Toyota Systems' Challenges and Approaches
- Protect against threats such as information leakage and cyber-attacks
- We recognize this as an important issue in our business, and are trying on a daily basis to strengthen information security.
- We thoroughly conduct uniform quality control for our products
- As a member of the Toyota Group, we are implementing total quality management (TQM).
- We raise awareness of corporate compliance and ensure its implementation.
- We use e-learning to disseminate information on laws and social rules, and have established systems to ensure compliance by the ways such as internal report systems.
Work style innovation
In order to enhance employee job satisfaction, each division of the company promotes on-time company leaving, based on a frequency and day of the week which are determined by each division.
We aim to maintain a work-life balance for employees and improve working efficiency through the implementation of on-time company leaving. We also conducted a morning-style work recommendation campaign to provide breakfast to employees who came to the company by 8:0 a.m.
As a result, we have been able to avoid congestion in commuting by early morning commuting, increase efficiency by operating quiet offices, and reduce overtime late at night. This has been recognized as the idea of effectively using limited time and achieving results. In addition, we revised the system and improved the environment for IT tools so that employees can work at home.
Going forward, we will continue to respond to the diversification of lifestyles and work styles by quickly following changes in social conditions.
Compliance with Laws and Regulations
We are challenging to improve compliance in order to respect various laws and regulations, conduct sound organizational management and corporate activities. We adopt e-Learning courses on information security, protection of personal information, and measures to prevent unfair activities. We also regularly disseminate information on compliance, and systematically learn through workshops inviting experts to enhance the knowledge of each employee. In this way, we also foster employees' mind for compliance. We have also established consultation desks both inside and outside the company for work problems (such as sexual harassment and power harassment), and have established a system that enables employees to report, consult, and we respond quickly in the case that a problem arises.
We believe that thoroughly implementing these initiatives and earning the trust of society and stakeholders will lead to an increase in corporate value.
We clean up the beach every spring and autumn from the standpoint of environmental conservation and contribution to the local community. Cleaning is not limited to employees, but is also attended by families and handicapped people. As of 2019, a cumulative total about 3000 participants collected 1100 bags of garbage.
We collect scrapped PCs within the company and have handicapped people recover their PCs, and then donate them free of charge to each welfare facility. As of 2019, we donated 650 PCs to approximately 250 facilities.
We offer PC lessons to people at welfare facilities who wish to look for employment. We are also sponsoring programming lessons for elementary and junior high school students, as well as work experience programs in our company. These activities are expected to foster the next generation of leaders.
We collect caps of PET bottles in-house. We ask recovered caps to be sorted at welfare facilities and donate to the Vaccines Association. As of FY2019, 430,216 caps had been collected, and this enabled to donate approximately 493 vaccines.
Sponsorship and donation
As one of special sponsors, we are participating in "the National Institute of Technology College (KOSEN) Programming Contest" for the purpose of supporting the development of engineers who will lead the IT industry in the future. We also donate to universities and sponsor sports events such as junior golf.
Data is exchanged as much as possible, necessary in the workflow, including the materials used at the meeting and for in-house manuals. In addition, we are promoting paperless activities by informing employees of salary statements and in-house magazines through online.
Electricity and gasoline
In-house offices have turned lights into LEDs. We are also adopting hybrid cars as company cars. In addition, in summer, we are promoting Cool Biz and Warm Biz in winter to reduce excessive use of cooling and heating.
We invite the families of our employees to the company to have the experience such as exchange business cards, enjoy an IT-based experience corner, and a game corner, which can be enjoyed especially by children. In addition, we distribute TS' brand sablè (biscuit) as novelty at the time of greements to customers and other means, which was made at the Work Support Center for the handicapped people.
We have established policies and manuals to ensure effective and efficient business continuity in preparation for major risks such as disasters, incidents and accidents, and conduct drills. In addition, we prepare stockpiled supplies for disasters, and conduct awareness-raising activities by distributing disaster prevention goods to employees.
Employment of Persons with Disabilities
We actively and directly employ people with disabilities, regardless of whether they are new graduates or their careers. We also hold a "Supporter Training Course for Mentally and Developmentally Disabled People" to help our employees with proper knowledge and understanding of mental and developmental disabilities.
Work style innovation
Each division of Toyota Systems Corporation decides on the frequency and day of the week, which promotes the retirement on time. In addition, we conducted a morning-style work recommendation campaign to offer complimentary breakfast to employees who came to the company by 8:0 a.m. to create an opportunity for each employee for raising awareness of time and be conscious of achieving results within a limited time.
Diversification of work style
We have introduced a 3DV (3-day-vacation) leave system that allows employees to use their annual holidays for 3 consecutive days, and 50.4% of all employees have taken the holidays. We take childcare leave and shortened working hours not only for women but also for men employees. In addition, we have a long-term service reward system and the introduction of telecommuting and flextime.