Mutual Growth of Employees and the Company

The Daiichi Sankyo Group considers its people to be its most important asset, and pursues long-term growth by practicing innovation, integrity and accountability as described in our Core Values.

Basic Policy

At Daiichi Sankyo, we believe that employees, through their embodiment of the Daiichi Sankyo Group’s Core Values and their diligent daily efforts to carry out our Commitments in and outside the Company, will be a strong driving force behind realizing our vision and fulfilling our mission.
The Daiichi Sankyo Human Resources Management Philosophy was designed to support the development, empowerment and fair treatment of employees that, irrespective of their location in the world, share in the principles of innovation, integrity and accountability. At the same time, we expect employees to uphold the ethics and standards we have defined and work toward the realization of our corporate vision.
To improve the speed and quality of the Daiichi Sankyo Group’s global operations, it is essential that businesses in different regions coordinate and collaborate closely with one another. We are further expanding our global business by providing rotational opportunities for our employees among our locations in different countries and regions, thus enabling employees to experience different cultures and ways of thinking and creating an environment in which diversity is respected.

The Daiichi Sankyo Human Resources Management Philosophy

Examples of Initiatives

Develop Human Resources

・Cultivation of Leaders

It is our fundamental practice to help our employees develop through their work and to cultivate all employees with the professional mind-set of doing what is best for the Company as a whole. We develop leaders on an individual basis through a combination of rotational work assignments, on-the-job training and evaluations, while linking these activities to dedicated self-study and training. At the same time, we select executive management candidates from mid-level and management employees to receive development opportunities, such as internal and external training and chances to take on new challenges.

・Development of Entry- and Mid-level Employees

For entry-level employees in Japan, we provide training, usually in their third year of employment and upon promotion to a manager-level position, aimed at developing individuals that can take ownership of their own growth and personal development. In addition to providing opportunities for personal development, we seek to place mid-level employees in positions based on their abilities to help them acquire the practical knowledge and experience essential to progress as a leader in the organization.

・Cultivation of Line Managers (Organization Heads)

We cultivate line managers by increasing the range of opportunities through which they can engage in an ongoing cycle of exercising and improving their skills. The aim of these efforts is “to create a workplace that develops individuals capable of consistently providing results, while independently adapting to a changing environment.”

Promotion of Diversity and Inclusion (D&I)

The Daiichi Sankyo Group believes that the most important factor behind its ability to develop its global business and foster innovation is the diversity of its employees. The Group must employ a diverse population of individuals in terms of nationality, gender, age, ways of thinking and lifestyles. All employees must be accepted and able to fully exercise their talents. For this reason, we continue to cultivate environments at all sites in which employees understand D&I and respect one another. (See “Voice” below.)

【VOICE】Transitioning from Empowering Female Employees to Promoting D&I

Christi Rowley,Mika Yoshida,Kiyoshi Kaneko(From left)
Christi Rowley,
Mika Yoshida,
Kiyoshi Kaneko

People and Organization
Development Group
Human Resources
Department
General Affairs & Human
Resources Division
Daiichi Sankyo Co., Ltd.

In 2010, Daiichi Sankyo took its first step in promoting D&I in Japan by pursuing coordination among Group companies in Japan to implement a wide range of measures for empowering female employees. These measures included holding various training sessions and enhancing work-life balance support systems.
Our second step is to implement measures that promote D&I in Japan and are aimed enabling all employees to realize their full potential, bolstering organizational strength, and thereby maximizing the value created by the Company. These measures are based on three approaches: (1) eliminating bias, (2) facilitating inclusion to help all employees express their individuality and fully exercise their talents, and (3) encouraging healthy conflict to create new value.
The goal of these measures is to change how all employees think and act in order to entrench a corporate culture that makes use of the value of diversity.

・Support for the Career Development and Work Styles of Diverse Employees

When it comes to the career development of our employees, we have put in place an evaluation system that contributes to their growth, while at the same time providing opportunities for placement and development based on their individual aptitudes and capabilities, regardless of age, gender, ability, or other characteristics. In addition, we strive to create and maintain an environment in which diverse employees can work with ease. Moreover, instead of having to leave their job, we endeavor to ensure that employees can continue to do meaningful work during or after a major life event, such as getting married, having and raising a child, or caring for a family member. To this end, we have established flexible work and leave systems, hold seminars on balancing child-rearing or care provision with one’s work, and are implementing other measures on an ongoing basis to build a workplace environment where a diverse range of employees can readily work.

・Support for the Career Development of Female Employees in Japan

In Japan, we continually implement initiatives that facilitate more flexible work styles and reduce the impact of major life events to support the career development of our female employees. These initiatives include enacting conditions that prevent women from being placed at a disadvantage for promotion after taking maternity leave, rehiring individuals that temporarily leave the Company for personal reasons (the “Re-Member” system), and offering an adjusted territory size and work time system (part-time work system for medical representatives).
Additionally, we believe that in order to foster a corporate culture that advances women in the workplace, it is essential to not only have a good work environment, but also ensure the work is meaningful. Accordingly, we provide ongoing support measures to help employees balance their work with childcare needs, such as in-house child daycare centers (four in total), and training geared towards facilitating a smooth return to work after taking childcare leave.

・Based on the “Women’s Empowerment Law”, Daiichi Sankyo has developed a plan of initiatives in Japan

Based on the “The Law for the Advancement of Women’s Activities in the Workplace” (commonly referred to as the “Women’s Empowerment Law”), Daiichi Sankyo has developed a plan of initiatives in Japan.

Daiichi Sankyo Planned Initiatives (308KB)

Women’s Advancement Related Initiatives To-Date (Main Initiatives) (100KB)

In December 2016, Daiichi Sankyo CEO, Joji Nakayama, signed a Statement of Support for The Women's Empowerment Principles (WEPs).
The WEPs are a set of principles for businesses offering guidance on how to empower women in the workplace, marketplace and community. These principles are the result of collaboration between the United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) and the United Nations Global Compact. This commitment attests to the growing realization worldwide of how important these values are to businesses and communities.
We will proceed to follow the seven principles to enhance our initiatives for promoting the active participation of women in corporate activities.

The Women‘s Empowerment Principles (WEPs) logo mark

The Women‘s Empowerment Principles (WEPs) logo mark

・“Kurumin” Mark Certification

Daiichi Sankyo and its Group companies in Japan have in place childcare support systems that help to both smooth the process of returning to work from childcare leave as well as assist in balancing work with childcare upon return. At the same time, we are actively building a workplace environment that is conducive to using these systems. As a result, Daiichi Sankyo, Asubio Pharma Co., Ltd., Daiichi Sankyo Business Association Co., Ltd., Daiichi Sankyo Propharma Co., Ltd., Daiichi Sankyo Chemical Pharma Co., Ltd., Daiichi Sankyo RD Novare Co., Ltd., and Daiichi Sankyo Healthcare Co., Ltd., have all obtained the “Kurumin” next-generation authorization mark certification.*2 Going forward, we will broaden the focus of our childcare support initiatives to be more inclusive of our male employees, and create a work environment that supports both male and female employees in balancing work and childcare responsibilities. Through these efforts we aim to acquire “Platinum Kurumin” mark certification in all our Group companies in Japan.

  • *1. Mark signifying that a company is supportive of child-rearing bestowed by the Ministry of Health, Labour and Welfare

“Kurumin”: Certification mark for companies that have child-rearing support and other systems meeting certain standards
“Platinum Kurumin”: Certification mark for companies that have implemented even higher level initiatives after receiving “Kurumin” mark certification

・Employment of Senior Citizens

With respect to the employment of senior citizens in Japan, we re-hire individuals that wish to continue working after reaching the mandatory retirement age. We are continually and comprehensively evaluating and adjusting the employment conditions, placement, treatment, and overall workplace environment for employees who are senior citizens with the aim of utilizing these individuals to an even greater degree.

・Promotion of the Employment of Individuals with Disabilities

In Japan, throughout the Group companies including Daiichi Sankyo Happiness Co., Ltd.̶ a special subsidiary company that meets the terms of the Act on the Promotion of the Employment of Disabled Persons ̶ we promote the employment of individuals with disabilities. In fiscal 2015, these activities were recognized by the Ministry of Health, Labor and Welfare when the Company received an award as a superior workplace for promoting the employment of individuals with disabilities.

・Systems and Measures to Support Diverse Work Styles in Japan

Name of the Program Details
Work Hour Adjustment Systems

Daiichi Sankyo has created systems that allow for flexible work hours based on the characteristics of each individual’s work to promote a diverse range of working styles for improving productivity and respecting employee autonomy.

Flex Time System
The Company’s flextime system is designed to improve productivity and encourage more efficient use of work hours by adjusting hours on a monthly basis to allow for flexibility in the number of daily work hours.

System for Working Hours Deemed Off-Site
The system for work hours deemed as off-site was implemented with the aim of enabling medical representatives to use their time more flexibly and effectively out of consideration of the varied and irregular nature of off-site work.

Discretionary Work System (For Specialized Work and for Planning Work)
The discretionary work system aims to cultivate independent and results-oriented talent by giving individual employees greater control over the advancement of their work and the allocation of their time.

Childcare Support

Daiichi Sankyo is developing a workplace environment that enables employees to exercise their full potential and advance their careers, even while raising children.

Childcare Leave
Employees raising children less than one year of age can receive childcare leave up until their child reaches one year and six months of age or until the end of the first month of April after their child reaches one year of age.

Shortened Work Hours for Childcare (Choice of Fixed-Time System or Flex Time System)
Employees raising children that have not yet completed the third grade of elementary school are able to shorten their daily work hours.

Leave for Caring for Children
Employees are able to receive up to 10 days of leave each year to care for their children should they be injured or become ill.

In-House Nursery School (KIDS GARDEN, located in Nihonbashi, Shinagawa, Kasai, and Hiratsuka)
In-house nursery schools have been established to help support parents with children waiting for admission into standard nursery schools.
Full-time childcare: We admit employees’ children into our program full time, provided they are older than 57 days, not yet in elementary school, and are on the waiting list for nursery schools. Temporary childcare: In-house nursery schools can be used by employees’ children when the nursery school or kindergarten the child normally attends is on holiday.

Support for Using Babysitting Services
Daiichi Sankyo collaborates with a specialized external company to subsidize part of the fees paid by employees for using babysitting services.

In addition, we offer various other systems for supporting employees in raising children. For example, we provide a childcare support consultation system to help smooth the process of acquiring childcare leave and returning to work and also enable employees to receive five days of special leave when their spouses give birth.

Support for Providing Nursing Care

Daiichi Sankyo is creating an environment that enables employees to continue working with peace of mind even as they provide nursing care to family members without fear of having to leave their jobs.

Extended Nursing Care Leave
Employees may receive a total of one year’s worth of leave for each applicable family member requiring intensive care.

Shortened Work Hours for Nursing Care (Choice of Fixed-Time System or Flex Time System)
Employees with applicable family members requiring intensive care are able to shorten their daily work hours.

Nursing Care Leave
Employees are able to receive up to 10 days of leave each year to look after family members requiring nursing care.

Support for Using Nursing Care Consultation and Agency Services
Daiichi Sankyo coordinates with specialized external companies that provide nursing care consultation and agency services.

Fostering of Our Corporate Culture

・Policies Regarding Human Rights

The Daiichi Sankyo Group Corporate Conduct Charter states that we will operate by being compliant with the laws of each country and region and by being respectful to all international norms including human rights and to various cultures and customs. We therefore strive to contribute to the development of local economies and societies in countries and regions of operation. In addition, the charter clearly defines our intent to respect the various senses of value, personalities, and individuality of employees and to create a comfortable workplace environment that is safe and free of discrimination. It also declares the commitment of Group management to set a positive example by adhering to the charter and respecting international norms and ensuring that these principles are observed within the Group while encouraging business partners to do the same. We adhere to the Universal Declaration of Human Rights and the core labor standards of the International Labor Organization (ILO), which are representative of the rights of working employees. In addition, we stringently manage personal information and require informed consent when conducting human genome and gene analysis research. Furthermore, the Company observes good clinical practices of the coalition of Japan, the United States, and Europe that is known as the International Conference on Harmonization of Technical Requirements for Registration of Pharmaceuticals for Human Use (ICH-GCP), which are based on the spirit of the World Medical Association’s Declaration of Helsinki, a statement of ethical principles for medical research involving human subjects. We believe that each of these initiatives is an important part of respecting human rights as a life science-oriented company.
Daiichi Sankyo has also joined the United Nations Global Compact and is thus building its operation on top of international norms, such as the United Nations Guiding Principles on Business and Human Rights, by ensuring freedom of association and collective bargaining, preventing forced labor, eliminating child labor, and preventing discrimination in hiring and work. We also request that business and other partners from across the supply chain respect and observe international norms related to human rights and other matters. Periodic CSR surveys are instituted to confirm the status of compliance with such standards by partners.

・Initiatives promoting Respect for Human Rights

In Japan, we conduct ongoing training for all employee groups ̶ from newly hired employees to management̶ relating to human rights, and we promote an environment in which a diverse range of employees can readily and respectfully work with one another. Besides striving to raise awareness about harassment in the workplace on a daily basis, we have implemented training that uses case studies and is designed to improve the counseling skills of the Harassment Call Center staff. This staff is stationed at the Japan head office, at each work location within Japan, and at the labor union. Each and every alleged violation is treated seriously; we emphasize appropriate behavior and seek the opinions of external individuals, including legal counsel. We then report the matter to the Corporate Ethics Committee, and put necessary preventative measures in place to avoid a recurrence. In addition, as a measure to support individuals seeking assistance, individual Group companies have hotlines available as venues for consultation and reports on human rights and labor issues. These hotlines can be accessed 24 hours a day and are available to individuals both inside and outside of the various member companies of the Daiichi Sankyo Group. We have also created tools to help facilitate understanding with regard to the Ten Principles of the United Nations Global Compact, and these tools are deployed at Group companies.

・Promoting the “Work-Life Cycle”

In Japan, our work-life balance initiatives do not simply consist of the option for flexible or reduced work hours or providing a robust benefits plan; our initiatives create new values based on the concept of continuously developing both employees and the Company. Furthermore, instead of initiatives aimed to balance work and personal life, we advocate an idea we call the “Work-Life Cycle,” which entails both work and personal life influencing one another and creating a cycle of positive synergy. We deepen awareness of this concept through training programs and the development of related materials, which have been created in collaboration with labor and management.

・Communication with Labor Unions

In Japan, we value trusting relationships with labor unions, and we protect the rights of our employees by engaging in dialogue between labor and management, through which we constructively discuss resolutions to problems and disclose information in a highly transparent manner.
For example, Daiichi Sankyo has entered into an agreement with the labor union in Japan. In this agreement, organizational changes are clearly indicated as a matter to be reported by management to employees. Notification is provided prior to conducting any such changes accordingly. In addition, employees are supplied with information, such as the goal of organizational changes, via the Company’s intranet.
We have established the Labor Management Committee to handle matters related to occupational health and safety and work-hour management in Japan, and we are faithfully implementing labor management practices based on a plan-do-check-act (PDCA) cycle.

・Building of a Dynamic Corporate Culture

Based on the results of an Employee Engagement Survey that took place in fiscal 2014, we are taking steps to build a dynamic corporate culture in Japan. To this end, we have line managers convey to their team members, in their own words, their organization’s vision as well as communicate their intent and align everyone in the same direction. In addition, we are implementing training programs to improve relationships among employees in the workplace in Japan.

Promotion of Occupational Health and Safety

In Japan, while collaborating with occupational physicians, we advance occupational health and safety programs that are focused on preventing occupational accidents and ensuring employees are in good physical and mental health. In addition, we coordinate with the Daiichi Sankyo Group Health Insurance Association and an external Employee Assistance Program (EAP) to provide health management and counseling systems for employees of the company in Japan and their families.

・Systems and Initiatives for Supporting Occupational Health and Safety in Japan

Systems and Initiatives Details
Regular Health Examinations All employees at Group companies in Japan undergo regular health examinations based on uniform standards.
Excessive Overtime Countermeasures Consultations with physicians are provided for employees working extra hours. Those requiring additional care are offered personalized guidance that is coordinated between their supervisor and an occupational physician.
Medical Checkup Program For the purpose of encouraging employees to receive medical checkups, we cooperate with the Daiichi Sankyo Group Health Insurance Association and offer time-off for employees undergoing checkups.
Mental Health Support We have conducted stress checks, which show that on average the stress levels of our employees are low compared with the national average. Self-care measures*2 and line-care measures*3 are conducted as a way of fostering good mental health of our employees.
Return-to-Work Assistance The Return-to-Work Assistance Program is conducted through the mental health system, which is spearheaded and overseen by a chief industrial physician, to increase the number of employees who return to work from administrative leave and to reduce the number of lost work days.
Dealing with Cancer With the objective of managing both work and treatment, we are introducing a separate medical recovery leave for those undergoing out-patient cancer treatment.
Health Databank The Health Databank is equipped with centralized data management functions for medical checkup results. Employees can access their individual results, along with self-care functions, including stress checks and fatigue assessment tests.
Group Long-Term Disability Insurance System To help mitigate the risk of losing one’s livelihood, the Group Long-Term Disability Insurance System guarantees a fixed portion of income, possibly paid up to the retirement age, for employees rendered incapable of working due to sickness or injury.
  • *2 Activities are aimed at endowing employees with a better understanding of stress and mental health to enable them to appropriately handle their own stress.
  • *3 Activities spearheaded by supervisors, who interact with their subordinates on a daily basis, include improving workplace environments to support good mental health and responding to consultations from subordinates.

Initiatives for Fostering Mutual Growth with Employees at Overseas Group Companies

Overseas Daiichi Sankyo Group companies are also advancing various initiatives for fostering mutual growth with their employees. The initiatives of overseas Group companies can be viewed through the following links.

Daiichi Sankyo Inc. (US)

Luitpold Pharmaceuticals Inc. (US)

Daiichi Sankyo Europe GmbH (Europe)

Daiichi Sankyo Brasil Ltda. (Brazil)

Daiichi Sankyo India Pharma Private Ltd. (India)