Building a High-Value-Added and Highly Productive Work Environment

Santen carries out safety management based on the laws of each country and region to create a safe working environment and to maintain and promote employees' physical and mental health.

Information on occupational accidents is disclosed in Employment and Human Resources Data.

Promotion of New Work Style

Due to the unprecedented challenges of the COVID-19 pandemic, we have been reimaging the future of work more seriously. Santen announced the "New Work Style" in May 2021 as a guideline to be shared with all its employees working around the world. In order for the company, who is aiming to become a "Social Innovator", to achieve further growth, it is pivotal for every single employee to realize the most suitable "way of working" so that we can leverage our potential as individuals and as a team.

Be People Centric. Explore everywhere. Leverage external strengths. Turn diversity into advantage. Act with agility. Expand possibilities. We are introducing five New Work Style initiatives based on our Santen 2030 Values. All five initiatives interact with each other. Choose where to work Flexible Workplace. Supported by IT innovation Digitalized Process. Staying empowered and healthy Well-being and lifestyle. Adjust your Worktime based on diverse needs Flexible Worktime. Giving Back Community contribution.

The global guideline of New Work Style at the company is touching initiatives such as Flexible Workplace, Digitalized Processes, Well-being and lifestyle, Flexible Worktime as well as community contribution, all based on our Santen 2030 VALUES. For example, We adopted the concept of 'Digital Workplace' to accelerate the new way of working and are deploying IT infrastructure for all the members of the company can work comfortably from anywhere anytime. In addition to 'go paperless', digital signatures and streamlined online approval system, the company is expanding internal online communication tools so that we are able to be motivated and improve our productivity even working from home or elsewhere. Our employees have a choice of where, when and how to co-create our success through meaningful work and interactions to positively impact Happiness with Vision worldwide.

Systems to Achieve a Work-Life Balance

The company 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, and can also achieve a good work-life balance while performing their duties effectively and efficiently. In Japan, for example, we are adopting the following systems,

  • Pre- and post- childbirth leave:
    A pregnant woman can take leave from six weeks before childbirth (14 weeks in the case of multiple pregnancy) up to eight weeks after the childbirth date.
  • Nursing care leave for a preschool child:
    If an employee needs to provide nursing care for a child before the page of admittance to elementary school, he/she can take leave of up to 10 days a year.
  • Nursing care leave for an elderly or disabled family:
    If an employee needs to provide nursing care for a family member certified for long-term care or need of support, he/she can take leave of up to 10 days a year.
  • Childcare leave:
    The childcare leave system allows employees to take leave until their child reaches the age of one year and six months, or the age of two years.
    All female employees to whom the childcare leave system applies have used this type of leave, and all system users have returned to work.
  • Short working hours for childcare:
    The short working hours for childcare system allows employees raising a child up to the third grade of elementary school to reduce their working hours by 30 minutes, one hour, or two hours.
  • Nursing care leave, and short working hours for nursing care:
    If an employee needs to provide nursing care for a family member certified for long-term care, the nursing care leave system allows him/her to take leave or reduce his/her working hours by a unit of 30 minutes within the limit of two hours, for a total of 186 days for one family member.
  • Annual paid leave acquisition credits:
    A system that allows employees to take annual paid leave in half a day or a quarter day
  • Volunteer leave:
    The volunteer leave system allows employees to take leave to participate in volunteer activities.
  • Flextime:
    The flextime system allows employees to decide the times when they start and cease working.
  • Teleworking:
    This working style allows employees to work at home or at in-house operational sites other than their regular workplace, or in other places, without limitations on the place of work.
  • Career comeback:
    This career comeback system allows employees who leave the company due to such as childcare, nursing care and spouse's job transfer to be provided with opportunity to return to work after the reason is resolved.
  • Nursing care leave for a family member (Annual paid leave reserve system):
    If an employee needs to take leave to provide nursing care for his/her spouse, child or parent, this system allows him/her to use his/her reserved annual paid leave.
  • Childcare leave for a child of elementary school age or younger (Annual paid leave reserve system):
    If an employee needs to take leave to look after a child of elementary school age or younger (on the occasion of a school event, medical examination, vaccination, etc.), this system allows him/her to use reserved annual paid leave.

Employee Welfare and Benefit System

The company has introduced a wide variety of employee welfare and benefit systems, for example in Japan: 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.

Employee Listening & Engagement Survey

Santen's Listening framework is integrating the voice of our people into data-driven business decisions and increases our team member's engagement & commitment to work for Santen. In FY2021, we conducted a survey about our values and corporate culture in R&D and corporate planning division, as well as engagement surveys in selected European countries through Great Place To Work®. Santen is conducting a series of targeted pulse listening exercises in addition to measuring our people's engagement through Great Place To Work® in participating countries. We are leveraging results of our listening exercises for continuous improvement of people-centric policies and practices.

Health and Safety Management Systems

To further improve the health and safety of our employees, Santen has introduced and begun to operate health and safety management systems according to the characteristics and scales of each of our operational sites. When an occupational accident occurs, we take measures such as identifying its causes, checking similar points at our operational sites, and enhancing safety education, to prevent the recurrence of similar accidents.

In FY2021, no Santen operational sites had work-related fatalities, including temporary or part-time employees, caused by occupational accidents. Occupational accidents at each site are listed in Employment and Human Resources Data.

Measures Taken by the Health and Safety Committee

At each Santen operational site in Japan, the Health and Safety Committee, comprising both the company representatives and employee union members, meets every month. The Committee checks whether or not there are long-hour workers, and the working environment, including the temperature, humidity, air quality, luminous intensity, and noise level of each workplace; patrols the workplaces to check whether or not there are actually dangerous spots; and takes measures to assure greater workplace safety and prevent occupational accidents. The Committee also offers health and safety lectures to employees, to maintain safe and healthy working environments and further improve them.

Safety Management of Chemicals

Research and Development Center and Plants of the company are making efforts to avoid chemical-related troubles, in the manner whereby, before handling newly introduced chemicals, a specialist committee assesses the safety of the chemicals beforehand, and provides the employees who handle them with information on the results of the assessment. Since the revised Industrial Safety and Health Act, which came into force in June 2016 in Japan, obligates the relevant employers to investigate the toxicity and danger of chemicals, Santen is taking necessary measures concerning the chemicals we use, through stocktaking. Additionally, Santen continuously conducts work environment examinations to promote safety management.

Efforts in Fire and Disaster Risk Management

Santen tackles disaster risk management, including not only fire prevention management provided for in the Fire Service Act but also preparedness for disasters such as large earthquakes. In Japan, we continuously conduct drills in confirming the safety of each employee as an important initial action in the case of a disaster, checking emergency contact networks, and making the movement useful for ensuring physical safety and reporting the safety of employees based on the Disaster Risk Management Card, for example. We have made up deficiencies detected during the drills.

Materials and equipment for fire and disaster prevention are installed in our major operational sites, while emergency supplies are stored at all operational sites and offices.

Employees' Mental and Physical Health

Santen has stationed industrial health staff, including industrial physicians and public health nurses, in each workplace in order to ensure primary prevention, that is, the prevention of diseases through the maintenance of employees' health, and secondary prevention, or the early detection of employees in poor health. Furthermore, we have established a support system to help employees on sick leave return to work and prevent them from falling sick again, thereby encouraging employees, from a health perspective, to continue to demonstrate their talent at Santen in the medium to long term, in collaboration with each workplace and other employees.

In 2018, the company published the "Santen Declaration on Health," which proclaims that Santen actively tackles the promotion of colleague mental and physical health. Since then, we have implemented our original eye-health-related initiatives, including ophthalmological examinations of employees on not only legally required items but also additional items. We have also been actively committed to various mental-health-related measures. Moreover, since FY2021, we have adopted a Company-wide remote work system while fully respecting employees' lifestyles and work styles, allowing them to work without any limitations on time and place.

Maintaining and enhancing mental health

To help employees easily become sufficiently aware of their own stress-related symptoms or disorders, Santen conducts self-check-based health tests (stress checks). When a health test finds employees in need of special care, we take appropriate measures, for example, providing them with medical consultations mainly with industrial health staff, who will introduce them to external specialized institutions as needed. In addition to providing support to individual employees, we make positive efforts to improve workplace environments by analyzing the health test results on an organization basis and involving each workplace in improving its own environment.

Conducting medical examinations

In Japan, when we conduct health examinations required by the Industrial Safety and Health Act and other applicable laws, we add our original examination items, including a fundus examination and an eye pressure test, to the legally required items, in order to raise employees' health awareness and detect any diseases in them as early as possible. We also conduct various statutory types of special medical examinations of employees engaged in special duties, such as handling certain specific chemicals, and have established an environment for them to receive hepatitis screening and preventive vaccinations. Industrial physicians check the medical examination results to judge whether each employee can continue to do their current work. Employees found in need of special care are advised to consult specialized doctors or are provided with online healthcare guidance. Since FY2015, to ensure and support employees' eye health appropriately as a specialized company in ophthalmology, we have conducted ophthalmologic examinations of employees, including interviews about eye-related lifestyles, dry eye tests, visual field tests, and slit-lamp microscopy, where light is shed on the eyes to detect any abnormalities. We therefore strive to ensure the early detection and treatment of eye diseases in our employees.

External Assessment

The major certifications and awards we have received are listed in External Assessment.