What We Aim to Achieve
Cultivating an organizational culture in which diverse individuals resonate with the Pigeon Way and our Purpose; feel pride in the Company, their department, and their work; have an intrinsic motivation to contribute; and can embrace new challenges and express themselves to drive personal growth
Individual Issues
The Pigeon Group has established a long-term human resource vision of realizing a "group of autonomous professionals" and is implementing a merit-based personnel system, a human resource development framework that promotes autonomous growth and active participation, and career development support for employees with a strong sense of autonomy. In this way, by continuously developing an environment where employees can work with vitality, we aim to "make the company a place where each and every employee can shine in their own way."
Our company is committed to fostering a culture where employees can take on challenges without fear of failure, so that they can maximize their potential. We conduct the employee-initiated Pigeon Frontier Awards (PFA) with the concept of "increasing enjoyable time at work and supporting and recognizing employees who boldly take on challenges for the future." We are focused on enabling the building of relationships with members from other departments with diverse backgrounds and providing opportunities for employee growth.
The Pigeon Group's human resource development policy is to have highly specialized employees with knowledge and experience throughout the value chain, and to aim for a diverse group of professionals who keep their eyes on social changes, think about the future, and actively update themselves.
Our Group believes that when employees with diverse values respect each other's differences in values and ways of thinking and leverage those differences, it enriches new product ideas and leads to the creation of innovation. To promote DE&I (Diversity, Equity, & Inclusion), we welcome diverse talent with motivation and ability as employees, regardless of nationality, race, gender, age, disability, gender identity, or sexual orientation. At the same time, we are creating a comfortable working environment through work-life balance support and work style reforms so that employees can fully demonstrate their abilities even when facing various circumstances such as childcare, nursing care, or illness.
Targets and Progress
| Individual issues | 8th Medium-Term Business Plan Targets (2025) | 2025 Progress |
|---|---|---|
| Action/Review | ||
Working environments that achieve self-fulfillment and growth |
・Take steps to become a motivating workplace where employees resonate with the Companyʼs direction and proactively engage in their work |
・Executed the "Pigeon Way Team Action Meetings" across all group companies both in Japan and overseas. ・Conducted the Employee Engagement Survey at Pigeon Corporation, PIGEON (SHANGHAI) CO., LTD., PIGEON SINGAPORE PTE. LTD., and LANSINOH LABORATORIES, INC. The engagement score for 2025 was 4.19. |
Ambitious organizational culture |
・Foster an organizational culture that embraces challenges where each employee can leverage their strengths to contribute to business expansion |
・ [Japan] Held the "Pigeon Frontier Awards (PFA)," an initiative that encourages and recognizes taking on challenges for the future without fear of failure. The "Pigeon Mini Charms" born from this project were launched as "Gashapon®" capsule toys developed by Bandai Co., Ltd. |
Enriched investment in human resource development |
・Increase investment in human resource development to implement measures that grow the number of highly specialized personnel capable of adapting to changes in the external environment |
・[Pigeon Group] A total of 4,243 employees participated in training to improve knowledge, skills and abilities, for a total of 46,124 hours. The average training time per employee was 15 hours. |
Promoting Diversity, Equity & inclusion |
・Promote the creation of a workplace environment where employees understand and embrace diversity, implementing measures that allow each employee to work authentically |
・[Japan – Pigeon Corporation] Ratio of female managers: 26.4% |
Working environments that achieve self-fulfillment and growth
| 8th Medium-Term Business Plan Targets (2025) |
|---|
・Take steps to become a motivating workplace where employees resonate with the Companyʼs direction and proactively engage in their work ・Improve scores in employee engagement surveys |
| 2025 Progress/Action/Review |
|
・Executed the "Pigeon Way Team Action Meetings" across all group companies both in Japan and overseas. ・Conducted the Employee Engagement Survey at Pigeon Corporation, PIGEON (SHANGHAI) CO., LTD., PIGEON SINGAPORE PTE. LTD., and LANSINOH LABORATORIES, INC. The engagement score for 2025 was 4.19. |
Ambitious organizational culture
| 8th Medium-Term Business Plan Targets (2025) |
|---|
・Foster an organizational culture that embraces challenges where each employee can leverage their strengths to contribute to business expansion ・Hold the Pigeon Frontier Awards (PFA)* *Pigeon Frontier Awards (PFA) is a system to support employees' challenges |
| 2025 Progress/Action/Review |
|
・[Japan] Held the "Pigeon Frontier Awards (PFA)," an initiative that encourages and recognizes taking on challenges for the future without fear of failure. The "Pigeon Mini Charms" born from this project were launched as "Gashapon®" capsule toys developed by Bandai Co., Ltd. |
Enriched investment in human resource development
| 8th Medium-Term Business Plan Targets (2025) |
|---|
・Increase investment in human resource development to implement measures that grow the number of highly specialized personnel capable of adapting to changes in the external environment ・Formulate the Personnel Development Policy and the Internal Environment Development Policy |
| 2025 Progress/Action/Review |
・[Pigeon Group] A total of 4,243 employees participated in training to improve knowledge, skills and abilities, for a total of 46,124 hours. The average training time per employee was 15 hours. |
Promoting Diversity, Equity & inclusion
| 8th Medium-Term Business Plan Targets (2025) |
|---|
・Promote the creation of a workplace environment where employees understand and embrace diversity, implementing measures that allow each employee to work authentically ・[Japan – Pigeon Corporation] Ratio of female managers（Percentage of women managers and above）30％ ・[Japan – Pigeon Corporation] Maintain 100% utilization rate of parental leave system take-up for male employees |
| 2025 Progress/Action/Review |
・[Japan – Pigeon Corporation] Ratio of female managers: 26.4% ・[Japan – Pigeon Corporation] The rate of parental leave system take-up for male employees is 100%* (Average number of days of parental leave taken by male employees: 46 days) *Acquisition rate in FY2025 based on the calculation formula of the Ministry of Health, Labour and Welfare |
