Labor Practices Promoting Diversity

Actively Utilizing Diverse Human Resources

The Group has positioned its approach to diversity and inclusion as one of its management strategies. We have organized that approach into the Diversity Promotion Circle, and we are advancing initiatives on that basis.
The Diversity Promotion Circle has the objective of leveraging diverse human resources and maximizing results and the Company develops those human resources to maximize the potential of diverse employees, establishes systems and frameworks that make it easy for diverse employees to do their jobs, and provides opportunities for a diverse range of people. Managers implement diversity management to draw on the capabilities of diverse employees and maximize results, and each employee generates synergies.
In regard to diversity, we take into account both visible diversity (gender, sexual orientation and gender identity (including LGBT*1), age, career background, nationality, disability status, time restrictions due to childcare, nursing care, etc.) and non-visible diversity (knowledge, skills, experiences, values, ways of thinking, etc.). By appreciating these differences and leveraging them, we seek to maximize our results.
In fiscal 2018, all employees undertook e-learning compliance training and departmental training based on the themes of diversity promotion and LGBT. We welcomed Rumiko Nakata, an executive officer of Mitsubishi Chemical who is in charge of diversity promotion as a lecturer who talked on the subject of "Diversity: For a Management that Turns Human Resources Diversity into a Strength." We continued to implement nursing care seminars and www28 training (www: an abbreviation for Win-Win-Woman), which considers the careers of women who have not yet experienced such life events as marriage and childbirth. As a so-called "Ikuboss"-related measure to encourage subordinates to fulfill both work and personal matters, we fostered awareness of men's participation in childcare and child-care leave through the distribution of folded triangular shaped signs that describe the Ikuboss Declaration and holding of the Ikuboss Award to commend the company's best practices.
On the system side, we revised the rules of employment by adding harassment-related behavior and made them subject to disciplinary action. Specifically, the declaration clearly states that sexual harassment includes sexual orientation such as LGBT, discrimination and harassment based on sexual identity, and that maternity and paternity harassment*2,*3. are also subject to disciplinary action. The declaration was widely distributed through compliance and harassment prevention guidebooks.
In fiscal 2018, we established consultation hotlines to support LBGT staff. We will continue to distribute Ally stickers, which show understanding of and support for LGBT people. As for hiring, we have eliminated the gender entry column from the hiring entry sheet in consideration of gender and LGBT.
As a result of these initiatives, in the PRIDE INDEX, which is an evaluation index of LGBT activities in the workplace created by the private organization "work with Pride," we received the 2018 SILVER Prize, the award of excellence at the 3rd Working Women Empowerment Awards sponsored by the Japan Productivity Center, and the Special Encouragement Award at the "Ikumen Enterprise Award 2018, Work-Life Balance Support Category," held by the Ministry of Health, Labor and Welfare.
In 2016, we received the highest ranking under the Eruboshi*4 company certification system, which is based on the Act on Promotion of Women's Participation and Advancement in the Workplace. In 2017, we were awarded the highest two-star ranking as a leading company in the support of active careers for women*5 in Osaka City, and we received certification as a company implementing the Ikumen Project.

  • *1LGBT is an acronym for L: lesbian, G: gay, B: bisexual, T: transgender, and is a generic term for a sexual minority.
  • *2Maternity harassment is workplace discrimination against women due to pregnancy and the need to provide childcare.
  • *3Paternity harassment is workplace discrimination against fathers who have taken paternal leave to help with childcare.
Diversity Promotion Circle
An Ally sticker utilizing Tanamin, the Company's original character
Silver logo of the PRIDE INDEX
Ikumen Company Award Special Encouragement Prize Logo
  • *4"Eruboshi" company certification system

This certification system was launched on April 1, 2016. Companies can apply to prefectural labor departments based on their action plans related to the promotion of active careers for women, and the Minister of Health, Labour and Welfare recognizes those with superior initiatives.

Eruboshi company certification system
  • *5Acquisition of Certification as a Leading Company in the Support of Active Careers for Women

Under this system, in accordance with established standards, Osaka City certifies companies and other groups that are actively striving to establish environments that support active careers for women.

Acquisition of Certification as a Leading Company in the Support of Active Careers for Women

Percentage of Female Employees with Second Qualifications* or Higher or In Management Specialist Positions

Percentage of Female Employees with Second Qualifications or Higher or In Management Specialist Positions

*Employees who serve in specialist and leadership roles, considered equivalent to subsection managers

Supporting Active Careers for People with Physical or Mental Health Challenges

Promoting Employment of People with Physical or Mental Health Challenges

The Group is actively working to promote the employment of people with physical or mental health challenges and has expanded the range of duties in many occupations throughout the Group. Although eight people with physical or mental health challenges were hired at Tanabe Palm Service Co., Ltd., a special subsidiary company established in April 2017, the Group's employment rate as of March 31, 2018 was 2.12%, but failed to reach the legally required rate of 2.2%, which was raised in April 2018. In April 2019, Mitsubishi Tanabe Pharma hired one person and Tanabe Palm Service Co., Ltd. hired two people with physical or mental health challenges.
We are establishing workplaces where people with physical or mental health challenges can play an active role and we will actively hire them while creating an environment where they can work with even greater motivation.

Employment Rate of People with Physical or Mental Health Challenges

Employment Rate of People with Physical or Mental Health Challenges

*Rate of employment of people with physical or mental health challenges for the Group. Fiscal years 2014 to 2016 are on a non-consolidated basis.

Company entrance ceremony for Tanabe Palm Service Co., Ltd
Conscientious, accurate work is enjoyed by customers.

Creating Environments that are Easy to Work In

We have introduced UD Talk, a speech recognition application, as a tool to support the work of deaf employees. By converting spoken words into characters in real time, this application supports smooth communications in meetings, training, and other venues. The introduction of UD Talk has been highly evaluated for making it easy to participate in meetings and broadening the scope of work. Moving forward, we will continue working to create environments that transcend disabilities and are easy to work in.

UD Talk in use at in-house meeting

Initiatives to Reform Working Styles

In Japan, the Group supports diverse human resources that participate actively in diverse working styles through an enhanced system that helps establish a balance between personal life and work, and the introduction of a flexible work system.

Flexible Work Systems

The Company has taken steps to enhance systems that contribute to flexible working styles and enhanced productivity for employees, such as a flex-time system with no core time, a flexible work system for employees in planning areas and specialist areas, and a telecommuting system. To support a balance between work and medical treatment, such as in the case of cancer survivors and infertility treatment, in fiscal 2018, we introduced shorter workdays and treatment leave that employees who need treatment can use.

Systems to Support a Balance Between Life Events and Work

Obtained "Platinum Kurumin" Certification -

The Group has established child-care and nursing-care support systems that significantly surpass legal requirements. We have created an environment that enables employees to work with peace of mind and balance work and life events, such as pregnancy, childbirth, child-care, and nursing-care. In recent years, we have taken steps to establish environments that facilitate active participation by fathers in child-rearing, such as special leave for husbands that can be taken during the period from pregnancy to childbirth (pre-paternity leave), paid leave for the first five days of child-care leave, and child-care leave for men (paternity leave). As a part of that, we have taken the lead in diverse working styles and have increased the number of "Ikuboss" supervisors who can manage diverse subordinates. As a result of these initiatives, for six consecutive years since 2007, we were certified as a "general business owner conforming to standards (Kurumin mark) system, which is based on the Next Generation Nurturing Support Measures Promotion Law. In July 2019, we were certified "Platinum Kurumin" in recognition of our childcare support and working style initiatives. We will continue to create a working environment where each employee can display their capabilities and enthusiastically work.

*The "Platinum Kurumin" certification system recognizes companies that have already been "Kurumin" certified by the Ministry of Health, Labour and Welfare as companies that support childcare and that have taken steps to achieve a higher standard.

Kurumin certification mark
Platinum Kurumin certification mark
Seventh Action Plan

We have formulated the following action plan for the implementation of initiatives targeting the realization of diverse working styles and the utilization of diverse human resources.

1. Plan Period

April 1, 2018, to March 31, 2021

2. Details

<Objective 1>
We will establish a shorter workday system for employees with medical issues unrelated to work (can be used for infertility treatment).
(Measures to achieve the objective and the implementation period)
· From October 2018: Revise internal regulations to establish a shorter workday system for employees with medical issues unrelated to work, publicize this initiative within the Company
<Objective 2>
We will implement measures for employees to secure time off.
(Measures to achieve the objective and the implementation period)
· From October 2018: Implement work-shift intervals and other measures for employees to secure time off, publicize this initiative within the Company.
<Objective 3>
We will implement initiatives in order to promote the usage of paid vacation days.
(Measures to achieve the objective and the implementation period)
· From May 2018: Establish and publicize days on which employees are encouraged to take paid vacation days.

Utilization of Leave and Shorter Workdays for Child Care

*The Group domestic

Fiscal 2018 results: child-care leave: 277 people; short-term child-care: 122 people

*Results in the utilization of child-care leave show the number of people who commenced child-care leave during the fiscal year

Utilization of Leave and Shorter Workdays for Child Care

Utilization of Leave and Shorter Workdays for Nursing Care

*The Group domestic

Fiscal 2018 results: nursing-care leave: 0; nursing-care short-term: 2 people

Utilization of Leave and Shorter Workdays for Nursing Care

Usage of Paid Vacation Days

*The Group domestic

Fiscal 2018 results: number of days used: 14.5; usage rate: 68%

Usage of Paid Vacation Days

Building Sound Labor-Management Relations

The Group respects the rights of its employees, including the freedom to form a union and the right to collective bargaining. The labor agreement that Mitsubishi Tanabe Pharma has entered with the Mitsubishi Tanabe Pharma Labor Union guarantees the working conditions and rights of union members. As of the end of March 2019, the labor union membership rate was 72.3%. Group management and the union regularly hold management meetings where the Company communicates its management policy and the two parties exchange information on workplace conditions, seeking to more fully understand each other. Members of the Management Council and various labor-management committees, etc., also contribute their views on separate issues, such as reevaluation of various working conditions and human resource systems, in order to realize an environment in which it is easier to work.