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Diversity, Equity & Inclusion


At Takeda, our culture encourages and appreciates our differences and the company continues to thrive because of them. As a values-based organization, we strive to have a workforce as diverse as the communities and patients we serve. We believe that every employee should have equitable opportunities to develop and grow based on merit. We embrace and celebrate our differences, respecting and valuing each other’s race, ethnicity, age, gender, gender identity, nationality, social origin, religion, sexual orientation, disability, physical appearance and other individual characteristics.








Sweeping calls for social change

The COVID-19 pandemic and increased calls for social change worldwide have highlighted inequalities that continue to persist in society. We believe in the importance of diversity, equity and inclusion (DE&I) – not only within the company, but also with our suppliers and in the economies and communities where we operate and serve patients.

We are committed to a fair, equitable and non-discriminatory workplace where there are meaningful platforms for dialogue and progress. This starts from the top – our managers are expected to act as role models for our values every day. We are committed to finding ways, large and small, to affect change, show respect and demonstrate compassion for underrepresented individuals or communities suffering injustice – not only through our words, but through our actions.

As a values-based organization, we want to have a workforce that is as diverse as the communities and patients we serve. We also empower our employees to help us foster a diverse, equitable, inclusive, safe, open and collaborative working environment in which employees can contribute, perform and grow as individuals. For example, all 10 of our colleague-led Takeda Resource Groups came together after recent global events related to racism and injustice to support our colleagues, plan educational programs and create forums for discussion with leaders.

DE&I is a critical commitment for patient communities as well. We recently launched our Center for Health Equity and Patient Affairs (HEPA). HEPA will operate as a center of excellence, positioning Takeda as a leader in health equity and patient centricity to create a more inclusive ecosystem and strengthen trust and reputation with patients and other key external stakeholders around the world. It will ensure that DE&I considerations inform our planning for clinical trials and other research and development activities.

Takeda Resource Groups

Takeda Resource Groups (TRGs) are voluntary, employee-led groups composed of individuals with shared aspirations, characteristics and life experiences, as well as allies and advocates. Today, Takeda has 10 TRGs around the world.

These include:

Black Leadership Council IGNITE (young professionals)
Building Asian Leaders IMPACTO (LatinX community)
EnAbles (employees with disabilities and allies) PACT (working parents and caregivers)
Faith@Work STRIVE (military service-connected employees)
Gender Parity Takeda Resource Group Take Pride (LBGTQ+ employees and allies)

Talent Acquisition, Development and Retention

In FY20, the Takeda R&D organization embarked on a months-long comprehensive project to create an evidence and values based Diversity, Equity & Inclusion (DE&I) Strategy. Our strategy focuses on four areas: Diverse Talent, Inclusive Teams, Inclusive Ecosystem, and DE&I Enablement. Executing on these four pillars simultaneously allows us to focus on both near-term and long-term opportunities and position Takeda R&D as an employer of choice for exceptional talent from all backgrounds. The Diverse Talent and Inclusive Teams pillars of the strategy will help Takeda R&D identify, attract, hire,

develop and retain talent across the organization. Additionally, the Inclusive Ecosystem pillar will help build a more diverse talent pipeline for the future.

Takeda has and will continue to strengthen our talent acquisition processes with an enhanced focus on diversity, equity and inclusion. There are a number of initiatives underway:

  • Source: we are committed to adding talent sources that allow us access to more candidates from underrepresented populations.
  • Review data: we continue to review survey data and website analytics to understand how potential candidates perceive our recruiting experience.
  • Search partners: we will work with search partners to encourage diverse representation in candidate slates.
  • Technology and processes: we are evaluating multiple strategies for reducing unconscious bias. Specifically, we have amended the interview process in the U.S. by emphasizing intake discussions, cross-functional interview panels, and formal debrief meetings as a way of disrupting unconscious bias. We are also testing technology that can analyze job descriptions for words and phrases that may unintentionally discourage some candidates from applying to open roles.

Case Study: Talent Acquisition in  Takeda R&D

At Takeda, we are committed to attracting and building a global talent community of research development scientists and other specialized experts by highlighting our innovative pipeline and the tremendous opportunity to impact patients’ lives while developing your own career. We are leveraging our internal Diversity, Equity & Inclusion Cause network, Employee Resource groups, HR teams and external resources to identify diverse talent internally and externally, in addition to reimagining internships and early career opportunities to support outreach for future talent.

Specific initiatives for Talent Acquisition FY21/22 include:

  • Implementation of Bias reducing tool (in final stages with technology vendors)
  • Roll out of DE&I and Behavioral Based interview training
  • Implementation enterprise-wide Candidate Relationship Management (CRM) tool connected with Applicant Tracking System (ATS) to create inclusive talent communities
  • Roll out of new R&D Careers landing pages and branding/social media campaign