Basic stance
The Kyorin Group believes it is important for employees to respect the human rights of all people and to act with high ethical standards. To that end, we endeavor to create work environments that respect the diversity, character, and individuality of each and every employee, where they can work in health and safety. At the same time, we aim to be a company that offers strong career fulfillment and encourages all employees to enhance their ethical values and personal growth. Our corporate actions are rooted in this basic stance.
Respect for human rights
The Kyorin Group is managed with respect for the human rights of all people, and our Compliance Guidelines clearly state, “Along with understanding international norms regarding universally recognized human rights, we will respect the values and character of each individual, and will not engage in any form of discrimination in any situation, regarding each individual as being equal with all others, regardless of position or function.” The Company also respects the individuality of each employee, and has formulated guidelines to prevent harassment, to create a comfortable workplace environment where employees feel at ease. These guidelines cover sexual and power harassment, as well as harassment related to pregnancy, childbirth, and childcare and nursing care leave.
Human Resources Management
Promoting organization: becoming “the leading company for career fulfillment”
The Group positions valuing employees and empowering people/organizations as the most important challenge under the HOPE100 long-term vision for executing business strategy and realizing achievements. We therefore aim to be “the leading company for career fulfillment,” where employees take pride in their work, have trust in the Company and its organizations, and work in solidarity with their coworkers. We promote the creation and appropriate operation of the human resources management system (hiring, assigning, training, evaluation, transfers, compensation, social welfare, etc.) at each Group company under the basic concepts of our human resources management system.
Basic Concepts of the Human Resources Management System
“Long-Term Reciprocal Partnership”
By continuously fulfilling the responsibilities expected of each other over the long term, the Company and its employees become partners for their mutual benefit (employees contribute to the Company’s development, the Company contributes to rich and rewarding lives for employees).
- Employees
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By carrying out their duties, contribute to achievement of the Company’s (organization’s) goals and targets.
- Carry out duties by performing operations proactively with a sense of initiative.
- Strive to maintain and enhance their own humanity and ability in carrying out their duties.
- Cooperate with coworkers for the success of the organization.
- Company
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People are considered assets (drivers of growth) of the Company, which values its employees and supports their growth.
- Each employee is assigned duties that conform to their abilities and work style.
- Each employee’s contribution is comprehensively understood, and employees are evaluated and treated fairly and consistently.
- The Company provides a comfortable and rewarding work environment that fosters a “desire to work” among employees.
Support for Employees’ Childcare and Nursing Care
KYORIN Pharmaceutical Co., Ltd. supports employees’ daily lives throughout their life cycle, including when they require childcare or nursing care, with the aim of providing an environment in which they are easily able to balance their lives between work and family. We strive to maintain an environment in which employees can feel fulfilled in their work, backed by a healthy home life.
Promoting the use of paid leave
KYORIN Pharmaceutical Co., Ltd. proactively encourages the taking of paid leave, going over and above our legal obligations for paid leave under the Related Acts to Promote Work Style Reform (which requires companies to allow employees entitled to at least 10 days of annual paid leave to take five days, with the timing selected by the empoyee). We also promote the taking of three additional days of leave for employees to maintain a good work-life balance to maximize their capabilities. The paid-leave usage rate at KYORIN Pharmaceutical Co., Ltd. In fiscal 2020 was 57%.
Mid-career hiring
To create move diverse and flexible work styles in the Kyorin Group, we not only hire new graduates but also implement mid-career hiring, bringing in people with advanced skills and extensive experience. The percentage of full-time employees who were mid-career hires was 46% in fiscal 2018, 64% in fiscal 2019, and 45% in fiscal 2020.
Initiatives on disability hiring
As part of its social responsibilities, KYORIN Pharmaceutical Co., Ltd. strives to provide suitable work environments for employees with disabilities to enable them to give full play to their abilities and live independent lives like able-bodied people. We also endeavor to create work spaces that are easy for employees with disabilities to operate in, such as using apps for employees with impaired hearing. The hiring rage of persons with disabilities at KYORIN pharmaceutical Co., Ltd. was 2.29% in fiscal 2020, which exceeds the legally mandated percentage.
Job return system
KYORIN Pharmaceutical Co., Ltd. has created a job return system that provides opportunities for employees who still have a strong desire to work and are seen as vital by their colleagues to come back to their jobs. This system covers employees who have left the company due to various major life events such as marriage, the job transfer of a partner, pregnancy, childbirth, child-rearing, nursing care, volunteer activities, and overseas study.
Human resources development
KYORIN Pharmaceutical Co., Ltd. supports the growth of its employees by creating structured and systematic educational programs that provide opportunities for both solo learning (autonomous improvement of one’s personality and abilities) and joint learning (mutual growth and support). The structure and mechanisms for solo learning include correspondence courses, referrals for business magazine subscriptions, support for language learning, individual overseas study, support for the acquisition of qualifications, and subsidized external seminars. In joint learning, we offer 12 different types of tiered programs ranging from new employee training to training for management. Functional training is provided by each department to give employees the knowledge and skills required in their roles.
Overall structure of solo learning/joint learning
