Mochida Pharmaceutical Group considers "Enhancement of Human Capital" as one of the materialities that support our management foundation. In its 25-27 Medium-term Management Plan, we will implement measures based on three pillars: "Organizational Culture Transformation," "Strengthening Our Human Resources Management System," and "Facilitating the Active Participation of Diverse Human Resources," in order to ensure our group's growth. We aim to nurture human resources who will take on challenges with a spirit of creativity and independence, driving and accelerating the creation of innovation and productivity improvement. Our group seeks to encourage each employee to realize their maximum potential and continuously create corporate value.
Organizational Culture Transformation
Mochida Pharmaceutical Group is committed to fostering a culture that encourages all employees to take on challenges with creativity and initiative, while also working on the development of an environment where employees can grow and fully demonstrate their abilities.
Strengthening Our Human Resource Management System
Strengthening Our Human Resource Management System
Mochida Pharmaceutical Group is in the progress of strengthening its human resource management system to ensure development and vitalization of human resources. We revised the personnel system that forms the basis for human resource management and put the new system into operation from April 2023. The new system incorporates mechanisms for reflecting the role and contribution of individuals in their treatment and mechanisms for encouraging diverse human resources to actively participate. The Group has clarified and reorganized the role of each position and this enables early promotion. In addition, we conducted a review of our treatment of elderly persons with expertise. We will continuously make improvements to address any challenges identified during the implementation of this revised personnel system, while strengthening the framework.
Development of Human Resources
Mochida Pharmaceutical Group sees the development of human resources as an important issue, and provides training by rank and by job and focuses on employees' skills development and the development of leaders.
In terms of training by rank, we encourage general employees to improve their business knowledge and skills through new employee training and mid-level employee training and support performance-enhancing skill development. Additionally, we identify and develop human resources that will contribute to innovation creation through leadership training and management candidate training. In manager training, we seek to share our strategic vision and further develop leadership skills in addition to further enhancing basic skills.
In training by job, employees acquire specialist knowledge and master higher level business skills through training programs designed for each specific business unit.
We have also introduced domestic and overseas training programs for the development of core human resources. Each year, we conduct open recruitment and selected employees study abroad at business schools in Japan and receive degrees. In addition, we operate a self-development support system aimed at encouraging employees to use their initiative and nurturing a challenging spirit through support for the acquisition of qualifications, improvement of English language proficiency and various business skills, and reskilling. We are also incorporating a learning management system into our activities to develop human resources, with the aim of providing education and training more effectively.
Through such education and training, we seek to raise the level of competence and skills of human resources and grow and become stronger as a group.
Facilitating the Active Participation of Diverse Human Resources
Female participation and Career advancement in the Workplace
We are working to hire and train women and increase the ratio of female managers and also focusing on developing programs to support women in their various life stages. Under an action plan based on the Act on the Promotion of Female Participation and Career Advancement in the Workplace, Mochida Pharmaceutical has set a target ratio of female managers of 12% or higher (FY2021- FY2025). Aiming to be a company that empowers women in the workforce, we are working to develop female employees and to change mindsets, including showcasing female manager role models, preparing career plans for female candidates, and providing career training and seminars for female employees. We also believe it is important to create workplace environments where our female employees can advance their careers in good health, and we have introduced an integrated service for resolving women's health issues as a new initiative aimed at supporting women's health. Through this service, employees are able to take advantage of online consultations provided by gynecologists. We also hold awareness-raising seminars about female-specific diseases for all employees including male employees.
Promotion of Mid-career Recruitment
Mochida Pharmaceutical Group recruits human resources with the skills, knowledge and experience we need and highly skilled professionals needed for business growth, global expansion and the execution of strategies to help increase its corporate value. Especially in the biomaterials business, which we are focusing on as one of the pillars of the next generation, we are actively recruiting professionals. The ratio of mid-career hires increases year by year and many mid-career hires play an active part in a wide variety of departments.
Employment of Individuals with Disabilities
Regarding the employment of individuals with disabilities, our group is actively engaged in initiatives such as the establishment of a special subsidiary, Mochida Heartful Service Co., Ltd., based on the Act on the Promotion of Employment of Persons with Disabilities, which will be established by June 2025. Employees with disabilities are actively engaged in various departments, including the special subsidiary, alongside their supporters. As of June 1, 2025, the employment rate of persons with disabilities at Mochida Pharmaceutical is 2.5% (the statutory employment rate is 2.5%).
Employment of Elderly Persons
With the mandatory retirement age set at 60, we have introduced a system under which all employees who have reached mandatory retirement age and wish to continue working are reemployed until the age of 65. In FY2020, we will revise the compensation system in response to the enforcement of the Part-Time and Fixed-Term Employment Labor Law, and in FY2023, we will establish a management course to further motivate older employees to work. Mochida Pharmaceutical Group also gives 55-year-old employees the opportunity to reassess their future plans including their professional lives and management of their assets through the provision of life plan seminars and support for diverse work styles.
Diverse Work Styles
Mochida Pharmaceutical Group is constantly working to achieve work-life balance and diverse, flexible working styles. We have also been working on creating an environment where employees can work efficiently with high motivation, including compliance with the Work Style Reform related law (such as setting limit on overtime work and grasping of working hours by managers and supervisors), encouraging employees to use flextime and rolling out flextime to non-office-based employees as well, operating a discretionary working system at Research Laboratories, expanding the scope of telework, and developing and enhancing business communication tools. Our headquarters office building offers more comfortable office environments through initiatives such as the introduction of digital technologies, in a bid to further improve productivity.
Child Care and Nursing Care
Mochida Pharmaceutical Group has been working to realize workplaces which make it easier for employees to balance child care and nursing care with work. We introduced a parental leave system in 1992 and have since expanded the system in line with legal amendments. We have increased support for child care and nursing care, having thus far implemented initiatives such as longer child care leave, introducing some paid childcare leave, introducing nursing care leave that exceeds the statutory requirements, introducing a reduced working hour system, establishing leave for maternity hospitalization, more widespread use of accumulated paid leave (Life Support Leave) for child care and nursing care, expanding flextime to those working shorter working hours due to child care, operating telework, and revising child care leave regulations as a measure to prevent maternity harassment. We have also created the 'Mochida Pharmaceutical Group Childcare Support Manual' and the 'Work and Caregiving Balance Support Manual' to promote awareness of childcare and caregiving support among employees, including its relation to social insurance, thereby encouraging utilization.
Moreover, we have set target percentages for those taking child care leave of 90% or higher for women and 30% or higher for men (FY2021-FY2025). We are promoting childcare leave uptake through initiatives such as thorough dissemination of the Childcare Support Manual and encouraging male employees to utilize childcare-related systems.
In recognition of our efforts to support childcare at the workplaces of Mochida Pharmaceutical, Mochida Healthcare and Mochida Pharmaceutical Plant, we received the Minister of Health, Labour and Welfare's "Kurumin" certification, which is awarded to companies that meet the standards of the Act on Advancement of Measures to Support Raising Next-Generation Children.
[ Diversity of human resources*1 ]
| FY2022 | FY2023 | FY2024 | |
|---|---|---|---|
| Ratio of new female recruits (%) | 62.2 | 52.9 | 47.1 |
| Ratio of female managers (%) | 12.0 | 11.6 | 11.8 |
| Ratio of female employees who took childcare leave (%) | 100.0 | 100.0 | 100.0 |
| Ratio of male employees who took childcare leave (%) | 75.6 | 76.9 | 77.7 |
| Ratio of disabled employees (%) | 2.4 | 2.4 | 2.5 |
| Ratio of mid-career hires*2 (%) | 35.1 | 49.3 | 52.1 |
*1 Figures for Mochida Pharmaceutical on a non-consolidated basis.
*2 Percentage of mid-career hires of regular workers based on the Comprehensive Labor Policy Promotion Law.
Occupational Health and Safety
Aiming to create a workplace where employees can work with peace of mind, we have built a structure for managing and promoting health and safety across Mochida Pharmaceutical Group and, as well as holding health and safety committee meetings at each site, we are working to prevent occupational accidents and ensure workplace health and safety.
To promote and enhance the mental health of employees, based on the "Guidelines for Maintaining and Improving Worker's Mental Health" issued by the Ministry of Health, Labour and Welfare, Mochida Pharmaceutical Group strives to enhance the structure and systems for supporting employees from four standpoints: selfcare, care provided by Human Resources Department, care provided by onsite occupational health professionals, and care utilizing outside resources.
1. Selfcare
- Mental health training (for all employees)
- Stress checks to assess mental health (carried out annually)
- Establishment of internal and external consultation service
2. Care provided by Human Resources Department
- Mental health training (training for newly appointed managers and manager training, etc.)
- Personnel interviews
3. Care provided by onsite occupational health professionals
- Health consultations provided by occupational health physicians
- Mental and physical health consultations provided by public health nurses
- Support for employees returning to work from leave provided by personnel staff and introduction of a provisional return-to-work system
4. Care utilizing outside resources
- Referral to outside consultation service, counselling facility or specialist
Employee Engagement
Mochida Pharmaceutical Group conducts an annual employee survey targeting all employees to assess engagement levels and other metrics. Survey results are disclosed publicly and utilized to identify issues early and develop/implement measures to boost morale. Furthermore, we enhance employee engagement through management decisions and on-site improvements. We also collect opinions and requests regarding work and the workplace, identify concerns and challenges, and conduct listening sessions to address inquiries, advancing initiatives aimed at creating an even more rewarding company and workplace.