Chugai Pharmaceutical aims to foster an inclusive organizational culture in which individual employees make the most of their abilities and diverse employees respect each other. As part of such efforts, Chugai Pharmaceutical focuses on the expansion of employment and improvement of the working environment for people with disabilities, and works to develop human resources who will contribute to the growth of the Chugai Group. Two key persons talk about the appeal of a corporate culture that is able to achieve a high retention rate for disabled employees (Interviewees: XX Sato, XX Isobe)
*Reproduced from Chugai Pharmaceutical’s official Talentbook website (https://www.talent-book.jp/chugai-pharm) Article details and employee positions are current as of December 2024.

Promoting understanding within the company and creating a range of work and employment

Chugai Pharmaceutical aims to create continuous innovation for the realization of advanced and sustainable patient-centric healthcare. Positioning diversity and inclusion (D&I) as a key management issue, we have actively worked to expand the employment of people with disabilities and improve their working environment.

 

Sato: Chugai’s aim is to foster an inclusive organizational culture in which diverse human resources can demonstrate their full potential while respecting different thoughts and ideas.

 

We have people from diverse backgrounds, including women, non-Japanese employees, people with disabilities, and mid-career hires working here. On that basis, ensuring that each and every individual plays a leading role and makes full use of their abilities will, we believe, be the major driving force for the creation of innovation. It will lead to the growth of the entire Group and the realization of our mission statement.

 

Although we are expanding employment of people with disabilities as part of our D&I initiatives, we have not established a special subsidiary. Instead, we have obtained approval for special provisions for Group calculation (of percentage of employees with disabilities), and the entire Group is rolling out activities as a united entity.

 

Our intention behind this is for our employees with disabilities to work together within the same organization, instead of employing them at a separate company. We believe that developing an environment in which all employees, regardless of their disability status, can work with vitality will contribute to the realization of a truly inclusive society.

 

Sato is a manager of the Diversity Office in the Human Resources Management Department, while Isobe works as a Group Manager in the Nihonbashi Diversity Work Promotion Group at Chugai Business Solution Co., Ltd. (CBS). They have engaged in promoting the employment of people with disabilities and supporting their retention in the workplace from their respective positions.

 

Sato: My role is to oversee the Group-wide development and promotion of employment strategies for people with disabilities. This involves the consideration of policy on employment of persons with disabilities, improvement of working environments, and appropriate placements, in cooperation with our HRBP (Human Resource Business Partner) and the HR managers of individual divisions and Group companies. I am also in charge of managing legal matters regarding the employment of people with disabilities. I work closely with recruitment officers on the recruitment of people with disabilities.

 

For the promotion of D&I, I have been working consistently to build systems that will enable each and every employee to demonstrate their full potential. Correct understanding of people with disabilities is key to the promotion of their employment. I believe that removing preconceptions that “It can’t be done” will help to expand the range of work that they can do, and it is important to discover and develop the abilities of each individual through mutual consultation between the relevant employees and their workplaces, from a starting point of “what can they do?”

 

Isobe: As a member of the Chugai Pharmaceutical Group, CBS provides a variety of services, including HR, accounting, administration, IT, and business support for medical information-related work.

 

Having obtained approval for special provisions for Group calculation, in 2021, CBS established the Diversity Work Promotion Group, which focuses on the employment of people with disabilities to provide them with duties that will be suitable for them. As the responsible officer for these operations at the Nihonbashi base of the head office, I lead recruitment efforts, identification of appropriate duties, and the provision of long-term work support for people with disabilities.

 

We tend to imagine that there are various difficulties faced when people with disabilities work, yet every day, I gain a true sense that they can demonstrate their capabilities if they are given work that suits their individual characteristics, as well as appropriate guidance.

 

I believe that it is important to deepen knowledge and correct understanding of disabilities, and my role is to make all employees aware of these things.

Promoting D&I with a multifaceted approach through cooperation between the frontlines and the Human Resources Management Department

The Diversity Office undertakes multifaceted activities to promote understanding of the employment of people with disabilities within the company.

Sato: The Diversity Office delivers “Diversity & Inclusion News” on a regular basis with the aims of disseminating information and sharing examples related to D&I. We have actively introduced the activities of CBS’s Diversity Work Promotion Group in this newsletter to promote awareness throughout the entire company.

 

In addition, we also hold annual “Chugai Diversity Days” as a forum to deepen mutual understanding of D&I across the company. This event also includes programs on the theme of the employment of people with disabilities. For the 2024 Chugai Diversity Day, we invited several Paralympians and asked them to share the thoughts and experiences behind their achievements.

 

Meanwhile, Isobe is working on the improvement of the working environment for people with disabilities on the frontlines.

 

Isobe: Since the establishment of the Diversity Work Promotion Group in 2021, we have been gradually expanding the range of occupations. Starting with beautification and cleaning work, it has expanded to administration-related work and in-house document delivery services. In this way, the range of occupations held by employees with disabilities has been steadily expanding.

 

Understanding of people with disabilities in the workplace is critical to the expansion of the range of occupations. To raise awareness of the necessary reasonable workplace accommodations, we consider the duties in consultation and cooperation with the relevant departments. Moreover, we place efforts into awareness-raising activities, such as by providing supporter training with the cooperation of Hello Work, Japan’s public employment service.

 

Isobe became involved in D&I promotion of her own volition in 2022. Until then, she had been engaged in quality control in the Pharmaceutical Development Division, but decided take on a new challenge when she entered a new life stage that resulted in a significant change in her values.

 

Isobe: For some time after joining the company, I lived a life that had very little to do with welfare, but in raising my children, I realized the importance of child welfare. More recently, as my parents grew older, I also came to recognize the significance of community welfare.

 

It was right around this time that the company established a new division to promote the employment of people with disabilities. As I encountered welfare in my daily life, I wanted to do something for others, so I decided to step into this new field.

 

Even though she had no knowledge of employment of persons with disabilities, as she interacted with each individual, Isobe realized the importance of building relationships of trust. She also realized that there is no essential difference in communication regardless of whether a person has a disability or not.

 

Isobe: When I first transferred into this job, I had the preconceived notion that people with disabilities would probably need constant support or that the types of jobs suitable for them might be limited. People around me sometimes said to me, “It’s a hard job, isn’t it?” However, in no time at all, I realized how mistaken I was. Certainly, adjustments do need to be made to workloads according to individual characteristics, and work guidance and support are also necessary.

 

For example, we endeavor to create a workplace atmosphere and systems that make it easy for people to seek advice, as well as assigning duties according to the individual’s condition and physical characteristics. However, I realized that these kinds of accommodations should be made for anyone, regardless of whether they have a disability or not, and I have sensed this more and more through my daily work. There is no difference in the nature of what is required in general management as well, such as work guidance and support, adjustment of duties for work-life balance reasons such as parenting or eldercare, and regular check-ins.

 

In the course of repeated communication with the individuals, they start talking about themselves spontaneously. As a result, they have become better able to fulfill their respective duties smoothly, and they are able to solve each other’s issues.

 

One case that left a particularly strong impression on me involved a person with excellent communication skills who joined the company among many members who were not so good at communicating. Since that person has become a member of the team, conversations among members have increased, and, although they used to only ask me for advice, nowadays, more often than not, the members are able to solve their issues by consulting with each other. Every day, I gain a true sense that, when it comes to the importance of mutual understanding of each other’s value through communication, the question of whether a person has a disability or not is irrelevant.

 

It is the mission of the Human Resources Management Department to promote such activities across the entire company. We have provided support from behind the scenes through constant cooperation with the frontlines.

 

Sato: Although at first, the initiative was led by the Human Resources Management Department, these days, CBS has gained a greater wealth of experience and expertise. Our role is to provide support when there is a need for efficient action by the company as a whole, such as cases where information about the expansion of occupations needs to be announced across the company. We provide the necessary support from a company-wide perspective while respecting the autonomy of the frontlines.

Achieving a retention rate of 86%. Sensing the positive reaction from both within and outside the company.

CBS has achieved a high retention rate of 86% for employees with disabilities. Isobe explained the reasons why its series of initiatives has paid off.

 

Isobe: I often hear positive feedback from members who are actually working about how comfortable their workplace is. In particular, there are many members who recognize our raison d'être as job coaches. When I heard feedback such as “Because I have a coach whom I can trust, I am able to work with peace of mind,” it gives me a definite sense of accomplishment.

 

A job coach is a specialist who provides support for people with disabilities in adapting to the workplace and working long-term. As well as providing day-to-day support, we have established an environment in which people with disabilities can seek advice with peace of mind, such as working with them when mistakes happen to consider ways to ensure that the same mistake does not happen again. This, I believe, is what has led to our high retention rate.

 

When I see members working happily, delighting in their successes, and moving onto the next step, I feel a real sense of reward. What thrills me the most is when they tell me directly, “I am so glad I joined this company.”

 

Sato has also sensed the positive reactions both inside and outside the company.

 

Sato: I often receive inquiries from the diversity officers of other companies who, having heard that we have introduced the job coach system, want to ask about it in detail.  This is proof that our new initiatives are held in high regard. I can sense that our efforts are being recognized within the company, albeit little by little.

 

I have also heard opinions from employees of other departments based on our surveys regarding in-house events and from other sources. Their comments include, “It’s wonderful to see people with disabilities working with such vitality,” and “Having been made newly aware of this initiative, I felt that it is an important one.” It is highly encouraging to see that there are more opportunities for employees to communicate with each other through such work as beautification and cleaning, and awareness within the company is changing.

 

In recognition of these efforts, Chugai Pharmaceutical obtained Monisu Certification in 2023, a system to certify small- and medium-sized enterprises that excel in their efforts to hire people with disabilities. It is hoped that this will promote understanding of the employment of people with disabilities within CBS as well as the Chugai Group as a whole.

Corporate culture that respects diversity accelerating with the promotion of D&I Making the organization stronger by employing people with disabilities

While many Japanese companies feel that they face challenges in substantive understanding and penetration of D&I, Chugai Pharmaceutical has achieved a high retention rate. The two managers analyzed the factors behind this.

 

Sato: One characteristic of Chugai Pharmaceutical is that we have so many employees who identify with the management philosophy. Our mission is to create and deliver innovative products and services for the medical community and human health around the world. As there is a strong underlying desire among employees to solve social issues, our employees may also have a strong passion to actively improve issues faced by people with disabilities. I feel that such an attitude is also influenced by the progress that has been made in gaining our employees’ understanding of diversity & inclusion.

 

I think that the synergy between this basic stance and the meticulous support provided by Ms. Isobe and her colleagues has created a comfortable working environment in which employees can work with peace of mind.

 

Isobe: When I am in the workplace, I feel a real sense that there are many employees who want to support patients and the people around them. This is a significant advantage for the promotion of D&I. I believe that the fact that the penetration of the concept of diversity throughout our entire workforce has led to the success of our initiatives.

 

For Chugai, which aims to become a Top Innovator in the healthcare industry, the efforts to expand the employment of people with disabilities has only just begun. The two managers spoke about their resolutions for achieving a better working environment.

 

Isobe: I hope to actively share CBS’s achievements and expertise in the employment of people with disabilities with the entire Chugai Group. My current goal is to leverage our experience to help promote understanding about the employment of people with disabilities across the Group.

 

Sato: As Chugai Pharmaceutical has many highly specialized jobs, identifying duties that would be suitable for people with disabilities is one of our challenges. There are also many other challenges to overcome, but our mission is to create an environment in which anyone can demonstrate their abilities to the fullest extent.

 

At the same time, more importantly, we will pursue happy ways of working for people with disabilities. It is not a matter of merely making up the numbers to satisfy the mandated employment ratios. Our aim is to build a win-win relationship between people with disabilities and the company.

 

In addition, interacting with people with disabilities will broaden employees’ horizons and deepen their understanding of various types of minorities. To realize a truly inclusive society, we will promote accurate understanding of people with disabilities and foster an organizational culture of respect for diversity. This, I believe, will result in Chugai Group as a whole evolving into a more innovative and resilient organization.