Sustainability
Human Resources Strategy
Human Resources Strategy
Maximize the Value of Human Capital
Individuals unafraid to take on challenges shape the future
In order to achieve sustainable growth amid significant changes in the business environment, TOHO HOLDINGS CO.,LTD. has positioned "people" as its most important capital and has made “maximizing the value of human capital” one of its top management priorities. By “building a human capital portfolio” aligned with our management strategy and “establishing a new corporate culture” that supports transformation, we aim to create an organization where diverse human resources work actively and continue to create new value.
Human Resources Development Policy
Transitioning to self-directed talent
The Group is committed to developing “self-directed talents” who think for themselves, take the initiative, and continuously create value. At the same time, we are promoting the following initiatives to create an environment where each employee can proactively shape their own career and continue to take on challenges of their own volition.
- HR system reform to motivate employees to take on challenges
- Organizational development to support autonomous learning
- Corporate culture centered on psychological safety
Through the initiatives described above, we will foster a culture in which each employee demonstrates entrepreneurship and creates value in their work.
Furthermore, we view the act of taking on challenges without fear of failure as valuable in itself, and by building on these experiences, we accelerate both individual growth and organizational evolution.
Evolving into a value-creating organization
Increasing individual autonomy leads to greater organizational flexibility and resilience. The Group aims to be an organization that creates new value that meets society’s expectations by promoting co-creation across departments and roles and combining diverse insights and experiences. We will also foster an organizational culture that prioritizes insights and improvements originating from the front lines and continues to view change as an opportunity.
The foundation supporting human capital management
To ensure the effectiveness of human capital management, we are working to strengthen the following foundations.
- Visualization of human capital data by utilizing talent management system and advancement of human capital strategy to realize the right person for the right job
- Implementation of a succession plan to accelerate the development of next-generation leaders through the operation of the Nomination and Compensation Committee and selection training programs
- Transitioning to a dialogue-based management style and strengthening leadership development through management training and goal-setting workshops
- Creating an organization that respects and makes the most of diversity through measures such as employing people with disabilities and supporting women’s career development（Diversity, Equity & Inclusion）
- Visualization of organizational status and continuous improvement through regular engagement surveys (once a year)
In-house Environment Improvement Policy
The Group will work to establish a workplace environment in which every employee can maintain both physical and mental well-being and confidently perform to the best of their abilities.
Diverse work styles and digital transformation
We aim to streamline business processes and boost productivity through digital transformation (DX), while also supporting work–life balance by offering paid time off in hourly increments and flexible work styles tailored to life events.
Cultivating psychological safety and DE&I
We foster an organizational culture with a high level of psychological safety, where members recognize each other’s individuality and can freely exchange opinions. We strive to create a workplace where diverse perspectives—ranging from the experience and expertise of our long-tenured employees to the fresh perspectives of the next generation—can blend and thrive.
Promoting health and productivity management and ensuring safe workplaces
We are committed to creating an environment where employees can focus on their work with peace of mind, and we will promote the physical and mental well-being of each and every employee as a cornerstone of our business. Through comprehensive support, including thorough health checkups, public awareness campaigns on preventive medicine, and mental health care, we will establish an environment where employees can continue to thrive for many years to come.
Providing educational opportunities to strengthen organizational competitiveness
We will expand our training programs—including technical training, leadership training, and coaching training—and provide a wide range of opportunities for employees to take on new challenges, such as external secondments and participation in projects, thereby linking the growth of each individual to the enhancement of the organization’s competitiveness.
Main training programs
| Pharmaceutical wholesaling | ●MTP (Medical Total Planner) training ●Senior MTP training ●MS sales activities / education support service system "MS@" ●Qualification acquisition support system ●Reskilling training for marketing specialists ●MS follow training for new employees ●Training for new managers ●Training for new senior sales managers ●Training for branch managers ●Compliance training ●Antimonopoly Law Training |
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| Dispensing pharmacy | ●Disease-specific training (hypertension / diabetes / dyslipidemia / respiratory disease / rheumatism / nephropathy / palliative) ●Preparatory course for specialized pharmacist examination ●Pharmacist web-Learning ●Seminar by Kyoso Mirai Group in Pharmacy |
| Company-wide | ●New employee training ●Mirai Research Institute University |
DE&I
Respect for Diversity and Active Participation
We believe that when people with diverse values and backgrounds recognize and bring out the best in one another, this serves as the starting point for innovation. Based on the belief that the self-sustaining growth of individuals is the source of the Group's sustainable growth, we are working to transform our organizational culture so that all employees, regardless of their attributes, can exercise their abilities in their own way while feeling psychologically safe. By fostering a culture in which the entire organization supports each individual’s challenges, we aim to become a corporate group where diverse personalities resonate with one another and continue to create new value.
Declaration
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Supporting Women’s Career Development
We believe that an environment in which each employee, regardless of gender or life stage, can make the most of their abilities is the driving force behind transformation. Regarding career development support for female employees in particular as one of our key priorities, we will vigorously promote their appointment to leadership roles and their professional development to accelerate their participation in decision-making. Through fair evaluations free from unconscious bias and the provision of appropriate opportunities tailored to each individual’s career aspirations, we aim to realize a prosperous society that contributes to a sustainable future.
Data on women's activities (TOHO HOLDINGS(non-consolidated))
| Item | FY2025 results |
|---|---|
| Number of female Directors | 3 |
| Ratio of female managers (KPI: TOHO HOLDINGS’s targets by FY2028: 25% / FY2030: 30%） |
18.2% |
| Ratio of female junior managers | 63.0% |
| Ratio of new hires who are female (TOHO HOLDINGS, TOHO PHARMACEUTICALS) |
55.1% |
| Number and ratio of mid-career hires by gender (TOHO HOLDINGS, TOHO PHARMACEUTICALS) |
Male: 30 (50%) / Female: 30 (50%) |
| Gender gap in average years of service (full-time employees) | Male: 19.9 years / Female: 15.7 years (Gap: 4.2 years) |
| Ratio of paid vacation days（FY2028 target: 60%） | 53.4% |
| Childcare leave utilization rate | 100% |
Supporting the Balance Between Life Events and Work
We believe that balancing work with the various stages of life (life events), such as childcare, nursing care, and maintaining one’s own health, is essential not only for enhancing employees’ job satisfaction and motivation but also for sustainable corporate growth. We are working to create an environment where everyone can work for the long term with peace of mind, not only by establishing relevant systems but also by fostering an organizational culture of mutual support.
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Shortened working hour system
Available until the child graduates from elementary school
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Childcare leave utilization rate (male)
TOHO HOLDINGS (non-consolidated) — FY2025: 100% / FY2028 Target: 100%
Creating an environment in which both male and female employees can participate in childcare -
Hourly paid leave system
Employees can take this leave flexibly to accommodate their individual circumstances, such as childcare, nursing care, and hospital visits.
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Corporate nursery school
Opened on-site "Mirai Nursery" at TBC Sapporo logistics center
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Nursing care support services
We notify employees individually when they turn 40 that they are eligible to use these services and help alleviate any concerns they may have at an early stage.
Promoting the Employment of Persons with Disabilities
We want to be an organization where everyone, regardless of whether they have a disability, can fully realize their unique qualities and abilities and share the joy of working together. We promote the placement of the right people in the right roles and the development of flexible job roles tailored to each individual’s characteristics. At the same time, we strive to create an environment where everyone can work with peace of mind for the long term, and to foster a culture of mutual understanding and support that breaks down psychological barriers.
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Employment rate of persons with disabilities
TOHO HOLDINGS (non-consolidated): 2.79% (FY2025 results)
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Employment support services for persons with disabilities
Support by the HR Department
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Training for understanding employment of persons with disabilities
Conducted for departments that will be hiring new employees with disabilities
Health and Productivity Management
Promoting the Health and Productivity Management.
As a corporate group active in medical, nursing and healthcare fields, we are committed to creating an environment in which each and every employee can face his or her own health.
＜Health and Productivity
Management Declaration＞
We set “Total commitment to good health” as our group slogan.
Protecting employees’ health is our top priority, as they are the ones who create customer value to raise patient’s satisfaction and contribute to promoting people’s health and well-being. Employees’ health is not only the cornerstone of their own and their families’ happiness, but also the base for the Company’s sound growth.
Hand in hand with employees, we pursue Health and Productivity Management for health maintenance and promotion and build a work environment that protects their physical and mental health and keeps their morale in work high.
TOHO HOLDINGS CO.,LTD.
Hiromi Edahiro, Representative Director, President and CEO
Promotion Structure
The Group’s Health and Productivity Management is led by its Representative Director, President and CEO, and the division in charge identifies the relevant issues, sets goals, and formulates action plans. Approval for these is done by the top management.
The Group’s Issues, Goals, and Action Plans for Health and Productivity Management
We identify the relevant issues, set goals, and formulate action plans in order to implement our Health and Productivity Management initiatives.
| Issue | Target | Action plan |
|---|---|---|
| Employees' health management | 100% of general periodic health checkups (99.1% of general periodic health checkups in FY2024) |
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| Improve employee awareness on the importance of their own health management | Higher awareness of the importance of health management among employees by taking seminars |
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| Knowledge and understanding of women’s health issues | Improve all employees’ knowledge and understanding of health issues particular to women |
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| Smokers and smoking rates | Decrease in smoking rates |
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Recognized Under the 2026 Certified Health and Productivity Management Outstanding Organizations Recognition Program
TOHO HOLDINGS was recognized under the 2026 Certified Health and Productivity Management Outstanding Organizations Recognition Program (Large Enterprise Category), jointly hosted by the Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi (Japan Health Council).
Large Enterprise Category: TOHO HOLDINGS CO.,LTD. / TOHO PHARMACEUTICAL CO., LTD. / SAYWELL inc. / Kyushu Toho Co., Ltd.
Small and Medium-Sized Enterprise Category: KOYO Co., Ltd. / Okinawa Toho Co., Ltd. / KYOSOMIRAI PHARMA CO., LTD. / Nextit Research Institute,Inc.
- *About the Certified Health & Productivity Management Outstanding Organizations Recognition Program
This recognition program is conducted by Nippon Kenko Kaigi and aims to create an environment in which large enterprises, SMEs, and other businesses who are practicing health and productivity management are appreciated by society.
The Ministry of Economy, Trade and Industry is promoting “health and productivity management,” whereby it considers employees’ health and productivity management from a business-management perspective, and strategically implements initiatives that lead to maintenance and promotion of health.
For more information, please refer to the website of the Ministry of Economy, Trade and Industry.