A company cannot succeed in business if it doesn’t take care of its employees. With this in mind, we are constantly upgrading our systems for supporting the child-rearing activities of employees in a unique Pigeon-like manner.
Improve human capital
Motivating Work Environments and Corporate Culture
Pigeon defines corporate value as the summation of social value and economic value. In order to deliver high-quality products to the world, we must create an environment that motivates employees to work. If we don’t take care of our employees, we cannot succeed in business. For this reason, we are upgrading various frameworks and systems to create an appropriate working environment, while building a corporate culture that helps employees perform their tasks more easily.
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, and utilize the fundamental differences in our employees’ backgrounds—in such areas as gender, nationality, age, and employment status—in order to address ever-changing business conditions and diversifying customer
In December 2018, we received the Forbes Japan Women Award 2018 for our training and other initiatives to promote diversity. 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.
Diversity training at a share house for young employees
Virtual reality-based training to help recognize unconscious bias
Training Professional and Managerial Human Resources
Pigeon gives all employees opportunities to participate in technology development, education, and practical training. In Japan, we eliminated gender differences in job types and career courses before the enactment of the Equal Employment Opportunity Law. At our overseas bases, the employee turnover rate has remained low thanks to our early implementation of career advancement systems.
Every six years, we run a two-year training course for selected next-generation managerial human resources. To ensure the continuous growth of the Company, we work to cultivate next-generation managerial personnel expected to become business department and divisional managers as “human resources who can refine human power and continue increasing corporate value under the values of the Pigeon Way.”
Training Professional and Managerial Human Resources
Pigeon gives all employees opportunities to participate in technology development, education, and practical training. We stopped setting gender diff erences in job types and career courses before the enactment of the Equal Employment Opportunity Law. At our overseas bases, the employee turnover rate has remained low thanks to our early implementation of career advancement systems.
Every six years, we run a two-year training course for selected next-generation managerial human resources. To ensure the continuous growth of the Group, we work to cultivate next-generation managerial personnel as “Human qualities that can enhance resourcefulness and continuously increase the Company’s corporate value based on the values of the Pigeon Way.” In 2020, we launched the Pigeon AMC (Accelerate My Career)
Program at Pigeon’s headquarters. This is an open recruitment program to help people shape their own careers and experiences. In addition to internal recruitment, internal internship, and internal pro bono work (short-term work support in other departments), the program includes external volunteer leave and an external residency program that allows employees to work at another company for three months to gain new experiences and skills. In fi scal 2020, the fi rst year of the program, two employees took advantage of the external residency program to work at venture companies. In January 2021, meanwhile, we shifted to a new personnel system that clarifies the roles of individual employees by setting up positions according to their career aspirations and aptitudes and eliminating age, seniority, and other factors, so that each employee can become a professional with deep expertise.
Pigeon Rubella Zero Action
We are implementing the Pigeon Rubella Zero Action project as part of our corporate responsibility related to health management and babies. To elevate the rubella antibody
retention rate among employees, Pigeon pays for antibody tests and vaccinations and provides in-house education to deepen understanding of rubella. On February 4, 2020 (Rubella Day), our activities were recognized by an award from the Rubella Zero Project Executive Committee, which is promoted by the Japan Association of Obstetrics and Gynecologists.
In-house lecture to deepen understanding of rubella
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 Advancement of Women. The plan has three pillars: “Expand support systems for balancing work and family life,” “Raise awareness in the workplace,” and “Provide support for women’s feelings and skills.” 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 2020, women accounted or 21.3% of Head Office management and 38.8% of overall Pigeon Group management.
Three-Year Action Plan for Promoting Advancement of Women (February 2020 to December 2022)
- Increase the number of men using the work-family balance support system (for child care leave and leave for school events) to 20 or more
- Increase awareness about work-family balance support regardless of gender
- Grasp and improve the status and outcomes of the work-from-home system
- Establish frameworks enabling women to give birth, raise children, and return to work with peace of mind
Female Manager Ratio - Pigeon Corporation -
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), Women’s Early-Reinstatement Support System, and Financial Assistance System for Parents with Children on Waiting Lists. 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 refl ect their feedback in our product development and other operations.
Utilization of systems supporting child-care and work-life balance.
|One Month Together||1-month parental leave system for male employees||Uptake rate: 100%
(100% consistently since FY Jan. 2016)
Users: 55 persons
(cumulative over6 years since FY Jan. 2016)
|Leave the workplace (go home)
by 7:00 p.m rule
|Rule to leave the workplace by 7:00 p.m. in principle, even when doing overtime||
Average overtime per month:6.7 hours(FY Dec. 2020)
|Life Design Leave and Temporary
|System enabling up to 2 years of leave or temporary retirement for fertility treatment and adoption processes|
|Life Design Leave and Temporary
|System enabling up to 2 years of leave or temporary retirement for fertility treatment and adoption processes||Provided in 2015, 2016, and 2017,
2019, and 2020
|Telework||System available to all employees to
work at home or at a satellite office
|System implemented in
Records of male participation on “One Month Together” parental leave system
Paid Leave Usage Rate - Pigeon Corporation -
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.
Address: 4-4, Nihonbashi-Hisamatsucho, Chuo-ku, Tokyo 103-8480, Japan
Opening hours: 9：00-17：00
* Not available from June 25 to September 1, 2020 because of renewal.
Address: 6-20-4, Kinunodai-Tsukuba Miraishi, Ibaraki 300-2495, Japan
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.
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 2020, a total of 2,491 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 Corporation||Shizuoka Prefecture, Japan|
|Pigeon Manufacturing Hyogo Corporation||Hyogo Prefecture, Japan|
|Pigeon Manufacturing Ibaraki Corporation||Ibaraki 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|
|PT PIGEON INDONESIA||Indonesia|
|Lansinoh Laboratories Medical Devices Design Industry and Commerce Ltd. Co.||Turkey|