Creating a Corporate Culture of Respect for Self and Others
We work to establish workplaces where co-workers value each other based on an organizational climate of respect for self and others.
Among the guidelines for conduct included in the CCC are items that emphasize the importance of respect for human rights and promotion of diversity. Chugai’s corporate culture is based on respect for self and others. It is a culture in which individual employees have strong self-esteem, and in which, as diverse individuals interact with one another, they recognize each other’s values and promote respect for diversity - in short, we work to create workplaces that are free from harassment and infringement of human rights, and where co-workers value each other.
A corporate culture that respects human rights allows diverse individuals to make the most of their capabilities, thus facilitating improved performance. Moreover, raising individual awareness of human rights and promoting respect for diversity within this culture helps eliminate discrimination and the infringement of human rights in the broader society as Chugai interacts with the public through its business activities and the everyday lives of its people.
CCC and Human Rights Training
Chugai conducts annual training for all employees. In the first half of the year, the content focuses on corporate ethics, and in the second, on respect for human rights.
In the first half of 2020, education was provided on the themes of strengthening measures to prevent harassment and the harmful effects of medicines. In regards to education on strengthening measures to prevent harassment, participants gained an understanding of the purpose and main content of the amendments to the Power Harassment Prevention Act, which came into effect in June 2020, and learned what was important to make the workplace harassment-free.
In the education on the harmful effects of medicines, participants learned about past cases concerning the harmful effects of medicines and the reality of health damage. Participants also confirmed what each employee can and should do while being mindful of preventing health damage from pharmaceuticals to the greatest extent possible.
In the second half, participants confirmed the importance of each one of us being mindful of the key points as we maintain autonomous compliance in order to continue to act with integrity as before, even as our work style and work environment change due to the spread of the COVID-19.
In addition, it has been reported that discrimination is more likely to occur in the presence of social anxiety and dissatisfaction, as is currently the case with an economic recession and an infectious disease pandemic threatening mankind. Participants confirmed that there were forms of discrimination and prejudice that stem from social groups and social categories as causes other than an individual’s stereotypes. They also learned that it was important to create a workplace free of discrimination by having each individual show mutual respect toward others who they might engage with during the course of their work both inside and outside the company.
Creating Workplaces Free from Harassment
In addition to establishing the CCC hotline as a consultation service, we have assigned area counselors at each regional management office, plant, and research laboratory, giving employees someone familiar with whom they can consult.
The Chugai Group strives to foster respect for diverse personalities and values, to create workplaces where employees can work with enthusiasm and peace of mind. Accordingly, to prevent sexual harassment and power harassment (abuse of power) in the workplace, we take various measures to educate employees and raise their awareness about these issues, including distributing a sexual harassment prevention handbook to every employee, and working from a handbook on creating workplaces free from power harassment in training for managers. Further, the Chugai Group has put in place employment regulations and harassment prevention rules as part of efforts to address harassment of those who take maternity, childbirth, child or family care leave. Unfavorable treatment of employees for their use of these programs, as well as behavior that creates a hostile work environment for such employees, are prohibited.
We have established the CCC hotline and the Chugai Speak-Up Line in the company, enabling employees to discuss their concerns freely, and have also established the external consultation service. Moreover, we have assigned area counselors at each regional management office, plant, and research laboratory, giving employees someone familiar with whom they can consult. Harassment consultation training by outside instructors and CCC Hotline personnel is provided regularly for these area counselors and human resource managers to reinforce the knowledge and skills necessary to respond to calls.
Issues reported are investigated impartially and with strict confidentiality to find a solution while respecting the opinion of the person who made the consultation. Company rules prohibit retaliation or any other disadvantageous treatment of employees who seek consultation or make reports.
We are conducting harassment prevention workshops for managers in each department.
We have been conducting the more practical harassment prevention workshops including maternity harassment and others for managers in each department. We have also incorporated the harassment prevention program into human resources workshops for newly appointed managers. We are aiming to foster harassment-free workplaces where people can work with enthusiasm through these efforts.