Initiatives to Promote the Success of Diverse Employees
Equal Opportunity and Fairness in Recruiting
Based on its equal opportunity policy, Chugai treats and compensates its employees equally regardless of gender, age, nationality or disability. In accordance with this policy, we actively seek persons with disabilities and non-Japanese when hiring new university graduates and mid-career professionals. As of December 31, 2015, the ratio of employees with disabilities in the Company was 2.02%.
Moreover, we maintain fair and impartial hiring practices by using a diverse team of interviewers to evaluate candidates’ abilities, skills and experience.
Development Systems to Bring Out the Full Potential of Diverse Employees
Chugai has introduced a talent management system to discover and put to use the talents of diverse employees, regardless of gender, age, nationality and other attributes. We assess employees on objective criteria and assign and develop them systematically to bring out their full potential. To cultivate a diverse perspective from an early stage, we are also working to develop employees capable of succeeding at a global level through our Human Resource Exchange Program with Roche.
〈Employees Dispatched to the Roche Personnel Exchange Program〉
|Cumulative number of employees dispatched(from 2004 onwards)||113||125||155|
Promoting the Active Role of Women
To broaden discussion in a variety of situations, Chugai is working to develop female leaders. As part of this initiative, we first set a target of doubling the number of female managers in five years, a goal which was reached in 2015. Currently, our target is to have women represent 13% of all managers by 2018, and we continue to work to turn out female managers by developing managerial candidates and expanding the ranks of next-generation leaders. To date, in addition to forums held in all divisions to encourage women to think about their careers and ways of working, we have held meetings with female leaders to exchange opinions and think more deeply about women’s careers and diversity from a global perspective, sent employees to external training, and provided a variety of other opportunities to learn about diverse careers. Since 2014, we have introduced a female leader program as a way of developing female leaders who can play a role in upper management.
The Happy Career Cafe (2015), designed to support a balance between childcare and work for female MRs.
Female leader program
In 2014, we began offering a female leader program targeting female managers and other women in equivalent management positions, as an opportunity for participants to learn the decision-making perspective of general managers and others in upper management. Through dialog and other interaction with management and female general managers, female employees have the opportunity to think about their vision for those positions and the direction of their own careers. From 2016, we began a program targeting female management candidates and other female employees preparing for managerial roles, and continue to build awareness among those candidates as we work to continue turning out female managers.
Dialog with the president
Promoting the Success of Non-Japanese Employees
Along with increasing the number of non-Japanese employees domestically, Chugai is striving to create an environment for working together by providing internal information in English, organizing gatherings to promote multicultural understanding, and through other efforts.
Promoting the Active Role of Seniors
We are building awareness of career training and putting in place programs to enable employees to continue working to age 65, and by establishing opportunities for employees to play important roles, we are working to encourage every employee to make the most of their abilities. In 2016, a Senior Task Force was set up consisting of employees selected from each division, charged with coordinating issues and formulating specific measures for promoting the success of senior employees.
Senior Task Force Activities (2016)
Nurturing a workplace culture
To nurture a workplace culture in which diverse human resources can be successful, Chugai is working to familiarize its employees with its approach to diversity and inclusion, efforts which include e-Learning for all employees; distribution of educational guidebooks and email magazines; and conducting diversity management training for managers and divisional personnel in charge of promoting diversity.
Diversity training for division diversity
promotion team members
Diversity management training for managers (2014)