Daewoong Pharmaceutical has been recognized for its efforts in supporting employees' childbirth, childcare, and career development by receiving the Minister's Award at the National Contribution Awards.
On September 16, Daewoong Pharmaceutical announced that it won the Minister's Award from the Ministry of Gender Equality and Family in the low birthrate prevention category at the 13th National Contribution Awards 2026. The company has maintained its family-friendly certification for 12 consecutive years and was also named a leading family-friendly company last year.
The National Contribution Awards honor companies and organizations that contribute to the sustainable development of the nation through management innovation, social contribution, and environmental, social, and governance (ESG) management.
Daewoong Pharmaceutical received high marks for its long-term operation of childbirth and childcare support systems, which are linked to actual employee utilization and career continuity. The company was selected as a winner in the low birthrate prevention category based on a comprehensive evaluation of public suitability, execution and performance, innovation and differentiation, sustainability, and ripple effects.
Since 2008, Daewoong Pharmaceutical has implemented a smart work system, allowing employees to autonomously choose their working hours and locations based on their personal circumstances. The company offers flexible and shortened work hours, remote work options, satellite offices, focus rooms, and workation opportunities.
The company has also established systems to support career development after returning to work. Through the Career Development Program (CDP), employees are encouraged to proactively design their careers and expand their job roles. The job-based compensation system rewards employees based on their roles, capabilities, and performance, rather than age, tenure, or gender.
Support is provided at various stages of pregnancy, childbirth, and childcare, including reduced working hours during pregnancy and childcare periods, maternity leave, and spousal leave. Health management programs for employees and their families are also available.
The effectiveness of these programs is reflected in the high retention rate of employees returning from parental leave. Daewoong Pharmaceutical recorded a 93.5% retention rate for employees returning from parental leave and maternity leave between 2022 and 2024.
Lee Chang-jae, CEO of Daewoong Pharmaceutical, stated, "We will continue to improve our systems and work environment so that employees can fully demonstrate their capabilities and grow."
Meanwhile, with the complete overhaul of the innovative pharmaceutical company certification system after 14 years, Daewoong Pharmaceutical is expected to make a renewed effort in this area.
Last year, the company invested 219.9 billion won in R&D, accounting for 15.8% of its revenue, and spent 115.7 billion won in the first half of this year.
On September 16, Daewoong Pharmaceutical announced that it won the Minister's Award from the Ministry of Gender Equality and Family in the low birthrate prevention category at the 13th National Contribution Awards 2026. The company has maintained its family-friendly certification for 12 consecutive years and was also named a leading family-friendly company last year.
The National Contribution Awards honor companies and organizations that contribute to the sustainable development of the nation through management innovation, social contribution, and environmental, social, and governance (ESG) management.
Daewoong Pharmaceutical received high marks for its long-term operation of childbirth and childcare support systems, which are linked to actual employee utilization and career continuity. The company was selected as a winner in the low birthrate prevention category based on a comprehensive evaluation of public suitability, execution and performance, innovation and differentiation, sustainability, and ripple effects.
Since 2008, Daewoong Pharmaceutical has implemented a smart work system, allowing employees to autonomously choose their working hours and locations based on their personal circumstances. The company offers flexible and shortened work hours, remote work options, satellite offices, focus rooms, and workation opportunities.
The company has also established systems to support career development after returning to work. Through the Career Development Program (CDP), employees are encouraged to proactively design their careers and expand their job roles. The job-based compensation system rewards employees based on their roles, capabilities, and performance, rather than age, tenure, or gender.
Support is provided at various stages of pregnancy, childbirth, and childcare, including reduced working hours during pregnancy and childcare periods, maternity leave, and spousal leave. Health management programs for employees and their families are also available.
The effectiveness of these programs is reflected in the high retention rate of employees returning from parental leave. Daewoong Pharmaceutical recorded a 93.5% retention rate for employees returning from parental leave and maternity leave between 2022 and 2024.
Lee Chang-jae, CEO of Daewoong Pharmaceutical, stated, "We will continue to improve our systems and work environment so that employees can fully demonstrate their capabilities and grow."
Meanwhile, with the complete overhaul of the innovative pharmaceutical company certification system after 14 years, Daewoong Pharmaceutical is expected to make a renewed effort in this area.
Last year, the company invested 219.9 billion won in R&D, accounting for 15.8% of its revenue, and spent 115.7 billion won in the first half of this year.
* This article has been translated by AI.
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