Closing the Gender Gap:

Developing Takeda women managers

gender parity
Company name:
Takeda Pharmaceutical Company Limited
Year:
2008
Sector:
Health & Healthcare
Size:
10,000-50,000
Region:
East Asia & Pacific
Country:
Japan
Website:
http://www.takeda.com/
Contact Name:
Fumie Sakuma
Contact Position:
Diversity Leader
Contact company representative

The Gap:

Type of Gap: ...at middle management level

While the company has successfully achieved gender parity in recruiting its entry-level work force for the past 15 years, we have not achieved a satisfactory representation of women in our middle and senior management, specifically from locally developed talents. 

As a result, only 2% of middle management positions are occupied by women, and none in senior management.

The Practice:

Type of practice: Mentorship & training

HR initiated interventions to accelerate women manager growth and progression:

  • Networking events held with women executives in the oversea group companies
  • Implementation of a program for our female talent development pool, providing training/workshops, a specific, individual development planning system and mentoring 
  • Monitoring the development plan with the line managers and HR

Metrics:

We track the percentage of women in our middle management.

Implementation Date:

Networking events were first held in 2008, followed by the individual development program deployed in 2010. We are continuing to use these practices.

The Success:

We are still progressing on our way to success, but have doubled the ratio of females in our middle management since 2009.

Success factors:

  1. Collaboration between line organizations and HR
  2. Females' motivation toward growth
  3. Continuity

Barriers:

  1. Acceptance of line organization
  2. Acceptance of the participants to the program
  3. Understanding of those who are not involved directly

Keywords:

Career Development|Coaching / Mentoring|Education|Monitoring|Networking|Performance Management|Talent Management
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