Our Commitment to Respecting Diversity
Promotion of Diversity, Equity & Inclusion
To ensure the company's sustainable growth, we aim to foster a culture in which everyone, regardless of their background, can realize their full potential and enjoy their work in a diverse and inclusive environment.
To further strengthen our human capital, we will create an inclusive environment where all employees can be themselves.
As we strive to achieve sustainable growth, we have positioned strengthening human capital as a core foundation of our business. We foster an inclusive environment where people respect one another's values and every individual can realize their full potential according to their unique backgrounds and circumstances, regardless of age, race, nationality, disability, gender, sexual orientation, gender identity, gender expression, or work style. Through these efforts, we will further strengthen our human capital as a key source of competitiveness.
Diversity, Equity & Inclusion (DE&I) has also been identified as a priority material issue within our CSV Goals. These goals represent our non-financial targets for addressing social challenges while achieving business growth. We believe that fostering a culture that brings together diverse perspectives and encourages collaboration drives the sustainable enhancement of corporate value.
To communicate our approach and commitment to DE&I, we promote its importance both internally and externally through our message: "Be COLORFUL! — Let's continue to create new value together."
The customers who choose our products are diverse, as are the occasions on which our beverages are enjoyed. By embracing the wide range of perspectives our people and customers bring, and by building our strengths, we will continue creating value that delivers happy moments to all our stakeholders in their everyday lives. Through these efforts, we aim to achieve sustainable growth and further enhance corporate value.
Calin Dragan, Representative Director, President & CEO
What we do
- To address the needs of our stakeholders and ensure sustainable growth, we are focused on developing diversified human resources. In addition, we are continuing to create a working environment in which each and every employee can fully demonstrate their strengths, regardless of background or values.
- Creating Shared Value (CSV) Goals
-
Diversity,
Equity and
Inclusion- Female managers: 20% (2030)
- Spouse or partner taking at least five days of childcare or related leave: 100% (2030, 2035)
- Policy
The CCBJH Group has positioned the promotion of DE&I as a key management priority. We recognize the value of diversity in meeting the needs of our business, customers and partners, and in driving our sustainable growth. We aim to create an inclusive workplace where every employee, regardless of their background, can realize their full potential and pursue their aspirations.
Our management structure places a high value on all forms of diversity, including nationality, gender, age, and background. We are committed to promoting diversity management through discussions, decision-making processes, and other related activities based on a wide range of perspectives.
Our dedicated DE&I section leads the planning and promotion of diversity initiatives across the Group.
Promoting Women's Active Engagement in Professional Life
Incorporating diverse perspectives into organizational management is essential to our sustainable growth. As a key initiative, we are promoting the development of women and their advancement into leadership roles.
In 2024, we included the female manager ratio as a performance target for executives and accelerated company-wide initiatives to promote the advancement of women.
As a result, the ratio exceeded 10% as of March 2025, allowing us to achieve our target of 10% by 2025 ahead of schedule.
We are promoting the creation of an environment where employees can build their careers according to their life stage and continue to take on new challenges through flexible work arrangements and growth opportunities.
Ratio of Female Senior Executives
55%
As of March 26, 2026
Ratio of Female Managers
10.4%
As of December 31, 2025
20% by 2030
Flexible Work Styles
Through the implementation of policies that support diverse work styles, we aim to create a workplace where everyone, regardless of gender, can take pride in their work. By providing flexibility in when and where employees work, we enable individuals to choose work styles that best suit their life stage.
This supports career continuity while fostering both individual growth and the sustainable growth of the organization.
Examples of Internal Programs and Systems
- Super Flex system (no core or minimum working hours)
- Mobile work
- Satellite offices
- Direct travel to and from customer sites
- Maternity leave, childcare leave, and reduced working hours
- Spousal/partner childbirth leave
- Domestic and international workations
Support for Balancing Work and Childcare
We provide career support tailored to employees' life stages and individual circumstances, enabling them to continue their careers with confidence and achieving long-term growth.
Examples of Career Support Tailored to Life Stages and Individual Circumstances
Childcare support programs for balancing parenting and career development
- Support for the use of childcare services for the care of sick children
- Subsidies for babysitting expenses
- Subsidies for housekeeping services
- Support for the use of employer-sponsored childcare facilities
Examples of health support initiatives
- Financial support for low-dose oral contraceptives
- Financial support for hormone therapy for menopausal symptoms
Community Among Employees
Employee network to further expand women’s active engagement in professional life.
To further promote women’s engagement in the workplace, the employee network “Palette Linkle” was established in December 2025.
The network brings together volunteers from across the company, regardless of gender, who are committed to advancing women's participation and career development.
The name Palette Linkle combines palette, representing the creation of new value through the blending of diverse perspectives, with link and circle, reflecting its goal of building a connected community across the company.
Through a wide range of activities, the network fosters connection, learning, and empowerment.
We are creating an environment where employees can build their careers according to their life stage and continue to take on new challenges through flexible work arrangements and development opportunities.
Women's Leadership Development Programs
We are developing and promoting women into leadership roles to ensure diverse perspectives are reflected throughout the organization.
WNEXT for Climbers (Leadership Program for Female Managers)
This program encourages participants to reflect on their values and motivations, unlock their leadership potential, and take proactive steps toward growth.
It helps participants move beyond personal development and builds the perspective and practical skills needed to make business decisions and lead organizations while taking responsibility for results.
WNEXT for Starters (Leadership Program for Female Employees)
By building confidence and encouraging initiative, participants develop the skills and mindset needed to become effective leaders.
Ranked No. 1 for Women's Advancement in the Food and Beverage Industry
We ranked first in the food and beverage industry category of the 100 Best Companies Where Women Actively Take Part, selected by Nikkei Woman and the Nikkei Womenomics Project. This marks our third consecutive year holding the No.1 position in this category since 2024.
International Women's Week
Each year, we designate the week that includes International Women’s Day on March 8 as International Women’s Week. During this period, we provide opportunities to learn, reflect, and raise awareness about gender equality and women’s career development through initiatives conducted in collaboration with a wide range of internal and external stakeholders.
Examples of Key Initiatives:
Joint seminars across company and industry boundaries
Together with FamilyMart, we hosted an online seminar as part of an initiative to explore how to create an environment where everyone can continue to realize their full potential. The seminar featured Next Innovation, operator of Smaluna, an online medical consultation service specializing in women's health.
Panel discussion featuring female executives
Together with Sanrio Entertainment, we hosted a panel discussion featuring three female executives. The participants shared their career experiences and perspectives on working styles, and engaged in discussions on women’s career development based on questions submitted by employees from both companies.
Support for Dual-Income Households and Shared Childcare
The CCBJH Group is creating an environment that supports dual-income households and shared childcare, enabling employees to balance responsibilities at home and at work while continuing their careers.
Spousal/Partner Childbirth Leave*
We require eligible employees to take five days of paid childbirth leave following the birth of a child. As a result, the percentage of male employees taking childcare leave has remained at 100% for two consecutive years.
We have also revised the definition of spouse and now use the term spouse/partner regardless of gender or marital status.
Percentage of male employees taking childcare leave
100.6%
As of December 2025
Percentage of spouses/partners taking five or more days of childbirth-related leave:
Target: 100% by 2030, 2035
Papa Apron
In 2018, we launched the Papa Apron initiative to raise awareness of childcare leave and encourage its use among male employees.
As part of this initiative, during a team meeting, managers will present a company-designed apron to male employees following the birth of a child.
Diverse Contributions by People with Disabilities
We aim to strengthen our human capital by creating an inclusive environment where all employees can be themselves and realize their full potential, regardless of their background.
As part of this effort, we are expanding employment opportunities for persons with disabilities.
Employment rate of persons with disabilities*
2.56%
*As of June 1, 2025
Initiatives at Our Special-Purpose Subsidiary
Established in 2019, the subsidiary Coca-Cola Bottlers Japan Benefit Ltd. employs people in roles such as laundry services and data entry. At each workplace, qualified support professionals, including mental health social workers, certified social workers, job coaches, and vocational life counselors for persons with disabilities, provide workplace assistance and guidance. They also help tailor work environments and job responsibilities to each employee's individual skills and characteristics. Through these efforts, we are creating a workplace where everyone can work with confidence.
Employment of Para-Athletes and Deaf Athletes
We recruit para-athletes and deaf athletes and provide an environment that enables them to pursue their athletic careers while working. Following their retirement from competition, they can build a second career within the company.
*As of April 2026, there are no current athlete employees who fall under this category.
Launch of Team Uni-Lab
In 2024, we established Team Uni-Lab, a team composed of employees with disabilities. Team members contribute to improving back-office efficiency and advancing digital transformation.
Disability Week
Since 2023, we have designated the week that includes December 3 as Disability Week.
Programs include panel discussions, wheelchair experience sessions, and certification courses.
Universal Manners Certification holders (as of Jan. 2026):
- Level 3: 535 employees
- Level 2: 40 employees
Initiatives for LGBTQ+ and Allies
As part of our DE&I initiatives, we have revised internal policies and established support systems to provide equal opportunities for all employees.
We are creating an environment where everyone can be themselves and realize their full potential.
Internal Awareness-Raising Efforts
Training Programs
For All Employees
We provide e-learning programs to deepen understanding of LGBTQ+ issues.
For Managers
We provide unconscious bias training for all managers.
Interviewer Training for Recruitment
LGBTQ+ & Ally* Employee Network
We believe that increasing the number of allies contributes to greater understanding and inclusion.
To support this, we provide opportunities for employees to learn about allyship and exchange ideas and experiences. As part of these efforts, we have operated the LGBTQ+ & Ally Employee Network since 2022. The network is employee-led and plans and organizes a variety of activities, including internal online study sessions and participation in Rainbow Pride events across different regions.
Internal Events
Since 2023, we have designated the week including June 28, the date commemorating the Stonewall Uprising, as PRIDE Week, during which we host events focused on LGBTQ+ issues.
PRIDE Week has attracted strong employee interest through activities such as guest lectures and employee talk sessions. In 2025, in conjunction with Coming Out Day (October 11), we invited LGBTQ+ community members to speak at lectures and discussion sessions. Together with ally employees, we promoted initiatives that encourage employees to learn about LGBTQ+ issues, take action, and share their understanding with others.
Sharing Information Through Internal Social Platforms
Sharing Information Through Internal Social Platforms
Members of the DE&I team share diversity information and insights on the company's social platforms. Post-event reports and videos are distributed to employees who were unable to attend, helping to increase awareness and engagement across the organization.
Publication of LGBTQ+ Ally Handbook
We have published an LGBTQ+ Ally handbook and made it available across the organization.
The LGBTQ+ Ally handbook can be found across the entire Japan Coca-Cola system, offering clear and comprehensive information on LGBTQ+ and allyship. The handbook covers basic concepts, terminology, history, and current issues. The handbook is also offered free to companies and organizations seeking to promote understanding of LGBTQ+ issues.
Building an Inclusive Workplace Environment and Internal Systems
Human Rights Policy and DE&I Policy
Our Human Rights Policy and DE&I Policy explicitly reference sexual orientation, gender identity, and gender expression as part of our commitment to respecting diverse gender and sexual identities.
Revising the Definition of “Spouse” to “Spouse/Partner”
Under our internal policies, the definition of a spouse includes both opposite-sex and same-sex partners. Employees whose partnership is recognized, including those with same-sex partners, are eligible for the same employee benefits provided to legally married spouses under Japanese law.
Partnership Registration Procedures
To apply for partnership registration, which is required to access certain employee benefits, we have eliminated the requirement for manager approval. This helps prevent employees from being forced to disclose personal information before they are ready to do so.
LGBTQ+ Consultation Desk
In 2023, we established an LGBTQ+ consultation service that allows not only LGBTQ+ employees, but also managers and colleagues, to anonymously seek advice and ask questions regarding LGBTQ+ issues.
Removal of the Gender Field from New Graduate Recruitment Applications
Our application form for new graduate recruitment does not require applicants to disclose their gender. Gender is not a factor in our recruitment criteria, and we respect each individual's abilities and unique qualities.
Introduction of Gender Transition Leave and Financial Support for Gender-Affirming Hormone Therapy
We revised our internal policies to allow employees to use accumulated paid leave for gender transition-related medical treatment and hormone therapy. In addition, we introduced a support program* that subsidizes the cost of hormone therapy and low-dose contraceptive pills for employees who experience psychological distress arising from inconsistency between their gender identity and physical characteristics and who wish to undergo hormone therapy.
*This program is intended to support employees in working with confidence and fully realizing their potential.
Publication of “Creating an Inclusive Workplace: A Guide to Supporting Transgender Employees”
In April 2025, we developed and published an internal guide designed to help create a more inclusive workplace for LGBTQ+ employees, particularly transgender employees. The guide provides information and practical guidance to promote understanding and support throughout the workplace.
External Activities
We operated an exhibit booth at Tokyo Rainbow Pride 2024 jointly with Coca-Cola Japan. At this multi-day event, our volunteer employees at the booth sold a set of Coca-Cola wrapped in rainbow wristbands commemorating the event, and displayed DE&I initiatives from CCBJH and Coca-Cola Japan.
with Coca-Cola Japan (2024) Wristbands commemorating
"Tokyo Rainbow Pride 2024"
Endorsement of Business for Marriage Equality (BME)
We have endorsed the Business for Marriage Equality campaign, which supports the legal recognition of same-sex marriage in Japan.
Endorsement of the Business Support Declaration for LGBT Equality
In June 2021, we endorsed the Business Support Declaration for LGBT Equality, an international campaign to enact legislation that prohibits discrimination based on sexual orientation and gender identity, and to create inclusive workplaces and societies where everyone is treated equally.
Support for Nonprofit Organizations
Since 2022, we have provided product sponsorship to Pride Center Osaka, a cross-sector hub for LGBTQ+ initiatives operated by the certified nonprofit organization Nijiiro Diversity.
Collaboration with Customers and Business Partners
We conducted a campaign during Pride Month to promote LGBTQ+ awareness. In 2025, in collaboration with FamilyMart Co., Ltd., we carried out a Pride Month campaign as part of our SDGs initiatives to deepen understanding of LGBTQ+ issues. As part of the campaign, original stickers were distributed at FamilyMart stores in Tokyo to promote greater awareness and inclusion in society.
Exhibiting at the Diversity Career Forum
As part of our new graduate recruitment activities, we have participated in the Diversity Career Forum since 2020. The forum supports individuals seeking to work authentically and provides opportunities to engage with diverse talent.
External Recognition
Our initiatives have received external recognition, including certification under the PRIDE Index. In the 2025 PRIDE Index, administered by Work with Pride to evaluate LGBTQ+ inclusion, we earned our fourth consecutive Rainbow certification in recognition of our cross-sector collaboration efforts. We also received the highest level Gold certification for the sixth time overall and the fifth consecutive year.
Next-Generation Development Programs
Coca‑Cola Bottlers Japan aims to lead the Coca‑Cola system in Japan by developing talent that drives transformation and operates on a global scale.
Coca‑Cola University Japan (In‑House Program)
Established in 2020, Coca‑Cola University Japan (CCUJ) is an internal program to develop the next generation of leaders who will drive transformation and future growth of the Coca-Cola system as well as the beverage market. CCUJ is open to division heads, section heads, and general staff, and comprises a six‑month curriculum focused on five key capabilities: innovation, strategic thinking, people management, effective communication, and a growth mindset.
Through cross-divisional projects and dialogue, participants address real business challenges, broaden their perspectives, and strengthen their leadership skills.
Global English Transformation (GET) proficiency program
To further expand our knowledge by learning from global best practices and applying those insights to our daily work and business growth, we offer Global English Transformation (GET), an English language development program with separate programs for employees and managers. Through an intensive six-month program, participants strengthen their English proficiency while motivating and challenging one another through friendly competition and mutual support.
Creating comfortable workplaces with diverse values
Driven by its senior management, the CCBJH Group is promptly and flexibly promoting the creation of workplaces in which diverse employees can do their job comfortably. These efforts have been highly rated and have been evaluated in various external assessments of the working environment at the CCBJH Group.