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Cultivation of Employee-friendly Workplaces/Safety and Health

Enhancing Cultivation of Employee-friendly Workplaces

ONO is moving ahead to create workplaces where employees can work with a sense of security. We are continuously committed to the development of support systems and working conditions that help employees work in various styles, as well as the improvement of their work-life balance, so that each and every person in our diverse workforce can bring energy to their work and demonstrate their full potential.

Promotion of the Review of Working Styles

We consider that the shortening of work hours is an essential and fundamental challenge to be addressed for the development of a pleasant work environment. To this end, we focus on the review of working styles.
We appoint a promotion committee member in each department to involve the whole company in the activities, and the members work to raise awareness and encourage employees to improve operational efficiency and take paid holidays. We have also improved the system by making use of IT and introduced a flexible time system and telecommuting system. Through the use of these systems, we achieved such positive results in fiscal 2018 as a 5.7% reduction in overtime work hours compared to fiscal 2014, the year before the system was put in place, as well as a 17.2% increase in the rate of paid holidays taken.

Regular feedback on evaluations for employees

Our company incorporates a target-setting meeting system for the purposes of raising employees’ motivation for work and the development of human resources. At the beginning of the fiscal year, employees set their targets through meetings with their supervisors, and the goals/directions are negotiated and adjusted based on the company’s vision. We are working on appropriate implementation of the system, which consists of progress checks and necessary adjustments for the sake of employees’ achievement of targets during the fiscal year and the provision of feedback on activity summaries and evaluations through wrap-up meetings and evaluation feedback meetings held at the end of the fiscal year, so that employees can easily understand the evaluations and develop further in the end. In addition, the results of evaluations are reflected in employee compensation.
Evaluation consists of performance evaluation and behavior evaluation; the performance evaluation evaluates the degree of achievement against individual goals based on the outcomes and process each employee used, and the behavior evaluation is based on how the employees behaved compared to the required behaviors determined according to each employee’s roles; results that combine the performance evaluation and the behavior evaluation are the final evaluation. In addition, multiple evaluators evaluate in principle, which ensures objectivity and fairness, and the results of evaluations are reflected in employee compensation.

Employee satisfaction levels (from an engagement aspect)

We believe that “People make the company.” Based on this belief, in order to flexibly respond to future changes in the business environment and suceed in this market, we strive to promote human resource development and diversity while at the same time working to develop the abilities of individual employees.
As part of such efforts, with the aim of objectively measuring the progress of our efforts to strengthen our corporate infrastructure, which is one of our four growth strategies, and improving our organizational power, we outsource organizational surveys and these have been conducted every two years since 2014.
Based on the survey results, we identify issues to be addressed and as a result, formulate development programs and consider the introduction of various systems.

Summary of FY2018 survey results (Implementation period: June 25 to July 5, 2018)
Number of respondents 3,108 (response rate: 97%)
Method Either online or paper-based form
Engagement score* 66% (Male: 68%, Female: 57%) Previous reference value: 62%
Number of questions 59 questions in total (50 questions with a 7-point rating scale, grouped into 12 categories, 3 questions with 2 choices, 6 description-type questions)
  • * Questions relating to employee engagement in the organizational survey are used as indicators.
  • The next survey is scheduled for FY2020.

We aim to create a workplace environment where each and every employee is motivated to actively improve and demonstrate their abilities to the fullest extent, and thereby attain job satisfaction and realize their own growth.

Childcare Support Activities

ONO recognize that one of the issues that companies should address is to support child-rearing families throughout society and to create an environment where children can be born and raised. In 2005, we formulated an action plan based on the “Act on Advancement of Measures to Support Raising Next-Generation Children” established by the Japanese government, and are working to support work-life balance. As a result, in 2008, 2012, 2014 and 2017, the company was certified by the Minister of Health, Labor and Welfare as a standard-compliant general company, and the certification mark (Kurumin) was acquired as a childcare support company.
In 2015, recognized the efforts over the years, ONO received the Osaka Labor Bureau Award for Excellence of the Equal Promotion Company Division and the Osaka Labor Bureau Director's Encouragement Award, which are in the field of “Equal Employment Promotion Award” of the 2015 Ministry of Health, Labor and Welfare.
After April 2017, we introduced a new childcare support system, “Encouraging Leave for Childcare Participation,” and as a way to promote understanding of the workplace among male employees who take childcare leave, child-rearing is a life event for both men and women. We are also promoting the creation of an environment where men can actively participate in childcare.

In November 2019, we received a special certification mark (Platinum Kurumin) for its support for balancing work and childcare and creating a work environment.

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  Period  
1st phase of action plan April 1, 2005 to March 31, 2008
  1. Introduction of shortened work hour programs for employees raising preschool children
  2. Introduction of Nursing care leave
  3. Encouragement of employees to take annual paid holidays
2nd phase of action plan April 1, 2008 to March 31, 2012
  1. Expansion of the shortened work hour programs for employees raising children
  2. Implementation of measures to reduce overtime work
3rd phase of action plan April 1, 2012 to March 31, 2014
  1. Provision of information to encourage male employees to take childcare leave
  2. Introduction of a re-employment scheme for employees who have left their jobs due to childcare and other reasons
4th phase of action plan April 1, 2014 to March 31, 2017
  1. Examination of a new program to support female employees to continue their careers, and introduction and dissemination of the program
  2. Implementation of measures to reduce overtime work
  3. Survey of the current situation on annual paid holidays taken by employees and implementation of measures to encourage employees to take the holidays
5th phase of action plan April 1, 2017 to March 31, 2019
  1. Introduction of support systems that encourage men to take childcare leave and participate in child-raising and dissemination of them
  2. Encouragement of employees to take annual paid holidays to achieve their work-life balance
6th phase of action plan April 1, 2019 to March 31, 2021
  1. Promotion of childcare leave among male employees
  2. Creation of a system to support career formation for employees returning to work after childcare leave or engaged in childrearing
  3. Encouragement for employees to take annual paid holidays off in order to achieve work-life balance
Support for Employees with Cancer

Employees diagnosed with cancer face various problems during work such as regular hospital visits, side effects of various treatment, and economic issues. To assist employees with cancer who wish to continue working while being treated, ONO provides a system to prolong the period of absence from work, an income security program to help them avoid a period with no income, a system to allow the use of accumulated holidays on a half-day basis, and a system to offer shortened working hours for the treatment of cancer.
We also provide support from other perspectives such as the promotion of understanding among other people in the workplace by establishing a system to encourage such people to support employees with cancer and enhancing the dissemination of it, as well as efforts to review their working styles.

Other Support Systems

ONO has in place various systems aimed at creating a pleasant working environment in addition to the programs required by law. We have listened to the voices of employees and developed systems that meet their actual needs. When introducing a program for which legal standards are specified, we set up the program in a way to exceed the standards. Thus, we continuously work to develop support systems so that employees have many options for working styles.
We also prepare and post a booklet on our intranet that summarizes the systems to inform employees about the contents and how to use them.

[Systems that exceed the standards specified by labor related laws]
Childcare leave
Japanese law stipulates that childcare leave can be taken until the time the child turns one year old(Up to 2 years old for certain reasons). However, employees at ONO can take childcare leave until the end of the month when the child turns three years old.
Shortened work hours for childcare
Japanese law stipulates that shortened work hours for childcare leave can be utilized until the child turns three years old. But employees at ONO can shorten their working hours by up to two hours per day until March 31 of the year that their child is in third grade of elementary school.
Nursing care leave
While companies are legally required to provide nursing care leave for up to 93 days in total per family member in need of care, ONO provides the leave for up to a year in total.
[Legally required systems]
Shortened work hours for nursing care
When an employee works while providing care to family members in need of care, the working time can be shortened by up to two hours per day for up to three years aside from the period of nursing care leave.
Family care leave
Employees who have to provide care to preschool children and other family members in need of care can take family care leave without pay. The prescribed number of days is five per year for employees with one person in need of care, and 10 days for those with two or more such persons.
[Systems that promote flexible working styles]
Flexible working hours
As an initiative was introduced that provides employees with more options for working styles to thereby help them improve their work efficiency and achieve a work-life balance in which they give equal priority to their jobs, family, childcare, and nursing care, the entire company has a flexible working hours system with some exceptions.
Telecommuting system
All employees are eligible to use the telecommuting system aiming to support employees who are working while taking childcare and nursing care in balancing work and such care. The system was introduced so that employees can establish their individual working styles and work in a flexible and efficient manner.
[Various leave and subsidy systems] (extract)

While employees may take leave when they cannot come to work due to attendance to weddings, funerals, and other ceremonies of their own or their family members, moving for job transfer, and accidents, disasters, and other events of force majeure, we also have systems in which special paid holidays can be taken under other circumstances.

Accumulated holidays
Expired annual paid holidays can be accumulated under certain conditions and used for the treatment of the disease or injury of the employee, nursing care of family members, fertility treatment, and other purposes. For example, an employee can take a paid holiday using this system in case of sudden illness of their children.
Holidays to encourage employees to take part in child-raising
Employees at ONO can take up to two days off for child-raising until the child reaches the age of 1. This system can be used in a wide range of situations such as regular health checkups and immunization.
Maternity protection leave
A pregnant employee or an employee within one year from delivery can take leave up to the days specified according to the time of pregnancy to receive a health instruction or health checkup. Other than leave for checkups, up to five days off in total can be taken for the duration of each pregnancy when the employee cannot come to work due to morning sickness or suspicion of threatened premature labor.
Support of employee volunteer activities
ONO has introduced a volunteer vacation program, which provides a five-day special paid vacation to support employees involved in volunteer activities. We also have a bone-marrow donor leave scheme to give special paid vacation during the period when employees need to take days off for bone-marrow donation.
Subsidies for day-care centers and baby-sitting
For employees raising preschool children and whose spouses are also working, ONO provides subsidies to help pay for day-care centers or baby sitters when they need such services and make an application for the subsidies. These subsidies are also available if an ONO employee’s spouse (working or not working) is ill or cannot care for the child for some other reason.
Subsidies for sick child care
A subsidy will be paid by the company upon application when it is necessary for a double-income family with a child under two years old to use sick child care facilities / services. Also, subsidies will be also paid to non double-income family if a spouse uses such facilities/services because of his/her sickness, etc.
[Other systems]
Use of company cars to pick up and drop off children
MRs are allowed to use company cars for the purpose of picking up or dropping off their children before or after work.
Day-care Center Concierge (day-care center enrollment support system)
In order to support smooth returning of employees who took a childcare leave, we have a third party provide information for such employees to have their children enroll a day-care center.
Accompanying spouses transferred overseas
For an ONO employee who wishes to accompany his/her spouse transferred to another country, ONO allows the employee to take up to three years off work.
Re-employment for employees who have quit ONO
The employees who have retired due to problems balancing work and family duties after major life events such as marriage, childbirth, and child-raising, or nursing care of family members can be re-employed when certain conditions are met.
Non-regular re-employment
The employees who have reached the mandatory retirement age and retired can be re-employed as part-time employees when certain conditions are met until they reach the age of 65.
Efforts made regarding wages

We strictly comply with the Minimum Wage Act, safeguard the daily lives of our employees, and work hard to create a workplace environment that is easy to work in.

Safety and Health

For safety and health, ONO holds the regular meetings of the safety and health committee to continuously improve the work environment. Our production sites and research institutes conduct safety and health inspections, report the problems identified during the inspections to the committee, and make proposals for improvement to disseminate information and take proper actions. The inspections are carried out in all ONO workplaces every year to check the items including measures and equipment for the prevention of fires and other disasters, safe handling of machinery, the level of safety in daily work, transport work, and the level of neatness, tidiness, and cleanliness in workplaces.
At the ONO Head Office and other company sites where a Health Committee is stablished, the Committee discusses health issues based on results of workplace environmental measurements. In addition, the Central Safety and Health Committee is held to provide opportunities for sharing information and exchanging opinions between all Safety and Health Committees and Health Committees and considering policies and measures that contribute to sanitation as a whole company.

Number of lost-time injuries and lost-time injury frequency rate

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Scope of data collection: Employees at all worksites in Japan (excluding business vehicle accidents before 2016)
Lost-time injury frequency rate = (number of lost-time injuries / total number of actual working hours) × 1,000,000
A part of previous data has been revised after the detailed check of the data.

Relationship with the Unions

ONO has two labor unions, namely the nationwide union of ONO workers and the industrial union (chemical & general) of ONO workers in Joto Plant. As of March 31, 2019, the nationwide union of ONO workers has 2,129 members while the industrial union (chemical & general) of ONO workers has 14 members. Both unions have good relationships with the company.

Composition of the Employees (Non-consolidated data)

The table below shows the number, average age, and average service years of employees in ONO as of March 31, 2019.

  No. of employees Average age Average service years
Total 3,284 41.8 15.5
Male 2,682 42.6 16.3
Female 602 38.0 12.0

No. of employees (Non-consolidated data)

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As of the end of March 2019, the percentage of contract workers is 0.1%, and the percentage of temporary staff is 8.9%.

Full-time employee turnover

The voluntary turnover rate for full-time employees in each year, as of the end of March, is as follows.

  FY2013 FY2014 FY2015 FY2016 FY2017 FY2018
Voluntary resignation rate   1.3% 1.1% 1.0% 1.3% 1.5%
Mandatory retirement rate, etc.   1.0% 1.0% 0.9% 0.7% 0.6%
Total turnover rate   2.3% 2.1% 1.9% 2.0% 2.1%

Retention rate for female employees (by fiscal year of entering the company)

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ONO PHARMACEUTICAL CO.,LTD., ONO PHARMACEUTICAL CO.,LTD., system

Efforts made to promote employees’ health

Health Up Declaration 2018

Based on our corporate philosophy, Dedicated to Man's Fight against Disease and Pain, we desire to contribute to society through the creation of innovative medicines. In order to continue to make bold efforts toward the realization of our corporate philosophy, it is important to ensure that all employees are both mentally and physically healthy, that their workplaces allow them to fully demonstrate their abilities, and that the daily lives of employees and their families are fulfilling. We declare that employees, companies, labor unions, occupational health staff, and health insurance society will actively engage as a single team in maintaining and improving the health of employees and their families.

April 2018
Gyo Sagara
President, Representative Director, and CEO
ONO PHARMACEUTICAL Co., Ltd.

Basic policy
  1. We will promote the maintenance and improvement of the health of employees and their families through the Health Up Committee, consisting of representatives from the company, labor unions, occupational health staff, and health insurance society.
  2. Employees will actively engage in health management for themselves and their families.
Major efforts being made:
  1. To realize completely non-smoking premises according to passive smoking countermeasures.
  2. To proactively support measures from disease prevention and early detection and treatment to reinstatement.
  3. To promote supports for the prevention of mental disorders, early detection, and prompt responses, to reinstatement and the prevention of recurrence.
  4. To develop an environment where employees proactively work on health maintenance/improvement.
ONO PHARMACEUTICAL CO.,LTD., ONO PHARMACEUTICAL CO.,LTD., system

Organizational structure to promote health management

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Supporting disease prevention, early detection and early treatment
  1. Employees are obliged to conduct a medical examination once a year, and employees aged 35 and older are supposed to undergo a medical checkup instead of legal medical examinations. The medical checkup rate has continued to be 99.4% excluding those who have unavoidable reasons such as taking administrative leave. Our target is 100% of medical checkup rate.
  2. We have contract facilities for undergoing medical checkups in prefectures nationwide. As of April 2019, the number of contract facilities is 184, and we take care to make it easier for employees and their families to undergo checkups.
  3. We support the examination cost of various cancer screenings, and many employees undergo optional cancer-related screenings at the time of a medical checkup. We provide female employees under 35 years old with mail delivery cervical cancer screening.
  Medical examination rate Target
Stomach cancer screening 97.3% 100%
Lung cancer screening 99.7% 100%
Colorectal cancer screening 93.6% 100%
Breast cancer screening 88.3% 100%
Cervical cancer screening 42.3% 70%
  1. When necessary after the medical examination, industrial health staff encourages those who need some treatment to see a doctor at medical institutions, provides health guidance, and encourage employees and families with high lifestyle-related disease risks to participate in specific health guidance.
Mental health measures
  1. We conduct in-house training on mental health and individual interview by industrial health staff for prevention, early detection and early treatment of mental health issues, and we also work in collaboration with industrial physicians.
  2. We carry out stress checks for all employees once a year, and the participation rate is about 97.8%. We continually promote workplace improvement based on the results of organizational analysis. Our target is 100% of participation rate.
  3. We have a contract consultation counter that can be used free of charge, and in addition to meetings, we have established a system that allows employees to consult with experts via telephone and e-mail.
Passive smoking countermeasures and health promotions
  1. We are working to raise awareness about efforts for smoking cessation through measures such as setting up Non-smoking Day, implementing in-house questionnaires on tobacco and announcing the results in order to make the entire site smoke-free in April 2019. In addition, we systematically promote educational activities such as creating and posting original posters using illustrations drawn by employees.
  2. In order to support the employees who try to quit smoking, we implement an in-house smoking cessation contest, whose goal is to "quit smoking in six weeks in a wise and enjoyable manner.” We support employees' health promotion activities through supports such as subsidies for seeing a doctor at smoking cessation clinic and provision of online programs for smoking cessation.
  3. We conduct a walking campaign every year in the company. The event targets temporary staff and outsources in addition to all the employees. The event is designed to encourage voluntary participation by allowing not only individual employees but also their families to participate as a team. The participants who reach a certain criterion receive specialties in the areas stricken by the earthquake as a prize of achievement. The number of participants has increased year by year, and it is expected to encourage employees to walk regularly and frequently.
    The participants of the walking campaign in FY 2018 accounted for 35% of all employees. We aim to have 50% of participation rate in FY 2019.
  4. A session to measure body composition, blood vessel age, bone density, and the like is held annually at major plants. The session allows the participants to check the conditions of muscle and bone which cannot be understood only by physical examination, and to receive individual advice on meals and exercise from medical staff, which has increased participants year by year.

Number of participants in walking campaign

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Health management support
  1. We started running a portal site that allows employees to check the results of their own medical examination and medical checkup at any time. We are enhancing the contents for improving awareness of importance of health such as information for employees to correctly understand the results and improving lifestyle habits and advices on lifestyle according to individual situations.
Health management efforts

In March 2020, Ono was selected for the inclusion in a “2020 Health & Productivity Stock” for the first time by the Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange (TSE), who jointly select enterprises strategically engaged in their employees’ health management from a management perspective. Ono was also certified by the METI and the Nippon Kenko Kaigi, for 2 consecutive years, as a “2020 Certified Health & Productivity Management Outstanding Organization in the large enterprise category (White 500)”.

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ONO PHARMACEUTICAL CO.,LTD., ONO PHARMACEUTICAL CO.,LTD., system
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Society :
Cultivation of Employee-friendly Workplaces/Safety and Health

アンカーリンク用

Enhancing Cultivation of Employee-friendly Workplaces Efforts made...

Society :
Cultivation of Employee-friendly Workplaces/Safety and Health

Enhancing Cultivation of Employee-friendly Workplaces

ONO is moving ahead to create workplaces where employees can work with a se...

Society :
Cultivation of Employee-friendly Workplaces/Safety and Health

Efforts made to promote employees’ health

Health Up Declaration 2018 Based on our corporate philosophy, Ded...

Society :
Cultivation of Employee-friendly Workplaces/Safety and Health

Organizational structure to promote health management

Supporting disease prevention, early detection and early treatment ...

Society :
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アンカーリンク用

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