For Employees

Initiatives to Improve the Value of Human Capital

The Pigeon Group is committed to its Pigeon DNA, the Pigeon Way, its Purpose and, above all, a baby-friendly future. To achieve these ideals, the Pigeon Group has identified five vital issues for the medium-to-long term and is working Group-wide to tackle them in accordance with the themes and basic strategy spelled out in its Medium-Term Business Plan. As the social environment changes dramatically, the Group is committed to creating a “corporate Group in which each employee can shine as an individual”: a Group that develops and attracts people who can imagine the products and services customers need and independently explore strategies for solving social problems and create those solutions, and moreover furnishes a vibrant and supportive working environment for those employees. The Group is convinced that supporting those efforts is the essence of its personnel strategy and that motivated employees require the achievement of sustainable business growth, a philosophy and a purpose.

Advancing Diversity, Equity & Inclusion

The Group’s Corporate Ethics Policies commit the Pigeon Group to “Value the diversity and individuality of each employee at any time and provide for its employees a great work environment with consideration given to their health and security,” adding that “Pigeon will work out to provide a workplace where its employees can achieve self-realization and feel fulfilled.” The Pigeon Group welcomes ambitious and capable people as employees regardless of nationality, race, sex, age, presence/absence of disability, sexual identity or sexual orientation and furnishes a workplace environment in which employees can fully demonstrate their abilities while raising children, caring for family members or dealing with illness. Moreover, the Group accepts employees of a wide variety of backgrounds with respect, actively deploying them to respond to the constantly changing business environment and diversifying customer needs. The Group engages in dialogue with employees regarding their civil and political rights, including freedom of speech, freedom of assembly and freedom of belief and religion, and respects those rights. In labor terms, based on the Pigeon DNA and the Pigeon Way, the Group maintains a high ethical perspective, advances compliance-focused management, and respects the human and other rights of workers in Japan and around the world. The Group not only accepts and respects diversity but also creates an equal-opportunity environment in which all employees can maximize their individual potentials, thereby celebrating diversity, equity and inclusion (DEI) and fostering a motivating and supportive organizational culture.

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, Equity & Inclusion Policy (Pigeon Corporation)

Aiming to be “a corporate Group in which each employee can shine as an individual,” Pigeon Corporation advances diversity, equity and inclusion (DEI). In accordance with the Pigeon Way, Pigeon not only accepts and respects diversity but also creates an equal-opportunity environment in which all employees can maximize their individual potentials, thereby celebrating DEI and fostering a motivating and supportive organizational culture. By linking together the rich creativity of each of its employees, Pigeon creates new value, thereby contributing to customers and society.

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)

Pigeon Corporation aims to be a diverse corps of professionals, staffing its entire value chain with knowledgeable, experienced and professional employees who closely examine changes in society and actively update their skills with a view to the future. To enable every employee to shine as an individual, Pigeon sponsors training to improve business skills, in which employees can participate on a voluntary basis. In this way Pigeon strives to offer personnel training that respects the autonomy, individuality and professionalism of employees.

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

Early Identification and Training of Self-Starting and Innovative Leaders

In FY2023 Pigeon introduced the Select! Leader Juku, to identify and develop at an early stage self-starting and innovative leaders with potential as future executive candidates. Once every three years Pigeon selects 16 mostly young, middle-management employees (40 years of age and under), either recommended by their supervisors or self-recommended. As candidates for future leaders of Pigeon, these individuals gain experience in examining issues and producing output through projects linked to current business trends and themes.

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

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.

Establishment of Human Resources and Organizational Development Officer

The person in charge of human resources and organizational development is responsible for strategic employee training and succession planning from short-, medium-, and long-term perspectives, and directs the development of educational content necessary to achieve management objectives and the development of educational and training systems necessary for the company's growth based on the future business and organizational structure. He/she also evaluates whether education and training programs are being implemented appropriately based on the plan and whether there are any problems with the content, and instructs the company to make improvements. The general manager of the Human Resources Division is responsible for human resources and organizational development.

Internal Environment Development Policy (Pigeon Corporation)

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 2023, women accounted or 26.8% of Head Office management and 40.2% 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

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

In order to create a more comfortable working environment for our employees, we have introduced a flextime system without core hours (hours when employees must work). In addition to complying with working hours established by laws and employment regulations regarding worker protection, we are also promoting work-life balance and improving labor productivity by curbing employees' long working hours through the "Leave-by-Seven Rule" and "Regular Dash Day (one day a week)" and by introducing "telework" from April 2019. In addition, as a company involved in child-rearing, we were quick to expand systems to support employees' childbirth and child-rearing, including the "One Month Together" program, which has a 100% take-up rate for both men and women, "Life Design Leave/Leave of Absence", "Early Return to Work Support System" for women, "Childcare Expense Support System for Children on Waiting List", "Shorter Working Hour System", etc. Pigeon also makes efforts to support employees returning to work after childbirth. Pigeon has created a workplace environment in which anyone can take childcare or nursing care leave if they wish, and we are working to foster employees who can talk about childcare and make the most of their childcare experience in 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.

Item	FY2021	FY2022	FY2023
Attendance rate(%)	70.2	83.4	81.4
Average monthly overtime(h)	8.25	5.83	5.58
[Male] fertility rate(%)	150.0	87.5	100.0
[Male] Average number of days of parental leave taken(day)	30.0	30.4	35.7

Employee-created childcare system project　　　

Establishing and Supporting Lactation Lounges in Japan　　　　　　

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

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

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)

Company/facility	Location
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