Sustainability

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Promotion of Diversity & Inclusion

We are making dedicated efforts to create a work environment where diversity is respected by formulating an organization in which people with different characteristics accept one another and are empowered to demonstrate their maximum potential.

In July 2013, Kyowa Hakko Kirin established the Diversity Promotion Group within its Human Resources Department with the aim of improving its systems and work environment.

Empowering Women

Number of Female Managers/Ratio of Female Managers *1

Given the ongoing decrease in working-age population as a result of declining birthrates and population aging, encouraging women to pursue broader career opportunities is deemed an urgent challenge and one of the growth strategies of the Japanese government. In an effort to respond to social expectations and enhance corporate competitiveness through employee diversification, the Kyowa Hakko Kirin Group is striving to empower its female employees.

As of the end of December 2016, the proportion of female managers at Kyowa Hakko Kirin was 7.1%. By 2020, we are aiming to increase the figure to 10% or more. In 2016, we offered training programs to prepare female employees for managerial positions as well as career education for young female employees.

For details on the Company’s action plans and data related to empowering female employees, please see the database of corporations promoting women’s participation and advancement in the workplace*2 compiled by the Ministry of Health, Labour and Welfare.

In recognition of its initiatives, Kyowa Hakko Kirin received the highest-level “Class 3 Eruboshi” accreditation from the Minister of Health, Labour and Welfare based on the Act on Promotion of Women’s Participation and Advancement in the Workplace in 2016.


Class 3 Eruboshi accreditation

The Company was also selected as a FY 2016 Semi-Nadeshiko Brand*3.

As part of our measures to respect diversity, we intend to further support women to take on a broader range of roles at the Company.

*1
The figures have been calculated based on a new set of criteria since 2015.
*2
New WindowDatabase of corporations promoting women’s participation and advancement in the workplace (in Japanese)
*3
A corporation selected as a Semi-Nadeshiko Brand jointly by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange.
New WindowFY 2016 Report on the Nadeshiko Brands (in Japanese)

Work-Life Balance

Kyowa Hakko Kirin has formulated an action plan for childcare support to help conscientious employees of any lifestyle or gender demonstrate their maximum competence. We acquired Kurumin mark certification from the Ministry of Health, Labour and Welfare for having met a set of standards as a company that supports employees with childcare. The Company has also acquired Tomonin logo certification in recognition of its efforts to support employees engaged in family nursing care.


Tomonin logo certification(left) and Kurumin mark certification(right)

In our efforts to support employees with childcare and nursing care, we offer programs that exceed the statutory requirements. A consultation service is also in place to provide employees with meetings before and after they take a leave of absence as well as to send them useful information during their leave. We provide employees with support for a smooth return to work after taking childcare leave, and host a Back-to-Work Support Forum aimed at encouraging networking among employees who have become new parents at around the same time. For employees providing nursing care for their family, we offer information on support services through our intranet. In 2016, 113 employees availed themselves of the childcare leave system; 94 took advantage of the reduced-work-hour system for childcare; one utilized the nursing care leave system; and no employees used the reduced-work-hour system for nursing care*1.

In addition, employees are entitled to take up to 10 days of paid holiday around the time their spouse gives birth, and up to two years of leave to accompany their transferred spouse. For medical representatives (MR; sales staff), we offer household formation support upon their marriage or the birth of a child so as to help them continue working while also leading a fulfilling personal life. Our work-from-home program is in full swing and, furthermore, a discretionary work system*2 has been launched for researchers with the aim of enhancing productivity across the Company.

In 2016, we embarked on a work-style reform by establishing a smart-work promotion plan, which defines our policy on work hours management and employees’ work practices. Under the reform, managers of each division convey a message to their staff members, and set numerical targets for paid holidays and overtime hours in their business plan in order to spur operational efficiency.

In February 2017, Kyowa Hakko Kirin joined the IkuBoss Alliance, a movement organized by an NPO to promote awareness among corporate managers. Our aim is to build an organizational structure that aids the Company in boosting its operating performance while ensuring that both managers and their subordinates value work-life balance.

We will further invigorate our organization by encouraging employees to take advantage of the available systems and transforming their mindsets, thereby improving the work environment.

*1
The number of employees who used each system from January to December 2016. (Data aggregated as of the end of December 2016)
*2
Discretionary work system in the type of professional work: Prescribed by the Ordinance of the Ministry of Health, Labour and Welfare and a public notice issued by the Health, Labour and Welfare Minister, some types of work, due to their nature, need to be left largely to the worker's discretion in terms of the means and methods of execution, alloacation of time, etc. In such cases, the worker is assumed to have worked for hours typically necessary for that work, based on the agreement between labor and management.
(Source: Ministry of Health, Labour and Welfare Homepage)

Employment of Disabled People

Employment of Disabled People

The Kyowa Hakko Kirin Group issued its Declaration of Employment of Disabled People*2 in January 2013, based on which measures to enhance internal awareness have been taken. In 2016, a consultation service contact was established for disabled employees to help them resolve incidents of workplace discrimination and receive reasonable job assignments.

In March 2014, the Group was certified to use the exceptional counting method in calculating the rate of employment of disabled people. As of June 1, 2017, the Group employs 150 disabled persons*3, a figure that accounts for 2.33% of its workforce.

While our Group companies continue with their efforts to employ more disabled people, we are also upholding a policy to employ intellectually disabled people, mainly at Kyowa Kirin plus Co., Ltd., thereby working to expand job opportunities for people with special needs across the Group.

*1
Data are as of June each year; parent-company basis up until 2013 and Group-wide domestic basis in and after 2014. The data for 2015 have been revised for correction.
*2
*3
The number of disabled employees taking into account the degree of disability as prescribed under the Act on Promotion of Employment of Persons with Disabilities; the actual number of disabled employees is 107.

Fair Recruitment

Seeking to hire people who take pride in working to save lives as well as those with global competence, Kyowa Hakko Kirin pursues fair recruitment without discrimination on the basis of gender, nationality, disability or other traits.



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