Human Resource Strategy

Eisai's Corporate Concept is "to give first thought to patients and people in the daily living domain, and to increase the benefits that health care provides." Under this Concept (also known as the human health care (hhc) Concept), we aim to effectively achieve social good in the form of relieving anxiety over health and reducing health disparities. “Maximizing Human Capital” has been identified as an important materiality toward the realization of this mission.

Eisai regards its employees as the only stakeholders that can directly contribute to enhancement of our intrinsic corporate value and the realization of our hhc concept through the creation of innovations, and therefore positions them as invaluable assets that we call “talent”.

At the Ordinary General Meeting of Shareholders in 2022, Eisai amended a portion of its Articles of Incorporation to include key principles related to human capital management ― “respect for human rights and diversity,” “providing full opportunities for growth in support of self-fulfillment,” and “creating a comfortable working environment” ― in addition to our existing commitment of “ensuring stable employment.” Through these commitments, we strive to increase the value of our employees and develop and maintain good relationships with them.

Furthermore, as human capital management continues to garner attention, initiatives to maximize the value of talent are becoming more important, by moving away from the traditional HR viewpoint of managing, developing, and evaluating talent. We advance our management strategy and human resource strategy in an integrated manner, aiming to maximize the potential of our people and organizations to achieve sustainable growth, create social impact, and above all, contribute to patients and people in the daily living domain. Furthermore, we disclose and communicate our human resource strategy initiatives and KPIs, engage in dialogue with diverse stakeholders both inside and outside Eisai, incorporate the feedback we receive into our initiatives, and translate it into new practices.

We have clarified the goal for HR across Eisai and defined our Global HR Purpose: “Unleash the energy of each employee to create organizational synergy and contribute to maximizing social impact.” To realize this purpose, we established five key themes to be addressed collectively on a global basis as ”Global HR Initiatives” and are promoting them through the Global HR Board, which comprises the CHRO and regional and functional heads.

We have also established the “Eisai Network HR Policy” as a global policy for enhancing the value of employees across the Eisai Group. For details, please refer to the Eisai Network HR Policy.

Eisai Network (ENW) HR Policy

Furthermore, at our headquarters in Japan, we have formulated an Integrated Human Resource Strategy to realize the Global HR Purpose. The Integrated Human Resource Strategy is structured around four quadrants: “Health”, “Work Style”, “Growth”, and “Business & Organization.” By organically interconnecting initiatives across these quadrants, we aim for individuals and organizations to strengthen each other.

Since April 2026, we have launched a three-year plan to realize our medium-term business plan, “EWAY Future & Beyond.” Leveraging the growth of LEQEMBI, we are accelerating investment in priority pipeline assets and strengthening our management foundation under a new financial policy, with the aim of building a platform for sustainable growth. Our human resource strategy plays an important role in supporting the realization of this management strategy. To continuously secure and develop the talent needed to realize our medium- to long-term business strategy, we systematically implement new graduate and mid-career recruitment, provide growth and self-development opportunities through various talent development initiatives, and develop next-generation leaders. In this way, we consistently promote the entire process from recruitment and development to assignment and promotion.

To realize the organizational culture we aspire to, we are implementing multifaceted initiatives including the Global Engagement Survey and Respect & Engagement initiatives across all regions, as well as monthly pulse surveys in Japan, promoting dialogue within organizations for organizational development, and introducing the 360° Leadership Survey. These initiatives support organization-building based on employees' voices and contribute to improving engagement and revitalizing our organizations.

We are proactively disclosing information relating to human capital management. We have become the first domestic pharmaceutical company to publish a Human Capital Report (HCR), with the fourth edition of the HCR released in July 2026. While targeting employees as the primary audience, we intentionally make the report publicly available to provide a transparent and easy-to-understand view of Eisai’s human capital.

By clearly presenting the challenges faced by Eisai’s employees and organizations, as well as ongoing initiatives, we have received significant responses and feedback from both inside and outside Eisai, leading to exchanges with many stakeholders and contributing to the growth of our HR strategy.

By continually taking on a wide range of HR initiatives, verifying them through KPIs, and taking action, we will further advance human capital management. For details about our initiatives, please refer to the Human Capital Report 2026.  Human Capital Report 2026