Creating an Attractive Workplace

In the midst of dramatic social changes such as an increase in global human resources due to a decrease in the working population due to the declining birthrate and aging population, we are creating a comfortable workplace regardless of nationality, gender, age, or disability, and developing and developing diverse human resources. Appointment (diversity and inclusion) is required. At TOREI, we believe that “people” are the driving force for continuously increasing corporate value and responding to social demands. We will build a system that allows diverse human resources to play an active role, leading to growth as a company.

Work style reform - work-life balance -

Working environment and support

Efforts related to occupational safety and health

Occurrence of occupational accidents, etc.

In the marine product processing industry, "falling over" and "being caught/caught" account for about half of the occupational accidents (*). Most of the marine products processed at TOREI's business sites are frozen tuna. Frozen tuna is very hard and heavy, so there is danger during processing and distribution work. We are working to reduce the risk of disasters. In the event of an occupational accident, we review equipment and manuals to prevent recurrence. In addition, all industrial accidents that occur are shared and disseminated with the safety and health committees of all business locations regarding details such as the situation, causes, and measures to prevent recurrence.

* P34 Handbook for Creating Safe Workplaces in the Food Industry (Ministry of Agriculture, Forestry and Fisheries)

Health and Safety Committee

All of our offices hold monthly Health and Safety Committee meetings. In addition to occupational safety and health (industrial accident information, infectious disease information, overtime work information, etc.), we also report on environmental impact results, the status of environmental activities, and environmental issues. We are sharing information and discussing (food poisoning countermeasures/disaster prevention measures/stress checks, etc.). The information shared by the Safety and Health Committee is disseminated to the departments to which the committee attendees belong, and is also posted on the company intranet, etc., to disseminate information to all employees.

Promotion of diversity

Employment of people with disabilities

TOREI aims to hire at least one new person with a disability each year, with the goal of hiring 0.5% more than the legal employment rate. Since 2019, we have been accepting interns from special needs schools at our offices nationwide in order to continue hiring people with disabilities. By accepting interns, we have been able to cut out work that matches the intern's suitability, and TOREI has learned what kind of work we can entrust to people with disabilities.

organizational improvement

Human resource development

Organizational culture survey

We conduct an "Organizational Culture Survey" once every two years to investigate "employees' attitudes toward work and satisfaction with the company, etc." and "understanding and penetration of compliance and company policies."In the years when the organizational culture survey is not conducted, a "compliance monitoring survey" consisting of only compliance-related parts is conducted. The survey results are fed back to all employees, and the strengths and weaknesses of the TOREI Group are shared throughout the company. In addition, we are working to improve employee satisfaction by working to improve the work environment and other issues identified from the survey results.

opinion box

We have set up "suggestion boxes" at all offices as a means of listening to a wide range of employees' opinions regarding operational reforms and compliance. In addition, according to the intention of the poster, we disclose the content of the post and the response status, and maintain the transparency of the opinion box (limited to opinions that can be disclosed that do not include personal information).