Preparing fields and opportunities with a focus on diversity
The SUGI Pharmacy Group promotes diversity management under the leadership of the Executive Officer in charge of Human Resource Management, Administration and Risk Management, who also serves as CHRO (Chief Human Resources Officer). The Group will work in earnest to enhance diversity and inclusion (mutual acceptance and recognition of differences as strengths).
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Increasing the ratio of female managers
Developing services to address the needs of diverse customers and patients based on the ideas and perspectives of diverse people, including female employees, is indispensable for the sustainable growth of the SUGI Pharmacy Group. Therefore, we are strengthening our efforts for human resource development and improvement of the workplace environment so as to increase the ratio of female managers to 30% by the end of FY 2029. Regarding human resource development, we train employees to obtain and practice the skills needed to discover and resolve essential challenges, communication and leadership skills, knowledge of products, specialized and managerial knowledge, and technical skills. Regarding the improvement of the workplace environment, we focus on improving the benefits package and encouraging each employee to present their opinions to the Company, thereby reinforcing support for employees, while promoting workstyle reform aiming to provide a more fulfilling work-life balance.
Percentage of female managers
The percentage of female managers was 14.5% in FY2022, 13.0% in FY2023, 13.9% in FY2024 and 15.0% in FY2025. The target is 20% for FY2026 and 30% by the end of FY2029.
Future initiatives toward women’s empowerment
- Strengthen activities to recruit women
- Correct the gender gap in wages
- Expand the scope of employment for women
- Provide awareness training for managerial promotion
- Strengthen promotion to full-time employee status
- Create an environment that makes it easier to take parental leave
- Establish a career consultation desk
- Establish a support system for employees on leave and returning to work
Nadeshiko Roundtable Discussion
To ensure that on-site challenges are directly reflected in management decisions, we held the SUGI Nadeshiko Roundtable Discussion. The candid feedback gathered during this session was reported to the Board of Directors, including External Directors, deepening discussions on corporate culture reform and career development support initiatives. By aligning management with the frontline as one unified team, we will continue to further drive diversity across the Group.
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Introduction of a program to allow employees to choose to live and work away from home
In FY 2022, we introduced a program to allow employees who can work remotely to choose either to combine business trips with remote working or to live and work away from home (CHOISE*). This program helps employees realize diverse work styles that are not constrained by time and place or their family relationships, which have previously been restricted by living and working away from home, promoting the retention and development of competent human resources.
*Stands for Choose from Home or Office as Ideal Sugi Employment. -
SUGI Smile’s efforts
We have in-house job coaches and career counselors providing operational guidance and daily support to employees with disabilities working nationwide. In stores, these employees are responsible for patrol cleaning and displaying merchandise, while at the head office, they sort mail, clean, and ship products to support distribution.
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Percentage of employees with disabilities
(FY 2025 SUGI Pharmacy Group)
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3.21%
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Enhancement of maternity leave, parental leave, and reduced work hour program
We have introduced various support programs concerning pregnancy, childbirth, and childcare, aiming to create a workplace environment in which employees can balance work and childcare.
Percentage of male employees who took parental leave
The percentage of male employees who took parental leave was 55.7% in FY2023, 68.3% in FY2024 and 63.7% in FY2025.
In addition to enhancing maternity and parental leave policies, we have introduced reduced work hours for childcare in order to make work more manageable for employees after returning to work. In April 2024, we extended the reduced work hour program from the end of the child’s sixth grade year to the end of the child’s ninth grade year. This creates a workplace environment that makes it easier for employees to return to work after parental leave and makes work more manageable. In order to support further empowerment of women, we also focus on increasing the percentage of male employees who take parental leave.
Support programs that accommodate diversity
- Prenatal and postnatal leave
- From six weeks before birth to eight weeks after birth
- Special leave for spouse’s childbirth
- Around the time of the spouse’s childbirth
- Parenting leave
- From birth until the day immediately before the first birthday (parenting leave may be extended until April 30 immediately following the second birthday)
- Reduced work program for childcare
- From birth until the end of the third grade of elementary school
- Reduced working hours program for childcare
- From after birth until the end of the third grade of junior high school
- Sick / injured childcare leave (seven days per year, or 14 days for two or more children)
- From birth until the end of the sixth grade of elementary school
- Secure substitute staff from among employees (it is possible to work on the basis of mutual support across stores due to our dominant store opening strategy, in which stores are close to each other)
- From six weeks before birth until the end of the sixth grade of elementary school
“Parenting leave,” “Reduced work program for childcare,” “Reduced working hours program for childcare” and “Sick / injured childcare leave” surpass legal requirements.
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Certified as a Platinum Kurumin company
SUGI Pharmacy has been certified as a Platinum Kurumin business operator. This certification is granted to general employers who conform to the designated standards regarding parental support.
Percentage of employees returning to work after parental leave
The percentage of employees returning to work after parental leave was 98.6% for women and 98.9% for men in FY2023, 91.0% for women and 96.8% for men in FY2024, and 97.8% for women and 99.2% for men in FY2025.
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Work arrangements in anticipation of the era of 100-year life
We have extended the mandatory retirement age to 65 for full-time employees and 70 for contract employees and partner employees. In addition, we have made it possible for those who are 70 to 75 years old to work as senior partner employees on reduced working hours in consideration of their physical strengths and heath conditions.
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Introduction of welfare benefits to support employees’ lives
In response to increasingly diverse lifestyles, we have introduced an AI-based matchmaking navigation service, “Aill goen,” to create an environment in which unmarried employees can work and live “in their own way.” We support employees in leading fulfilling lives both professionally and personally.
