The Otsuka group believes that a diverse pool of workers is indispensable for corporate growth, maximum creativity, and the ability to rapidly respond to societal needs.　In Japan, participation in the workplace by women has not yet reached the level of many countries outside Japan. Accordingly, Otsuka group companies in Japan are engaged in various activities for the advancement of female employees.
Otsuka Pharmaceutical initiated Women's Forums (now known as the Diversity Forum) in 1990 when the concept of diversity was still unfamiliar in Japan. The company was recognized for its achievements in promoting diversity by the Ministry of Economy, Trade and Industry in their Diversity Management Selection 100 in 2014. Group employees actively promote diversity from the bottom up. Specifically, as part of a diversity promotion project under the slogan of "Transform ourselves to transform the company," a voluntary leadership study group, WING, was launched in 2007. These WING volunteers have been conducting surveys, independently researching various issues, and subsequently summarizing their findings and proposing solutions to the company.
Taiho Pharmaceutical is strengthening support for employees who are trying to balance childcare and work responsibilities. When applying for parenting leave, employees can opt for pre-maternity and maternity leave consultations with their manager and the Human Resources Department. This helps the employee understand the company's programs and important points concerning their personnel evaluation, while providing information on work style options after they return to work. Also, in order to support smooth reintegration into the workplace, employees can borrow a tablet computer before returning to the office for use in personal development. With regard to childrearing support, sales employees are allowed to use their company vehicle to take their children to and from daycare.
Otsuka Foods supports their employees through the promotion of effective communication. The company holds lunchtime meetings for female employees going through pregnancy and childrearing, allowing them to network and learn about topics relevant to them. In addition, there are networking meetings for young female employees who have been with the company five years or less. During these meetings the participants learn about and discuss: their future work life prospects; the differences in how men are women are given work and evaluated in the workplace; how to better understand other female employees; and about utilization of role models and consultation partners.
EN Otsuka Pharmaceutical is striving to expand the fields in which women can succeed. In 2016, the company supported career growth for female employees through transfers, based on cooperation with group companies that have global business operations. Female empowerment is currently promoted through the participation of women in various organizations such as labor union executive committees as well as health and safety committees, which enable them to make recommendations to the company from a female perspective.
Otsuka Electronics is also expanding opportunities for female managers through measures such as appointing female plant managers. The company is also examining work-life balance from the standpoint of women, and creating more supportive workplaces.
 

The Otsuka group has initiated a program aimed at giving employees aged 60 and older who have reached mandatory retirement age the opportunity to continue working and pass on their experiences, knowledge and skills to younger　employees. All employees of the requisite age  become eligible for this program. Senior talent is also hired from outside the company, in order to bring in new ideas and perspectives, to revitalize the organization, and to help develop younger employees. In order to support the success of these senior employees, the group is working to enable work styles that can respond flexibly to individual circumstances. This includes efforts such as assistance for accessing the telecommuting and caregiver leave.
Otsuka Holdings organizes life planning seminars for  group employees who have reached the age of 58. The talks provide them with opportunities to prepare and plan for life after retirement.
Otsuka Pharmaceutical Factory holds life planning seminars for employees at age 57 to help them understand the importance of health after retirement. They receive lectures on lifestyle diseases by a specialized industrial physician, while qualified health counselors provide practical guidance on muscle training and stretching. The seminars also perform physical fitness measurement and group-based assessment of the five cognitive functions: memory/learning, attention, language, visuospatial cognition, and thinking. Losing connections with society is considered the first step toward frailty. In 2016, an additional lecture was provided, entitled, "Toward a Healthy and Prosperous Life," which helps senior employees think about planning a fulfilling retirement life. Along with the seminars, there are social gatherings in the cafeteria for the purpose of exchanging opinions among employees of the same age. Lectures provide basic knowledge on retirement benefits and tax knowledge, information on the national pension and unemployment insurance, and the ability to calculate individual pensions using regular government pension notices. These activities provide more opportunities for employees to consider retirement life planning.
At EN Otsuka Pharmaceutical, some HR staff are qualified as social insurance labor consultants and pension advisors. Upon request, these staff provide support to working employees for a smooth transition into retirement. This includes talks on how to read government pension notices and pension amount estimates.

The Otsuka group places importance on principle of integrating people with special needs into the workforce, which aims for a society where people have equal opportunity regardless of any disabilities. The group is working to create a supportive workplace where all employees can demonstrate their full potential.
The policy of Otsuka Pharmaceutical's special subsidiary, Heartful Kawauchi Co., Ltd.,*1 is to integrate people with mental disabilities into the work environment. The company has developed unique systems and programs, such as the appointment of specialized consultation and support staff, and the adoption of flexible rules that allow employees to get paid time off in one-hour increments. In recognition of these efforts, the company was certified in April 2015 as an Excellent Company Employing People with Mental Disabilities.*2 In September 2015, the company also earned an encouragement award from the Japan Organization for Employment of the Elderly, Persons with Disabilities and Job Seekers. In 2016, a Heartful Kawauchi employee received the Tokushima Prefecture “Challenged” Award, which is given to those with disabilities who are active in the workforce for many years.
In January 2016, with the cooperation of a local welfare support facility, Taiho Pharmaceutical's Tokushima Plant created a staff position to specifically promote and support the employment of people with disabilities, and hired six employees under the program. The new hires are responsible for green space management, equipment inspection, cleaning the cafeteria lobby, and collecting waste. An additional employee was hired in June to help expand the team's duties.
Since fiscal 2012, Otsuka Electronics has employed persons with disabilities. All employees strive for teamwork based on a spirit of mutual respect, cooperation, and support. Efforts are promoted through communication and other initiatives.

*1 Employees with physical disabilities: 6
Employees with mental disabilities: 19
Employees with intellectual disabilities: 7
(as of December 31, 2016)
*2 The Ministry of Health, Labor and Welfare has created a committee to certify excellent employers that are actively contributing to society through outstanding initiatives for the employment of people with mental disabilities.