Promoting Diversity, Equity & Inclusion

Santen will proactively incorporate diverse individuals and values, irrespective of nationality, age, or beliefs, thereby enhancing our business activities and corporate value.

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

Diversity, Equity & Inclusion Policy

Santen has established the "Santen Group Diversity, Equity & Inclusion Policy" to promote diverse, equitable and inclusive policies, standards and practices that provide equality of opportunity for all and promote respect at work. Santen is committed to ensuring a safe, inclusive, respectful and supportive physical and virtual work environment for every Santen employee.

Santen is committed to provide equal opportunities and fair treatment in employment. Santen does not accept unlawful discrimination in our recruitment or employment practices on any grounds including but not limited to, sex, gender, nationality, ethnicity, race, color, native or indigenous origin, disability, age, marital or civil partner status, pregnancy and maternity, sexual orientation, gender identity, expression or reassignment, HIV or AIDS status, parental status, employment status, military and veterans status, flexibility of working arrangements, religion or belief.

Promoting Diversity, Equity & Inclusion

Santen 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 at all levels, especially senior management, based on Diversity, Equity & Inclusion Policy and Diversity, Equity & Inclusion Strategy. 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 2021 reached 52.6%. Overseas employees who are promoted to executive positions have also been increasing.

May in 2021, Santen announced further reinforcement of its stance to gender diversity. The company has joined the "30% Club Japan", which is an international campaign to achieve gender balance at corporate decision-making bodies such as the Board of Directors and senior management teams. Santen has also signed the CEO Statement of Support for the Women's Empowerment Principles in support of the principles.

For example, in Japan, following the enforcement of the Act on Promoting Women's Participation and Advancement in the Workplace in April 2016, we have devised the action plan for the second stage from April 1, 2019 to March 31, 2022. We then set targets and formulated an action plan to create and promote an environment for employees to achieve appropriate balance between their work and life, and have been working on it.

[Targets of Action Plan for the Second Stage]
  1. Further reduction of overtime work
    1. Average monthly reduction of 5% per person compared to FY2018
    2. No one working overtime of more than 45 hours a month
  2. Promotion of taking time off from work
    1. Average acquisition rate of annual paid leave: 70% or more per employee
    2. Annual paid leave: at least 6 days for each employee
    3. Parental leave rate: 50% for each male employee
  3. Promotion of work-life integration
    1. Expansion of telework operations
    2. Full introduction of a work interval system
    3. Introduction of a childcare short flex system

Providing an inclusive environment for people with disabilities

Santen promotes the employment of people with disabilities and is focused on ensuring an inclusive work environment.

Joining the Valuable 500 international initiative

The Valuable 500 is an international initiative to call on business leaders to foster innovations enabling people with disabilities to realize their potential value in society, business, and the economy. As a member of The Valuable 500, Santen will pursue business possibilities for the realization of an inclusionary society and sustainable development.

Providing an easy-to-work environment for persons with disabilities

Claire, a special subsidiary company established to facilitate the employment of persons 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 persons with disabilities as well as to provide opportunities and places for them to find their life and work meaningful." Claire's main line of business is the cleaning of sterilized garments and dust-free 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 persons with disabilities, including by providing opportunities for training sessions and encouraging employees to take part in the Abilympics, nationwide skill competitions for persons with disabilities.

Employees at Claire are working.

Claire got certified as a company which persons with disabilities work actively by Japan Association of Employers of Persons with Severe Disabilities, which is a trustee organization entrusted to the Ministry of Health, Labor and Welfare in January 2019. The reason of the certification was that it was recognized for its implementing advanced initiatives to provide a work environment for supporting the retention of persons with disabilities, promoting proactively and continually hiring persons with disabilities, and having reliability and sociality.

The certification mark as a company which persons with disabilities work actively

The employment rate of persons with disabilities at Santen Pharmaceutical Co., Ltd. in June 2021 was 2.62% and this is above the legal employment rate.

Promotion of a 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 Santen employees working around the world. In order for Santen, 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 Santen 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, Santen adopted the concept of 'Digital Workplace' to accelerate the new way of working and is deploying IT infrastructure for all the members of Santen can work comfortably from anywhere anytime. In addition to 'go paperless', digital signatures and streamlined online approval system, Santen 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

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, 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,

  • 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.
  • 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.
  • 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.

Employee Welfare and Benefit System

Santen 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.