Development of an Environment that Encourages Self-direction in Embracing Challenges and Active Engagement

We are empowering each of our diverse employees to embrace challenges and engage actively with autonomy by establishing systems and programs that will allow them to fully demonstrate their own strengths

We are increasing the flexibility of working styles so that every one of our diverse employees, including those with special circumstances, are able to demonstrate their full potential.

See the “Work Satisfaction Reform” page for details

In addition to introducing systems and frameworks that realize flexible working styles in terms of times and locations, we are working to develop an environment in which all our employees, including those with special circumstances, can fully demonstrate their own abilities and work with satisfaction while maintaining a good work-life balance.

<Balancing work with childcare>

Many of our employees are taking advantage of our diverse systems and frameworks to balance active engagement in their work with caring for their children.
We believe that, if we want to foster a culture in which employees of all genders are able to play an active role, it is important for men to be involved in the care of their children. As such, we encourage our male employees to also take extended periods of childcare leave of absence. Mutual understanding in the workplace is essential to achieving this, and we are continuing our efforts to create a culture in which it is easy for anyone to take childcare leave of absence.

Systems and initiatives related to balancing work and childcare

• Systems and initiatives related to balancing work and childcare
• Maternity leave system
• Spouse childbirth leave system
• Childcare leave of absence system (paid leave for first 14 days)
• Introduction of concierge for finding nursery care
• Subsidization of costs of unauthorized childcare facilities upon return to work after maternity leave and childcare leave of absence
• Consortium-managed childcare center (Head Office)/In-house creche (Chugai Life Science Park Yokohama)
• Subsidization of costs of babysitters
• Exemption from/limitation of overtime and work on weekends, public holidays and late at night
• Shortened work hours system, fully remote work, leave to nurse sick children
• Support plan for living with spouse who is transferred, use of company vehicles to take children to/from childcare, etc. (MRs)

Suku-suku Square (childbirth/childcare information website)

Website that cheers on working dads

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<Balancing work with nursing care>

In order to balance work with the nursing care, making preparations in advance is believed to the organization of caregiving arrangements go more smoothly. To this end, we are actively rolling out measures to improve nursing care literacy among our employees. Specifically, we actively provide information through regular seminars delivered by experts and e-learning programs. We also conduct a fact-finding survey once every three years to ascertain the nursing care situations of our employees, and consider any necessary measures.
As the nursing care circumstances differ greatly for every case, we established a helpline for employees to consult with highly experienced nursing care experts. This helpline is widely used not only by employees who are already caring for family members, but also by people who are not yet at that stage. The provision of advice tailored to the individual circumstances of each employee has resulted in a high degree of satisfaction in this program.
We also support employees to balance work and nursing care commitments with systems such as shortened work hours and fully remote work.

Systems and initiatives related to balancing work and nursing care

• Expert nursing care helpline day (held every month)
• “infocare” nursing care information site
• Short-time work for nursing care
• Nursing care leave (10 days a year, can be taken in one-day, half-day, or one-hour increments)
• Nursing care leave of absence (cumulative total of three years)

“infocare” nursing care information site

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With the objective of encouraging each of our employees, who are the driving force of value creation for the achievement of TOP I 2030, to play an active role, the Chugai Pharmaceutical Group conducts “check-in” to support employees’ growth.

In these check-in, we recommend that supervisors and their direct reports meet on multiple occasions to talk not only about their work, but also about other issues from the perspectives of the 5Cs (Career, Capabilities, Connections, Contributions, Conditions). As these check-in continue, supervisors and their direct reports deepen their understanding of each other and build relationships of trust. The check-in are also seen as opportunities to support the development and growth of each employee.

This initiative is progressively taking root, with the most recent employee awareness survey showing that the rate of participation in regular check-in has reached around 80% and that around 70% of employees see check-in as a “good opportunity.”

1 on 1 “check-in” between supervisors and their direct reports

In our promotion of women’s advancement, with the aim of achieving a state in which people of all genders are able to participate in important business decisions and thrive as a matter of course, we have declared a target for the percentage of female managers to be the same level as the percentage of female employees overall by the end of 2030. We are accelerating our efforts to empower women under the strong commitment of management executives and division heads, including the president. In recent years, we have been reinforcing our initiatives in career support for our female employees in our efforts to solve the issue of the gender gap especially in “career” that has emerged in employee awareness surveys as a challenge in terms of the development and promotion of women.

<LGBTQ>

Chugai Pharmaceutical Group respects the dignity and human rights of the individual, and is actively working to create a comfortable working environment as a company in which LGBTQ + individuals, who are sexual minorities, can work with satisfaction. We are also striving to foster an organizational culture in which those individuals can work with peace of mind. These efforts include holding seminars for all employees to deepen their understanding, preparing a workplace LGBTQ guidebook to prevent harassment and outing, and ally activities.

<Employment of people with disabilities>

In our belief in an “inclusive society,” it is the aim of Chugai Pharmaceutical Group that all employees, with or without disabilities, are able to work together and engage actively with enthusiasm.
We also believe that the realization of an “inclusive society” will lead to the growth and sustainable development of society as a whole. As such, we actively promote the employment of individuals with disabilities in a variety of workplaces, and have obtained approval for the special provision for calculation of disability employment quotas in corporate groups, to realize the employment of people with disabilities across the entire group.

Furthermore, with the establishment of a framework for reasonable accommodations and the appointment of career counselors for people with disabilities, we are proceeding with the development of an environment in which employees with disabilities can thrive in the workplace.