To achieve our MISSION and VISION, the Group aims to foster an organizational culture in which human resources with a diverse range of personalities and values collaborate across boundaries and exchange ideas while respecting each other, thereby creating innovation.
We respect surface-level diversity, including gender, age, nationality, disability status, and time restrictions due to childcare or nursing care, as well as diversity on a deeper level, including knowledge, skills, experiences, values, ways of thinking, gender identity, and sexual orientation (including LGBTQ+*). By leveraging this diversity, we seek to create value as an organization.
- LGBTQ+: In this report, LGBT is used as a generic term to refer to people who belong to a sexual minority, with the addition of Q (Questioning: people who have not decided on or do not know their own identity) and + as an expression of sexual diversity, which cannot be expressed in words.
In fiscal 2025, we implemented the following initiatives.
We participated in “Cross-Industry Business Leadership Program 2025,” which supports women’s career development across different industries.
In 2025, 13 companies in different industries sent mid-tier employees who hold promise as leaders to participate. Encountering cases and perspectives from other industries offered participants new insights and provided opportunities for them to reflect on their own leadership styles.
We also partnered with 22 other companies to hold a career forum for women, with the goal of helping them explore their careers through interactions with leaders and participants from other companies.
Percentage of female employees appointed subsection managers or higher or in management positions
The Group is continuing to promote initiatives to encourage respect for the rights of LGBTQ+ individuals and create comfortable working environments.
In December 2023, we published our “Guidebook for Understanding LGBTQ+” on our corporate intranet. We also distribute “ALLY” stickers to show understanding and support, and continue to raise awareness.
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The Group’s Global Policy on Respecting Human Rights: Employment and Labor states that we will not engage in discrimination based on sexual orientation or gender identity.
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Group employment regulations state clearly that disciplinary action will be taken in response to discrimination or harassment based on sexual orientation or gender identity.
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Common-law and same-sex partners can be registered as family members and treated in the same way as spouses in terms of leave, allowances, housing, and other benefits.
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Since October 2025, it has been possible for employees undergoing hormone therapy or gender-affirming surgery to use support systems and accumulated leave to balance work and treatment.
Additionally, for hiring, we have taken measures to show consideration for gender and LGBTQ+ individuals, such as eliminating the gender field from application forms.
Moreover, in June 2025 we held a seminar on the theme, “An introduction to LGBTQ+ and Allyship” for all employees. In conjunction with this seminar, we participated in “Pride Action 30,” a corporate alliance project aimed at promoting understanding of LGBTQ+, and during the month of June, we offered examples of simple everyday actions that can make a difference with a modicum of awareness.
In May 2026, we held “Promoting LGBTQ+ Understanding,” an event organized by the West Japan Diversity Study Group*, at our headquarters. This event is intended to deepen understanding of sexual and gender diversity and create opportunities for people to hear from LGBTQ+ people and think of these issues as personally relevant. The event consisted of four parts: a lecture on basic knowledge, a film screening, a talk session, and a group discussion, providing participants with an opportunity to deepen their understanding from a variety of perspectives.
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- Tanabe Pharma Group original ally sticker
- A study group in which participants share practical information and exchange opinions on the themes of DEI and work-life balance. HR and diversity promotion personnel from 52 companies, primarily in western Japan, participate.
Received the 2025 Silver Prize in the PRIDE INDEX, an evaluation index for LGBT initiatives in the workplace by the Work with Pride Association.
- We received the prize as “Mitsubishi Tanabe Pharma Corporation” in November 2025, before changing our company name.
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- Received the highest ranking under Eruboshi company certification system based on the Act on Promotion of Women’s Participation and Advancement in the Workplace in 2016 (we remain certified).
The Company re-employs staff who wish to remain employed after retirement. To provide a place of employment, we are creating an environment that permits diverse work styles including work sharing, and we are enhancing our re-employment system and working to utilize the skills and knowhow of retired staff.
Moreover, we conduct career design workshops for employees aged 50 to 55 who are considering future careers with a view to retirement. We have actively provided and expanded the environment so that all employees can continue working with high motivation regardless of age.
The Group has worked to promote the employment of people with disabilities and expanded the range of duties for a variety of positions. As a result, the Group’s employment rate of people with disabilities in Japan as of March 31, 2026, was 3.41%, an improvement from 3.37% at the end of the previous fiscal year.
Going forward, we will promote the hiring of people with disabilities and the creation of environments where they can be active, working to both expand employment and improve retention.
Employment rate of people with disabilities
- The Group in Japan
The Group aims to create inclusive workplaces where employees can work together regardless of whether they have disabilities or not. We will create an environment where people with disabilities can make the most of their strengths and continue to make our workplaces even more comfortable to work in the future.
Tanabe Palm Service Co., Ltd., a special subsidiary
Although there are about 100 people with disabilities working throughout the Group, Tanabe Palm Service, a special subsidiary, employs about 40 people, who primarily have intellectual, mental, and developmental disabilities (as of April 2026). They provide a variety of office services.
Tanabe Palm Service seeks to grow with the company while providing a place where employees can work with peace of mind by maintaining a comfortable work environment and a system that supports growth.
Specifically, through sharing information at morning and end-of-day meetings, regular discussions with staff, and daily check-ins, we review employees’ work duties and strive to create an environment where they feel comfortable discussing difficulties, including those in their daily lives. We have also put in place systems that allow individuals and teams to present and receive recognition for proposals to improve work processes. These systems encourage proactive initiatives and lead to growth.
As a business that proactively employs people with disabilities and provides employment support to them, Tanabe Palm Service is registered as an Osaka Prefecture Excellent Company that Supports Persons with Disabilities. Additionally, the company has won recognition for groundbreaking, unique initiatives to promote the employment of people with disabilities, receiving the Heartful Company Challenge Support Award at the 2025 Osaka Prefecture Heartful Company Awards.
Digitization of paper documents. Digitization contributes to greater operational efficiency within the Group.
Making business cards for Tanabe Pharma Group employees.
The cards are printed on a large paper sheet and cut to business card size.
The Group has introduced a massage room at its head office, creating opportunities for employees with disabilities to be active, and supporting employee health. Visually impaired employees who are government-licensed Shiatsu massage professionals contribute to the workplace by utilizing their expertise to provide treatment.
Users of the service were very satisfied, commenting that their work performance improved after treatment, and that they felt both physically and mentally refreshed. The utilization rate continued to be high in fiscal 2025, at 99.3%, and the service was well-reviewed, with 79% of respondents to a user survey saying that the experience was “very good,” while 19% responded that it was “good.”
In response to the increase in the number of employees working remotely, we regularly share information online about stretching and pressure points as part of our self-care initiatives, helping to raise each employee’s health awareness.
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- Massage room treatment
In Japan, the Group supports diverse human resources that participate actively in diverse working styles through an enhanced system that helps establish a balance between personal life and work, and through the introduction of a flexible work system.
The Group has taken steps to enhance systems that contribute to flexible working styles and enhanced productivity for employees, such as a flex-time system with no core time, a flexible work system for employees in planning and specialist areas, and a telecommuting system.
To support a balance between work and medical treatment, such as for cancer survivors and those undergoing infertility treatment, in fiscal 2018, we introduced shorter workdays and treatment leave that employees who need treatment can use. In April 2020, we introduced a new infertility treatment leave system, under which employees who have been treated for infertility but have difficulty with the treatment due to physical distance between them and their spouse, can take a temporary leave of absence. The system was expanded in January 2021, and employees who live with their spouses but are receiving infertility treatment using assisted reproductive technology, which requires many hospital visits, are eligible under this system. In October 2022, we instituted childcare leave at birth (postnatal paternity leave) in accordance with revisions to the Child Care and Family Care Leave Law, creating an environment that encourages men to take childcare leave.
In April 2023, with a view to offering more flexibility with regard to where employees work, we implemented a remote working system that allows people to work regularly from remote areas outside commuting range.
The Group has established childcare and nursing care support systems that significantly surpass legal requirements. We have created an environment that enables employees to work with peace of mind and balance work and life events, such as pregnancy, childbirth, childcare, and nursing care. We continue to take steps to establish environments that facilitate active participation by fathers in child-rearing.
We will continue to create a work environment where each employee can fully demonstrate their abilities and work energetically.
We have implemented the following initiatives to create an environment in which it is easy for men to participate in childcare.
- Special leave for employees during the period from their spouse’s pregnancy through childbirth
- Make the first five days of childcare leave paid leave (for both men and women)
- Encourage male employees to take childcare leave
- Promote childcare leave among male employees (postnatal paternity leave)
In fiscal 2025, we supported Think About Childcare Leave Day on September 19 by publishing an in-house article featuring a round table discussion among four fathers who had taken childcare leave.
For the sixth consecutive year since 2007, we were certified as a general business owner conforming to standards (Kurumin mark) based on the Next Generation Nurturing Support Measures Promotion Law. In July 2019, we were certified Platinum Kurumin* in recognition of our childcare support and working style initiatives (We remain certified).
- The Platinum Kurumin certification system recognizes companies that have already been Kurumin certified by the Ministry of Health, Labour and Welfare as companies that support childcare and that have taken steps to achieve a higher standard
Utilization of leave and shorter workdays for childcare
- The Group in Japan
- The utilization of childcare leave shows the number of people who commenced childcare leave during the fiscal year
Utilization of leave and shorter workdays for nursing care
- The Group in Japan
The Group respects the rights of its employees, including the freedom to form a union and the right to collective bargaining. The labor agreement that Mitsubishi Tanabe Pharma has entered into with the Mitsubishi Tanabe Pharma Labor Union guarantees the working conditions and rights of union members. As of the end of March 2026, the labor union membership rate was 76.3%*.
Group management and the union regularly hold meetings at which the Company explains management policy and the two parties share information on the state of the company, seeking to more fully understand each other. Members of the Management Council and various labor-management committees, etc., also contribute their views on various issues, such as the reevaluation of working conditions and human resource systems, linking this to the creation of environments in which it is easier to work.
- The Group in Japan