It is the intent of Takeda to provide equal employment opportunity without regard to an individual’s age, color, disability, genetic information, marital status, national origin, citizenship status, race, religion, sex, sexual orientation, gender identity, protected veteran status or other legally protected category.
Takeda will consider all individuals for any position for which they are qualified and able to perform. It is also the policy of Takeda to administer all phases of its personnel activity, including recruitment, hiring, placement, upgrading, training, promotion, transfer, separation, recall, compensation, benefits, education, recreation, and all other conditions or privileges of employment without regard to age, color, disability, genetic information, marital status, national origin, citizenship status, race, religion, sex, sexual orientation, gender identity, protected veteran status or other legally protected category. Sexual harassment or any other kind of harassment including harassment based on sexual orientation and/or gender identity will not be tolerated.
Takeda is a government contractor and is subject to Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans Readjustment Assistance Act of 1974 which require government contractors to take affirmative action to employ and advance in employment qualified minorities, women, persons with disabilities, and protected veterans.
An individual with a disability is a person who has a physical or mental impairment that substantially limits one or more of such person's major life activities. If you have such a disability or are a protected veteran and want to be considered under the Affirmative Action Programs or if you have questions about the programs, please contact our Human Resources Department. Submission of this information is voluntary and refusal to provide it will not subject you to discharge or disciplinary treatment. Information obtained concerning individuals will be kept confidential except that (i) supervisors and managers may be informed regarding restrictions on the work or duties of individuals with disabilities and regarding necessary accommodations, (ii) medical and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment, and (iii) government officials investigating compliance with the Acts shall be informed.
Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities:
- Filing a complaint.
- Assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action's provisions of Executive Order 11246; Section 503 of the Rehabilitation Act of 1973, as amended, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA), as amended, or any other Federal, State, or local law requiring equal opportunity for minorities, women, individuals with disabilities, or protected veteran.
- Opposing any act or practice made unlawful by those regulations; or
- Exercising any other right protected by those Orders, Acts or their implementing regulations.
This facility has developed written Affirmative Action Plans for minorities, women, people with disabilities, and protected veterans. The Plans are available for review during regular business hours. At this facility, Human Resources is responsible for administering the Affirmative Action Programs. This department or its designee is also responsible for conducting an analysis of all personnel actions to ensure equal opportunity and for submitting reports on the progress of our equal opportunity efforts. Employees or applicants who feel they have been discriminated against should contact HR. We request the support of all employees in accomplishing equal employment opportunity.
President, US Business Unit
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