Well-being Management

In addition to maintaining and improving physical and mental health, we will revitalize the workplace created by lively connections between employees, and realize good mutual relationships with all stakeholders such as customers, business partners, and shareholders. At the same time, we are working to realize our purpose and achieve sustainable corporate growth. In other words, we aim for "well-being management" that considers how to improve the "well-being" of individuals, organizations, and society as a whole as a management issue.

Declaration of Well-being Management

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  • We are promoting well-being management in order to constantly take on the challenge of creating new value and contribute broadly to society. We believe that the physical and mental health of each employee and the working environment where they can work energetically are the sources of innovation.

    
    
    

    President and CEO
    Bunya Miyao

Promoting System for Well-being Management

As shown in the diagram below, the president himself serves as the chief executive officer and promotes well-being management. Positioning the Human Resources Department as the well-being management driving force involving the public health nurses and counselors, and sharing and reporting with each department manager, Health Committee (including Health managers and Health promoters), Sustainability Committee, and external organizations. We will develop various measures while deepening cooperation with them.

Initiatives for Well-being Management

The strategy for working on well-being management is as follows.

Issues and Policies

Three issues to focus on

• Promotion of smoking and non-smoking measures (measures against passive smoking, individual counseling for smokers, etc.)
• Individual health promotion support (enhancement of support related to health checkups, implementation of walking events, etc.)
• Mental health support (line care training, self-care training, etc.)

Policies

• With the President and CEO as the chief executive officer, the Human Resources Department, each office, and Health Committee promote well-being management in cooperation with external organizations.
• In addition to physical examinations and stress checks, we will use internal questionnaires to promote mental health from the prevention stage, take measures against lifestyle-related diseases, and implement measures to improve engagement.
• Efforts to visualize the current status of health and the work environment to employees so that they can think about it as their own.
• Promote work-style reforms and human resource development measures that form the foundation for creating an environment where everyone can work with peace of mind and grow.

Numerical targets and initiatives are as follows.

Numerical Targets for Health Care Measures

Please see Diversity for figures related to working styles such as overtime hours, paid leave acquisition rate, and job turnover rate.

(Notes)

• The targets denote medium-term ones, namely three to five years from 2023.
• The items 1, 2, 3, 4, 5, 8, 9, 10, 11, 12 are on a non-consolidated basis and the others on consolidated basis.
• 3: Stipulated in the Industrial Safety and Health Act.
• 5: Scope for employees over 40 years of age.
• 8: The Utrecht Work Engagment Scale has been employed with the focus on the three components. No. of participants in 2024: 2,994 employees, meaning 94.3% participation rate.
• 9,10: Percentage of employees absent or on leave due to injury or illness for one month or more at the end of the fiscal year.
• 11: In accordance with WHO-HPQ.　No. of participants in 2024: 2,994 employees, meaning 94.3% participation rate.
• 12: Average number of leaves due to injuries or illnesses and leaves of absence (no participation rate is calculated.)
• 13: Use occupational health and safety survey.
• 14, 15: Created independently based on surveys on satisfaction and quality of life.
  Average of the result with 0 meaning the lowest and 10 meaning the highest satisfaction level.
• 18: Percentage of respondents who exercise at least twice a week.
• 19: Those who drink alcohol in amounts that increase the risk of lifestyle diseases (calculated by the following method based on net alcohol intake of 40 gram or close per day for men and 20 gram or close per day for women).
  There are 20 grams of alcohol contained in 180 ml of Japanese sake.
  (1) Men: Those who drink 360 ml or more of sake every day, or 360 ml or more of sake 5-6 days a week, or 560ml or more of sake 3-4 days a week, or 900ml or more of sake 1-2 days a week, or 900 ml or more of sake 1-3 days a month.
  (2) Women: Those who drink 180 ml or more of sake every day, or 180 ml or more of sake 5-6 days a week, or 180 ml or more of sake 3-4 days a week, or 540ml or more of sake 1-2 days a week, or 900 ml or more of sake 1-3 days a month.
• 21-25: Using the CCHL, Communicative and Critical Health Literacy, scale.
  Percentage of respondents who strongly agree to somewhat agree to the question: If I needed to, I would be able to find and use information related to my illness or health on my own.