TOKYO OHKA KOGYO CO., LTD. (TOK) provides chemical products, such as photoresist, and equipment for semiconductors and displays.

HOME CSR Relations with EmployeesDevelopment and utilization of human resources

Relations with Employees

Corporate Social Responsibility

Initiatives to create energetic, safe, and healthy workplaces.

Development and utilization of human resources

TOK pursues happiness in personnel and strengthen their engagement, considering social changes and emerging global risks.

Policy on Utilizing Human Resources

Since its founding, employees have been the greatest asset of the TOK Group.
The Company’s human resource policy is based on the following five principles, derived from its long-held philosophy that human resources are a company asset.

■ Never forget that business always starts with people.
■ Any discrimination within the Company and among employees is strictly prohibited.
■ Ensure full compliance with applicable laws and regulations, as well as fair and equal compensation.
■ Educate personnel and promote creativity to become a company that develops innovative technologies.
■ Ensure personnel systems are based upon performance, emphasizing and ensuring transparency.

Developing a sound working environment where each and every one of our employees can work in a motivated manner

The TOK Group has declared its respect for human rights and prohibits discrimination, and strives to understand and accept diverse values without regard to gender, age or nationality. Based on this foundation, in line with one of our management principles, namely the creation of a frank and open-minded business culture, we are committed to developing a safe and sound working environment where each and every one of our employees can work in a motivated manner.

* Inclusion: Acknowledging and taking advantage of the skills and opinions of diverse human resources

Ten-Year Highlights

* Tokyo Ohka Kogyo Co., Ltd. only

To increase the ratio of female managers and to promote the appointment of non-Japanese human resources

To contribute to a sustainable future and to achieve decarbon ization as stated in the management vision, it is essential to lead innovation utilizing diverse values and specialties. Therefore, the TOK Group continues to maintain the diversity and inclusion* policy, and proactively promote women in the workplace and the appointment of non-Japanese employees.

  The ratio of female managers remained at the same level in FY 2020/12, but a woman was appointed as General Manager of the Human Resources Division, and there was also an increase in the candidates for female managers. In addition, the ratio of female employees in recruitment has been around 40% over the past several years, compared to our target of 20% or higher. This also seems to demonstrate the steady advancement of ini tiatives to increase the ratio of female managers. In FY 2021/12 as the final year of the medium-term plan, we will practice ideas for motivating female employees to challenge management positions, considering and pursuing their careers from their per spectives, such as providing occasions for exchange with female human resources who can play a role model.

* Inclusion: Acknowledging and taking advantage of the skills and opinions of diverse human resources

Indices related to female employee participation*1
Ratio of women among new hires (%)45.829.243.339.438.5
Ratio of women among the overall
employees (%)
Difference in average tenure figures
for men and women (years)
Ratio of women in senior and middle
management (%)
Ratio of women on the Board of
Directors (%)*2

*1 Tokyo Ohka Kogyo Co., Ltd. only (employees exclude those seconded from TOK to other companies and contract workers, and include people seconded from other companies to TOK)

*2 The ratio of women on the Board of Directors is as of 2020. The cause of the year-on-year decrease in the ratio was an increase in the number of independent directors by one member.

MSCI Japan Empowering Women Index

TOK was selected as a constituent of the MSCI Japan Empowering Women Index (WIN). The MSCI Japan Empowering Women (WIN) Select Index, which is part of the MSCI environmental, social and governance (ESG) indexes, aim to represent the performance of companies that are leading within their GICS® sector in terms of promoting and maintaining gender diversity, while also meeting certain quality factor criteria.This index is one of the environmental, social and governance (ESG) indices selected by the Government Pension Investment Fund (GPIF).


Note: The inclusion of Tokyo Ohka Kogyo Co., Ltd. in any MSCI index, and the use of MSCI logos, trademarks, service marks, or index names herein, do not constitute a sponsor ship, endorsement, or promotion of Tokyo Ohka Kogyo Co., Ltd., by MSCI or any of its affiliates. The MSCI indexes are the exclusive property of MSCI. MSCI and the MSCI index names and logos are trademarks or service marks of MSCI or its affiliates.

The number of non-Japanese employees increased again in FY 2020/12. In FY 2021/12, we will promote the appointment of non-Japanese human resources and the advancement of diver sity through new ideas, such as more invigorated human resource exchange among the group companies by utilizing overseas subsidiaries

Number of non-Japanese employees
Number of non-Japanese employees
Number of non-Japanese employees
Ratio of non-Japanese employees
(consolidated, %)
Ratio of employees with a disability*

As of 2020/12, the ratio of employees with a disability was 2.67%. We will continue employment of people with disabilities.


* Tokyo Ohka Kogyo Co., Ltd. only

Maintain employees' Work-Life barance

TOK group supports its employees to work in various work styles and has been considering and developing the suitable personnel systems.
  Tokyo Ohka Kogyo Co., Ltd. set up an action plan based on "Act on Advancement of Measures to Support Raising Next-Generation Children" and has striven to developing comfortable work environment so that each employee can achieve work-life balance. In 2012, we received the Kurumin mark* by Minister of Health, Labour and Welfare of Japan.


* A symbol of a company supporting childcare, which is certified and identified by Japanese Minister of Health, Labour and Welfare.

Number of users of childcare-related systems*1
Childcare leave system (number of users)44121619
Shorter working hours (number of users)2261312
Childcare time*2 (number of users)1212131616

*1 Tokyo Ohka Kogyo Co., Ltd. only
*2 Flextime system for childcare

Discussing personnel system and work-style reform at "the labor-management review panel"

The Tokyo Ohka Kogyo Labor Union was formed in 1976, and belongs to the Japanese Federation of Textile, Chemical, Food, Commercial, Service and General Workers’ Unions (“UA Zensen”). The Tokyo Ohka Kogyo Labor Union has a union shop agreement with the Company. As of December 31, 2020, there are 1,072 labor union members affiliated with the Company, and 80.1% of all employees are members of the labor union. Since the labor union was first formed, labor and management have maintained good, cooperative relations. Once every two months, the central labor-management meet ing is held to exchange opinions on the operating environment and other labor-management issues. As a part of this process, we have concluded various labor agreements that include provi sions on occupational health and safety for maintaining good labor and workplace conditions. When changes in working pat terns are made for business purposes, they are always dis cussed in advance with the labor union.

  We have also established the labor-management review panel as a forum for labor-management discussion on the new personnel system and re-employment system to be introduced in 2022, among other topics. We have traditionally discussed proposals from the labor side and the management side at the respective specialized committees. In contrast, the labor management review panel is operated as a consultative body that not only discusses the systems above but also shares requirements toward work-style reform, as well as the aware ness of problems toward workplace environment where moti vated senior human resources can fully exercise their abilities, and examines solutions thereto.

Respect for Human Rights

Established the Human Rights Policy

The TOK Group has announced that it would never violate any human rights in the TOK Group Human Resources Management Regulations and the TOK Group Compliance Standards of Conduct. In October 2020, we formulated the CSR Policy, which is applicable to the entire TOK Group, by reorganizing the existing policies, Compliance Standards of Conduct, and other policies. As its subordinate policies, we also formulated the Human Rights Policy based on the Universal Declaration of Human Rights, the Guiding Principles on Business and Human Rights, ISO 26000, the Responsible Business Alliance (RBA) Code of Conduct, and other guidelines.

In FY 2020/12, we implemented study sessions and e-learning related to human rights. In FY 2021/12, we will edu cate and promote understanding in order to instill the CSR Policy including human rights policy throughout the group.

Human Rights Policy

TOK Group respects the basic human rights and diversity, and acts as a good member of the global community in accordance with national and local laws and social norms related to human rights.

Social norms: Universal Declaration of Human Rights, Guiding Principles on Business and Human Rights, ISO26000, RBA Code of Conduct, etc.

  • Does not discriminate against anyone in recruiting, hiring, assignment, training, reward, promotion, etc., on the basis of birth, nationality, race, ethnicity, religion, gender, sexual orientation, marital status, pregnancy, medical condition, age, disability, or any other basis prohibited by law.
  • Prohibits child labor, forced labor, debt bondage, and human trafficking regardless of the form of employment.
  • Prohibits any and all acts that may be considered harassment.
  • Endevours to foster and implement fair and impartial treatment of our human resources.
  • Maintains a physically and mentally comfortable working environment by ensuring the fairness in employment and the safety at work.
  • Respects and guarantee the basic rights of workers stipulated in international labor standards and the constitutions and labor laws of each country and region.
  • Properly protects and manages personal information.

Prohibition of child labor and forced labor

The human rights policy clearly states that the TOK Group pro hibits child labor, forced labor, bonded labor, and human traf ficking, regardless of employment status. We have also promoted initiatives covering the entire supply chain, including the statement of procurement considering human rights, occu pational health and safety, and other social requirements in the CSR Procurement Policy.

Prevention of harassment

The human rights policy states that the TOK Group prohibits all kinds of activities that may be regarded as harassment. Furthermore, we codified the detailed rules concerning harass ment, which specified contact information and procedures for handling harassment incidents. We strive to prevent all kinds of harassment by improving employee awareness through contin ued harassment prevention education for all employees as part of human rights training. In coming years, we also plan to implement study sessions on harassment for directors and other executive officers so that they can embody the frank and open-minded business culture stated in the management princi ples, and set an example of appropriate behavior.

  We have also made rules for preventing maternity and paternity harassment as an example of initiatives to promote the prevention of new types of harassment in line with social trends. In addition, we will implement measures to help exter nal stakeholders deepen their understanding of the TOK Group CSR Policy, including the human rights policy.

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