Creating an Environment Where All
Employees Can Work in Good Health and Vigor

We work to create an environment where each and every employee can work in good health and vigor as a member of the Suntory Group and the Suntory Family.

DEI leveraging individuality and diversity as strengths

DEI stands for diversity, equity, and inclusion. Suntory has established a DEI vision statement and strategic pillars based on the active inclusion of people who share different backgrounds and values. We aim to assure fair treatment for everyone, valuing full participation regardless of age, nationality, gender, etc. That is how we can constantly generate new value. Our initiatives as a group extend globally to achieve these ends.

Advancement of Female Employees

The Suntory Group is advancing activities with the goal of being an organization where each individual can actively participate regardless of gender. By creating an environment of healthy competitive in which each individual begins with equal opportunities and those who achieve results are able to obtain further opportunities, we aim to increase the percentage of female managers at Suntory Holdings Limited and Suntory Beverage & Food Limited within Japan to 30% by 2030. As a means of supporting the empowerment of women, we encourage changes in awareness and actions through intentional stretching opportunities.

As an external initiative, we dispatch employees who are on the verge of being promoted to management roles to outside seminars, with the goal of motivating them to take on further challenges through interactions with people from different industries. As an internal initiative, Suntory Spirits Limited (formerly Suntory Liquors Limited) has been providing Women's Leadership Training since 2021 (with Suntory Beverage & Food Limited participating since 2023), and creating opportunities to make recommendations to management with guidance from employees at the senior general manager level or above as mentors. We also provide female employees as well as management with diversity management training, and offer opportunities to learn how to manage diverse subordinates. During the period from 2019 to 2021, the same training was provided to approximately 1,400 managers in the sales, production research, staff, and marketing departments.

In regard to balancing work with life events, we are raising awareness through "Welcome Baby" seminars and post-maternity leave follow-up seminars, and we also support employees caring for children to return to work earlier by providing a safety net in the form of a baby-sitter program for employees who are unable to use daycare facilities, or by bearing part of the costs of baby-sitting services when a child is sick or in other emergencies. We are implementing measures aimed at realizing flexible work-styles such as a flextime system, establishing remote work environments, and expanding our satellite offices. In addition, we are strengthening efforts to provide management support for active participation of employees who are returning to work after childcare leave by providing the supervisors of those employees with the information they need to manage employees who are raising children. In October 2021, we also held a Diverse Leadership Forum in order to build a network between all female managers. In addition to individual growth, we also aim to accelerate promotion throughout the Group.

As a result of these various efforts, we have been fortunate enough to receive "Eruboshi" certification (Grade 3), the highest certification for a company that promotes the empowerment of women, as well as "Platinum Kurumin" certification, the highest certification for a company that supports child-rearing, from the Ministry of Health, Labour and Welfare. (*Acquired by Suntory Holdings Limited)

In addition, at overseas Group companies, where the percentage of female managers exceeds 40%, we work with the leaders in each country to promote the empowerment of women, based on our belief that the promotion of women's active engagement in professional life is a Group-wide issue. On International Women's Day (March 8), in addition to the events and seminars held in each country, we hold global events and seminars to create opportunities to think about the empowerment of women and consider diversity management on a group-wide global basis.

Promotion of LGBTQ+ Activities

The Suntory Group continues to engage in LGBTQ+ activities with the aim of becoming a company where each and every employee is able to work in good health and vigor and in a manner that best suits them. In Japan, a project team was established in 2016 to bolster LGBTQ+ initiatives. To date, we have revised the definition of "spouse" in the work rules to include "same-sex partners," established consultation services for LGBTQ+ issues, prepared an LGBTQ+ handbook for those in the LGBTQ+ community and allies, and held a panel discussion event to hear from the employees to whom this applies during June, which has been dubbed Pride Month and used a period for raising awareness. These efforts have also been praised by society at large, including receiving the highest rating of "Gold" for the seventh consecutive year since 2016 under the PRIDE Index 2022, an index created by work with Pride to evaluate efforts related to LGBTQ+ and other sexual minorities within companies and organizations.

Globally, we are working to raise awareness of LGBTQ+ issues in various other countries. Beam Suntory has been particularly active, including forming groups to raise awareness of LGBTQ+ issues, and has been named the best place to work in terms of LGBTQ+ equity as a result of an investigation by the Human Rights Campaign Foundation, the largest LGBTQ+ promotion organization in the US.

We also hold events other business locations around the world, primarily during Pride Month in June as in Japan, to create a working environment where employees can work in a manner that best suits them without being subjected to discrimination or prejudice, regardless of their sexual orientation or gender identity.

Empowerment of Persons with Disabilities

The S untory Group is working to expand the possibilities for persons with disabilities by employing them without considering job type. We actively engage in activities such as opening special contact point for candidates with disabilities, advertising announcements for new graduate and mid-career candidates, and cooperating with Hello Work. In addition, we have advanced job development at all group companies and started Group-wide employment guidance sessions in 2012. The rate of employment for persons with disabilities as of June 1, 2022 was 3.04% at Suntory Holdings Limited. (employing 105 persons with disabilities with 47 persons with severe disabilities) and 2.65% at Suntory Beverage & Food Limited. (employing 41 persons with disabilities with 15 persons with severe disabilities).

We have held an internship for students who are intellectually disabled since 2014 to further promote their empowerment and 27 people have entered the company over the last seven years up to April 2021.In April 2018, this team opened the "Collaborative Center" in the Odaiba office, where the team's employees engage in handling mail and other tasks. This Collaborative Center receives more than 5,000 business-related inquiries and requests from all over the country each year, making it a powerful back-office asset. Similar centers were established at the Osaka office in April 2020 and the Tamachi office in March 2021, further expanding the circle of activities in order to provide operational support and implement DEI throughout the entire Suntory Group.

Suntory Group companies around the world hold events on International Day of Persons with Disabilities (December 3) to promote understanding and raise awareness of disabilities within the Group. The Collaboration Center also creates opportunities to deepen mutual understanding by providing employees with the chance to work together with the members of the Center present on that day, who teach the visiting employees about their job.

Overcoming Age

The empl oyment needs of individuals after retirement are estimated to grow in the future due to economic reasons after policy revisions such as an increase in the age people may start receiving national pensions as well as a growing desire to continue working. The technical ability and skill that people who have reached retirement age have accumulated are valuable assets from the perspective of the company.

Suntor y pioneered the introduction of a mandatory retirement age of 65 in 2013. Since then, even employees who have reached the age of 60 have continued to play active roles in the company, demonstrating their talents and working with vigor and a sense of satisfaction. In light of this, in 2020, we introduced a re-employment system for employees over the mandatory retirement age of 65. This system allows employees to renew their contracts one year at a time up to the age of 70 if both the employee and the company agree, offering a new option in preparation for the age of 100-year lifespans. In addition, we have traditionally provided employees with opportunities to think about their career and life in their later years through career workshops and life plan seminars, which employees must attend in their 50s. The presence of senior citizens, who continue to explore new possibilities and shine through challenges, brings new vitality to the organization. In the spirit of "Yatte Minahare," we are committed to enabling each and every employee fully demonstrate their individuality.

Suntory, which seeks to create open career paths in the age of 100-year lifespans, also dispatches employees to local governments within the framework of the Cabinet Office's program supporting human resources for regional revitalization. Under this framework, human resources with corporate experience contribute from within local governments to revitalize local areas, the need for which is a nationwide issue. We believe that this will lead to new career developments for senior citizens and at the same time promote implementation of the Suntory Group's philosophy of "Giving Back to Society" through such personnel, and during internal recruitment every year, we receive numerous applications from those wishing to participate. Currently, roughly ten employees are working in local governments, and going forward, we plan to continue expanding and operating this program.

Toward Customer-Centered Actions

As the social environment continues to undergo drastic changes, what customers want from companies is also changing. We believe it is important to cooperate with customers and local communities to realize DEI.

Every year, we hold a Customer-Orientation Brush-Up Seminar for Group employees to provide a better understanding of how customers are changing and encourage customer-oriented actions at each business site. More than 15,000 employees have participated, providing each business site with opportunities to re-examine what they can do for their customers. Customers have made comments such as "I want to make the lid easy for persons with disabilities to open" and "I want the colors to contrast so that it is easily visible to everyone." Suntory Tennensui (Mineral Water) has developed and adopted the finger spot bottle to make the 2-liter plastic bottles easier to hold and pour. Moving forward, we will remain attentive to the diverse needs and changing values of our customers.

Respecting the Human Rights of Customers, Local Communities, Colleagues, and All Other People

In accordance with the UN Guiding Principles on Business and Human Rights adopted by the UN Human Rights Council in 2011, the Suntory Group promotes Human Rights Due Diligence, a global standard that all countries and companies should respect. Specifically, we formulated the Group Human Rights Policy in 2019. We work to identify any risk of human rights violations occurring within our business activities and supply chain, and take measures to prevent or mitigate such risks. We disclose the details of these efforts on our website.

Companies are required to address human rights issues as part of their corporate social responsibility, and it is necessary for us to focus more than ever before on respecting human rights within our corporate activities and business operations. In the course of achieving this, it is considered important to conduct awareness-raising activities so that employees gain a better perspective on human rights, and it has become necessary to ensure that there is an active focus on respecting human rights in all efforts, from employee recruitment and selection through to human resource development.

In recognition for ensuring fair recruitment and selection procedures and autonomously and proactively promoting in-house human rights training, Suntory has been certified by a third-party committee from the Center for the Promotion of Fair Recruitment and Human Rights Education, which provides support to realize fair recruitment and selection procedures, in cooperation with the Labor Bureau, Osaka Prefecture and other administrative organizations, as well as with economic organizations, and various human rights groups.

Working toward "One Suntory"

One Suntory Walk

The Suntory Group holds the "One Suntory Walk" walking event every October for all 40,000 Group employees. This event is designed to enable participants to unite in raising awareness of health and developing exercise habits, as well as to gather donates for organizations involved in sustainability activities based on the number of participants. The event website includes a bulletin board where employees from around the world can freely post photos of themselves walking with their colleagues, making this a unique event that combines the three values of health, social contribution, and fostering a sense of unity.

In 2022, the event was held for the 6th time, and 5,792 people in 30 countries around the world participated. 57,920 USD were donated to charity: water, a non-profit organization that works to provide those in developing countries with access to safe drinking water.

Soft Volleyball Tournaments, a Big Hit Among Employees' Families

In order to foster a sense of unity throughout the Group, we have been holding soft volleyball tournaments since 2009 for Group employees and their families living in the Tokyo metropolitan area. While the first tournament had only 800 participants, by the 11th tournament held in 2019, attendance skyrocketed to roughly 5,000 participants. The tournaments were suspended for two years due to the COVID-19 pandemic, but for the 12th tournament held in 2022, the scope was expanded to include eight venues nationwide. It has developed into a major event with more than 10,000 Group employees living in Japan and their families participating. Surveys are conducted following the tournament every year, and more than 90% of the participants reply that they were "satisfied."

In addition to playing in and cheering for the soft volleyball matches, a variety of other programs are available, including a Suntory Group Experience event booth for the whole family to enjoy, and volleyball lessons for children taught by members of the Suntory Sunbirds, Suntory's own volleyball team.

It has become a major event, and it is a big hit among not only employees but also their family members as an opportunity for them to truly experience One Suntory.

Gifts from the President to Celebrate Entering School

At Suntory, the president presents gifts to the children of employees who are entering elementary school out of a desire to make them feel closer to the company.

*Example (one from among the above)

Alumni Network*

Suntory has a long, time-honored tradition of retired employees renewing old friendships. In April 1983, these informal gatherings were established under a nationwide organization named Juzankai by then President Keizo Saji. (The name is derived from "Juzan," the artistic alias under which the Suntory founder Shinjiro Torii produced pottery.) The organization is divided into seven regions, including overseas, and now has over 2,000 members. Meetings are held once a year in the six regions in Japan. Retired employees are also able to deepen their relationships as members of the Suntory family through a newsletter published five times a year and a members-only website.

*The term "alumni" is used to refer to corporate retirees and other senior members.

Treasuring our people with "health" as the foundation

Health Management Declaration

Our goal in health management is a "brilliant and vibrant life" for all employees and their families. We believe that promoting health management based on this approach will lead to higher challenges and a better future for the Group and contribute to healthy, prosperous lives through our products.

Health Management Declaration
(Established in 2016)

Based on the idea that the health of our employees and their families is the source of the Suntory Group's challenge and innovation, we aim to have all employees work in a healthy and motivated state, both physically and mentally.

Management Issues We Wish to Solve via Health Management

The Significance of Health Management

We were selected as a Health & Productivity Management Brand 2023 in recognition of our advanced health management through various initiatives based on our Health Management Declaration. We were also certified as an The Certified Health & Productivity Management Outstanding Organizations in 2023 (White 500), and have been for seven consecutive years since 2017.

We were also commended as an Excellent Company Promoting Cancer Control in 2022 under the Ministry of Health, Labour and Welfare's Corporate Action to Promote Cancer Control program.

Realizing the Suntory workstyle - Suntorian Collaboration

At Suntory, we are reforming the way we work in order to boost our competitiveness by improving productivity, achieving work-life balance, and realizing health and vitality.

In order to realize the Suntory workstyle, Suntorian Collaboration, we value the perspectives of individuals, our colleagues, and society, and we aim to provide the world with new value by cooperating to enhance organizational capabilities with each Suntorian as a strong, vibrant individual.

Workstyle Reform

In 2010, we abolished the principle of core hours under the flextime system and expanded the scope of the system to remove restrictions on time and location and enable more flexible workstyles. We also expanded the scope of the telecommuting* system and enabled time tracking in 10-min increments. In 2020, we abolished the limit on the number of days under the telecommuting system. Approximately 90% of employees telecommute. We have also introduced a discretionary labor system for R&D departments and are working to further innovate workstyles in line with work aptitudes. In addition, we are promoting new workstyles that leverage IT, such as robotic process automation (RPA).

Leaders appointed in each department to promote work style reforms formulate specific action plans. In addition, employees actively exchange information and opinions on a range of topics by sharing knowledge on a company-wide basis using "Kaete Minahare," our workstyle reform knowledge-sharing website. This is a three-pronged initiative involving workers, upper management, and the leaders and managers in charge of promoting workstyle reforms.

We have received the grand prize in the second and third rounds of the Nikkei Smart Work Awards, conducted by Nihon Keizai Shimbun, and after winning the fourth round in 2021, we were inducted into the Nikkei Smart Work Hall of Fame, into which only companies that have won the award in consecutive years are inducted. In 2022, we were once again inducted into the Hall of Fame after winning the fifth round as well. In terms of overall evaluation, we received the highest rating of five stars for the fourth consecutive year. Under the category of Personnel Utilization Capacity, we were highly praised for our promotion of diverse workstyles, and under Market Development Capacity, we were praised for our efforts in developing our whiskey business in India.

*Telecommuting: Working outside the office, such as remotely from home

Reduction and optimization of working hours
  • The target for total working hours is set at 1,899 hours or less, and this is achieved by curbing long working hours and encouraging employees to take annual paid leave (in principle, at least 16 days for all employees).
    *The above target comes to an average of 39 hours per week (5 days), which is within the ILO standard of 48 hours per week.
  • Curbing long working hours through labor-management cooperation, prohibiting unpaid overtime, and encouraging employees to take annual paid leave
  • Introduction of a system that enables various types of attendance information, such as computer usage time, to be check daily
Improvements to operational efficiency
  • Utilization of high-performance videoconferencing, web conferencing, tablets, smartphones, mobile PCs, and RPA
  • Continuous reviews of operations from the viewpoint of each department and business site, centered on the system of leaders in charge of promoting workstyle reforms
Granting of refreshment leave
  • Granting of special leave and incentives to employees at the 10, 15, 20, 25, 30, 35, 40, and 45-year mark

Suntory's unique and boisterous organizational culture

Communicating with colleagues is the foundation upon which employees display their "Yatte Minahare" spirit to the fullest. Suntory promotes flexible workstyles and values a boisterous organizational culture, which serves as a source of innovation.

To encourage face-to-face communication at the office, we have installed Shacho no Ogori Jihanki * ("president's treat vending machines"), an innovative vending machine service for corporations that is sure to encourage chatting and bring smiles to people's faces. We also hold a variety of events, including in-house beer gardens, full-scale bar events, new product presentations, and other participatory events, enabling people to come together and interact so that they can widen their circle of relationships beyond the boundaries of departments and age groups.

*Shacho no Ogori Jihanki: A service for corporations in which two employees can each receive one free beverage if they both simultaneously touch their employee ID cards to the vending machine scanner

Shacho no Ogori Jihanki

Promotion of work-life balance

Suntory is enhancing its ability to allow employees to work in a manner that best suits their individual circumstances while maintaining a balance between life and work, including many welfare benefit programs that go beyond what is legally mandated. We fully recognize our corporate social responsibility as well as the need for society as a whole to address the declining birthrate and aging of society, and we provide support tailored to the needs of our employees and in accordance with the actual circumstances in the field.

In addition, we work to aid employees in all workplaces in achieving a balance between work and childrearing/nursing care by striving to raise awareness and reform the ways that management think and behave through training programs for managers and other efforts.

Systems and Support for Childbirth and Childcare

Maternity leave pre- and post-childbirth
In principle, 6 weeks pre-childbirth and 8 weeks post-childbirth
Childcare leave
In principle, available until the child reaches 3 years of age
Subsidy for corporate-contracted babysitting services
Babysitter services upon reinstatement Introduction of a babysitter from a corporate contractor if the child is unable to enter a nursery school and subsidies for up to a maximum of 7 months or until the child is able to enter a nursery school
Babysitter services in case of child illness or emergency In the event of child illness or an emergency such as the sudden need to work overtime or go on a business trip, the company pays admission and annual membership fees to make it easier for employees to use a babysitter from a corporate contractor. The is available until the child enters the fourth grade of elementary school.
Babysitter assistance At-home childcare for infants, toddlers, and children in the early grades of elementary school, or transportation to and from nursery schools, etc.
Up to 1,700 yen is subsidized per day.
Welcome baby care leave
In 2011, we introduced a partially paid childcare leave system to encourage male employees to take childcare leave. Employees are paid for 5 consecutive days from the day they start childcare leave. We have established male childcare leave as a major pillar for promoting DEI management, and we are stepping up activities with the goal of achieving a 100% male childcare leave rate by 2024.
Shortened and staggered working hours
In addition to childcare leave, a system of shortened and staggered working hours is also available for those during pregnancy and childcare. We offer a wide range of workstyles so that employees can adjust their working hours to accommodate transportation to and from nursery school and their children's daily schedules.
Flexible working hours and remote working
Regardless of the circumstances, there are no restrictions on the age of the child.
Kids' support leave
A special leave (paid leave) system for general childcare reasons. 5 days can be taken per year for each child younger than junior high school age, and 10 days per year in the case of two or more children.
Infertility treatment support
Up to 1 year of leave is available for specified infertility treatments.
Support from pre-childbirth through to post-reinstatement
Pre-childbirth All eligible employees are provided with guidance for the main purpose of explaining the system and providing information on how to smoothly return to work. (Other employees interested in hearing the information as well as partners of both sexes may also participate.)
During leave Publication of a bimonthly e-newsletter providing timely company information and useful information for returning to work
At the time of reinstatement Limited-time subsidies under the babysitter system to facilitate the transition back to work if the child is unable to enter nursery school
After reinstatement A babysitter system for use in the event of illness or emergency as well as follow-up seminars after childcare leave to help employees balance work and family life

Systems and Support for Nursing Care

Nursing care leave
Up to 3 years in principle, but may exceed this period by up to 93 days. Benefits of 50,000 yen per month
Home helper assistance
Subsidies for 70% of the fee for one person per day (up to a maximum of 15,000 yen) for up to 50 days per year.
Shortened and staggered working hours
Available for up to 9 years in combination with leaves of absence. The maximum time reduction is 2 hours per day. Staggered working hours can be set within certain limits.
Flexible working hours and remote working
Regardless of the circumstances, there are no restrictions on the age of the child.
Special leave
Leave (paid leave) to accompany a family member to the hospital, etc. 5 days can be taken per year for each family member in need of nursing care, and 10 days per year in the case of two or more such family members.
Nursing care seminars and nursing care handbook
Provision of opportunities to talk about how to prepare before nursing care is needed by inviting outside lecturers.

Rehiring those who retired for childcare or nursing care reasons

Suntory has instituted a Job Return program to rehire employees who left the company due to pregnancy, childbirth, childcare, nursing care, or the overseas assignment of a spouse at the time when they wish to return to work. Between 2007, when the program was introduced, and 2022, 96 employees registered for the program, 17 of which returned to work by the end of 2022.

Allowable periods away from work under the Job Return program
Pregnancy, childbirth, and childcare Up to 10 years or until the child concerned enters elementary school
Nursing care Up to 10 years or until the reason for nursing care ceases to exist
Overseas assignment of a spouse Up to 10 years or until the spouse returns from overseas