Amid an increasingly fast-changing and complex environment, we believe that sustainable growth depends on employees with diverse experiences and knowledge coming together to share ideas, engage in open dialogue, and make better-informed decisions. To that end, we promote the recruitment and cultivation of diverse talent and the creation of a company culture and systems that enable each and every individual to find job satisfaction and perform to their fullest potential (DE&I). Through these efforts, we aim to evolve as an organization that continually takes on challenges in pursuit of our company mission.
Daio Paper’s Approach to Diversity
Diverse human resources and a culture that makes the most of these human resources are essential to creating new innovations that will lead to the development of our group. By promoting DE&I (Diversity, Equity & Inclusion), we will achieve organizational and individual growth. We believe that the promotion of women is one of the most important aspects of our diversity, and we have set numerical targets for the ratio of women in management positions and the ratio of women hired in such positions. In addition, we are working to create an environment in which employees from various backgrounds can play an active role by supporting their balancing work with childcare, medical treatment, and nursing care, promoting male participation in childcare, and reforming our corporate culture and work style. Our key initiatives:
1. Increase in the number of female career-track employees 2. Training of female managers to increase the number of female managers 3. Promotion of life/work balance 4. Corporate culture and work style reforms
Organizational Structure
■ Established Diversity Committee (July 2019)
The Diversity Committee was established with officers as the primary members in order to further promote diversity management. The committee discusses and implements measures for promotion of women’s workplace participation and advancement, childcare support, and other areas. – Conduct systematic training for female manager candidates – Promote greater participation by male employees in childcare
■ Established Diversity Promotion Department (April 2021)
The Diversity Promotion Department was established to steadily promote diversity management.
Support for women’s advancement
We have formulated an action plan based on the Act on the Promotion of Women’s Participation and Advancement in the Workplace, with the goal of expanding an environment in which women can continue to thrive and accelerating the increase in the number of female managers. Currently, we are focusing particularly on increasing the number of female career-track employees and developing future leaders who will serve as candidates for managerial positions.
■ Company-wide Meeting on Promoting Women’s Empowerment
In June and July 2014, we held a company-wide meeting attended by all female employees, the President and other executives, as well as managers with female subordinates. The purpose was for top management to communicate the intent and objectives of our diversity promotion efforts and to ensure company-wide understanding.
■ Encouraging Autonomous Career Development for Female Employees
To support female employees in building their careers autonomously based on their own values and aspirations, we provide opportunities to participate in cross-industry networking programs with external female managerial candidates, as well as career-design training tailored to specific job categories within the company.
■ Approach to Developing Female Managers
To help alleviate concerns about becoming a manager and to encourage female employees to advance their careers with confidence, we conduct individual career interviews and send female career-track employees—who are at the qualification level just below management—to external training programs.
■ Renaming of Menstrual Leave (“Elis Leave”)
In October 2024, we renamed menstrual leave to “Elis Leave,” after our company’s menstrual care products. This change was inspired by employee feedback and aims to foster a workplace environment where menstrual leave can be taken more comfortably and without hesitation.
Diversity & Inclusion Awards and Ratings
■ Women’s Empowerment Principles (WEPs)
Daio Paper Corporation has affirmed its commitment to and has signed the Women’s Empowerment Principles (WEPs), and has been registered as a signatory in March 2022. In order to realize the management philosophy, “Shaping an Abundant and Affable Future for the World,” upheld by the Daio Paper Group, the Group will support the seven WEPs, promote diversity management even further, and actively work toward the realization of a gender-free society in Japan and abroad by providing products that are close to the customers’ daily lives.
＞ Women’s Empowerment Principles
■ Nadeshiko Brand
Daio Paper was selected as a Nadeshiko Brand* in fiscal 2014, 2016, and 2018. * Nadeshiko Brand is awarded annually to companies demonstrating excellence in promoting women’s active participation and advancement in the workplace. Recipients are selected jointly by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange.
■ Bloomberg Gender-Equality Index (GEI)
For the second consecutive year, Daio Paper Corporation was been selected for the Bloomberg Gender-Equality Index (GEI), which includes companies highly committed to transparency in gender reporting and gender equality initiatives.The GEI is a gender-equality index developed by Bloomberg L.P. to recognize companies for their gender equality initiatives, information disclosure, performance, and so forth. For the 2023 index, 484 companies headquartered in 45 economies were selected.
■ HIMEBOSS Declaration Workplace Certification
Daio paper corporation and its 9 group companies have obtained certification as ‘HIMEBOSS Declaration Workplaces’ from Ehime Prefecture, recognizing our commitment to promoting women’s participation in the workforce and supporting the balance between work and family life.
【The list of certified companies within the Daio group.】 Daio paper corporation, Marubishi Paper Tec. Corporation, ELLEAIR PRODUCT CO., LTD, ELLEAIR PAPER TECHNOLOGY CO., LTD., Daio Engineering Co., Ltd., Daio Logistics Co., Ltd., Elleair Resorts Golf Club Co., Ltd., DAIO ECO WORK CO., LTD., DAIO TECHNO-RESEARCH & SECURITY CO.,LTD., ELLEAIR LIFE CO., LTD.,
■ “Eruboshi” Certification
In 2024, we received the “Eruboshi” Certification (Level 2 / Two Stars) from the Ministry of Health, Labour and Welfare,
recognizing us as a company with outstanding initiatives to promote women’s participation and advancement in the workplace.
■ D&I AWARD 2025
In the D&I AWARD 2025 hosted by JobRainbow Inc., we were once again recognized with the highest ranking, “Best Workplace,” following our achievement in 2024.
Promoting understanding of diversity within the Company and reforming the corporate culture
To deepen understanding of the purpose of diversity promotion and to advance workstyle innovation and organizational culture reform, we conduct Diversity Training for executives, directors, division managers, and representatives of Group companies. In addition, we carry out employee engagement surveys to assess engagement levels and incorporate the results into our ongoing internal reform efforts.
As fostering a culture that embraces diversity requires strengthening internal communication, we provide training programs aimed at self-reflection and mutual understanding. We also conduct LGBTQ+ awareness training for HR and labor relations departments to promote understanding of sexual minorities and to help create a more inclusive workplace environment.
Furthermore, we are implementing initiatives that contribute to cultural transformation, such as shifting to the use of “-san” instead of traditional job titles when addressing colleagues, and introducing “business casual” attire as part of our dress code.
■ Unconscious Bias Training
We conducted unconscious bias training to help employees recognize their own unconscious assumptions and stereotypes, and to develop thinking patterns that are less influenced by such biases. The objective is to cultivate talent who can fully demonstrate their abilities regardless of age or gender, and to improve openness and vitality within the organization. The program targeted a wide range of employees, including executives, managers, future managerial candidates, and female career-track employees.
■ LGBTQ+ Awareness Training
As part of our phased initiatives to enhance understanding of LGBTQ+ issues, we conducted LGBTQ+ awareness training in February 2020 for HR and labor relations staff within the Daio Paper Group. In addition to lectures by external experts, the program included real-life case studies shared by a transgender speaker, providing participants with deeper and more accurate understanding of LGBTQ+ experiences.
■ Workstyle Reform and Diversity Promotion Training
To reinforce the internal driving force for organizational reform by deepening understanding of the importance of workstyle reform and diversity management, we provided Workstyle Reform and Diversity Promotion Training for senior management and division managers. In addition to lectures, the program included opportunities to identify issues within individual departments and to share successful initiatives among participants.
■ Presidential Dialogue on Diversity Promotion
In April 2021, Yoshie Komuro, President of Work-Life Balance Co., Ltd. and a leading specialist in workstyle reform consulting, held a special dialogue with Yorifusa Wakabayashi, President and CEO of Daio Paper. The discussion focused on “Promoting Diversity as a Management Strategy.”
Promoting understanding of diversity within the Company and reforming the corporate culture
In May 2021, we expressed our support for the “100% Paternity Leave Declaration” promoted by Work-Life Balance Co., Ltd. (Minato-ku, Tokyo). President and CEO Yorifusa Wakabayashi signed the declaration to demonstrate our commitment. Believing that transforming traditional working styles is essential to fostering a workplace culture where diverse talent can thrive and to strengthening unity across organizational boundaries, we are advancing both mindset reform and structural initiatives that enable men to actively participate in childcare.
▶ 【100% Paternity Leave Declaration】
▶ Action Plan Based on the Act on Advancement of Measures to Support Raising Next-Generation Children
■ Introduction of the “GOO.N Sukusuku Leave Program”
As a company that manufactures and sells GOO.N baby diapers, we have introduced the GOO.N Sukusuku Leave Program to increase the number of employees who can openly discuss parenting. Under this program, employees who have a newborn child are granted five days of paid leave to encourage men’s participation in childcare and to support a smooth return to work for women after childcare leave. The program name was selected through employee submissions and a company-wide vote.
■ Opening of the On-site Nursery “GOO.N Sukusuku House”
To provide a work environment that supports employees who wish to return to work early after childcare leave, as well as women seeking to (re)enter the workforce, we opened the on-site nursery “GOO.N Sukusuku House” in April 2018 in Shikokuchuo City, Ehime Prefecture, where our company was founded. The nursery offers unique services, including complimentary diapers and “hands-free pickup,” allowing parents to drop off and pick up their children with minimal belongings.
■ Introduction of Fertility Treatment Leave and Leave of Absence Program
To foster a workplace environment where employees can undergo fertility treatments with peace of mind, we have introduced a system that allows employees to take leave or a leave of absence for fertility treatment–related appointments or to accompany a spouse. Unused paid leave that expires can be accumulated as Saved Annual Leave, which employees may use when undergoing treatment.
■ GOO.N Diaper Cake Gift Program
To celebrate the birth of an employee’s child, the company presents a GOO.N diaper cake, accompanied by a congratulatory message from the President. The diaper cake includes our GOO.N diapers and baby wipes as part of the gift.
■ Support for Purchasing Children’s Diapers
Employees with children who are still using diapers can purchase GOO.N diapers and baby wipes at a discounted price through the company’s internal online store. This support is available until the child no longer needs diapers.
■ Training to Prevent Resignation Due to Caregiving Responsibilities
To support employees who balance work and caregiving, we provide training tailored to different employee groups, including sessions for those who may soon face caregiving responsibilities, training for executives and managers to help prevent caregiving-related resignations, and consultation opportunities on caregiving issues.
■ Establishment of a Caregiving Consultation Service
We have established a caregiving consultation service where employees can seek advice whenever they face concerns related to caregiving. In addition to HR departments at each business site, we offer access to external caregiving specialists, enabling employees to choose the most appropriate consultation source based on their needs.
■ “Kurumin” Certification
In 2011, we received the “Kurumin” Certification—a recognition mark awarded under the Act on Advancement of Measures to Support Raising Next-Generation Children—as a company that actively supports employees in balancing “work” and “family” responsibilities.
■ Shikoku Award for Excellence in Women’s Empowerment and Childcare Support
We received the Award for Excellence in Women’s Empowerment and Childcare Support at the symposium on promoting women’s participation and supporting the balance between work and childcare, organized by the Shikoku Council for Promoting Measures Against the Declining Birthrate.
■ Hataraku-Yell 2025
In the Hataraku-Yell 2025 program, which recognizes organizations that excel in enhancing and utilizing employee benefit programs, our company was honored as a “Welfare Program Promotion Corporation.”
This recognition reflects our proactive efforts to provide a wide range of systems that support a comfortable working environment for diverse employees, our commitment to establishing and expanding employee benefit programs, and our continued development of benefits that align with evolving societal needs.
