with satisfaction. We are focusing on women's success in the workplace and endeavoring to expand the scope of work and recruitment activities. Going forward, we will keep taking action to create an open-minded corporate culture by broadening the target areas of our diversity initiatives.

Masahiro Ogata

Masahiro Ogata

Human Resources Group

Building an Organization where Both Men and Women Can Demonstrate Their Skills

I work in Legal and Credit Management Dept. and am also a member of a DIM project for human resources. Women make up only 10% of our workforce, which makes the work environment rather closed to different ideas and values. This can make it difficult for the Company to grow amid the fiercely changing business environment and diversifying customer demands. In response, we are taking action to break down internal stereotypes in order to energize the organization.

The DIM project is comprised of an even mix of men and women from both administration and technical divisions. It is based on the principles of open discussion and action. To realize DIM goals, we are moving forward with an "action first" approach, for instance conducting lunchtime lectures and piloting a mentor system. Though some in the Company have voiced doubts, the "action first" approach is one way to break through stereotypes.

In recent years, many women at Tokuyama continue to work after marrying and having children, taking advantage of systems that support work-life balance (WLB). There are still areas that need improvement. For instance, as the number of households where both parents work increases, men at Tokuyama should also be able to utilize WLB systems without hesitation. If Tokuyama enables employees to work with peace of mind even if a life event occurs, motivation will increase and employees can further demonstrate their skills. Transforming mindsets about the relationship of superiors to subordinates and men to women is no easy task. However, Tokuyama will not grow unless we overcome this challenge. We must all contemplate and take action to succeed.

Nobuko Kaneda

Nobuko Kaneda

Legal and Credit Management Dept.

Basic Policy for Human Resources Development

Tokuyama carries out its Human Resources Development System,so that;
Employees must recognize that the corporation has a social mission. Employees can improve their abilities and skills in the workplace. Employees can work proactivery and creatively.

Tokuyama's Human Resources Development System in Fiscal

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