- 10% : Female managers by 2025
- 20% : Female managers by 2030
What we are doing
We respect the individuality of each of the CCBJH Group's employees, value continuous innovation by actively listening to diverse values and ideas, and actively work to promote diversity and inclusion. The Group is seeking to implement a more diverse management, and since last year, we have put in place a management structure that includes more international and female directors, allowing issues to be examined from more perspectives before decisions are made.
By respecting the diversity of our workforce, we will provide opportunities to enable all employees to leverage their full potential, regardless of gender, age, disability, nationality, sexual orientation and other attributes, and unaffected by factors that could restrict their ability to work.
One characteristic of our diversity initiatives is to encourage women to play active roles. Our aim is for women employees to be active in all areas in the company and that a diversity of values and perspectives be reflected in all of our business activity.
These roundtables offer a space in which female directors can explain the expectations for female managers in a meaningful way, and provide specific advice on any problems that participants may encounter on a regular basis.
We are holding six-month leader training courses while working to enhance the career pipeline for women.
Having established a policy on diversity and inclusion, the CCBJH Group is providing opportunities for all employees to leverage their full potential by respecting the diversity of each and every member of its workforce regardless of his or her attributes, such as gender, age, disability, nationality, and sexual orientation. We are working to promote diversity with the aim of allowing all employees to be accepting of various opinions and values, while continuing to spur on innovation.
One of the CCBJI Group companies, Coca-Cola Bottlers Japan Benefit (CCBJB) Inc., received certification as a special provision subsidiary, a company that secures employment opportunities for people with disabilities. A ceremony to mark the opening of the new business was held on November 20, 2019.
Established to promote and provide stable employment for people with disabilities, the term special provision subsidiary refers to a company that has in place a supportive environment for people with disabilities and aims to enable them to work regardless of the level of disability.
With its certification as a special provision subsidiary, CCBJB is even more committed to expanding opportunities for people with disabilities and to the creation of proactive employment for them.
We employ and support para・deaf-athletes as a part of promoting the active participation of people with disabilities. Athletes strive daily to be chosen for TOKYO 2020 while balancing sports and work.
Katsuji TakashimaJoined CCBJI on June 1, 2017. Works at an office in Saitama.
Born in Ichihara City, Chiba Prefecture. Graduated from The Horse Racing School of Japan Racing Association. While racing as a JRA jockey, he fell off his horse and became paralyzed on his right upper & lower limbs. Went through rigorous rehabilitation to return as a jockey but was not successful. Discovered para equestrian and became a top athlete.
Sporting career highlights:
Mina ChinjuJoined CCBJI on October 1, 2018. Works at an office in Osaka.
Born in Daito City, Osaka. Has always been spirited and full of curiosity, despite difficulties of involuntary movements from cerebral palsy. Happened to come across horse therapy which led her to take on the challenges of horseback riding and para equestrian, eventually taking part in the Athens Paralympics. Aiming once again to become a Paralympics athlete.
Sporting career highlights:
Maki TsujimuraJoined CCBJI on March 1, 2019. Works at an office in Saitama.
Born in Yokohama City, Kanagawa Prefecture. Undeterred by the visual impairment (weak eyesight) that she was born with, she is a hard-worker who tackles everything in a lively and cheerful manner. She became captivated by goalball during her time at the school for the blind and continues to polish her moves with her data analysis skills and proactive nature.
Sporting career highlights:
Haruki MasanariJoined CCBJI on June 1, 2019. Works at an office in Osaka.
Para athletics javelin throw
Born in TambaSasayama City, Hyogo Prefecture. Was diagnosed with Leber's hereditary optic neuropathy (Leber's disease) in 9th grade (age 15), but undefeated by the visual impairment, she contributed to the team as an athlete, manager, knocker, and head of the cheering squad during her time at Tottori Johoku High School. She discovered para athletics javelin throw in an event searching for new para-athletes.
Sporting career highlights:
Kazuhiro TakaiJoined CCBJI on April 1, 2020. Works at an office in Tokyo.
Deaf high jump (Hearing disorder)
Born in Maibara City, Shiga Prefecture. Encountered with the sporting event of athletic high jump in high school days. In the absence of a coach, he developed his competition level through continuous efforts and practices. With his achievements at high school recognized, he was selected as a student on a scholarship sponsored by the Nippon Foundation and enrolled in Nippon Sport Science University (becoming a member of the para-athlete jump block).
Sporting career highlights:
CCBJI held a signing ceremony with Educational Foundation of Nippon Sport Science University (hereinafter "NSSU") for an agreement on support for students of NSSU and its special support high school on Wednesday, November 27 at NSSU's Setagaya campus.
The agreement will be performed, in cooperation of CCBJI and NSSU, to help and promote the activities of para-athletes, deaf-athletes, and students with disabilities of NSSU. The support covers a wide range; from providing clothing, bags, towels and other necessities for their activities, to accepting interns, and to employing graduates.
In April 2020, Kazuhiro Takai, who is an athlete active in deaf track and field/high jump, joined the company as the first person to be hired based on this agreement.
To express gratitude to the families and other important people in the lives of our employees, and to deepen their understanding of CCBJI and help them gain a real sense of its appeal, we held Friends & Family Fest 2019 primarily at our Akasaka office on August 20, 2019.
During the event, 107 family groups (328 people total) spent time experiencing the "Coca-Cola Bottlers Japan Family." We organized a fun program of events, including English language activities for kids, special drink-making and button badge-making, sports experiences led by Coca-Cola Red Sparks rugby players and athlete employees, and tours of office spaces that those attending would not normally visit.
Going forward, we will continue to make CCBJI a company in which every employee will take pride, and where anyone would want to work.
After having gone through falling off my horse, rehabilitation, giving up on making my comeback, and retirement while I had been a JRA jockey, I finally found para-equestrian. It was very disappointing and sad for me to retire as a JRA jockey I dreamed of. But it helped me to be more positive, thinking that I would like to be active once again with my beloved horses in a world of para-equestrian competition. I have been busy everyday with preparing for the Tokyo 2020 Paralympic Games, including going to the club at seven o’clock in the morning, doing everything myself from taking care of, training, to caring for my beloved horse after riding, and then I go to work after that. But the company and my coworkers at the workplace support me in balancing my work and para-equestrian, and I feel fulfilled every day.
The key to success as an equestrian athlete is how well you can communicate with your horse. When riding, I am constantly thinking about how I can best get my horse to move with ease through a process of trial and error. Japan has four equestrian spots available for the Tokyo 2020 Paralympic Games. Above all, I want to secure my place on the team, and then be a rider who can help my teammates by passing on my experience from Athens.
Leading up to the Tokyo 2020 Paralympic Games, I decided on a change in environment, switching jobs a year and a half ago. I am always thankful for my supportive, warm, and understanding colleagues and a work environment that enables me to balance my work and sporting commitments.
In the workplace, each person has their own roles and responsibilities, and we achieve results through cooperation. The same is true in goalball. Particularly, I focus on greetings, communication, and being thoughtful and considerate of others.
Upon joining the CCBJH Group, the major change from my student years was my desire to give back to my colleagues through my sporting achievements. I have come to believe that my mission is to show my appreciation to those who always support me by achieving good results in goalball. I will continue trying to achieve those good results while balancing my work and sporting commitments.
I dreamed of playing in the Koshien tournaments, but was diagnosed with Leber hereditary optic neuropathy (LHON) just as I was accepted by a high school which had a powerful baseball team (at the age of 15), and was determined to be disabled. Although it was not easy to accept a disability, I always thought about what I could do for everyone such as my high school teachers and teammates who accepted me, and took actions accordantly. As a result, I made it to the Koshien tournaments twice with my teammates.
The next dream I found was to compete in the Tokyo 2020 Paralympic Games as a para-athletics javelin thrower. I am committed to balancing daily work and sport with my intention to meet expectations of everyone in the workplace.
When I was a student at Nippon Sport Science University, the members in different sports with different disabilities were good teammates who naturally supported the weaknesses of each other and also good rivals who worked hard together and encouraged each other for competition.
The current workplace has been promoting diversity & inclusion and has created a workplace culture where everyone can be active, regardless of gender, nationality, disability, etc. I aim to play in the 2021 Deaflympics (in Brazil) and work on balancing my work and sport, but more than anything else, warm support from people at the workplace is the best source of my energy.
Diversity and inclusion in the workplace refers not only to the various "differences" that exist among the employees in an organization (=diversity), but also to accepting those "differences" and understanding and respecting the uniqueness of each individual (=inclusion).
We recognize that diversity can be seen from two aspects - diverse and multidimensional.
(1) Diverse aspect・・・External differences including gender, age, disability, race, nationality, etc.
(2) Multidimensional aspect・・・Internal differences including values, ways of thinking, experiences, etc.
(1) A workplace filled with diverse and multidimensional talent increases the employees' loyalty to the company and leads to acquisition of excellent talent.
(2) Higher loyalty to the company leads to increased employee motivation from which higher output can be expected.
(3) A corporation with diverse and multidimensional talent is filled with different thoughts and ideas and is strong when facing environmental changes.
(4) Active discussions among diverse and multidimensional talent generates new thoughts/ideas that lead to transformation and innovation.
(5) Diversity and inclusion-focused business leads to better economic activity, resulting in our ability to respond to the expectations of all our stakeholders.
(1) We respect the diverse and multidimensional aspects of each of our employees.
(2) We provide opportunities for all our employees, not classified by any property of gender, age, disability, race, nationality, sexual orientation, gender identity or expression etc., to exert their abilities to the fullest, in our quest to create a work environment of active and diverse talent.
(3) By leveraging the various facets of our employees including values, ways of thinking,experiences, etc., we are committed to providing the best service to our stakeholders.
(4) We recognize the positive exchange of ideas between people of differing opinions as true, and such will be leveraged to generate transformation and innovation.
(1) Led by top management, all officers and employees shall maintain a high level of awareness regarding diversity and inclusion, and each individual shall play an important role.
(2) We will create a structure to promote diversity and inclusion to develop plans including specific strategies and target setting (e.g. ratio of female employees and employment ratio of people with disabilities).
(3) Based on the plan, we will execute various programs and initiatives to spread diversity and inclusion.
(4) Target values and progress updates (assessments) will be disclosed internally/externally as required.
The policy is revised and enforced effective November 1, 2020.