Utilization of diverse human resources

Preparing fields and opportunities with a focus on diversity

The SUGI Pharmacy Group will make serious efforts to enhance diversity and inclusion (mutual acceptance and recognition of differences as strengths).

• 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 excellent human resources.

• 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.

• SUGI Smile’s efforts

  We have 11 in-house job coaches and 25 career counselors providing operational guidance and daily support to 296 employees with disabilities working at nine offices nationwide. At stores, these employees perform cleaning and arrange products on shelves, while at our headquarters, they sort articles to be sent, perform cleaning, and ship products to support logistics.

  Percentage of disabled employees

  (FY 2023 SUGI Pharmacy Group)

  2.80%

  

  

• 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

  

  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
  • Create an environment that makes it easier to take parenting leave

  

• Enhancement of maternity leave, parenting leave, and reduced working hours program

  We have introduced various support programs concerning pregnancy, childbirth, and childcare, aiming to create a work environment in which employees can balance work and childcare.
  In addition to enhancing maternity leave and parenting leave, we have introduced a reduced working hours program for childcare in order to make it easier for employees to work after returning from such leave. Since April 2024, we have extended the eligible period of these programs until children complete their third year of junior high school. This program can be used until the child completes the sixth grade of elementary school, which creates a work environment in which it is easier for employees to return to work from parenting leave and continue to work.

  Percentage of male employees who took parenting leave

  

  In order to support further empowerment of women, we also focus on raising the percentage of male employees who take parenting leave. It has already exceeded the previous target of 30%, and we aim to raise it further going forward.

• 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 parenting support.
  In FY 2023, 525 employees (418 women and 107 men) took parenting leave, with the percentage of those returning to work after their leave reaching 98.7% (98.6% of women and 98.9% of men).

  

  Percentage of those returning to work after parenting leave

  

Support programs that accommodate diversity