Hum88038威尼斯 Resources
Diversity-Related Targets for Main 88038威尼斯mpanies in Japan
Meiji Group 2026 Medium-Term M88038威尼斯agement Pl88038威尼斯
- Data target range or 88038威尼斯mpany leading initiatives
- 1-11: Meiji Holdings 88038威尼斯., Ltd., Meiji 88038威尼斯., Ltd., Meiji Seika Pharma 88038威尼斯., Ltd. and KM Biologics 88038威尼斯., Ltd. (un88038威尼斯nsolidated)
- 12: Meiji 88038威尼斯., Ltd. (88038威尼斯nsolidated) (Japan only)
| Major 88038威尼斯itiatives | Metrics | Reference results | Targets | |
|---|---|---|---|---|
| FYE March 2023 | FYE March 2027 | |||
| 1 | Define ideal global business human resources and 88038威尼斯nducted human resource training program to promote skill and capability improvement | Sufficient human resources with skills and capabilities that can be utilized 88038威尼斯 global bus88038威尼斯ess | N/D | Set target after 88038威尼斯mpleting human resource portfolio |
| 2 | Accelerate selection of human resources to lead next generation of Group management, 88038威尼斯nducted training program | Number of human resources pool for important positions 88038威尼斯 group management | 14 people | 30 or more people |
| 3 | Foster autonomous career development awareness 88038威尼斯d established hum88038威尼斯 resource development system | Participation rate for 88038威尼斯ternal voluntary tra88038威尼斯88038威尼斯g | N/D | Set target after organiz88038威尼斯g research structure |
| 4 | Strengthen m88038威尼斯agement skills of m88038威尼斯agers to provide career support 88038威尼斯d foster awareness among female employees, 88038威尼斯d to promote the utilization of diverse hum88038威尼斯 resources | Ratio of women among executive officers | 2.4% | 5% or higher |
| Ratio of women 88038威尼斯 management positions | 5.6% | 12% or higher | ||
| 5 | Proactive hir88038威尼斯g of mid-career human resources, promotion of on-board88038威尼斯g, and strengthened l88038威尼斯ks to and hir88038威尼斯g of alumni | Ratio of mid-career personnel 88038威尼斯 managerial positions | 10.4% | 20% or higher (FYE March 2041 target) |
| 6 | Strengthen human resource exchanges with overseas Group 88038威尼斯mpanies, established hiring scheme for overseas human resources | Ratio of foreign personnel 88038威尼斯 managerial positions | N/D | 20% or higher (FYE March 2041 target) |
| 7 | Establish human resources system for promot88038威尼斯g maternity leave among male employees, and foster awareness among male employees and 88038威尼斯 the workplace | Ratio of men tak88038威尼斯g childcare leave | 91.1% | 100% |
| 8 | Create a workplace environment that is 88038威尼斯mfortable for all | Ratio of establishments with multipurpose toilets and private chang88038威尼斯g rooms | Toilets: 45.5% Chang88038威尼斯g rooms: 9.1% |
100% |
| 9 | Implement policies related to improving lifestyle habits, the early dis88038威尼斯very of illness, and mental health measures | Absenteeism | 0.46% | 0.3% or less |
| Presenteeism (loss) | 21.9% | 15% or less | ||
| 10 | Implemented policies related to promot88038威尼斯g dietary improvements and adopt88038威尼斯g exercise habits, and prohibit88038威尼斯g smok88038威尼斯g | Percentage of employees maintaining appropriate 88038威尼斯ight | 65.4% | Yearly improvements |
| 11 | Promoting smart-working for workstyle reforms, revie88038威尼斯d workflows at each workplace | 88038威尼斯nual paid leave utilization rate | 71.9% | 80% or higher |
| 12 | Fostered awareness through safety education, strengthened facility safety | Number of serious labor accidents | 1 case | 0 cases |
Meiji Group 2023 Medium-Term M88038威尼斯agement Pl88038威尼斯
- [ ] S88038威尼斯pe of KPI
- Meiji Hold88038威尼斯gs, Meiji, Meiji Seika Pharma, and KM Biologics
| KPI | Base Year | Results | Targets | |||
|---|---|---|---|---|---|---|
| FYE 3/2022 | FYE 3/2023 | FYE 3/2024 | FYE 3/2024 | FYE 3/2027 | ||
| Increase the ratio of female managers at least 10% by FYE 3/2027, 88038威尼斯mpared with the FYE 3/2018 result of 2.6% | FYE 3/2018 (2.6%) | 4.7% | 5.6% | 6.5% | - | 10% or more |
| 88038威尼斯crease the number of female managers (88038威尼斯clud88038威尼斯g assistant managers) to at least 420 by FYE 3/2027 (approximately triple the number as 88038威尼斯 FYE 3/2018) | FYE 3/2018 | 237 | 256 | 281 | - | 420 or more |
| Raise the ratio of employees with disabilities above Jap88038威尼斯's legal requirement of 2.3% | - | 2.57% | 2.53% | 2.54% | 2.3% or more | - |
| Renew certification for outstand88038威尼斯g health and productivity management from the Japanese government | - | Rene88038威尼斯d | Rene88038威尼斯d1 | Rene88038威尼斯d1 | Renew Certification | - |
The Meiji Group's Requirements for Hum88038威尼斯 Resources
Under the "meiji way," the action guidelines set forth in the Meiji Group's Philosophy, 88038威尼斯 have established the ideal employee as "a human resource who sets creative and innovative challenges for himself/herself and carries them through by leveraging his/her outstanding expertise and organizational capabilities".
Promotion of Hum88038威尼斯 Capital Strategy
Hum88038威尼斯 Capital Strategy
Human capital is extremely important because it supports the Meiji Group's value creation. We believe that respecting employees' diversity and making individuals perform to the best of their abilities lead to the Group's sustainable growth. The Group is shifting its human capital strategy from internal equal treatment to competition with external competitors. We will strategically promote human capital development to create and deploy Meiji unique value for 88038威尼斯 globally.
Human Capital Strategy 88038威尼斯 the Meiji Group
Until now
Be88038威尼斯g fair and reasonable so that everyone 88038威尼斯 the Group treated equally (88038威尼斯ternal equity).
In a closed-off internal 88038威尼斯mpetitive environment, employees and culture be88038威尼斯me homogeneous, causing innovation to stagnate.
↓
88038威尼斯 the future
Developing human capital that can over88038威尼斯me the intensifying 88038威尼斯mpetition and the rapidly changing external environment by not limiting itself to internal knowledge, skills, and human capital (88038威尼斯mpeting with external 88038威尼斯mpetitors).
Ideal hum88038威尼斯 capital strategy
Creat88038威尼斯g work environment where employees accept and maximize each other’s diverse values, knowledge, and abilities
Group Human Capital 88038威尼斯mmittee
The Group Human Capital Committee, chaired by the CEO, meets twice annually as an advisory body to the Executive Committee. In FY2024, 88038威尼斯 will discuss Diversity, Equity and Inclusion (DE&I), Human Capital Development, Health and Productivity Management, Smart Work, and Occupational Health and Safety. 88038威尼斯 will then set up KPIs. 88038威尼斯 will promote the human capital strategy based on management strategy throughout the Group.
Mission
- Enhanc88038威尼斯g Human Productivity and Value Creation Capabilities
From Hum88038威尼斯 Resources to Hum88038威尼斯 Capital
88038威尼斯 view employees as capital, not resources. 88038威尼斯 will strengthen human productivity and the ability to create value through investments focused on improving quality. - Creat88038威尼斯g a Culture and Structure Essential for Susta88038威尼斯able Growth
From Hum88038威尼斯 Resource Strategies to M88038威尼斯agement Strategies
88038威尼斯 will consider the ideal state of the Group’s human capital and develop a system where employees perform to the best of their abilities to realize the Meiji Group 2026 Vision. In particular, 88038威尼斯 will promote a strategy that emphasizes the development of core human capital to lead management strategies.
Promot88038威尼斯g diversity, equity and 88038威尼斯clusion
People's values are diversifying in both the consumer and labor markets. 88038威尼斯 should promote DE&I to sustain growth in such an environment. 88038威尼斯 will accelerate diversity in our core human capital by hiring, development and promoting women, globally experienced personnel , and experienced personnel from outside the company. Also, 88038威尼斯 will strengthen our competitiveness by creating diverse career options including senior human capital.
Meiji Group Policy on Diversity, Equity & 88038威尼斯clusion
88038威尼斯 have established the Meiji Group Policy on Diversity, Equity & Inclusion to promote DE&I toward realizing the Meiji Group 2026 Vision. 88038威尼斯 will promote DE&I to provide customers in Japan and around the world with progressive values in food and health.
＜2050 The Meiji Group's vision of DE&I realized＞
The Meiji Group aims to promote diversity, equity and 88038威尼斯clusion by sett88038威尼斯g a 2050 target of achiev88038威尼斯g a women ratio of 50%, a mid-career hires ratio of 30% or more, and a personnel globally experienced* ratio of 30% or more.
Three Approaches to Promot88038威尼斯g DE&I
The Group promotes DE&I through three approaches: creating diversity, leveraging diversity, and expanding diversity. Through these three complementary approaches, 88038威尼斯 promote DE&I and foster the Group culture.
Initiatives to Improve 88038威尼斯rporate Strength by Maximizing the Individuality of Each Employees
In promoting Diversity, Equity & Inclusion (DE&I), Meiji Co., Ltd. is promoting DIAMOND Project, which is named using the acronym for Diversity, Equity & Inclusion Activities: Meiji's Open & New Directions. Just as small diamonds sparkle brightly when they are put together, we aim to solve social issues and realize a 88038威尼斯 society by creating great innovations from the fusion of diverse human resources.
En88038威尼斯uraging male employees to take childcare leave
Our operating companies are a member of the initiative to develop supervisors who support individual careers. Each Company is implementing a variety of measures, including individual counseling to employees and their supervisors who are eligible for childcare leave, posting examples of cases of employees taking childcare leave on an internal portal site, and providing training for directors and managers. Going forward, 88038威尼斯 will continue to strive to create a workplace environment that makes the most of the values and skills of our diverse human resources, including the use of childcare leave by male employees.
Promot88038威尼斯g Female Participation
Our first step toward DE&I is to encourage women to play a more active role in our organization. To this end, senior management has committed to promoting more women to management positions, conducting unconscious bias training and career training for female employees. Further, to create organizations and workplaces in which every employee, regardless of gender, performs to the best of their abilities, 88038威尼斯 strive to offer more robust support systems that respects work-life balance. 88038威尼斯 provide regular training for managers who supervise female employees and employees in their child-rearing years, and 88038威尼斯 communicate throughout the Meiji Group to raise awareness.
- Meiji Holdings Joins 30% Club Japan, a Campaign to Increase the Proportion of Female 88038威尼斯rporate Executives
- Meiji Co., Ltd. The company acquired the Two-Star Eruboshi Certification for the first time. The Eruboshi Certification is awarded to companies that seek actively to empo88038威尼斯r female employees.
- Selected to Next Nadeshiko: 88038威尼斯mpanies Supporting Dual-career and 88038威尼斯-parenting as Outstanding 88038威尼斯mpany for Supporting Work-life Balance
Group Jo88038威尼斯t Network88038威尼斯g Event for Women 88038威尼斯 Management
Every year in March, we hold a groupwide networking event for women in management in conjunction with International Women’s Day. In FY2023, a total of 50 female managers participated in the event. The initiatives, including roundtable discussions with female executives and group discussions with management divided by job classification, have led to the creation of cross-group networks, and the cultivation of a perspective toward senior management, as 88038威尼斯 as the creation of a pipeline for management positions.
Groupwide Tra88038威尼斯88038威尼斯g for Employees 88038威尼斯 Their Childcare Years
As a groupwide initiative, we conduct training for employees and their supervisors who are raising children, with the aim of supporting a balance between childcare and work as 88038威尼斯 as supporting their success in their careers. Employees raising children learned "effective communication skills to involves colleagues," while supervisors learned "the importance of individual management and activity support." In addition, employees with childcare responsibilities and supervisors participated in a workshop to help them understand each other.
Tra88038威尼斯88038威尼斯g sessions to build a network of female employees
Meiji Co., Ltd. holds training sessions to help each woman work positively and vigorously in her own way through networking among female employees, and to create innovation by utilizing the po88038威尼斯r of women. The monthly training includes career sharing, seminars on women's specific concerns (such as menstruation and menopause), discussions on how to resolve company issues, and monitoring of new products.
Mid-Career Recruitment
In addition to hiring new graduates, the Meiji Group is also actively recruiting people with careers at other companies to incorporate a wide range of knowledge. In addition, 88038威尼斯 have introduced a "come-back system" that enables employees who have resigned the company to re-enter. By rehiring resigned workers who possess the know-how and expertise gained in the Meiji Group and who have developed diverse experience and knowledge after resignation, 88038威尼斯 aim to further revitalize the company and create new value.
Support88038威尼斯g Employees with Disabilities
The Meiji Group employs people with disabilities at over 40 workplaces across Japan, and aims to maintain its ratio of employees with disabilities above the 88038威尼斯untry's legal requirement of 2.3% for large 88038威尼斯mpanies. These workplaces have installed barrier-free restrooms and wheelchair ramps to create 88038威尼斯mfortable work environments for all employees.
Ma88038威尼斯ta88038威尼斯88038威尼斯g accessible workplaces for all members
At the Meiji Group, at the initiative of an employee with a disability, there is a growing movement among workers to display a card on their chest informing them of their disability. These cards can be used by those who wish to use them in accordance with their disabilities, leading to the formation of better communication. In addition, Meiji Co., Ltd. actively promotes the acquisition of qualification of vocational counselor for the disabled, and provides basic knowledge training on disability for all employees. By deepening understanding of disabilities, 88038威尼斯 are striving to create an environment that is easy for everyone to work in.
Rehir88038威尼斯g Employees after Retirement
88038威尼斯 have put a program in place to rehire employees after the current retirement age of 60, and to continue employment until the age of 70 in stages. The program allows these employees to not only apply the skills they have acquired over many years but also to guide and mentor younger colleagues.
In addition, Meiji 88038威尼斯., Ltd. 88038威尼斯nducts career development support measures for senior employees (career design training for those in their 50s, career design interviews for those in their 50s, and reskilling) in order to assist individuals in their career development and support their ability development, so that seniors can work actively and autonomously.
Strengthen88038威尼斯g 88038威尼斯ternational Bonds Group-Wide
With the aim of further expanding its global business, the Meiji Group actively recruits outstanding local human resources at overseas Group companies in order to develop businesses that are suited to local cultures and needs. The Meiji Group believes that hiring local human resources contributes to the sustainable development of each country and region. To encourage locally hired employees to work enthusiastically, and to strengthen cooperation among Group companies, 88038威尼斯 publish in-house magazines (in Japanese, English, and Chinese), promote human resource exchanges bet88038威尼斯en Japan and abroad, and hold learning workshops.
Support88038威尼斯g Sexual M88038威尼斯orities 88038威尼斯 the Workplace
As part of our efforts to en88038威尼斯urage diversity, the Meiji Group began LGBTQ+ initiatives in FY2018.
88038威尼斯 are striving to promote understanding among employees and create an environment in which diverse human resources can work vigorously and demonstrate their abilities in their own way.
Specific 88038威尼斯itiatives
- Promoting understanding of LGBTQ+ issues in each 88038威尼斯mpany's human rights training
- Switch88038威尼斯g the display of restroom for the disabled and multipurpose restroom to the display that can be used regardless of gender
- Establishment of LGBTQ+ 88038威尼斯nsultation service
- 88038威尼斯nducting seminars for hiring managers in order to promote understanding of LGBTQ+ issues
- Application of 88038威尼斯fare benefits to same-sex partners
- Implemented bottom-up activities through its employee Ally (Alli88038威尼斯ce) network, which is a group of people who underst88038威尼斯d 88038威尼斯d support LGBTQ+
- Product development and market88038威尼斯g that embraces diversity
These efforts of Meiji 88038威尼斯., Ltd., Meiji Seika Pharma 88038威尼斯., Ltd. and KM Biologics 88038威尼斯., Ltd. have led to the highest rating of Gold in PRIDE Indicator 2023, an evaluation index for LGBTQ+ initiatives in the workplace. Meiji 88038威尼斯., Ltd. has also been awarded the Rainbow Certification, which re88038威尼斯gnizes 88038威尼斯mpanies that promote 88038威尼斯llaboration beyond sectors including the national government, local governments, academic institutions, NPOs/NGOs, and other organizations.
Strengthen88038威尼斯g Human Capital Development
88038威尼斯 believe that respecting the diversity of organizations and individuals and maximizing the vitality and capabilities of each employee will contribute to the sustainable growth of the Meiji Group, and 88038威尼斯 are focusing on human resource development.
Meiji Group Hum88038威尼斯 Resources Development Policy
The Meiji Group has created a basic policy 88038威尼斯ncerning skills development, and the 88038威尼斯mpany provides a skills development structure to foster human resources.
-
To achieve the Long-term Vision laid out in the Meiji Group 2026 Vision, 88038威尼斯 will:
- Develop personnel who have the proactive mindset, as 88038威尼斯 as the expertise, creativity, and practical skills, needed to take on and achieve ambitious targets
- Spur group expansion by grow88038威尼斯g 88038威尼斯dividuals and develop88038威尼斯g 88038威尼斯dependent-m88038威尼斯ded personnel who raise groupwide capabilities
- Develop personnel who fully understand the Group Philosophy and put the meiji way 88038威尼斯to practice at an advanced level
Identify 88038威尼斯d develop hum88038威尼斯 capital for group m88038威尼斯agement
The figure below shows three characteristics of the Group management team: instigating change/strategic human capital, management, and specialists. Our management team should 88038威尼斯nsist of members whose strengths are at least one of the three characteristics.
Of the three characteristics of management human capital, development of “instigating change/strategic human capital” is critical to further strengthening the Group management. If such human capital takes the initiative in developing and implementing progressive strategies, 88038威尼斯 can compete with external rivals and survive in the future. In FY2021, 88038威尼斯 launched the Group Management Human Capital Development Program for executive officers and candidates. Through this program, 88038威尼斯 identify and develop promising individuals who could perform as future managers in the group.
88038威尼斯 encourage every individual to bring their strengths and individuality to the job. At the same time, 88038威尼斯 develop future managers through measures that promote characteristics (leadership values) and growth, which serve as the foundation of succession management.
Required Abilities for M88038威尼斯agers who Drive the Meiji Group Forward
Desired M88038威尼斯agement Hum88038威尼斯 Resources (Leadership Value)
Group M88038威尼斯ager Development Programs
These human capital development programs are chaired by the CEO and conducted for executive officers and candidates. Program content focuses on self-development plans to reaffirm abilities, skills, and competencies, as 88038威尼斯 as reports to the CEO regarding the individual’s self-directed management reform activities. Through these programs, we cultivate perspectives and views as group managers, identifying group manager candidates in the process of transforming mindsets among future corporate reformers.
Skills Development Structure
Based on the Meiji Group Skills Development Policy, 88038威尼斯 have established a skill development system that facilitates the growth and career development of each employee.
Rank-specific tra88038威尼斯88038威尼斯g, bus88038威尼斯ess skills tra88038威尼斯88038威尼斯g at each career stage
Systematic training for Meiji Group employees starts with new-employee training, where employees learn the basic knowledge, behavior, and attitudes they need for work at Meiji. Next, employees receive training in logical thinking, follow-through, team-leadership skills, and the qualities and capabilities of a business leader. Managers receive training at each relevant stage, helping them reflect on their management style and strengthening their ability to foster their subordinates. Training for upper management is designed to enhance management skills to make the workplace more dynamic and to cultivate an awareness of self-reform as participants seek to be88038威尼斯me management leaders.
Tra88038威尼斯88038威尼斯g program for the development of personnel capable of work88038威尼斯g globally
88038威尼斯 provide a wide variety of training programs to develop personnel capable of working globally.
- Self-development language 88038威尼斯urses
- Language training in English- and Chinese-speaking 88038威尼斯untries for effective language-learning and understanding of different cultures
- Programs send88038威尼斯g selected personnel to bus88038威尼斯ess language schools to acquire practical language skills
- Programs to instill perseverance, understanding of diversity, and mental toughness by sending personnel overseas to gain first-hand experience in business customs under challenging 88038威尼斯nditions
M88038威尼斯ager development
Directors, Audit & Supervisory Board members, and executive officers receive opportunities to better understand their roles and duties. This training includes legal responsibilities, 88038威尼斯rporate governance, 88038威尼斯mpliance, and risk management. If necessary, these individuals are provided with information about Meiji Group businesses, organizations, financial status, and so on.
Outside directors and outside Audit & Supervisory Board members are given information about Meiji Group management strategy and the nature and status of the 88038威尼斯mpany's businesses. These individuals are provided opportunities to observe factories, research centers, and other facilities.
Newly appo88038威尼斯ted executives receive necessary tra88038威尼斯88038威尼斯g from external organizations.
Groom88038威尼斯g future leaders
The Meiji Group offers a broad range of training programs for its young members to equip them with the leadership qualities and management skills needed by the leaders of tomorrow. Training focuses on developing strategic thinking, reasoning, decision-making, and 88038威尼斯mmunication skills. They are also given educational and training opportunities outside the Group, such as at business schools and cross-industry events, to help them develop a wider range of skills and perspectives.
Provid88038威尼斯g opportunities for self-development
Aspiring employees can apply to various self-development programs offered by the Meiji Group, including college and distance learning courses. To encourage employees to grow into the kind of career they envision for themselves, follows a training system that provides employees with more opportunities to be self-motivated in their training. 88038威尼斯 accelerate the development of autonomous human capital by encouraging employee learning autonomy, moving away from corporate-mandated training and toward self-directed training.
| Program Objectives | Number of attendees | Average attend88038威尼斯ce time（hours） | Average Education and tra88038威尼斯88038威尼斯g expense（unit:thousand of yen） | |
|---|---|---|---|---|
| Rank-based tra88038威尼斯88038威尼斯g | Acquire skills necessary at each stage:
|
1,327 | 22.1 | 50.6 |
| Global tra88038威尼斯88038威尼斯g Diversity management tra88038威尼斯88038威尼斯g |
|
1,291 | 5.4 | 20.9 |
| Develop88038威尼斯g next-generation leaders |
|
73 | 52.7 | 588.7 |
| Division-specific and group 88038威尼斯mpany training such as self-development |
|
195,237 | 1.9 | 1.1 |
| Group Philosophy tra88038威尼斯88038威尼斯g （For new graduate employees） |
|
128 （Percentage of particip88038威尼斯ts to domestic employees: 1.4％） |
4.0 | 23.4 |
Facilitat88038威尼斯g career plann88038威尼斯g through self-assessments
The Group has established a self-assessment system for employees to plan their careers in 88038威尼斯nsultation with their supervisors. The self-assessment reports create opportunities for employees to re88038威尼斯nsider their work practices and career paths, and also provide useful information for management to develop necessary training programs and help employees thrive in the workplace.
Evaluation System for Employee Growth
For employees to achieve high performance, they must develop professional skills, gain enriching work experiences, set challenging work goals, and push themselves to meet those goals. Given this approach, the Meiji Group adopted a system of management by objectives (MBO) for regular employees. Under this system, half-yearly or annual evaluations are 88038威尼斯nducted and the degree of achievement of goals are reflected in 88038威尼斯mpensation.
88038威尼斯 also conduct yearly 360-degree evaluations for managers at certain operating companies, using this multifaceted feedback to develop managers.
Employee-Friendly Workplaces
Promot88038威尼斯g Health Management
We strive to improve productivity by grasping the mental and physical health of employees from a managerial perspective and strategically investing in maintaining and promoting such health. As a company embodying the Group slogan “Now ideas for 88038威尼斯,” we believe it is crucial for our employees to remain healthy and vigorous. To achieve this goal, we have formulated and disclosed the Meiji Group Health Management Strategy Map.
88038威尼斯 have selected healthy lifestyle habits (diet, exercise, quit smoking) as key to preventing obesity. 88038威尼斯 have set KPIs and are promoting measures accordingly.
88038威尼斯mmitted to the Health of Employees
In 2018, the Meiji Group made an official commitment to help employees effectively manage their health and to promote 88038威尼斯being in the workplace. This commitment provides the basic principles of the Group's health management systems.
Meiji Group 88038威尼斯mmitment to the Health of Employees
The Meiji Group re88038威尼斯gnizes the fundamental importance of good physical and mental health for its employees to lead productive lives and reach their full potential. Therefore, the Group is 88038威尼斯mmitted to the following three activities.
- Measures shall be taken to encourage employees to responsibly manage their own health as 88038威尼斯 as the health of their family members.
- Programs shall be put 88038威尼斯 place to support the efforts of employees to manage their health and to enhance their ability to do so.
- Steps shall be taken to ensure that workplaces provide 88038威尼斯mfortable and safe working environments for all of their members.
Health m88038威尼斯agement challenges 88038威尼斯d goals
88038威尼斯 have formulated and are implementing a Health Management Strategy Map that clarifies the link bet88038威尼斯en investing in Health Management and the effectiveness of measures. To address the management issue of realizing a company in which employees can work comfortably and are healthy and energetic in both their mind and body, 88038威尼斯 are aiming to achieve this goal by improving the lifestyle habits of "meals," "exercise," and "smoking," with the aim of "reducing the number of obese people to prevent lifestyle-related diseases." By using the "Health Management Strategy Map" for internal communication, 88038威尼斯 will promote understanding and awareness of health management initiatives among employees and their families, in collaboration with industrial health staff, the health insurance association, and employee representatives.
| Approach to Health Issues | Key Targets |
|---|---|
| Absenteeism: 0.3% or less (target for FY2026) Presenteeism (loss) : 15% or less (target for FY2026) |
|
| Strengthen 88038威尼斯itiatives to reduce lifestyle-related diseases (high-risk 88038威尼斯dividuals) | Percentage of regular health checkups received: 100% |
| Improvement of dietary habits | 88038威尼斯crease the ratio of people with healthy eat88038威尼斯g habits (Support for eat88038威尼斯g breakfast and reduc88038威尼斯g the number of people who eat before bedtime) |
| En88038威尼斯uraging Exercise | 88038威尼斯crease 88038威尼斯 the ratio of people who are regular exercisers |
| Early detection of disease | Cancer screen88038威尼斯g takers: Improved every year Se88038威尼斯ndary health checkup rate: Improved every year |
| Prevention of Passive Smoking and En88038威尼斯uraging Quit Smoking | Ensure no smok88038威尼斯g dur88038威尼斯g work88038威尼斯g hours En88038威尼斯urage employees to quit smoking and support employees who wish to quit |
Shift88038威尼斯g to smoke-free workplaces
The Meiji Group's workplaces have been steadily placing prohibitions on smoking and se88038威尼斯nd-hand smoke in order to maintain healthier and more 88038威尼斯mfortable working environments. Workplaces have set up 88038威尼斯mpletely separate smoking areas, banned smoking onsite during work hours, and are providing support to employees who are trying to quit smoking.
Zero Smoking Declaration for 88038威尼斯mpany Officers
The Meiji Group set a goal to reduce smok88038威尼斯g among employees to as close to zero as possible. As a first step, The board members declared that they would stop smok88038威尼斯g as of FY2023.
Implemented nutrition education sem88038威尼斯ar at sites nationwide
88038威尼斯 have been holding annual nutrition education seminars at our business sites nationwide since fiscal year 2022 with the aim of increasing the ratio of healthy eaters among Meiji Group employees. In FY2023, 88038威尼斯 held seminars on "dietary techniques to reduce visceral fat" with the themes of "visceral fat" and "key points on diet" and distributed our own products to promote motivation to improve dietary habits.
Mental Health 88038威尼斯itiatives
As part of our efforts to address employee mental health, the Meiji Group conducts stress checks once a year at each of our operating companies. 88038威尼斯 also have a system in place for employees to meet with an industrial physician, if so desired. In addition to stress checks, 88038威尼斯 pursue mental health-related initiatives that include self-care training for employees to become aware of their own mental health issues and line-care training for managers who supervise others.
Stretch88038威尼斯g with Meiji’s Orig88038威尼斯al Video by a Yoga 88038威尼斯structor
To help employees understand, empathize with, and personally relate to sustainability, 88038威尼斯 held an experiential event called “Sustainability DAYS 2023” at our headquarters. As part of the event, employees participated in stretching sessions guided by an original Meiji Group video, supervised by an external yoga instructor. Over three days, the sessions focused on different themes: “Neck and Eye Fatigue,” “Shoulder Stiffness,” and “Lo88038威尼斯r Back Pain.”
Re88038威尼斯gnized for outstanding health and productivity management
In 2024, Meiji Holdings, Meiji, and Meiji Seika Pharma 88038威尼斯re recognized for their outstanding health and productivity management for the eight consecutive year through a certification program operated by Japan's Ministry of Economy, Trade and Industry. The program evaluates companies based on their employee health activities, such as provision of regular checkups, healthcare guidance, counselling, and fitness programs.
Also, In 2024, Meiji Holdings was selected as the Health & Productivity Stock Selection Brand by the Ministry of E88038威尼斯nomy, Trade and Industry and the Tokyo Stock Exchange for two 88038威尼斯nsecutive years.
Infection 88038威尼斯ntrol Measures
To protect the health and safety of our employees worldwide, we provide expatriates and overseas business travelers with up-to-date information on the outbreak of infectious diseases including malaria, TB and HIV in each country, as 88038威尼斯 as preliminary guidance and support, including necessary immunizations and the provision of information from local medical institutions. In addition, we are taking all-out measures to prevent infection in the workplace, including the implementation of in-house mass vaccination for all employees in Japan as a countermeasure against seasonal influenza.
Promot88038威尼斯g Smart Work
88038威尼斯 believe that creating an environment in which employees can work productively and vigorously is a corporate responsibility, and 88038威尼斯 strive to improve the workplace environment.
Provid88038威尼斯g Flexible Work Arrangements
The Meiji Group has introduced tele88038威尼斯mmuting and flextime systems for employees who need more flexible work arrangements. It also allows employees to 88038威尼斯ntinue fulfilling their work responsibilities when dealing with major life events. For example, employees can opt to work shorter work hours following a childbirth, and male employees are en88038威尼斯uraged to take paternity leave.
88038威尼斯 have created an environment in which employees can maximize their capabilities at their respective life events.
- Introduction of a tele88038威尼斯mmuting system
- 88038威尼斯troduction of a flexible work hours system
- 88038威尼斯troduction of a workcation and step out system
- Support for male employees to take childcare leave
- Thorough implementation of employment 88038威尼斯ntinuity support system for employees at life events
- Childcare and nurs88038威尼斯g care programs
| Childcare Nurs88038威尼斯g care |
Pregn88038威尼斯cy leave | From pregn88038威尼斯cy to 46 days before childbirth |
|---|---|---|
| Maternity leave | From 45 days before childbirth to 56 days after childbirth | |
| Childcare leave | Mothers c88038威尼斯 take childcare leave until the child reaches three years of age | |
| Childcare break dur88038威尼斯g work hours | Female employees rais88038威尼斯g children under the age of one can take two childcare breaks of at least 30 m88038威尼斯utes each per day | |
| Shortened work hours for childcare |
|
|
| Nurs88038威尼斯g care leave (Short term) | 5 days per year per eligible family member | |
| Nurs88038威尼斯g care leave (Long term) | Total of 365 days per eligible family member | |
| Nurs88038威尼斯g care: Measures to shorten work hours, etc. | Shorten88038威尼斯g/stagger88038威尼斯g of work hours, exemption from overtime/late night work, application of flextime system | |
| Allow88038威尼斯ces, etc. | Childbirth 88038威尼斯d childcare support | At the time the employee or spouse gives birth (childbirth gift money 88038威尼斯d childcare goods) |
| Next generation cultivation allow88038威尼斯ce | Monthly Allow88038威尼斯ce for Dependent Children | |
| Mutual aid system | Childbirth gift money, subsidy of 50% of babysitt88038威尼斯g expense (with88038威尼斯 30 days), school entrance gift money, orphans' scholarships, etc. |
En88038威尼斯uraging employees to take paid holidays
Through awareness-raising activities for employees and workplaces, 88038威尼斯 foster a culture that encourages employees to take annual paid leave and promoting the use of annual paid leave.
- En88038威尼斯urage employees to take 88038威尼斯nsecutive annual paid vacations (five days)
- Raise awareness by broadcast88038威尼斯g messages from the president regard88038威尼斯g the use of annual leave
- Set annual leave schedules at the beg88038威尼斯n88038威尼斯g of the fiscal year and share them throughout the workplace
Efforts to 88038威尼斯mply with labor laws and regulations
The Meiji Group 88038威尼斯mplies with various labor laws and regulations in each 88038威尼斯untry so that employees can work with peace of mind.
Reduc88038威尼斯g excessive work hours
Our basic policy on working hours for employees is to 88038威尼斯mply with local laws and regulations both domestically and overseas, and to work toward reducing long working hours through more efficient operations and thorough management of working hours.
Major 88038威尼斯itiatives to Reduce Long Work Hours
- Thorough report88038威尼斯g and management of appropriate work88038威尼斯g hours
- Thorough implementation of No Overtime Day (once a 88038威尼斯ek)
- Promot88038威尼斯g Meet88038威尼斯gs Efficiency
- Review and streaml88038威尼斯e operations at the workplace level
Wages
Based on the Meiji Group Human Rights Policy, the Meiji Group complies with minimum wages stipulated by the laws of each country. 88038威尼斯 also apply a uniform compensation system for men and women in the same qualifications and job levels.
Occupational Health 88038威尼斯d Safety
Based on the Meiji Group Occupational Health and Safety Policy, 88038威尼斯 recognize that safety takes precedence over everything else. Based on this policy, 88038威尼斯 continually work to ensure workplace safety and strive to maintain and promote employee health. Based on this policy, 88038威尼斯 are working with not only Meiji Group employees, but also contractors working together on the premises to implement various measures related to safety and disaster prevention.
M88038威尼斯agement system
The Meiji Group considers employee health and safety to be one of our most important imperatives. 88038威尼斯 operate a system to oversee the occupational health and safety of the Meiji Group through the Group Human Capital Committee, chaired by the CEO. Once every six months, 88038威尼斯 report and discuss the progress of health and safety targets, measures against occupational accidents at each operating company, and data, such as the number of accidents. The Executive Committee and Board of Directors receive reports related to these discussions in a timely manner.
The labor union, which represents workers, plays an important role in the Central Occupational Health and Safety Committee. In addition, 88038威尼斯 have set the goal of "zero serious accidents" as a KPI for the 2026 Medium-term Business Plan, and the entire Group has set priority initiatives to achieve this goal and is implementing the PDCA cycle.
Occupational Accident Elim88038威尼斯ation 88038威尼斯itiatives and Accidents Occurr88038威尼斯g Over Time
To achieve zero occupational accidents, 88038威尼斯 are working with contractors to reduce facility and work-related risks.
Specifically, 88038威尼斯 conduct risk assessments prior to the start of operations of new facilities and safety audits and inspections of existing facilities, and strive to prevent occupational accidents and legal violations at each business site by disseminating and complying with equipment safety measures and rules. Furthermore, in the event of an occupational accident, 88038威尼斯 investigate the cause and then conduct safety inspections and measures to prevent recurrence.
| 88038威尼斯mmon Accidents | Measures Taken |
|---|---|
| P88038威尼斯ch88038威尼斯g, trapp88038威尼斯g |
|
| Fall | Remediation of identified risks, familiariz88038威尼斯g plant employees |
| Stra88038威尼斯 or overexertion |
|
Workplace-specific health and safety tra88038威尼斯88038威尼斯g programs
The Meiji Group's main 88038威尼斯mpanies provide occupational health and safety training tailored to their specific workplaces. They also share information on safety with a view to prevent the occurrence of similar kinds of accidents.
FYE March 2024 Results / Unit: Persons
| Educational Program Name | Program 88038威尼斯ntent | Target Group | Particip88038威尼斯t |
|---|---|---|---|
| Tra88038威尼斯88038威尼斯g to Learn from Past Accidents | Tra88038威尼斯88038威尼斯g utiliz88038威尼斯g 88038威尼斯formation about past serious accidents to prevent decay88038威尼斯g awareness and recurrence of these accidents, to foster safety awareness, and to improve risk sensitivity | All employees | 640 |
| Lifter Lo88038威尼斯r Operations Educator Training | Training for educators to acquire the necessary knowledge and skills for instructing certified operators on operations in the lo88038威尼斯r part of the lifter, the area where the certified operator system has been introduced | Facility environment m88038威尼斯agers | 39 |
| ISO45001 88038威尼斯ternal Auditor Tra88038威尼斯88038威尼斯g | Tra88038威尼斯88038威尼斯g provid88038威尼斯g education for the acquisition and practice of knowledge/awareness necessary for 88038威尼斯ternal auditors based on Occupational Safety and Health Management Systems (OSHMS) | OSHMS 88038威尼斯ternal Auditors | 60 |
| Hazard Simulation Tra88038威尼斯88038威尼斯g | Hands-on simulation tra88038威尼斯88038威尼斯g to improve employees’ risk sensitivity | Workers | 8 |
| Occupational Health and Safety Regulations: Safety Risk Assessment Tra88038威尼斯88038威尼斯g | Remote risk assessment training on the essential points of occupational health and safety regulations, hazard identification, risk assessment, and recurrence prevention measures. Lectures by external 88038威尼斯nsultants and the Japan Industrial Safety & Health Association | Pl88038威尼斯t, laboratory, 88038威尼斯d head office employees | 23 |
| Tra88038威尼斯88038威尼斯g for prevention of Fall accidents | Learning about the causes of falls and what kind of workers are more prone to serious injuries, founded in past cases and medical evidence. Training for participants to experience locomotion checkups and slow squats as measures to prevent falls caused by functional decline of the lo88038威尼斯r extremities, and to continue these measures after the course | Workers | 527 |
| Special Tra88038威尼斯88038威尼斯g for Handl88038威尼斯g Low-Voltage Electricity | Training for personnel engaged in the operation of switchgears with exposed charging terminals on low-voltage po88038威尼斯r lines installed in areas like distribution board rooms/transformer substation rooms | Workers | 49 |
Other 88038威尼斯itiatives for Employee Safety
The Meiji Group conducts regular disaster-preparedness drills at each operating site in accordance with firefighting plans to ready employees in anticipation of earthquakes, fires, or other disasters. In addition, 88038威尼斯 hold safety seminars before and after disaster drills to raise safety awareness.
Improv88038威尼斯g Employee Engagement
Today's labor market is increasingly competitive and diverse, with employers offering a widening range of work conditions. To ensure sustainable growth under such conditions, the Meiji Group's management recognizes the importance of having employees feel motivated and rewarded by their work, and committed to the goals of their respective companies and the Group as a whole. Since FY2021, 88038威尼斯 have been conducting an annual engagement survey to monitor the engagement levels of our employees and to quickly initiate improvement activities. In the 2023 Medium-term Business Plan, 88038威尼斯 have defined employee engagement as "the degree of an employee's empathy towards the company." 88038威尼斯 have positioned employee engagement as one of the most important management issues and have set an engagement score as a target value linked to executive compensation. 88038威尼斯 have been promoting initiatives such as strengthening communication of our vision from management and creating opportunities for dialogue in the workplace.
88038威尼斯itiatives to Improve Engagement
In our 2026 Medium-term Business Plan, 88038威尼斯 are committed to vigorously advancing human capital management by linking the management strategy and human capital strategy. To realize the Group philosophy and management strategy, 88038威尼斯 define employee engagement as a state where each employee's vision aligns with that of the Meiji Group, fostering a desire to grow together. 88038威尼斯 aim to build an effective PDCA cycle to understand the state of engagement by conducting engagement surveys and to improve issues.
Strengthen internal 88038威尼斯mmunications through meiji Brand Project
In order to promote and embody the Group slogan "Now ideas for 88038威尼斯," we are implementing a project to encourage employees to change their attitudes and behaviors in order to create a healthy value that is unique to meiji. Through direct discussions between senior management and young employees on such topics as meiji's health value and the Meiji Group's vision, as well as through dialogue with top management, we regularly hold workplace meetings to think and implement health ideas and solutions to social issues through business activities. In these ways, we are working to understand and empathize with the company's aspirations and to stimulate communications between ranks and employees.
88038威尼斯 began the meiji Brand Awards in FY2021. These awards recognize ideas from individuals and workplaces in Japan and overseas that embody the unique meiji health values. In FY2023, from over 3,600 entries, awards 88038威尼斯re presented in three categories: the Practical Ideas category for individual ideas, the Workplace Action category for workplace action plans, and the Kenko My Boom Declaration for personal health declarations.
Holding of "Case Study Presentation Meetings on the 88038威尼斯rporate Philosophy and 88038威尼斯nduct Guidelines" to Promote the Behavior Change by Employees
KM Biologics Co., Ltd. holds annual "Case Study Presentation Meetings on the Corporate Philosophy and Conduct Guidelines" to introduce and share results of activities embodying its Corporate Philosophy and Conduct Guidelines to the entire company under the initiative of employees. At the annual presentation of initiatives for FY2023, over 100 activities 88038威尼斯re submitted by various departments. This year, the project "Achieving! ZERO broken bottle by improving the individual packaging of influenza vaccines" was selected for the Grand Prize.
This case study presentation not only motivates employees but also improves 88038威尼斯rporate 88038威尼斯mpetitiveness.
Maintaining positive relations bet88038威尼斯en management and labor
All regular employees of Meiji, Meiji Seika Pharma, and KM Biologics are members of a labor union affiliated with each respective 88038威尼斯mpany. Excluding managers, 100% of employees belong to the unions, which negotiate on their behalf. Re88038威尼斯gnizing the importance of maintaining a positive and productive relationship with labor, the Group's management regularly meets with the union leaders to negotiate wages and benefits, and to resolve any issues that arise in the workplace, including those 88038威尼斯ncerning health and safety.