Maruho will increase the total value output for the health of human beings and the solution of social issues, and contribute to the realization of a sustainable society where everyone can live with a smile.

Social - People and Organization

The growth of our employees is important as they are responsible for enhancing our medium- to long-term corporate value. Maruho Group is establishing systems to promote the autonomous career development of each employee and encourage their active participation.
In today’s world full of uncertainties and change occurring at an accelerated speed, human resources that can think independently and yield results efficiently are indispensable for us to continue growing and meeting the needs of society.
Maruho Group is cultivating human resources with an emphasis on the three points of autonomy: conduct work with a sense of ownership, share the Corporate Philosophy and vision in pursuing social value, and develop one’s own career. Our goal is to invigorate the company, improve productivity and increase employee engagement by promoting employee autonomy.

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.
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.


Environmental Policy

Maruho is committed to protecting, preserving and improving the global environment through environmentally friendly business activities based on our mission “More smiles, brighter life for you.”
We are committed to protecting, maintaining, and improving the global environment through environmentally friendly business activities.

Environmental Action Guidelines

1. We will promote corporate activities with consideration for the protection of the global environment and continuously work to resolve environmental issues.
2. We will set clear goals for our environmental promotion activities and maintain and improve an effective promotion system to achieve these goals.
3. We will comply with the environmental laws and regulations of each country and region in which we operate.
4. We will conduct systematic education and awareness activities to promote environmental awareness among all employees.
5. We will proactively disclose information about our activities to promote environmental measures and deepen our relationship of trust with society.

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).

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)

Social Contribution

Maruho continues to take part in activities that are closely related to its business characteristics in an effort to integrate social contribution into its corporate culture. We also promote activities that employees can participate in voluntarily.

Matching gift program “Maru-hotto Gift”

Maruho’s matching gift program “Maru-hotto Gift,” a system for employees to donate money starting at 500 yen, has been running since 2015. Maruho makes a donation to a non-profit organization chosen by the company by matching the amount of employee donations.
In the fiscal year ended September 2023, a toal of 492 employees, or 24% of our workforce, participaterdin the program. A total danation of approximately 3,800,000yen was made, which includes the company's contribution after the gift-match.

Support for research contributing to health

Maruho Research Award
Established in 1999 as the Galderma Award to support upcoming researchers in dermatology, and renamed the Maruho Research Award in 2020, the award is granted to research papers selected through a strict screening from among fundamental and clinical research papers related to dermatology.
Master of Dermatology (Maruho)
Maruho established this prize in 2010 to recognize dermatologists who have made outstanding achievements in clinical dermatology and contributed to the development of the field of clinical dermatology in Japan. From the fiscal year ended September 2017, the prize was renamed Master of Dermatology (Maruho), featuring people who have made a great contribution to the development of dermatology in Japan through clinical, dermatological research, human resources development, social contributions, etc., and is jointly operated with the Japanese Dermatological Association.

Participation in adolescent health education promotion project

Maruho supports the Kagayaki School, an adolescent health education promotion project for junior high and high school students. The project aims to promote correct understanding of health issues that accompany changes in life stages as well as diseases specific to women in order to help young people plan their lives and achieve career plans.
As a supporting company of the project, Maruho provides outreach lectures and teaching materials, as well as conducts seminars for teachers. In addition to the existing gynecology-related program, we have started the Dermatology Class initiated by Maruho in July 2023. This is a program of outreach classes by dermatologists for junior high and high school students who are troubled with adolescent skin issues. The program is scheduled to be delivered to eight schools across Japan by April 2024, with a plan to expand it going forward.

Visiting lecture at Shigakukan Junior High / High School in Kagoshima (July 2023)

Previous ActivitiesPrevious Activities

Cultural Works

As one of our social contributions, Maruho has actively engaged in archiving the knowledge that surrounds the company in society. One example is the continuous support of creations and publications of haiku poetry.
From 1994 to 2014, Maruho periodically published the haiku digest "Haidansho" with edited contributions from hundreds of haiku groups in Japan.
Maruho's cultural works are presented in the following Japanese content.

Japanese content