Sustainability Top

Promoting a Healthy Work-Life Balance

Basic approach

In order to powerfully promote the growth of our group, it is essential to create an environment in which each employee can demonstrate their abilities and continue to work with enthusiasm. We aim to create a workplace where employees can feel fulfilled and lively, and while respecting the diverse values and career aspirations of employees, we are implementing work style reforms that will lead to increased productivity, creation of innovation, and improved work-life balance. We are.

Promotion system

artience Co., Ltd. Human Resources Department takes the lead in promoting work-life balance, including appropriate labor management throughout the group, support for balancing work with childcare and nursing care, and promotion of diverse work styles. Overseas, we are proceeding with initiatives that align with the laws, regulations and practices of each country.


Promoting appropriate labor management

Our group is working to improve the working environment so that employees can produce results while emphasizing work-life balance. In addition, we are promoting the reduction of overtime work (overtime hours) by operating a work management system that is approved by superiors on a daily basis, verifying entry and exit status using entry passes to eliminate unpaid overtime, and implementing measures based on the Labor Standards Act. We strive to manage working hours appropriately, including through consultations with labor unions.
In fiscal 2022, the number of labor standards violations due to overwork was 0. In order to prevent health damage caused by overwork, we are encouraging the departments to which the employees belong to improve their operations, and interviewing employees with industrial physicians as necessary. We will continue to work towards improvements.

childcare support

2021 Certified Kurumin Childcare Support
In March 2022, we received the "Kurumin" next-generation development support certification mark for the fourth time. As part of our efforts to support the development of the next generation, we have introduced a ``Childcare Leave Interview Sheet'' that includes questions about things like handing over work and consideration to health conditions, and is using it as a communication tool between superiors and employees taking childcare leave to ensure a smooth process. This has led to the start of leave and return to work.
In October 2022, in line with the revision of the Child Care and Family Care Leave Act, we updated the existing guidebook and hearing sheet.
In addition, the entire group is putting effort into encouraging men to take childcare leave, and in principle the number of days taken is at least 10 days. In addition to instilling a culture in which it is normal for a spouse to take childcare leave for a certain period of time after giving birth, we will use this opportunity as an opportunity to review our daily work and create a workplace that supports each other, and we will encourage the entire company to take childcare leave. This will lead to the realization of diverse work styles.
Usage status regarding childcare support
2020 2021 2022
Rate of women returning to work after childcare leave (%) 100 100 100
Childcare leave, etc./Percentage of leave taken for childcare purposes (%) Female: 100
Male: 25.8
Female: 100
Male: 25.8
Female: 100
Male: 92.7
Shorter childcare hours (people) 39 41 36

* artience original employee

action plan

artience and its core operating companies (TOYOCOLOR, TOYOCHEM, TOYO INK) have formulated action plans and are implementing initiatives based on the Act on Advancement of Measures to Support the Development of the Next Generation and the Act on Promotion of Women's Participation and Advancement in the Workplace.

For specific initiatives, please refer to the following materials and websites.

Company Name General employer action plan Work-life balance support plaza Database of companies promoting women's active participation
artience Co., Ltd. 行動計画​



TOYO INK CO., LTD. 行動計画​


Nursing care support

Due to changes in the social environment such as the declining birthrate, aging population, and nuclear families, the number of employees facing nursing care is increasing. Our group (domestic) is actively promoting the creation of a workplace environment that allows employees to balance work and nursing care. Using the welfare cafeteria plan, we subsidize the purchase and rental costs of nursing care supplies and the costs of nursing care support services.
We are also working to create an environment where employees can work with peace of mind by holding seminars on health and nursing care.

For specific initiatives, please refer to the work-life balance support forum.

Systems and initiatives that respond to diversifying work styles

In our group (domestic), under the cafeteria plan, which is one of our welfare programs, in addition to subsidies for nursing care beds and childcare, we also provide desks and chairs purchased for working from home, PC-related equipment, and health promotion expenses. We subsidize the cost of purchasing health equipment, etc. We also hold seminars and provide information on health and nursing care (such as fitness seminars that you can watch and participate in online) to help people balance nursing care with work and maintain their health.


  • Promoting remote work/home working
  • New communication support
  • Initiatives against new coronavirus infection