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) | 2023 Results/Progress |
|---|---|---|
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 |
・Conducted employee engagement survey |
Ambitious organizational culture |
・Foster an organizational culture that embraces challenges where each employee can leverage their strengths to contribute to business expansion |
・[Japan] Implementation of PFA. 22 ideas were submitted and adopted 5 ideas |
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 Corporation】 ・[Japan – Pigeon Corporation] Training to improve knowledge, skills, and abilities: 72,363 yen per person and 17 hours of training per person
|
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 |
【Pigeon Corporation】 ・ [Japan – Pigeon Corporation] Ratio of female managers: 26.8% |
Working environments that achieve self-fulfillment and growth
| 8th Medium-Term Business Plan Targets (2025) |
|---|
Implementation of measures to make the company "Working environments that reward achievement" where employees sympathise with the company's direction and work proactively Improved employee engagement scores |
| 2023 Results/Progress |
|
Conducted employee engagement survey Held Pigeon DNA, Pigeon Way, and Baby-Friendly Future Vision presentation meetings. |
Ambitious organizational culture
| 8th Medium-Term Business Plan Targets (2025) |
|---|
Fostering a "ambitious organizational culture" in which each employee can play to his or her strengths and expand the business (Japan)Implementation of PFA*. *Pigeon Frontier Awards (PFA) system to support employees' challenges |
| 2023 Results/Progress |
|
(Japan) Implementation of PFA. 22 ideas were submitted. Adopted 5 ideas. |
Enriched investment in human resource development
| 8th Medium-Term Business Plan Targets (2025) |
|---|
Enriched investment in human resources development and implementation of measures to increase the number of highly specialised personnel who are able to respond to changes in the external environment Formulation of human resource development policy and internal environment improvement policy (company-wide) |
| 2023 Results/Progress |
【Pigeon Corporation】 Training to improve knowledge, skills, and abilities: 72,363 yen per person, 17 hours of training New training to select leader candidates |
Promoting Diversity, Equity & inclusion
| 8th Medium-Term Business Plan Targets (2025) |
|---|
Promoting the creation of a work environment where employees understand and accept diversity and implementing measures to enable each employee to work in their own way 【Pigeon Corporation】 ・Ratio of female managers（Percentage of women managers and above）30％ ・Maintain 100% parental leave system utilization rate for both men and women |
| 2023 Results/Progress |
【Pigeon Corporation】 Ratio of female managers 26.8％ The rate of parental leave system take-up is 100％ Average number of days of parental leave taken by male employees: 35 days |
