To scroll text in this page

Global Navigation

Social Responsibility

Start of the main text

Human Rights / OSH


Respect for Human Rights

Respecting all employees as equals and taking on board individual opinions

Astellas' Charter of Corporate Conduct above all respects the human rights, personalities and individuality of all of its employees. More specifically, it strictly enforces adherence with international rules and local laws in its conduct of global-scale business, stipulates respect for individual culture and custom, and instills a mutual understanding among all of its Group companies of the importance for the respect for human rights. Astellas likewise maintains the Astellas Business Ethics Policy that consists of five ethical principles to be shared among its employees. The policy specifies recognition and tolerance for the views and contributions of each and every employee while stressing the importance of respect for individuality.

Based on these principles, the Company maintains human resources policies that specifies a fair employment and placement process that hires based on qualifications while seeking proper placement of personnel without discrimination based on race, nationality, gender or age. Astellas is also promoting the creation and operation of a human resource management system.

Preserving respect for human rights within the Company's supply chain is equally vital. As such, the Company requests cooperation from suppliers in following its principle of respect for human rights and fair employment practices clearly stated in its CSR Procurement Guiding Principles that specifies establishment of proper conditions for employment based on respect for human rights, prohibition of child labor, and adherence to labor-related laws. Astellas believes that fair and honest procurement conduct shall in turn lead to happiness for all those involved in its business activities and simultaneously improve the sustainability of society at large.

How then the Company fulfills its social responsibility in the field of employee relations is how the Company contributes to the recognition of employee human rights in terms of discrimination, health and safety, working conditions, and education and training. Respect for human rights is a fundamental business issue that requires constant attention in all aspects of activity in which employees are involved.

Relationship with the Labor Union

The Astellas Labor Union comprises employees from both Astellas and a number of domestic consolidated Group companies*, As of March 31, 2016, the number of union members stood at 4,397. The Astellas Labor Union accedes to The Japanese Federation of Textile Chemical, Food, Commercial, Service and General Worker's Unions (UA Zensen), one of the domestic federation of industrial unions. The union's headquarters is located within the Company's Headquarters with branch offices located at principal facilities. The Management Council, the Workplace Council and the Health and Safety Committee serve as labor-management negotiation bodies that provide advice, exchange opinions based on their unique perspectives and share a mutual understanding and recognition of labor and management themes.

  1. * Companies that participate in the Astellas Labor Union include: Astellas Pharma Inc., Astellas Business Service Co., Ltd., Astellas Learning Institute Co., Ltd., Astellas Marketing and Sales Support Co., Ltd., Astellas Research Technologies, Co., Ltd., Astellas Pharma Tech Co., Ltd. and Astellas Analytical Science Laboratories, Inc.

Occupational Safety and Health (OSH)

Creating safe, healthy working environments

Securing employee safety in the workplace is a crucial component of Astellas' management philosophy. Astellas considers a pleasant workplace as essential for its employees, who are key Company stakeholders, and its ability to fulfill its corporate social responsibilities.

Fortunately, since its inception in 2005, Astellas has not experienced any accidents leading to loss of life. However, the number of incidents with the potential to cause a major accident is not few. In line with the prevention of such occupational disasters, Astellas is promoting initiatives to ensure the safety of its working environments by further stressing the importance for minimizing accidents due to workplace mishaps and hazards. Initiatives also include the consideration of countermeasures and the elimination of various activities and operations associated with certain risks based on accumulated experience. In addition, the Company is implementing a safety education curriculum and working to boost on-the-job skills through interdepartmental/facility collaboration.

Also, continuous support for the fostering of health and safety managers with specialized skills along with training are essential to ensure employees follow set procedures on a daily basis. Going forward, the Company will share information regarding occupational safety and disaster prevention throughout the Group, with the idea that facilities will be able to utilize this information including disaster case examples to lower risk on an ongoing basis.

Safety Action Plan

Severity Rate of Work-Related Injuries

Prevent the incidence of major occupational accidents while maintaining a severity rate of work-related injuries at or below 0.005 at all domestic facilities and overseas plants

Risk Assessment

Assess all business operations to identify risks in all areas as well as establish self-regulations to reduce such risk

To prevent work-related accidents and minimize accidents caused by workplace mishaps, Astellas has formulated the Astellas Environment, Health & Safety Policy. In line with this, we have created and been promoting an environmental and safety management system for each business field in workplaces. In addition, we share work-related accident and near-miss information in Japan and overseas. We are striving from more diverse perspectives to ensure a safe work environment.
There were five injuries in Japan from January to December 2016 requiring leave of absence, and the longest leave of absence was 9 days. Four injuries occured at overseas plants, and the longest leave of absence was 92 days.Although a greater number of work-related accidents occurred in overseas factories, we are working to further reduce the risk in the future with the goal of achieving a severity rate of work-related injuries less than 0.005, as described in the Astellas Safety Action Plan.
In addition, worker-related injuries information at overseas plants is reported as a total result of the five plants from the 2016 performance. The fiscal 2016 performance includes the seven months up until the Norman Plant operation was transferred to another company. For more information about each plant, please refer to the Annual Report posted on our website.

Incidence of Work-Related Injuries in Japan Warranty mark
  2014.1-12 2015.1-12 2016.1-12
Number of work-related injuries(leave of absence) 5 2 5
Frequency rate of work-related injuries*1 0.34 0.14 0.34
Severity rate of work-related injuries*2 0.002 0.007 0.001
Incidence of Work-Related Injuries (at overseas production bases) Warranty mark
  2015.1-12 2016.1-12
Number of work-related injuries(leave of absence) 2 4
Frequency rate of work-related injuries*1 1.11 2.40
Severity rate of work-related injuries*2 0.047 0.065
  1. *1 Frequency rate of work-related injuries: This rate shows the number of employee deaths or injuries resulting from work-related accidents causing leave of absence per million hours of work. The larger the number, the more frequently work-related injuries occur.
  2. *2 Severity rate of work-related injuries: This rate shows the number of days absent from work due to work-related injuries per thousand hours worked. The higher the number, the more serious the injury.
  3. *3 For work-related injuries at the Norman Plant, the data includes the seven months up until the plant was transferred to another company.
Main Text end
Local Navigation
Local Navigation end
Related Links