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Sustainability

Diversity & Inclusion

Shiseido declares the following in "With Employees" in Our Way which defines the actions that must be taken and shared by each and every employee of the Shiseido Group.

1. We respect the character and individuality of everyone in the work place, in all their diversity, and strive to develop and grow together.

  1. (1) We never engage in or tolerate discrimination on any basis including, but not limited to, race, color, gender, age, language, property, nationality or national origin, religion, ethnic or social origin, political or other opinion, disability, health status and sexual orientation, nor do we engage in or tolerate moral harassment, including sexual harassment and abuse of power.
  2. (2) We work together with our co-workers to fulfill our potential in our jobs.
  3. (3) We strive to maintain a dialogue with our co-workers, and are committed to their growth as well as our own.
  4. (4) We strive to conduct fair evaluations.

We promote diversity by activities mainly focused on "women" who account for 90% of Shiseido Group’s consumers and 80% of employees, as well as by creating an environment and organizational climate in which each and every employee's ability can be exerted to the full .

Support Measures for Women's Activities

Shiseido actively promotes gender equality as part of the management strategies to establish the organizational culture that continues to enhance employees' vitality and improve results, with the aim of “enhancing corporate trust of employees, who are major stakeholders in the company”. At the same time, efforts are made to “enhance the level of company recognition externally through advanced initiatives that are unique to Shiseido.” In fiscal 2005–2012, we formulated the “Gender Equality Action Plan” and promoted the “cultivation of the corporate culture”, in which we pursued a reform in awareness and actions to enable women to take active roles. We also worked on “strengthening the appointment and promotion of female leaders and human resources development” with the assumption of employing skilled employees. At the same time, we also worked on “reviewing how employees work to improve productivity” as a company-wide initiative in order to correct long-hour labor, which keeps women from taking active roles, and to realize employees’ work-life balance.
As a result, we were able to cultivate career awareness among female employees. The ratio of female leaders has reached 30.0% as of January of 2017, and it has significantly improved compared to before the plan formulation. With the “review of how employees work”, the number of employees working long hours has reduced, and the overtime work has been reduced by half through the implementation of switching off lights in all offices, Go Home On Time Day, etc. We have been able to reach certain results.
We will aim to further improve the productivity by working with people with disabilities and foreign people and realize a flexible and highly productive way of working by establishing role models in women’s career development and according to diverse values.

  • Note: Female leader ratio in overseas offices: 69.3%
<Three Steps for Women Taking Active Roles>
Three Steps for Women Taking Active Roles

We host forums as part of the initiatives to cultivate the culture in which diverse employees, including women, demonstrate their skills and take active roles.
During the Gender Equality Action Plan period, we held “Career Support Forum” with the themes of “reform into an efficient way of working” and “proactive career establishment of female employees”, which received a great reaction from the participants, including female employees and leaders.
In November of 2015, we held a seminar with the themes of efficient workstyle and development of subordinates, targeting leaders. In December, we held “Career Navi Lunch” as a place to share role models within the Company. Through these initiatives, we continuously promote reform of employee awareness and establish good corporate culture.

Career Support Forum

Career Support Forum

TopicsTops in Overall Ranking for Three Straight Years in “100 Best Companies Where Women Play Active Part”

Shiseido was selected “The First-Place of Overall Ranking” for three straight years since the year 2014 in “100 Best Companies Where Women Play Active Part” organized by “Nikkei Woman” and “Nikkei Womenomics Project”. Adding to it, we were awarded a prize on “The First Place of Diversity Penetrance” as a category ranking.

This ranking was based on “Survey on Female Workers’ Workplace Opportunities” conducted by “Nikkei Woman”, women’s career and lifestyle magazine published by Nikkei Business Publications, and Nikkei Womenomics Project, and evaluated 534 companies with valid responses. The survey measures how female workers are treated and promoted in terms of four categories: 1) promotion to managerial positions, 2) work-life balance, 3) active use of women’s ability, and 4) diversity penetrance. After appropriate weights are added to the scores of each category, the results are summed up to derive deviation scores for the overall ranking of “Companies Where Women Play Active Part” and for the previously mentioned four category rankings.

Shiseido has been promoting various initiatives since 1990 with the aim of becoming a company in which women continue to take active roles through corporate culture reform/reform of employee awareness, by establishing internal systems, such as child care leaves/child care time system, and others, prior to the law and establishing child care facilities within affiliates as part of the initiatives to support people to balance work and child care. From 2004, we have been dealing with enabling women to take active roles as a corporate strategy. Through Stage 1 - “Many women leave work when they have children” and Stage 2 - “women continue to work while raising children”, we are currently aiming to become a company that enables a situation of Stage 3 - “both men and women move up the career ladder while carrying out various activities such as childcare and nursing care”. These continuous initiatives were evaluated as indicators of a leading company that focuses on creating an environment where both men and women would be able to play an active role and led to a double award in “overall ranking” and “diversity penetrance”.

To achieve our mid- to long-term strategy “VISION 2020”, we will work on developing a prototype of corporate infrastructure. Furthermore, to actualize our vision “a global winner as a global beauty company from Japan”, we will focus on the management with emphasis on diversities. Shiseido will further evolve to “the best company that is a great place to work” for anyone.

Tops in Overall Ranking for Three Straight Years in “100 Best Companies Where Women Play Active Part”

Tops in Overall Ranking for Three Straight Years in “100 Best Companies Where Women Play Active Part”
A commendation ceremony(May 2016)

TopicsShiseido receives the first “Advanced Corporation Awards for the Promotion of Women” hosted by the Cabinet Office

Shiseido received the “Minister of State for Special Missions Prize” in “Advanced Corporation Awards for the Promotion of Women”, which was newly established by the Gender Equality Bureau of the Cabinet Office in fiscal 2014.
This prize selects and awards companies which have demonstrated significant achievements in the policy to employ women in corporate officer/management positions, initiatives, achievement, and disclosure of such information in order to promote the establishment of working environments in which women can take active roles.
Shiseido has been promoting various initiatives since 1990 with the aim of becoming a company in which women continue to take active roles through corporate culture reform/reform of employee awareness, etc. by establishing internal systems, such as child care leaves/child care time system, prior to the law and establishing child care facilities within affiliates, etc. as part of the initiatives to support people to balance work and child care.
Also with female employee employment, the rate of female leaders (managerial position leaders with subordinates) within the domestic group has reached 26.8% as of April of 2014, thanks to the achievements from the “Gender Equality Action Plan”, etc. We are currently promoting further initiatives to achieve the goal of 30% in domestic female leader ratio within fiscal 2016 based on human resources development with the aim of enhancing the company contribution rate of both men and women by developing their careers.
Shiseido will continue proactively promoting initiatives to support women to take active roles in the future with the aim of realizing a society in which women shine.

  • Note: Domestic female leader ratio: 30.0% as of January, 2017
Commemorative photo at the awarding ceremony (person on the left in the front row is Corporate Executive Officer Sekine)

Commemorative photo at the awarding ceremony (front row, left: Corporate Executive Officer Sekine)
(January, 2015)

Ratio of Female Managers

In terms of female manager employment, the Company has promoted “individual personnel development” to enable future female employee candidates to assume managerial positions through the “steady achievement of results and learning the basics of management,” dealing with a higher level of work duties (how to assign work), expanding the professional area of focus (transfer), and other relevant initiatives, and achieved a 30% ratio of females in managerial positions in January 2017.
In order to evolve further, we focus on nurturing global human resources through leader trainings and digital skill enhancement programs, etc., aiming to create the "50:50" equal opportunity climate. In terms of society contribution, we established in February this year a joint company whose main business is the entrusted operation of in-house nurseries. Through this, we will contribute to the realization of a society where everyone can play an active role balancing their careers with raising children .

  • Note: Results are as of April 1 of each year until 2015. After 2016, the results are as of January 1 of each year.
Transition in Ratio of Females in Managerial Positions

Supporting LGBT

We are working on various activities such as creating an environment where every employee can be themselves at work , deepening the understanding of LGBT and supporting LGBT persons.
For example, we have held in-house sessions for understanding LGBT (since July 2015) and revised the employment regulations in which one can enjoy the same treatment for having a same-sex partner as that for an opposite-sex partner (as of January 1, 2017). By doing these, we are promoting the correct understanding of LGBT and preparing in-house systems for the employees who are LGBT persons.
Also, we participate in Japan's biggest LGBT supporting event, Tokyo Rainbow Pride, and continue social support activities such as makeup advice, sampling activities (volunteers from the Company) and makeup advice for patients who have undergone gender reassignment surgery, etc.
Through these activities, we were certified as Silver in 2016 by Work with Pride which evaluates companies' LGBT support.

Employment of Individuals with Disabilities

As one of our measures for "creating a workplace where all employees can actively work", we promote the employment of individuals with disabilities. Currently, about 290 such employees are taking active roles in the Shiseido Group.
We promise the employees with disabilities that "we seriously expect achievement from them", "we provide necessary consideration, but not special treatment" and "willingly support those with the passion to work hard", expecting them to become precious personnel at the work places.
In a special subsidiary, Shiseido's Hanatsubaki Factory Co., Ltd., 34 employees, primarily developmentally challenged individuals, are working at the four locations in Tokyo, Osaka and Kakegawa.
The overall rate of employees with disabilities in Shiseido Group in Japan for fiscal 2016 was 2.06.

Employment of Foreign Personnel

In addition to overseas subsidiaries, the Shiseido head office also has been employing diverse personnel regardless of nationality. We are hiring foreign personnel at the head office while adhering to the immigration control system, including resident status considerations, and subjecting them, regardless of nationality, to the same employment regulations after they join the company as the Japanese employees.

Post-retirement Reemployment System

Shiseido has been introducing a post-retirement reemployment system since FY2006 aimed at developing an energetic corporate culture and establishing an environment in which middle-aged and older employees who have grown within Shiseido can continue to work as long as they have the motivation and ability to do so. Especially since FY2014, we have introduced the "EL Partner System" and reemployed all the employees who wish to continue working.
As for the research and development area, we operate the “Senior Scientist System” for personnel that possess high expertise, ensuring handing down techniques and know-how to the next generation employees.

  • Note: Results are as of April 1 of each year until 2015. After 2016, the results are as of January 1 of each year.
Number of employees using the post-retirement reemployment system at Shiseido

Employment of Fixed-term Employees

The domestic Shiseido Group employs fixed-term employees based on labor-related laws and regulations and provides appropriate treatment with various social insurance and holidays stipulated by the law according to employment regulations and various other regulations.
Shiseido also has a system to reemploy retired employees*. We encourage such employees to work in Shiseido again, utilizing the experience they have gained after retirement.
*They are re-employed as fixed-term employees.

Employment of Temporary Employees

Temporary employees are working at the respective business sites and domestic Group companies of Shiseido according to the Worker Dispatch Law.
With regard to the employment of temporary employees at Shiseido Group, we are implementing various measures such as concluding agreements with employment agencies, development and management of registers, and appointment of personnel in charge of management, all of which is based on the Worker Dispatch Law policy related to measures that should be established regarding employment agencies and other relevant laws and regulations.
Shiseido verified the temporary employment contracts and details of work at all domestic business sites using a checklist to confirm the understanding of laws and regulations stipulated under the dispatch law together with personnel in charge of management.
Shiseido will continuously and appropriately respond to amendments in or reinterpretations of respective laws and regulations.

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