1. TOP
  2. SUSTAINABILITY
  3. People
  4. Diversity
  5. Empowering Human Resources from Diverse Backgrounds

Empowering Human Resources from Diverse Backgrounds

The Asahi Group implements many different activities to enhance the Group’s diversity and provide its employees with a positive work environment.

Gender

The Asahi Group pursues the development of a positive work environment for all, irrespective of differences in gender.

Basic Policy for Promoting Women's Success

  • 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 Promoting Women's Success

The Asahi Group has established the following targets for Asahi Group Holdings, Ltd. and its major Group companies in Japan 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 2020)
Asahi Group Holdings, Ltd.
  • To increase the ratio of women holding managerial positions to 20%
  • To appoint women as internal officers (Director, Corporate Officer or Senior Officer)
  • Ratio of women holding managerial positions: 15.5%
  • Number of female officers: 1 (External director)
    Female external director: 2
Asahi Breweries, Ltd.
  • To increase the ratio of female department heads to 10% or higher
  • To appoint women as internal officers (Director, Corporate Officer or Senior Officer)
  • Ratio of female department heads: 3.7%
  • Number of female officers: 2
Asahi Soft Drinks Co., Ltd.
  • To increase the ratio of women holding managerial positions to 10%
  • To appoint two female internal officers (Director, Corporate Officer or Senior Officer)
  • Ratio of women holding managerial positions: 8.7%
  • 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 (Director, Corporate Officer or Senior Officer)
  • Ratio of women holding managerial positions: 18.3%
  • Number of female officers: 1

Appointment of Women

The Asahi Group actively appoints women to company officer or managerial positions. Asahi Group Holdings, Ltd. has appointed Ms. Christina L. Ahmadjian as an Outside Director and Ms. Yumiko Waseda as an Outside Audit & Supervisory Board Member, and has also appointed a woman as a Standing Audit & Supervisory Board Member. There are also eight female directors, female corporate officers, or senior officers within our Group companies in Japan and several female officers at our overseas Group companies.

Training to Support the Success of Women

In the major Asahi Group companies*, we conduct the following seminars to support women's career development, which leads to the development of female officers.
*Detailed information about the major group companies* is shown here.

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

Working Mother Network Gathering is for our female colleagues raising their child(ren) to exchange opinions about balancing work and childcare. Other discussion meetings are also held and involve listening to other female colleagues about their experiences of continuing with their careers while raising their child(ren).

Exchange of Opinions with Management

Members of senior management attend training sessions such as Career Development Seminar for Women, and provide opportunities for exchanging opinions. We also have discussion meetings between top management and female officers.

Raising Awareness

Raising Awareness among Employees

The Asahi Group works to raise employees' 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 and in the in-house magazine. We also regularly communicate top management's ideas on the importance of diversity.

Raising Awareness among Managerial Employees

Major group companies* provide their managerial-level employees with e-learning and training programs on diversity. 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

Major group companies* provide 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.

Gender Identity/Sexual Orientation

At the Asahi Group, we clearly state in the Asahi Group Human Rights Principles that we will not discriminate on the basis of “gender identity” or “sexual orientation,” and endeavor to accommodate sexual minorities (LGBT).

  • In 2019, we conducted Training to Promote Understanding of the Asahi Group Human Rights Principles and LGBT Sensitivity Training for managers associated with personnel and general affairs at our operating companies in Japan. One hundred and thirty-five managers participated in these training programs.
  • In 2020, we are offering e-Learning on basic knowledge of human rights and LGBT to our operating companies in Japan and 9,974 officers and employees have taken the e-Learning.

Nationality

Status of Overseas Employees

As our business base expands globally, the Asahi Group is actively recruiting locally at its overseas business locations.
Overseas affiliates of the Asahi Group employ approximately 16,000 non-Japanese staff, drawn primarily from the local area of operation. This represents 55% of the total workforce of the Asahi Group. We are promoting the hiring of local employees and their appointment to directors and senior management positions in overseas group companies.
The Asahi Group is also committed to sourcing personnel from overseas to work at operations in Japan, 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
Proportion of Employees in Japan and Overseas

*Scope of aggregation:Entire Asahi Group(Click here for more information)
*Target period:As of the end of December, 2020

Related Information

Age

Major Asahi Group companies* reemploy 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 reemployment. Therefore, each of the major group companies* has introduced a Job Match Support System in which employees who are 58 years or older are consulted on their preferences for re-employment, provided with recruitment information to match them with jobs both within and outside the Group in accordance with their preferences.

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
2016 2017 2018 2019 2020
Asahi Breweries, Ltd. 2.0% 2.4% 2.3% 2.3% 2.2%
Asahi Soft Drinks Co., Ltd. 2.0% 2.2% 2.2% 2.2% 2.5%
Asahi Group Foods, Ltd. 2.0% 1.9% 2.2% 1.8% 2.2%
Asahi Logistics Co., Ltd. 2.3% 2.4% 2.3% 2.3% 2.2%
Entire Group - - - - 1.2%

*Target period:As of the end of December, 2020

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 vary, 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

Programs for Learning about Considerations for Disabled Persons, Elderly and Other People from Diverse Backgrounds

Major Asahi Group companies* require their employees to take the Universal Manners Test organized by Japan Universal Manners Association. Universal manners are defined by the Association as the mindset and action for willingly interacting with elderly, disabled persons, stroller users, non-Japanese people and other people from diverse backgrounds. The Asahi Group seeks to enhance its corporate value by encouraging its employees to, with the use of the Universal Manners Test, understand the problems faced by many different people together with those people's feelings and to apply that understanding to their everyday life and work.

Number of People Who Took the Universal Manners Test
2016 2017 2018 2019 2020
Level 3 126 105 153 206 89
Level 2 42 42 29 31 N/A

*Scope of aggregation :Major Asahi Group companies (Click here for more information)
*Target period:As of the end of December, 2020
*Due to COVID-19, in 2020 we had no Level 2 session as it involves attendees' gathering at the same place.

Others

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.

Training Program on Discrimination for New Recruits

To eradicate discrimination, Asahi Breweries, Ltd. provides its new employees with anti-discrimination training in April each year. In the training, new employees view an educational video which is used to promote understanding of discrimination issues, and have discussions to deepen their awareness of the issues.

Number of Participants in Anti-discrimination Training
2016 2017 2018 2019 2020
Number of participants 77 81 93 90 91

*Scope of aggregation:Asahi Breweries, Ltd.
*Target period:As of the end of December, 2020

Training to Prevent Sexual Harassment and Bullying

The Asahi Group has declared that it fulfills its obligation to consider the safety of employees, protects their lives and physical wellbeing together with their health, and takes a firm stance against all forms of harassment, including sexual harassment and bullying.
Group companies in Japan provide human resources and general affairs personnel with workplace bullying prevention training conducted by outside attorneys. In 2020, about 30 employees received training.
We also provide newly appointed managerial personnel with workplace harassment training, where participants can share knowledge on various compliance-related risks from their perspectives as managers and hold discussions focusing on the issues of sexual harassment and bullying.
These activities will bolster the prevention framework by promoting a deeper and broader understanding of harassment and general compliance risks on the part of each employee. Moving forward, we will continue to raise awareness to better promote a friendly work environment.

Related Information

External Evaluation

Nadeshiko Brand

Nadeshiko Brand

Asahi Group Holdings, Ltd. was selected as a Nadeshiko Brand for the sixth time and the sixth consecutive year (2012, 2015, 2016, 2017, 2019, and 2020) by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange, an enterprise that actively supports the empowerment of women 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 the corporate value is improved through diversity management.

PRIDE Index

PRIDE Index

In 2020, Asahi Group Holdings, Ltd. was received the Silver Rating on the PRIDE Index which is managed by "work with Pride", a Japanese private organization that supports the promotion and establishment of diversity management practices relating to LGBT and other sexual minorities.

Acquisition of the Kurumin Certification Mark and the Platinum Kurumin Certification Mark

A system which recognizes companies that design and implement an action plan to provide childcare support for employees based upon the Act on Advancement of Measures to Support Raising Next-Generation Children enacted in April 2005 and grants the “Kurumin” Certification Mark for next-generation raising support. Asahi Breweries, Ltd. was granted the Certification Mark both in 2007 and 2010.
Furthermore, since April 2015, the Platinum Kurumin Certification Mark was introduced to recognize companies implementing high standard initiatives who had already received the Kurumin Certification Mark, and Asahi Breweries, Ltd. received this mark in July 2015. This recognizes evaluation of the following initiatives in particular, undertaken during the relevant period from 2010 to 2015.

  • Establishment and revision of systems to support diverse work patterns, such as the new “Welcome Back System”
  • High usage rates by both male and female employees of Childcare Leave and Spousal Childbirth Leave
  • Introduction of various measures aimed at the reform of work styles including ongoing initiatives at each office and brewery aimed at the reduction of overtime work, introduction of trial telecommuting, and introduction of various IT equipment to enhance efficiency
  • Awareness-raising activities and training programs for employees such as improvements in training programs for female employees and discussion meetings for employees returning from Childcare Leave
Acquisition of the Kurumin Certification Mark and the Platinum Kurumin Certification Mark