The Santen Group promotes diversity to enable our organizations, comprising a wide variety of human resources, to make concerted efforts towards our common goal of enhancing the quality of life of patients.

Employment data such as diversity of human resources and work-life balance is disclosed in the Employment and Human Resources Data.

Promoting Diversity

The Santen Group is working to build an organization and people that enables employees with a variety of professional and cultural backgrounds to maximize their abilities, regardless of age, gender, nationality or presence of disability, with full respect for the diverse values of our employees. We also provide our employees with equal opportunities for compensation without discrimination. Due to the global expansion of our business, the percentage of our overseas employees at the end of March 2017 reached 46%. Increasing numbers of overseas employees are being promoted to executive and managerial positions.

Efforts to Promote the Role of Women in the Workplace

The Santen Group believes that promoting an appropriate balance of work and life will improve concentration on work and productivity regardless of gender, thereby leading to the development of human resources and the company itself. In Japan, as a result of past efforts, in FY2016 the ratio of female managers in management has increased by 4.3 percentage points compared to FY2012.

Following the enforcement in Japan of the Act on Promotion of the Role of Women in the Workplace in April 2016, we devised an action plan for the first stage.

Action Plan

1. Reduce overtime work by 5%.
2. Provide opportunities for people who have retired for reasons such a child care, family care, and transfer of their spouses.

Providing a Healthy and Safe Working Environment and Support for Persons with Disabilities

Santen not only promotes the employment of persons with disabilities but also provides them with a healthy and safe working environment. Claire, a special subsidiary company established to facilitate the employment of people with disabilities, located on the premises of Shiga Product Supply Center, was established in 1997 with the aim of "proactively fulfilling the corporate social responsibility of expanding opportunities to employ people with disabilities as well as to provide opportunities and places for people with disabilities to engage in meaningful work." Claire's main line of business is the cleaning of dust-free garments and sterilized garments. While Claire's main clients are Santen's Noto Plant and Shiga Plant, the company also accepts orders from other companies.

Claire supports various activities and efforts of handicapped people, including by providing opportunities for training sessions and encouraging employees to take part in the Abilympics, nationwide skill competitions for people with disabilities.

The employment rate of persons with disabilities at Santen Pharmaceutical Co., Ltd. in June 2017 was 2.19% and this is above the legal employment rate.

Employees at Claire are working.

Improving Measures to Achieve a Work-Life Balance

In FY2015, Santen launched a "Project for the Advancement of Measures to Support the Raising of the Next Generation of Children" under collaboration between labor and management, and introduced systems to support child raising, including child care leave and shortened working hours for child care, in Japan. In FY2016 too, all of our female employees eligible for child care leave took the leave and returned to work. In addition to the above measures, we have also introduced systems to support family care, including family care leave and shortened working hours, and a vacation system to support employees' volunteer activities.

Santen strives to create a working environment where employees can make the best use of their abilities regardless of their life stage or gender, with full, mutual respect for their diverse values.

A wide variety of welfare systems

Santen has introduced a wide variety of welfare systems: asset-building support systems such as employee stock ownership and asset-building savings; systems to support employees in child or family care according to their life stage, including leave and shortened working hours; medical examinations on many items, which help employees continue to work in good shape; and survivor's pensions.