In the TOMY Group Code of Conduct, employees promise to “respect individuality and foster initiative and creativity.” With our human resources development policy, we are creating a foundation that strengthens both people and the organization to ensure that we evolve into a sustainable and resilient company. We have established educational and training frameworks to help build this foundation and support the development of employees' abilities, so that each person can maximize their skills and capabilities while unlocking further potential.

The TOMY Group has set up various educational frameworks to help maximize individual employee capabilities and to discover and develop the next generation of future leaders.
To foster the further growth of our human resources, we have established a grade-specific evaluation system under the control of the Human Resources Division that is based on performance and ability. We have also built a framework to help employees gain a clear picture of the capabilities and skills required for their jobs through interviews between managers and staff and encourage their growth.
We offer training for all new employees upon joining the TOMY Group to help them understand our corporate ideology as well as grade- and job-specific training programs. We also offer subsidized self-development opportunities for employees looking to improve their skills. To ensure knowledge gained from the company’s past successes and failures is firmly passed down to future generations to promote sustainable business development, we have set up a system that enables young employees to benefit from our accumulated technological expertise and knowhow by turning tacit knowledge into explicit knowledge.

In addition to the programs listed above, we conduct a Toy Technology Training Course for young employees involved in planning development, technology development, production technology, or quality management to learn about the technology involved in the structure and molding of toys. We also provide a TOMY Toy Technology Think Tank brochure that summarizes our expertise on setting up a new production base. Through such efforts, the TOMY Group has established a framework that enables young employees to benefit from our long-amassed technology and expertise.

The TOMY Group believes that embracing the diverse perspectives of a diverse range of people in our business is the best way to develop and invigorate our company, so we make our hiring decisions based on comprehensive judgement and a genuine respect for a candidate’s abilities and individuality without reference to nationality, race, ethnicity, religion, gender, sexual orientation, age, ability or disability.

As part of creating workplaces where diverse talent can thrive, we promote women’s empowerment to further gender diversity. We have established an action plan to foster working environments where women can succeed as managers, and aim to increase the percentage of women in managerial roles to over 20% by the end of March 2026.

Major initiatives include holding roundtable discussions with young managers, as well as various trainings and workshops, so that employees can find role models that match their personal goals. In April 2023, we also established a new section to promote diversity and inclusion, and will further strengthen measures and initiatives in order to achieve our targets.

The TOMY Group has a retiree rehiring system for reemploying people who left the company at retirement age. Along with enabling them to leverage the skills, abilities and experiences they have gained over the years, the system is also used to train younger employees. We also have a personnel system under which employees with specific skills deemed vital to the Group (such as design, production, quality, after-sales service, overseas production management or business management) are designated as personnel with specified skills (called “fellows” within the company). We believe that bestowing the next generation with the technology, knowhow and experience gained through our wide-ranging operations around the world will be essential to the sustainable development of our business.

We actively seek out mid-career hires whose skills are an immediate asset to the company. We also have a Job Return System in place to rehire former employees who left the company due to life circumstances — such as marriage, childbirth, childcare, nursing care or their partner’s job transfer — as well as those who left to further their career by going back to school, studying abroad or pursuing other roles. This system enables employees to utilize the knowledge and experiences gained after their departure from the company by returning to the TOMY Group, with the aim of revitalizing the company and creating new value.