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 improving performance. Moreover, by raising awareness of human rights and by promoting respect for diversity within Chugai, such a culture helps eliminate discrimination and infringement of human rights in the broader society as Chugai interacts with the public and through 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 2018, the training was implemented on the theme of “Our goal of self-directed compliance as a top pharmaceuticals company.”
Having entered the final year of IBI 18, we confirmed the importance of self-directed compliance on the front line as part of our goal to become a top pharmaceutical company. In addition to promoting self-directed compliance, in order to nurture a corporate culture of integrity in which business mistakes and deviations from the rules are not hidden, we also upheld the importance of having an “airy organization and culture.”
In the second half, training was conducted on the 2 themes of “Business and human rights: initiatives companies must take in relation to human rights,” and “Health and productivity management.”
In the former, with business activities becoming increasingly global, companies are being required to eliminate violations of human rights from a broader perspective, and we confirmed the importance of viewing all business activities through the lens of human rights.
With regard to the latter theme of health and productivity management, we underlined the importance of knowing the key initiatives and approaches to health and productivity management at the Chugai Group and, in addition to Company initiatives, the importance of each individual maintaining and improving their own health.
- * Chugai BCG (Business Conduct Guidelines) were revised into Chugai Group Code of Conduct in February 2019 in conjunction with the revision of its Mission Statement.
Creating Workplaces Free from Harassment
In addition to establishing 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 both male and female 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. Additionally, under amendments to the law that took effect on January 1, 2017, business owners are now required to have in place measures to prevent harassment of employees who are pregnant or have given birth, or who take child or family care leave. Based on those changes, the Chugai Group has revised its employment regulations and harassment prevention rules, which now prohibit unfavorable treatment of employees for use of our programs for maternity, have given birth, child care and family care leave, as well as behavior that creates a hostile work environment for such employees.
We have established CCC hotline 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.
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.