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Diversity and Inclusion

Message from Top Management

It is essential to continue to create innovation for companies to continue to provide sustainable management and meet their social responsibilities. Shionogi & Co. Ltd. emphasizes that the creation of innovation is related to diversity and inclusion. We believe that respect for and integration of diverse values based on mutual efforts of employees lead to creating diverse innovation. This will enable us to make further contributions to patients and society and achieve sustainable development.

Accordingly, we focus on developing diverse human resources. Specifically, we have held the President’s Management Seminar, in which the President serves as a lecturer to train executives, and the Management Seminar, in which general managers serve as lecturers to develop executive candidates. We have also implemented various succession plans, including providing young leaders with the opportunity to improve themselves by learning from each other in a multifaceted manner in order to develop future executive candidates. We ensure the diversity of human resources and the sustainability of management through these various efforts to develop the next generation of leaders.

We also actively promote the empowerment of women in the workplace, as exhibited by an increasing rate of female managers. We expect that the sharing and integration of diverse values beyond gender differences will become a new driving force in creating innovation. These various efforts made by us have been highly rated by external groups. In FY 2015, we were selected by the Ministry of Economy, Trade and Industry for the New Diversity Management Selection 100 project. We have also been certified as a Leading Company in Women's Advancement in Osaka City by the City of Osaka, in which our company is based.

As a company with diversity across age, gender, and race, we will strive to further integrate diverse values to continue to create innovation, and work to promote sustainable management to fulfil our social responsibility.

Diversity Vision

In 2018, we established a system in which the Diversity Council integrally manages various efforts to facilitate diversity and inclusion, which had been made by individual organizations, in order to promote diversity and inclusion on a Group-wide basis. A Diversity Vision was also created so that all employees could engage in promoting diversity and inclusion on the same level as each other.

Diversity Vision
(Establishment in December 2018)

Understand yourself and others,
and celebrate individual diversity.
Allow the wide variety of unique qualities to
inspire creativity and innovation.

We will
have an unbiased understanding of others, knowing that everyone has a different perspective;
connect and resonate with diverse personalities to foster an inclusive spirit and generate abundant ideas;
and, driven by such spirit and ideas, create new value and grow with society for our collective future.

Work-life Balance

To achieve a work-life balance among our employees, we have engaged in improving their working environment by actively introducing a discretionary work system and a flex time system.

The rate of female employees who have taken childcare leave and have returned to work is almost 100%, and male employees who have taken childcare leave currently accounts for more than 20% of all male employees. We have also established various systems to recommend various ways of living of employees, including introducing a system that enables the sales staff to choose their work location according to life events, such as marriage and child rearing, a volunteer leave system, a leave system for bone marrow transplant donors, and a leave system for learning support.

Since 2005, we have formulated General Employer Action Plans based on the Act for Measures to Support the Development of the Next-Generation Children. We have worked to increase the acquisition rate of annual paid leave, pay for childcare leave, and support the personal development of employees during their absence from work. We have also held manager training seminars and have introduced a system for interviewing employees before and after their childcare leave. Consequently, we have been awarded the Kurumin mark, which is given to companies that support child rearing, three times.

Efforts to Facilitate the Empowerment of Women

Since April 2016, the Act on the Promotion of Female Participation and Career Advancement in the Workplace has been in force, and it has been socially required to promote efforts to facilitate the empowerment of women.

We have developed a working environment where all employees can actively participate in business activities regardless of gender, focusing on enabling individual employees to express their individuality in business, taking advantage of their strengths. Consequently, the rate of female managers has steadily increased, and they currently account for 10% of all managers at our domestic consolidated companies. Gender differences in the average length of service have also disappeared at the company, where it has become common that female employees are actively involved in business.

We will continue to make various efforts to help female employees exercise their abilities and play an active role in business.

Recent efforts toward the empowerment of women (FY 2017 / FY 2018)

  • Career development seminar for female employees (career development training provided by an outside instructor / lecture delivered by the President)
  • Dialogue meeting between executive officers and female researchers in the Pharmaceutical Research Division, etc.

Employment of People with Disabilities

We respect the ability of individual people with disabilities who wish to work, and make efforts to create a work environment under which people with disabilities can work as members of the Shionogi family, doing their duties at an appropriate workplace according to the characteristics of their disabilities.

Policy for the Employment of People with Disabilities

To realize a society where people with disabilities can work and act in the same way as those without disabilities, the government has further strengthened its efforts to encourage the employment of people with disabilities. Under these circumstances, we are actively engaged in hiring people with disabilities from the following perspectives.

  • Fulfill our corporate social responsibility.
  • Encourage the creation of a workplace where people with and without disabilities can work vigorously, and promote diversity and normalization.

Top management, the staff in the Human Resources & Administration Department and in the receiving departments, and all employees need to have a common view on the employment of people with disabilities, and assist and promote it together.

Establishment of Shionogi Smile Heart Co., Ltd.

The mission of Shionogi Smile Heart Co., Ltd. (* certified as a special subsidiary company in July 2018) is to hire and develop people with intellectual disabilities and allow them to become part of the company. Based on reasonable consideration for the characteristics of disabilities, the company aims to keep on growing slowly and operating its business at its own pace. Meanwhile, under its independent corporate plan, it works to improve work quality and services and operate its business efficiently with a focus on cost saving. As a company that plays a part in promoting the CSR activities of the Shionogi Group, it will push forward with its business.

Operations and efforts of Shionogi Smile Heart Co., Ltd.

1. Creating routine tasks and working conditions suitable to the skills of people with intellectual disabilities

  • Provision of manualized and standardized office cleaning services
  • Provision of uniform laundry services that take advantage of dedicated facilities with aggregated functions

2. Creating a training system and a work environment for education and training in which people with intellectual disabilities can concentrate on acquiring skills necessary for tasks

  • Education, task design, and escort-type support provided by dedicated supervisors according to the ability, characteristics, and understanding level of individual people with intellectual disabilities
  • Improvement of the training environment

3. Creating a stable employment system that adopts unique company systems suitable for people with intellectual disabilities

  • Original work rules suitable for the continuous employment of people with intellectual disabilities
  • Maintenance of motivation and human resource development through appropriate assessment and feedback

Award on Diversity Conferred on Shionogi

New Diversity Management Selection 100


We have made efforts to support the career development of employees with the aim that diverse individuals can take advantage of their strengths to achieve personal growth and contribute to the growth of organizations, and to promote the empowerment of women in the Human Health Care Division. These efforts were highly acknowledged, and we were chosen as one of the awarded companies in the FY 2015 New Diversity Management Selection 100 project.

Leading Company in Women's Advancement in Osaka City

symbol mark

Kurumin Mark

symbol mark

We will continue to work to promote diversity and inclusion in cooperation with other companies, including participating in the Diversity Western-Japan Study Group.

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