Sustainability

Creating systems for autonomous career development

Internal job posting system

Internal job postings are offered as an opportunity for employees to seriously consider their own careers and realize what they want to achieve. During the fiscal year ended September 2022, 30 positions were posted throughout the Company, and a total of 11 employees were successfully transferred.

Career training by age group

To help employees autonomously build their careers, we conduct training in which participation is voluntary, at each milestone in their career. During the fiscal year ended September 2022, a total of 134 employees participated in the training.

Expanding personal development programs

In order to support employees who are motivated to learn, we have greatly expanded the training programs available to them.

Promoting health management support

Maruho positions health management as an important management task. For us to realize our Mission of “More smiles, brighter life for you.” it is essential for our employees and their families to live a healthy and fulfilled life. Through our systematic and strategic health management, we focus on approaches that allow each employee to pursue happiness and growth from three perspectives: as an individual, as a member of the Maruho Group, and as a member of society.

Offering a health counseling service by a public health nurse

Maruho offers a health counseling service that allows employees to easily consult about their physical and mental health four times every month at the head office. (In person or online)

Introducing “KENPOS,” a health support website

We have introduced a web service with which users can manage various information related to their health, such as the number of steps taken and dietary record, by themselves. Various events to support health management, such as a Walking Campaign, are held regularly.

Supporting employees to undergo re-examination after a health checkup

If an employee is recommended for re-examination as a result of a health examination, Maruho allows the employee to visit the medical facility during working hours.

Respecting diversity & inclusion

We are working to create an environment where diverse and unique human resources can work with enthusiasm.

Promoting the active participation of women

Maruho Group has set a target of having women account for at least 15% of all managerial positions to be achieved by September 2024. The result for the fiscal year ended September 2023 was 12.3%, a 0.8-point increase from the previous year.

Supporting next-generation development

We strive to reduce regular overtime work so that employees can easily balance work and childcare. Up to September 30, 2024, our goals are for (1) zero departments to accumulate over 30 hours in overtime for three consecutive months or more and (2) zero individuals that accumulate 540 hours in overtime per year. The results in the fiscal year ended September 2023 were zero departments for goal (1) and one individual for goal (2).
The new system of newborn leave (post-partum parental leave) that encourages male employees to take childcare leave was launched at the same time as the Child Care and Family Care Leave Law in October 2022. In the fiscal year ended September 2023, 28 employees took the leave (46.8%). We share articles internally on interviews with male employees who have taken parental leave as part of our efforts to encourage eligible employees to utilize this leave.

“Eruboshi”
certification (2nd stage)

Acquired in 2019

“Kurumin” Certification

Acquired in 2007

Supporting employee career development

We are expanding on programs and opportunities that enable each employee to choose their own career path, leading to greater motivation. In the fiscal year ended September 2023, we launched an in-house internship program, Job Challenge, and a mutual learning companywide platform among employees, Mana Musubi on our internal portal site.
In addition, new long-term vision planning members were recruited internally. With a strong desire to participate in management, they began full-scale deliberations in October 2023.

Main career support systems

Name	Detail
Job Challenge	An in-house internship system that allows employees to try working in a department of interest while still working for their current department at the same time. Results in the fiscal year ended September 2023: 16 employees applied for four positions and 13 employees were already assigned
One-on-one Interviews	One-on-one interviews are conducted for employees to engage in direct dialogue with their supervisor which improves awareness of one’s autonomy and results in improved performance
Career Training	A training program administered by age that allows participants to consider their career path. Results in the fiscal year ended September 2023: 36 employees participated
Internal Job Posting	A system that allows employees to transfer to a different position or project that is openly recruited by going through an application and interview process. Results in the fiscal year ended September 2023: 37 employees applied for 41 openly recruited positions, of whom 21 were transfers

The number of female employees has increased year by year, reaching 36.3% of our total workforce in the fiscal year ended September 2023. We have set a goal to increase the ratio of female managers to at least 15% by September 2024.

In order to enhance the work-life balance of employees, we are working to encourage employees to take paid leave and reduce overtime work.

The number of male employees taking childcare leave is increasing. There is an understanding and culture within our workforce that encourages men to participate in childcare.

Interactions within the Maruho Group

Interactions between Group companies engaged in different types of business are expected to help discover new value and deepen mutual understanding.

Participants of the meeting, at Roman Industries Co., Ltd. (June 2022)

Systems and initiatives to support diverse work styles

Introducing remote work

Maruho actively promotes working from home.

Introducing free-address offices

Maruho has introduced a free-address system in some of its offices to encourage creativity among employees.

Digitization of various application systems

Maruho has introduced a system to enable payment of expenses and application for management approval via Company PCs and smartphones, as part of its initiatives to promote digitization of operations.

Toward Carbon Neutrality in 2050

<CO₂ Emission Reduction Targets for 2030 and 2050>
Reduce CO₂ emissions* by 46% by FY2030 compared to FY2013.
Reduce CO₂ emissions to zero by FY2050.
*Target for laboratories, plants, offices, and sales vehicles.

Promoting the efficient use of energy

We established the Environment Committee to appropriately and effectively promote initiatives related to environmental issues. Through the Environmental Measures Promotion Liaison Committee, we collect information on initiatives related to environmental issues, identify issues in promotion activities, report to the chairperson as necessary, and promote understanding of promotion activities and within the company.

Environment Committee framework

Initiatives in R&D activities (Kyoto R&D Center)

Saving energy/resources

We are working to help reduce greenhouse gas emissions through initiatives such as introducing LED lighting to the Drug Development Laboratories, using the energy-saving mode of air conditioners, introducing CO₂ concentration control, and adjusting seasonal humidification settings for laboratories. We are also working to reduce the use of paper in confirmation of test results and various procedures by promoting the switch from paper documents to electronic materials.

Green purchasing

We have launched an initiative to replace office equipment and supplies used in our R&D activities with environmentally friendly products in order to help preserve the environment.

Reducing industrial waste generated

Aiming to contribute to a recycling-oriented society, we are making continuous efforts to reduce generation of industrial waste. We also thoroughly separate waste generated in our R&D activities.

Raising environmental awareness

Employees working at the Kyoto R&D Center voluntarily hold roundtable discussions on the SDGs to raise their awareness of environmental conservation, share knowledge and ideas on environmentally friendly actions, and work to embody the ideas.

Roundtable discussion on the SDGs (July 2022)

Initiatives in sales activities (Sales offices)

Introducing hybrid vehicles

Since 2009, we have been gradually replacing our vehicles used for sales promotion activities with hybrid vehicles. As of March 2022, hybrid vehicles account for 87.0%. With these vehicles, we will reduce the use of fuels in sales activities and also reduce emissions of CO₂.

Initiatives in production activities (Hikone Plant, Nagahama Plant)

Acquisition of ISO14001

Both plants have acquired ISO 14001 certification, the international standard for environmental management systems (EMS).

Environment

In 2023, the number of operating lines increased due to improvements made to the Hikone Plant, but we were able to control the slight increase in energy consumption by switching to LED lighting and promoting various energy savings.

We have set a target of zero CO₂ emissions by fiscal 2050. As of March 2023, our CO₂ emissions totaled 14,300 tons (down 2% year on year).

We are making efforts to reduce the amount of water used at each plant. As of September 2023, we reduced our water usage by 4.6% compared to 2022.

At the Hikone Plant, we have been able to maintain a low level of industrial waste generated since 2022. At the Nagahama Plant, the amount of industrial waste generated increased due to an increase in production volume.

Cleanup campaign

At the Hikone Plant, a cleanup campaign is held each year between April and June and between August and October to collect trash in the area surrounding the plant. This was the first year that our partner companies also participated in the campaign.

Cleanup campaign (August 2022)