Childcare Support

The Toyo Ink Group takes a proactive approach to creating workplaces where employees can work and raise their children at the same time and can fully demonstrate their abilities.

In May 2015, TOYO INK SC HOLDINGS CO., LTD. was awarded the next-generation development certification mark (nicknamed the “Kurumin”) by the Tokyo Labor Bureau of the Ministry of Health, Labour and Welfare for the company's efforts in promoting childcare support. This marked the second occasion that the company was granted the Kurumin after the first accreditation in July 2010.

For specific details of the concrete initiatives of TOYO INK SC HOLDINGS CO., LTD., please visit “Support for Balancing Work and Family Life Plaza: Action Plans Published by Employers in General,” a website of the Ministry of Health, Labour and Welfare that provides comprehensive information related to support for balancing work and family life


* Obtained in 2010 and 2015

In accordance with the Act on Advancement of Measures to Support Raising Next-Generation Children (enacted in April 2005; the revised Act was enacted in April 2015), it was decided that national and local governments and enterprises were to work together to promote the improvement of the environment to ensure that children, who will be responsible for the society of the next generation, are born and brought up in good mental and physical health.
TOYO INK SC HOLDINGS CO., LTD. has formulated an action plan in accordance with the Act and is working to fulfil the objectives

Action Plan for the Act on Advancement of Measures to Support Raising Next-Generation Children (Phase 3)

We have set out the following action plan in order to create pleasant working environments in which employees can strike a balance between work and raising children, so that all employees can make the most of their abilities.

1. Timeframe

April 1, 2015 – March 31, 2020

2. Details

Objective 1:Provide support to help employees returning to work after childcare leave

[Timeframe]

From April 2015 onwards

[Measures]
  • Introduce a system of return-to-work interviews
  • Establish a mechanism to provide employees with updates and stay in touch with the company and their workplace while on leave Sign a contract with a housework service provider
  • Sign a contract with a housework service provider
  • Provide information via internal and external seminars (life planners, etc.)
  • Focus on creating more prominent roles for female employees, through gender equality projects

Objective 2: Continue to provide information to help employees strike a balance

[Timeframe]

From April 2015 onwards

[Measures]
  • Provide information and distribute company messages via the intranet
  • Provide information and support to encourage male employees to take childcare leave and get more involved in raising their children

Objective 3: Establish working environments in which employees can work with confidence

[Timeframe]

From April 2015 onwards

[Measures]
  • Raise awareness through training at every level and train employee advisors
  • Look into measures to improve communication in the workplace
  • Raise awareness of consultation and advisory services
  • Continue to educate employees, and change how we work and think so that overtime is not a given

We intend to implement a range of initiatives in the future, with the aim of creating more pleasant working environments and a better corporate culture.