Work Satisfaction Reform
The company is implementing “Work Satisfaction Reform” to support the personal fulfillment of our diverse workforce. Our goal is to establish autonomous and flexible work styles, enabling employees to fully demonstrate their abilities by engaging in voluntary and proactive activities. Our company-wide hybrid-work system allows employees to opt for the working style that most suits them, combining working from home and working in the office, based on their individual circumstances and the situation in their relevant organizations. This system has been enthusiastically adopted by employees and has taken firm root in the company.
Vision for Work Satisfaction Reform (to 2030)
![[1. Work satisfaction reform] Reform to increase the number of highly motivation employees(= excellent employees)
- Employee engagement (Independence X Challenge X Growth)
- Enablement Employee (Flexible working styles X Communication X Empowerment)
[2. Increase in the number of excellent employees] Human resources who are active voluntarily and proactively to realize and achieve the company's vision and objectives.
[3. Challenging Goals of TOP | 2030] “Effective employees” are the ones Who think about goals and act to achive them](/english/sustainability/diversity/worklife/images/pic_sustainability_worklife01.png)
Main Initiatives
Employee engagement
Understanding and penetration of personnel system and establishment of its implementation
See the “Autonomous Career Planning” page for details.
Enhanced provision of opportunities for employee growth and challenge
See the “Career Support” page for details.
Environment for employee enablement
- Flexible working styles that are not constrained by time and place
- Support to invigorate internal communication (development of office environments, planning collaboration, etc.)
- Stronger relationships between supervisors and their direct reports and support for growth by improving quality of dialogue through one-on-one check-ins
- Ongoing work process improvements through use of digital technologies and in-house projects
- Promote understanding of DE&I/Foster the sense that DE&I is connected to business performance/Develop inclusion promotion measures
Creation of attractive office spaces
With the concept of “Meet, talk, and connect,” various reforms have been undertaken to make office spaces “places where bonds with colleagues are formed and strengthened,” “places where various discoveries are made and lessons are learned,” “comfortable spaces,” and “places where employees can work in the way that best suits their individual circumstances.”
Image courtesy of Okamura Corporation; Photography: Norihito Yamauchi
Dress code deregulation
At Chugai Pharmaceutical, we have deregulated office dress codes to encourage employees to work energetically while being true to themselves, wearing comfortable clothing that is suited to their respective duties. The aims of this initiative include creating an environment where employees can act autonomously and independently, open and flat relationships and an atmosphere in which it is easy for anyone to express their opinions, and an environment conducive to flexible ideas and challenges.
A System to Help Diverse Human Resources Demonstrate Their Potential
We are pursuing system reforms and the implementation and enhancement of digital tools to improve flexibility of workstyles, so that our diverse employees can demonstrate their full potential.
Teleworking-related Systems
<Mobile work>
A system that brings greater flexibility to workplaces beyond the conventional ones such as company offices, home, and satellite offices, allowing employees to choose a working style that makes effective use of time and place (conditions apply).
<Fully remote work>
A system by which employees with personal circumstances, such as childcare, nursing care, medical treatment, are allowed to reside in more distant areas of Japan where commuting is difficult. In this way, we hope to create an environment in which our employees can keep working, without having to resign from the company.
<Remote telework>
A system by which employees can engage in teleworking at a designated office/branch other than the office/branch to which they are officially attached, provided that the company recognizes that such employees do not need to be in a specific location to be able to perform their work.
Limited-time work system
In our aim to be a “company where employees can work freely and openly while being true to themselves,” under this system, we have extended the scope of employees who are eligible for limited-time work, allowing employees to choose working styles that will lead to their individual growth and support. Diverse employees can choose working styles that are suited to their individual circumstances, such as obtaining certifications, attending school or college, engaging in dual roles/ side jobs, and balancing medical treatment and work, without interrupting their career at the company.
Flexible Career Leave System
Under this system, Chugai employees may take a leave of absence to study or work abroad or to obtain certifications with the objective of acquiring expertise that they can put to use when they return to the company, without interrupting their career at the company. Employees can also take a leave of absence to enhance their knowledge by accompanying their spouses on overseas assignments or study abroad, and take advantage of such experience in their future career.
Other systems
- Commuting by shinkansen
- Corporate Volunteering Program
- Encouraging dual roles and side jobs outside the company/in-house side-jobs (trial)
- Alumni System
etc.