Creating a Comfortable & Inclusive Workplace
Creating a Comfortable & Inclusive Workplace
Respect for Diversity
Respect for Diversity
The Taisho Pharmaceutical Group values creating a foundation and environment where talented individuals can thrive, regardless of attributes such as gender or nationality, as well as lifestyle and values.
Based on this philosophy, we are advancing initiatives to create an environment where all employees working within the group can recognize each other and leverage their strengths.
The Taisho Pharmaceutical Group values creating a foundation and environment where talented individuals can thrive, regardless of attributes such as gender or nationality, as well as lifestyle and values.
Based on this philosophy, we are advancing initiatives to create an environment where all employees working within the group can recognize each other and leverage their strengths.
Promoting Diversity & Inclusion
Promoting Diversity & Inclusion
More than half of the employees at Taisho Pharmaceutical Group are of foreign nationality. Our diverse workforce, representing various nationalities and cultural backgrounds, collaborates to create new value. To achieve this, we foster an environment that respects individual differences, values human dignity and rights, and leverages diversity.
More than half of the employees at Taisho Pharmaceutical Group are of foreign nationality. Our diverse workforce, representing various nationalities and cultural backgrounds, collaborates to create new value. To achieve this, we foster an environment that respects individual differences, values human dignity and rights, and leverages diversity.
Advancing Women’s Participation
Advancing Women’s Participation
To ensure that talented individuals can thrive regardless of gender, we have set the following goals and are working on improving the workplace environment and conducting training to foster employee awareness.
To ensure that talented individuals can thrive regardless of gender, we have set the following goals and are working on improving the workplace environment and conducting training to foster employee awareness.
Goals for Advancing Women’s Participation
Goals for Advancing Women’s Participation
Increase the percentage of women in management-level positions (equivalent to section chief or higher) to 18% by the end of fiscal 2025.
Increase the percentage of women in management-level positions (equivalent to section chief or higher) to 18% by the end of fiscal 2025.
As of the end of fiscal year 2024, women accounted for 15.5% of management positions. We have one female executive in Japan and eight female executives overseas (including those with equivalent treatment). We will continue to strive for further improvement and maintain an environment where women can continue to thrive.
As of the end of fiscal year 2024, women accounted for 15.5% of management positions. We have one female executive in Japan and eight female executives overseas (including those with equivalent treatment). We will continue to strive for further improvement and maintain an environment where women can continue to thrive.
"Kurumin" and "Eruboshi" Certifications
"Kurumin" and "Eruboshi" Certifications
In February 2022, Taisho Pharmaceutical received the "Kurumin" mark certification from the Minister of Health, Labour and Welfare. This designation recognizes companies that support childcare under Japan’s Act on Advancement of Measures to Support Raising Next-Generation Children.
Additionally, we obtained the highest-level "Eruboshi" certification, designated as Stage 3. Also awarded by the Minister of Health, Labour and Welfare under the Act on the Promotion of Women’s Participation and Advancement in the Workplace, this certification acknowledges companies that excel in promoting women’s career advancement.
In February 2022, Taisho Pharmaceutical received the "Kurumin" mark certification from the Minister of Health, Labour and Welfare. This designation recognizes companies that support childcare under Japan’s Act on Advancement of Measures to Support Raising Next-Generation Children.
Additionally, we obtained the highest-level "Eruboshi" certification, designated as Stage 3. Also awarded by the Minister of Health, Labour and Welfare under the Act on the Promotion of Women’s Participation and Advancement in the Workplace, this certification acknowledges companies that excel in promoting women’s career advancement.
Employing Seniors
Employing Seniors
In society, there is a growing demand for environments where older individuals can continue to work. At Taisho Pharmaceutical Group, we offer reemployment to employees who wish to continue working after reaching retirement age. As of the end of fiscal year 2024, 171 employees have continued their employment. We are committed to creating a comfortable working environment for reemployed individuals and have established a performance-based reward system to further enhance their motivation.
In society, there is a growing demand for environments where older individuals can continue to work. At Taisho Pharmaceutical Group, we offer reemployment to employees who wish to continue working after reaching retirement age. As of the end of fiscal year 2024, 171 employees have continued their employment. We are committed to creating a comfortable working environment for reemployed individuals and have established a performance-based reward system to further enhance their motivation.
Employment of Persons with Disabilities
Employment of Persons with Disabilities
We actively promotes the employment of people with disabilities. We carefully consider the degree of each individual's disability and assign tasks and roles that match their abilities and aptitudes. We work closely with them to ensure they can fully utilize their capabilities and thrive. As of the end of March 2024, our employment rate of people with disabilities was 2.38%.
We actively promotes the employment of people with disabilities. We carefully consider the degree of each individual's disability and assign tasks and roles that match their abilities and aptitudes. We work closely with them to ensure they can fully utilize their capabilities and thrive. As of the end of March 2024, our employment rate of people with disabilities was 2.38%.
Creating a Supportive Work Environment
Creating a Supportive Work Environment
We are committed to creating a safe, non-discriminatory, and comfortable workplace where all employees can fully utilize their abilities. Additionally, we strive to provide an environment where each individual can challenge themselves not only to contribute to enhancing corporate value but also to achieve personal fulfillment.
We are committed to creating a safe, non-discriminatory, and comfortable workplace where all employees can fully utilize their abilities. Additionally, we strive to provide an environment where each individual can challenge themselves not only to contribute to enhancing corporate value but also to achieve personal fulfillment.
Providing a supportive environment for work-life balance
Providing a supportive environment for work-life balance
We are dedicated to creating an internal environment where employees can balance work with life events such as childbirth, childcare, and caregiving. For instance, we offer various support systems for employees with children, including the "Shortened Working Hours for Childcare," "Childcare Leave," and "Flexible Working Hours for Childcare" programs. The awareness of taking childcare leave has also increased among male employees, with the uptake rate rising to 64.6% by the end of fiscal year 2024.
We are dedicated to creating an internal environment where employees can balance work with life events such as childbirth, childcare, and caregiving. For instance, we offer various support systems for employees with children, including the "Shortened Working Hours for Childcare," "Childcare Leave," and "Flexible Working Hours for Childcare" programs. The awareness of taking childcare leave has also increased among male employees, with the uptake rate rising to 64.6% by the end of fiscal year 2024.
To improve the quality of work and daily life
To improve the quality of work and daily life
We are committed to reforming work styles to ensure that each employee can fully utilize their abilities within limited time, contribute to enhancing corporate value, and achieve personal fulfillment while improving both work and life.
To promote the use of paid leave, we have established systems such as the "Refresh Leave," which allows employees to take five consecutive days off for mental and physical rejuvenation, and the "Spousal Childbirth Leave," which provides a total of five days off, including special leave, when their spouse gives birth. Additionally, the "Stock Leave" system allows employees to accumulate up to 60 days of expired paid leave, which can be widely used for personal illness or injury lasting more than a week, family caregiving, emergencies, disaster support, and volunteer activities.
Furthermore, the Health Committee, composed of the Human Resources Department, industrial physicians, health insurance associations, and labor unions, aims to maintain and improve employee health and productivity. It informs each department about overtime work conditions and promotes balanced work styles after confirming workplace conditions through labor-management cooperation. Since 2021, we have introduced discretionary labor systems in research and planning departments, allowing for a results-oriented work style not bound by working hours.
We are committed to reforming work styles to ensure that each employee can fully utilize their abilities within limited time, contribute to enhancing corporate value, and achieve personal fulfillment while improving both work and life.
To promote the use of paid leave, we have established systems such as the "Refresh Leave," which allows employees to take five consecutive days off for mental and physical rejuvenation, and the "Spousal Childbirth Leave," which provides a total of five days off, including special leave, when their spouse gives birth. Additionally, the "Stock Leave" system allows employees to accumulate up to 60 days of expired paid leave, which can be widely used for personal illness or injury lasting more than a week, family caregiving, emergencies, disaster support, and volunteer activities.
Furthermore, the Health Committee, composed of the Human Resources Department, industrial physicians, health insurance associations, and labor unions, aims to maintain and improve employee health and productivity. It informs each department about overtime work conditions and promotes balanced work styles after confirming workplace conditions through labor-management cooperation. Since 2021, we have introduced discretionary labor systems in research and planning departments, allowing for a results-oriented work style not bound by working hours.
Creating an environment that enables employees to take on the challenge of self-fulfillment
Creating an environment that enables employees to take on the challenge of self-fulfillment
We create an environment where employees can proactively take initiative and challenge themselves to achieve personal fulfillment, thereby enhancing their motivation and driving business revitalization and new project development.
To support this, we have established systems such as the "Self-Declaration System," which allows employees to communicate their desires for department transfers, relocations, and workplace improvements to their supervisors and the HR department once a year. Additionally, we offer the "Internal Recruitment System," which invites employees to apply for transfers to strengthen business operations or join new projects, providing them with opportunities to choose their own career paths.
We create an environment where employees can proactively take initiative and challenge themselves to achieve personal fulfillment, thereby enhancing their motivation and driving business revitalization and new project development.
To support this, we have established systems such as the "Self-Declaration System," which allows employees to communicate their desires for department transfers, relocations, and workplace improvements to their supervisors and the HR department once a year. Additionally, we offer the "Internal Recruitment System," which invites employees to apply for transfers to strengthen business operations or join new projects, providing them with opportunities to choose their own career paths.
Commitment to Human Resource Development
Commitment to Human Resource Development
At Taisho Pharmaceutical Group, we support the growth of each employee while aiming to balance "contributing to enhancing corporate value" and "achieving personal fulfillment."
To achieve this, we have established the following policies and are focusing on developing our human resources.
At Taisho Pharmaceutical Group, we support the growth of each employee while aiming to balance "contributing to enhancing corporate value" and "achieving personal fulfillment."
To achieve this, we have established the following policies and are focusing on developing our human resources.
Human Resource Development Policies
Human Resource Development Policies
- Engage in human resource development so that all employees can put the philosophy of the Taisho Pharmaceutical Group into practice.
- Cultivate professional human resources who can develop a high level of expertise and contribute to enhancing corporate value.
- Cultivate human resources who can think and act for themselves, and attain self-fulfillment.
- Engage in human resource development so that all employees can put the philosophy of the Taisho Pharmaceutical Group into practice.
- Cultivate professional human resources who can develop a high level of expertise and contribute to enhancing corporate value.
- Cultivate human resources who can think and act for themselves, and attain self-fulfillment.
Education and Training Systems
Education and Training Systems
To support the growth of each employee, we offer a variety of educational and training programs. In addition to in-house training, we provide opportunities for employees to gain specialized knowledge and experience through external training institutions, business schools, and universities, fostering the development of the next generation of employees.
To support the growth of each employee, we offer a variety of educational and training programs. In addition to in-house training, we provide opportunities for employees to gain specialized knowledge and experience through external training institutions, business schools, and universities, fostering the development of the next generation of employees.
Education and Training Program
Education and Training Program
Level-Specific Training
Level-Specific Training
We conduct training programs tailored to different employee levels, such as new hires and newly appointed managers. These programs cover the roles, behaviors, and standards expected at each level. For managers, the training focuses on developing management skills and leadership abilities. Additionally, each department offers its own specialized training programs to foster the development of employees with specific expertise.
We conduct training programs tailored to different employee levels, such as new hires and newly appointed managers. These programs cover the roles, behaviors, and standards expected at each level. For managers, the training focuses on developing management skills and leadership abilities. Additionally, each department offers its own specialized training programs to foster the development of employees with specific expertise.
Companywide Basic Training
Companywide Basic Training
We conduct monthly themed training sessions for all employees. These sessions cover a wide range of topics, including essential pharmaceutical knowledge such as the Pharmaceuticals and Medical Devices Act and drug-induced suffering, as well as broader themes like SDGs and Diversity & Inclusion. This helps enhance the foundational knowledge of all employees. Additionally, we regularly conduct training on our founding spirit and management philosophy to instill corporate identity among employees.
We conduct monthly themed training sessions for all employees. These sessions cover a wide range of topics, including essential pharmaceutical knowledge such as the Pharmaceuticals and Medical Devices Act and drug-induced suffering, as well as broader themes like SDGs and Diversity & Inclusion. This helps enhance the foundational knowledge of all employees. Additionally, we regularly conduct training on our founding spirit and management philosophy to instill corporate identity among employees.
Language Training
Language Training
Training for Employees Requiring Foreign Language Skills in Their Work.We offer lessons on approval diagrams conducted by foreign instructors.
Training for Employees Requiring Foreign Language Skills in Their Work.We offer lessons on approval diagrams conducted by foreign instructors.
Self-development support program
Self-development support program
To provide opportunities for employees to acquire knowledge, skills, and certifications for self-realization, we have established a system that reimburses half of the tuition fees for designated correspondence courses completed by employees.
To provide opportunities for employees to acquire knowledge, skills, and certifications for self-realization, we have established a system that reimburses half of the tuition fees for designated correspondence courses completed by employees.
Life Plan Workshops
Life Plan Workshops
To support each employee's life planning, we provide training opportunities at key life stages (4th year of employment, ages 32, 42, 54, and 58). These sessions offer a chance to reflect on future life goals from both personal and professional perspectives.
To support each employee's life planning, we provide training opportunities at key life stages (4th year of employment, ages 32, 42, 54, and 58). These sessions offer a chance to reflect on future life goals from both personal and professional perspectives.
Regular Reviews of Performance and Career Development
Regular Reviews of Performance and Career Development
We conduct regular performance and career development reviews for all employees. At the beginning of the fiscal year, we set goals, followed by a mid-year progress check, and an end-of-year evaluation meeting. During the end-of-year meeting, we not only assess the annual performance but also discuss future challenges and skill development.
We conduct regular performance and career development reviews for all employees. At the beginning of the fiscal year, we set goals, followed by a mid-year progress check, and an end-of-year evaluation meeting. During the end-of-year meeting, we not only assess the annual performance but also discuss future challenges and skill development.
