For Employees

Managing Talent and Cultivating the Right Culture for Our Purpose

Initiatives to Improve the Value of Human Capital

We believe that a company cannot succeed in business unless it takes care of its employees.
In order to realize our Purpose, we are working toward becoming a company where each and every employee can shine in their own way.

Embracing Diversity & Inclusion

One of our Corporate Ethics Policies is that “Pigeon shall respect its employees’ human rights and personalities at all times, ensuring them discrimination-free, equal job opportunities and rewarding work environments, and offering them fair merit ratings to help their self-fulfillment.”
We respect, welcome, utilize, and without discrimination the fundamental differences in our employees’ backgrounds—in such areas as gender, race, nationality, age, and employment status—in order to address ever-changing business conditions and diversifying customer needs.
We respect the civil and political rights of employees—including freedom of expression, association, and religion—and engage in dialog with them about these rights. Regarding labor, our Compliance Committee spearheads rigorous compliance-oriented activities to ensure respect for workers’ and human rights both in Japan and overseas.

Note: For information about Pigeon’s thinking and policies on diversity, see “2. Appropriate Cooperation with Stakeholders Other Than Shareholders (Supplementary Principle 2.4.1)” in our Corporate Governance Report.

Diversity & Inclusion Policy (Pigeon Corporation)

Pigeon promotes diversity and inclusion as essential to being “a company where each and every employee can shine in their own way.”
By always following the Pigeon Way, respectfully accepting diversity, and creating work environments where all employees can reach their full potential, we realize an organizational culture offering a true sense of purpose and fulfillment.
Furthermore, by combining the rich creativity of individuals, we contribute to our customers and to society.

Established October 16, 2022

The Pigeon Group will continue to pursue initiatives in accordance with this Diversity & Inclusion Policy from various perspectives, with “Understanding and respecting diversity,” “Acquiring and using knowledge,” and “Environments and systems where employees can be themselves” as keywords.

Personnel Development Policy (Pigeon Corporation)

“We will provide each and every member of the company with the development opportunities they need to contribute as autonomous professionals through highly specialized skills and knowledge, continuously raising their value as human resources.”

Pigeon’s Code of Conduct includes a commitment to provide our employees with opportunities to increase their motivation and develop their capabilities to the maximum, support individual career development with respect for diverse viewpoints and value systems, and strive for personnel development that increases every employee’s capabilities and draws them out to the fullest.
To respond appropriately to globalization and other changes in our external environment, all employees must be supported in their development as autonomous professionals.

To that end, we offer education and training appropriate to each company member’s role, addressing the following key points:

・“Business skills” and “Business stance” development that transcends the boundaries between specific roles

・Professional development allowing employees to bring highly specialized skills and knowledge to bear on specific domains

・Development of personnel who can contribute in a global environment

・Fostering business cultures and providing opportunities with respect for diverse viewpoints and value systems

・Fostering a mindset of individual career visualization and proactive pursuit of career opportunities

Additionally, personnel development is carried out according to plan through appropriate evaluation of and feedback on content.

Established December 16, 2021

Education and Training Framework

In January 2021, in order to support each and every individual employee in becoming a professional with deep specialist skills and knowledge, we began establishing job groups in response to employee career aspirations and aptitude and transitioning toward a new HR framework that clarifies individual responsibilities and excludes time- and seniority-related elements. Based on the idea that employees should proactively pursue their own career advancement, our education and training also uses an entry-based system rather than designated attendance.

“Business stance” and “Business skills” development programs—respectively cultivating basic competencies as a working individual and skills that transcend job group boundaries for facing challenges, people, and oneself—are carried out across all departments. Specialist technical skills differ depending on department and role, so each department prepares and executes its own education and training framework for these areas. Next-generation management and global personnel development is carried out on a “selection and concentration” basis, with continuous, selective education and training for the target segments needed to drive Pigeon’s business forward.

Training Framework

Future executive leader candidates Development

In Future executive leader candidates Development Program, in order to ensure the lasting development of the Pigeon Group, we provide continuous training for Pigeon employees who will serve at the management level in future: “personnel expected to continually develop as people and raise corporate value based on the values expressed in the Pigeon Way.” The training is held on a six-year cycle, and the curriculum includes programs for discovery, development, application, and appointment, with each program developing and selecting from among participants along the way. Most past program participants are now active as core and management personnel.

Global Players & Supporters development

To continuously develop personnel who can contribute to global development and drive our business across national and regional boundaries, every three years we put out a call for global personnel candidates and offer training to those selected. Global personnel candidates are divided into the following two categories, with education and training provided as necessary, according to individual profiles, over a set period of one to three years.

Global players: Personnel expected to do business globally and request overseas postings at overseas subsidiaries in future

Global supporters: Japan-based personnel who will collaborate on projects with international centers and partners

Promoting continuous individual and organizational development

To promote continuous individual and organizational development, we provide opportunities for understanding diverse workstyles, perspectives, and value systems via diversity-related training and the Accelerate My Career program for career development. Under our right-brain invigoration measure in our key theme-based training, we hold “Dialogue in the Museum” events designed to improve perceptivity with respect for diverse viewpoints and value systems. We also have measures for promoting digital transformation (DX) in order to maintain and strengthen competitiveness and increase speed.
Furthermore, under the Accelerate My Career Program, which provides employees with opportunities and support for self-directed career development, we offer internal recruitment, internal internships, internal pro bono, external postings, and pro bono/volunteer leave as well as regular career development training by age, self-reporting frameworks, and career development planning frameworks.

Accelerate My Career Program Uptake and Training Achievements

Scheme Unit FY2020 FY2021 FY2022
Internal recruitment Users (people)
Internal internships Users (people)
Internal pro bono work Users (people) 10 
External postings Users (people)
Volunteer/pro bono leave Unique users (people) 22  32 
Annual cumulative users (people) 27  40 
Annual cumulative usage time (hours) 101.25  150.00 
Total skills development training hours Time (hours) 418  8,741  4,142 
Training hours per employee Time (hours) 21  11 

Pigeon Frontier Awards: Encouraging Employees to Embrace Challenges

Pigeon introduced the Pigeon Frontier Awards (PFA) system in 2019 to support and recognize future-oriented employees who embrace
challenges without fear of failure so that we can maximize their strengths. With the system, we solicit free ideas and new business concepts
from all employees. Excellent proposals are awarded and developed with a view to future commercialization. All employees with a strong
desire and unwavering dedication to realize ideas are eligible to apply, whether they are regular, temporary, casual, or part-time employees.
In 2022, we began expanding eligibility to include employees of domestic Group companies in addition to Pigeon Corporation employees, and
plan to extend this further to cover personnel at overseas Group companies. Since introducing the system, we have received applications
from a wide range of departments, with seven each in 2020 and 2021, and five adopted in 2022 as projects under the direct control of the
President & CEO.

Features of PFA

  1. 1. Increases the amount of enjoyable time at work
  2. 2. Encourages employees to take on challenges without fear of failure
  3. 3. Includes direct support from the president, allowing ideas to materialize quickly

Project: Care for babies the way they are at NICUs (2020)

Project: Empowering caregivers through a book of parenting reports (2021)

Appointment of Chief Learning Officer

Pigeon’s Chief Learning Officer (CLO) is responsible for strategic employee training from short-, medium-, and long-term perspectives, as well as successor development. The CLO leads the development of the training content needed to achieve management goals and the training frameworks needed for Pigeon’s development, based on the expected nature of the company’s businesses and organization in future. The CLO also evaluates whether education and training is being performed appropriately and according to plan and whether there are any problems with its content, and directs improvement if necessary. The position of CLO is held by the Human Resources & General Affairs Division Manager.

Internal Environment Development Policy (Pigeon Corporation)

Pigeon defines corporate value as the sum of social value and economic value. To bring the world high-quality products, employees must be in an environment that motivates them to work. We continue to refine our working environment by enriching our systems and encouraging new ways of thinking in employees, and actively promote work environments and corporate culture that are easy for all employees to work in.

 〇Supporting the Advancement of Women

 〇LGBTQ+-related Initiatives

 〇Work-Life Balance

 〇Occupational Health Management

Supporting the Advancement of Women

Pigeon considers the creation of environments in which female employees can play an even more active role to be a particularly important issue. With this in mind, we formulated our Three-Year Action Plan for Promoting the Active Participation of Women. The plan has three pillars: “Expansion of the support system for work-life balance,” “Reforming awareness in the workplace” and “Supporting the feelings and skills of women.” In these ways, we continue to enhance our systems and support the mindsets of our employees. We also focus on training for female management prospects. In the fiscal period ended December 2022, women accounted or 26.2% of Head Office management and 40.1% of overall Pigeon Group management.

Three-Year Action Plan for Promoting the Active Participation of Women (February 2023 to December 2025)

1. Innovative career thinking

2. Raising awareness of work-life balance, regardless of gender

3. Creating an environment where employees feel secure taking leave to give birth and raise children before returning to work

Female Manager Ratio

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LGBTQ+-related Initiatives

Pigeon aims to be a company where each and every employee can shine in their own way. We accept diversity in sexual orientation and gender identity, and pursue initiatives to create work environments and systems in which everyone can be themselves at work, regardless of what they choose to publicly reveal.

Familyship System

On November 1, 2022, we introduced the “Familyship system,” under which common-law partners (of any gender) are eligible for the same internal schemes and welfare services as legally married spouses.

LGBTQ+ Helpline

We have established a hotline for discussing LGBTQ+ issues or harassment.
Hotline staffed by : Human Resources & General Affairs Division employees
Eligible for use by: Pigeon employees (including full employees, temporary employees, part-time employees, and casual employees)
*Anonymous consultation is also available.

Work-Life Balance

Pigeon has introduced a flextime system with no core hours (hours during which employees must work) in order to create a more comfortable working environment for its employees. In addition to complying with domestic regulations on worker protection and work hours established by legislation and labor agreements, we are implementing measures to promote work-life balance and labor productivity. These include establishing a rule to leave the workplace by 7:00 p.m. and setting one day per week as a "no overtime day". We also introduced teleworking in April 2019. As a company involved in child-rearing, we are expanding our employee support systems for parenting and focusing on helping employees return to the workplace quickly after childbirth, with programs that include One Month Together (parental leave for male employees), Life Design Leave and Temporary Retirement System, Women’s Early-Reinstatement Support System, Financial Assistance System for Parents with Children on Waiting Lists, and Reduced Working Hours System. At Pigeon, we have created workplace environments where anyone can take childcare and nursing care leave as a matter of course. We are also working to develop employees who can talk about their childcare experiences, and we reflect their feedback in our product development and other operations.

Pigeon’s Workstyle Reform Slogan

“Smart & Smile! Work”

Work smartly during assigned hours and smile frequently during time off

Utilization of systems supporting child-care and work-life balance.

SystemDetailsUsage status
One Month Together

Childcare leave system with pay for one month(Available to both men and women)

Uptake rate: 100%
(100% consistently since FY Jan. 2016)

Users: 92 persons (Male: 58・Female: 34)
(cumulative total for 7 years since FY Jan. 2016)

Life Design Leave and Temporary
System enabling up to 2 years of leave or temporary retirement for fertility treatment and adoption processes

2015, 2016, 2017, 2019,2020, 2021, 2022 Actual

Telework System available to all employees to
work at home

System implemented in
April 2019

Leave the workplace (go home)
by 7:00 p.m rule
Rule requiring employees to leave the workplace by 7:00 p.m.

Average overtime per month: 6 hours (FY Dec. 2022)

“Dash Home on Time” Day

Promoting early return home by designating every Wednesday as a day for leaving the office at the regular time
  • Paid Leave Usage Rate - Pigeon Corporation -

  • Records of male participation on “One Month Together” parental leave system

Employee-created childcare system project   

In 2021, 28 employees who are raising children participated in a project to create new childcare systems that reflects the real voices of employees. The new childcare system, which utilizes the ideas proposed in the project, has been in operation since March 2022. For example, The "First-Time Together Leave" allows a spouse to take up to 10 days of leave before and after childbirth, and the period during which shorter working hours for childcare can be taken has been extended from "up to the first grade of elementary school" to "up to the fourth grade of elementary school," etc. The system has enabled us to create an environment that flexibly responds to the diverse lifestyles of our employees.
We believe that it is our mission to create a social environment in which employees can easily balance work and childcare by promoting the design of systems and the creation of a corporate culture.

Establishing and Supporting Lactation Lounges in Japan      

We have set up breastfeeding/pumping rooms called Lactation Lounges at Head Offi ce with the aims of creating comfortable working environments for employees with small babies and contributing to local communities. In addition to employees, the rooms are available for use by mothers working in the vicinity, as well as mothers and babies living nearby.

Head Quarter
Address: 4-4, Nihonbashi-Hisamatsucho, Chuo-ku, Tokyo 103-8480, Japan
Phone: +81-3-3661-4200
Fax: +81-3-3661-4320
Opening hours: 9:00-17:00
* Not available from June 25 to September 1, 2020 because of renewal.

Central Laboratory
Address: 6-20-4, Kinunodai-Tsukuba Miraishi, Ibaraki 300-2495, Japan
Phone: 0297-52-6531
Fax: 0297-52-6533
Opening hours: 9:00-17:00

Platinum Kurumin Certification in Recognition of Superior Support for Childcare and Good Work-Life Balance

Pigeon Corporation has earned recognition for these efforts. Since 2018, the Company was further granted Platinum Kurumin certification, which is awarded to certified Kurumin recipients that are highly evaluated for their achievements in introducing systems that support work-life balance and promoting their use, as well as for the superior level of their effort, for their employees. The Kurumin logo is awarded to companies by the Ministry of Health, Labour and Welfare (MHLW) for satisfying certain criteria, such as measures to counteract Japan’s low birthrate and to support child-rearing in the work environment.

Eruboshi Certification in recognition of the Promotion of Women’s Active Engagement in Professional Life

Eruboshi certification is a system under which the Minister of Health, Labour and Welfare certifies companies that meet certain standards and have excellent performance in promotion of women’s active engagement, based on the Act on the Promotion of Women’s Active Engagement in Professional Life.
In terms of the performance of its activities to promote women’s active engagement, the company met all of the five criteria set forth by the Ministry of Health, Labor and Welfare, including "Recruitment," "Continuous employment," "Working style (working hours, etc.)," "Ratio of female managers" and "Diverse career courses," and received the third stage certification, the highest level of Eruboshi in 2023.

Worker Health and Safety

The Pigeon Group is meticulous about managing the health and safety of its workers. All Group factories in Japan and overseas are scrupulously managed in accordance with the Pigeon Group’s workplace health and safety standards and the laws and regulations of each country. Recognizing the need for especially thorough occupational safety management, the Group has introduced ISO 45001 (OHSAS 18001), an occupational health and safety standard that is widely adopted internationally, and has obtained 100% certification under this standard at all of its production sites. In 2022, a total of 1,654 Pigeon Group employees have undergone training and education in occupational safety standards in accordance with this management system.

Pigeon Group Companies with Certification under ISO 45001 (OHSAS 18001)

Pigeon Home Products CorporationShizuoka Prefecture, Japan
Pigeon Manufacturing Hyogo CorporationHyogo Prefecture, Japan
Pigeon Manufacturing Ibaraki CorporationIbaraki Prefecture, Japan
Pigeon Manufacturing (Shanghai) Co., Ltd.China
Pigeon Industries (Changzhou) Co., Ltd.China
Pigeon India Pvt. Ltd.India
Pigeon Industries (Thailand) Co., Ltd.Thailand
Thai Pigeon Co., Ltd.Thailand
Lansinoh Laboratories Medical Devices Design Industry and Commerce Ltd. Co.Turkey