Promotion of Diversity

Women

Basic Policy for Promoting Women's Success

Policies

  • Enable greater participation by women in decision-making meetings (Corporate Strategy Board, etc.)
  • Propose and pursue action plans tailored to each company's circumstances
  • Set numerical targets and implement measures to attain those targets

Targets and action plan for the promoting women's success

The Asahi Group has established the following targets for Asahi Group Holdings, Ltd. and its major domestic Group companies (targets for 2021) and is engaging in initiatives to promote women's success.

Targets for Women Appointed as Corporate Officers and for the Ratio of Women in Managerial Positions
Company Target (Target for 2021) Current status
(As of December 2017)
Asahi Group Holdings, Ltd.
  • To increase the ratio of women holding managerial positions to 20%
  • To appoint women as internal officers (Corporate Officer or Senior Officer)
  • Ratio of women holding managerial positions: 10.2%
  • Number of female officers: 2 (External director)
    Female external director: 1
    *As of April 2018
Asahi Breweries, Ltd.
  • To increase the ratio of female department heads to 10% or higher
  • To appoint women as internal officers (Corporate Officer or Senior Officer)
  • Ratio of female department heads: 3.2%
  • Number of female officers: 1
Asahi Soft Drinks Co., Ltd.
  • To increase the ratio of women holding managerial positions to 10%
  • To appoint women as internal officers (Corporate Officer or Senior Officer)
  • Ratio of women holding managerial positions: 6.5%
  • Number of female officers: 0
Asahi Group Foods, Ltd.
  • To increase the ratio of women holding managerial positions to 20%
  • To appoint women as internal officers (Corporate Officer or Senior Officer)
  • Ratio of women holding managerial positions: 16.2%
  • Number of female officers: 1
Asahi Calpis Wellness Co., Ltd.
  • To increase the ratio of women holding managerial positions to 15%
  • Ratio of women holding managerial positions: 17.9%
  • Number of female officers: 1

Appointment of Women

The Asahi Group actively appoints women to company officer or managerial positions. At Asahi Group Holdings, Ltd., Ms. Yumiko Waseda as an Outside Audit & Supervisory Board Member. There are also four female directors and four female corporate officer or Senior officer in our domestic Group companies and several female officers at our overseas Group companies.

Training to Support the Success of Women

At the Asahi Group, we conduct the following seminars to support women's career development, which leads to the development of female officers.

Action Plans of each Group Company
Activity Content/Target
Career Development Seminar for Women Provides an opportunity for young female employees to think about their career plans through interaction with senior female employees
Leadership Training for Women Help women who are leaders of business companies within Japan to further climb the corporate ladder
Dispatching future leadership candidates to training held by external bodies To help female employees learn the knowledge and skills required of leaders
Dispatching female employees to external training For female employees from all levels

Working Mother Network Gathering

  • Holding the Working Mother Network Gathering, in which working mothers can exchange opinions on how to maintain a good balance when continuing to work while raising children.
  • Holding discussions to hear about the career trajectories of senior working mothers.

Exchange of Opinions with Management

  • Management participated in training such as the Career Development Seminar for Women, providing forums for the exchange of opinions.

Raising Awareness

Raising Awareness for Officers

The Asahi Group works to raise officer's awareness with the aim of promoting understanding of diversity and work-life balance. We share stories of female work styles and men who actively take part in child-rearing on the company intranet's “Diversity Communications” and in the in-house magazine.

Raising Awareness among Managerial Employees

Asahi Breweries, Ltd. raises awareness of diversity among managerial employees (line heads) by holding the Managers' Meeting. At the meeting, the company promotes their understanding of internal programs related to childcare, nursing care, and others, in addition to giving the participants an opportunity to think about the importance of promoting diversity for improving the corporate value.

Raising Awareness among New Line Heads

Asahi Breweries, Ltd. provides newly appointed line heads with training for new line heads, through which the company raises their awareness of diversity. In this training, the company promotes their understanding of internal programs related to childcare, nursing care, and others, in addition to giving the participants an opportunity to think about the importance of promoting diversity for improving the corporate value.

Global Initiatives

Status of Overseas Employees

In the midst of globalization, the Asahi Group is implementing human resources development with a global perspective that is not only limited to Japan.
Overseas affiliates of the Asahi Group employ approximately 18,000 non-Japanese staff, drawn primarily from the local area of operation. This represents 58% of the total workforce of the Asahi Group. Where possible, we strive to promote locally-recruited employees to executive and senior management positions at overseas Group companies.
The Asahi Group is also committed to sourcing personnel from overseas to work at domestic operations, in line with the globalization strategy for the Group as a whole. The recruitment policy is particularly focused on returning Japanese nationals and foreign-born personnel with the skills and competencies to carry the Asahi Group into the future.

Proportion of Employees in Japan and Overseas (Asahi Group)
Proportion of Employees in Japan and Overseas (Asahi Group)
Related Information

Senior Employees

The Asahi Group reemploys employees who have fully reached the retirement age of 60 by matching their preferences and the company's needs so that they can continue working by utilizing their wealth of experience and sophisticated skill sets.

Job Match Support System

We recognize that it is important to proceed with the determination of the employee's intention and assignment planning from an early stage in order to promote smooth reemploying. Therefore, each company of the Asahi Group has introduced a Job Match Support System in which employees who are 58 years or older are consulted regarding their preferences for re-employment, provided with recruitment information to match them with jobs both within and outside of the Group in accordance with their preferences.

Career Design Seminars and Career Counselling

The Asahi Group provides support for employees' careers, including their post-retirement careers. For example, we provide employees aged 45 and those aged 53 with career design seminars. We also arrange one-on-one career counselling with a career advisor for them upon request.

Second Job System

Asahi Breweries, Ltd. has introduced the Second Job System, which permits employees to have second jobs under specific conditions. This system is aimed at encouraging employees to display their capabilities in conducting business, skills, and expertise that they have cultivated.

People with Disabilities

The Asahi Group will continue to employ people with disabilities and will keep promoting the creation of a work setting that is conducive for such people.

Percentage of Employees with Disabilities at Major Group Companies
2015 2016 2017
Asahi Breweries, Ltd. 2.10% 2.03% 2.38%
Asahi Soft Drinks Co., Ltd. 1.83% 2.02% 2.16%
Asahi Group Foods, Ltd. 1.96% 1.86%
Asahi Logistics Co., Ltd. 2.27% 2.28% 2.36%

Job Assistance Initiatives

At Asahi Group, we employ many people with disabilities in accordance with the characteristics of each workplace.
The nature and degree of each person's disability varies, therefore we personalize work content and provide support where necessary.

Examples of Support Facilities and Equipment
  • Installation of wheelchair ramps at our plants
  • Installation of braille signage and audio guidance in elevators at headquarters
  • Purchase of special software and peripherals
Examples of Support Schemes
  • Multiple workplace visits with a job coach prior to commencement of employment to check work content, equipment and facilities used, commuting route, etc.
  • Conduct of briefings for colleagues prior to the placement of people with disabilities (to explain strengths, challenges and necessary support)
  • Circulation of a manual to colleagues at workplaces where people with disabilities will be placed
  • Assemblies for employees with disabilities

Evaluation

Asahi Breweries, Ltd. is introducing a system with the criterion of “accepting diverse values” that can be used to evaluate executive and director class employees who have promoted the careers of a diverse range of employees.

External Evaluation

Nadeshiko Brand

Nadeshiko Brand

From 2015 to 2017, Asahi Group Holdings, Ltd. has been selected by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange as a Nadeshiko Brand, an enterprise that actively supports women’s empowerment in the workplace.

Diversity Management Selection 100

Diversity Management Selection 100

In 2013, Asahi Breweries, Ltd. was selected for the Diversity Management Selection 100 (awarded by the Minister of Economy, Trade and Industry), an award that is presented by the Ministry of Economy, Trade and Industry when corporate value is improved through diversity management.