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

    • 代表取締役社長 宮尾文也
    • 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 and General Affairs Department as the well-being management driving force, 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 & General Affairs 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

Category Items 2020 2021 2022 Target
Physical and mental health 1 Health checkup/complementary checkup rate 100% 100% 100% 100%
2 With findings rate 73.0% 74.1% 85.2% 65%
3 Detailed examination participation rate 35.1% 45.4% 27.1% 80%
4 Specific health guidance consultation rate 30.5% 31.2% 20.0% 90%
5 Treatment rate among hypertensives 80.1% 82.8% 79.8% 95%
6 Rate of taking stress checks 83.0% 94.9% 97.1% Maintain over 90%
7 Rate of employees with high stress 10.4% 11.1% 11.3% 10%
8 Rate of highly engaged employees 10.5% 10.1% 8.6% 11%
9 Leave of absence due to mental illness 0.51% 0.67% 0.73% 0.6%
10 Leave of absence due to other illnesses 0.44% 0.61% 0.35% 0.6%
11 Presenteeism 35.9 Decrease year by year
12 Absenteeism 1.4 days 1.4 days 2.3 days Maintain
Workplace environment 13 Consultation behavior rate (with superiors/colleagues) 37.6% 38.1% Increase year by year
14 Ease of taking holidays (satisfaction) 7.3 Maintain over 7
15 Ease of expressing opinions (satisfaction) 5.7 Increase year by year
Lifestyle impact 16 Smoking rate 36.4% 34.9% 31.9% 25%
17 Breakfast intake rate 62.7% 62.1% 65.6% 75%
18 Exercise habit ratio 32.6% 50%
19 Drinking rate 30.7% 31.0% 30.4% 30%
20 Rate of feeling sleepy during the day 36.5% 38.1% 35%
Health literacy 21 Information gathering ability 84.5% Increase year by year
22 Information selection ability 71.8% Increase year by year
23 Information transmission ability 58.9% Increase year by year
24 Information judgment ability 54.1% Increase year by year
25 Self-determination rate 59.1% Increase year by year

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

Initiatives

Health and Productivity

  • Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi, or an assembly of health promotion organizations jointly praise good-performing large and medium to small companies which supports employees' health management in accordance with addressing regional health issues and promoting health-related measures. We have been praised for seven consecutive years since 2017.

  • 健康経営有料法人ロゴ

Non-smoking Promotion

In FY2016, we started an internal survey for the first time, and we were able to ascertain that our smoking rate is more than double the national average. For this reason, we have established a policy to strengthen our non-smoking initiatives at the time of the revision of the Health Promotion Act in 2020. In 2021, we implemented a non-smoking declaration and a four-year plan to promote smoking cessation in order to prevent health damage caused by smoking and passive smoking.
In terms of activities, in addition to training on smoking cessation, we discussed and decided the environment and rules related to smoking with smokers at in-house smoking discussion meetings and Health Committee in which smokers participate.
As a result of these efforts, the smoking rate has decrease by 7.8% (2022: 31.8%) compared to the FY2016 internal survey result.
Going forward, we will aim for a smoking rate of 25% or less, which is the target for 2024, and will continue to create a workplace environment that is easy to work and considers health while gaining the understanding of employees toward the declaration of non-smoking in the company premises and outside the company.

禁煙推進

Related to health checkups

We provide all employees with annual E-learning on health management, including health checkups, and maintain a 100% health checkup rate. In addition, in-house health nurses recommend and provide health guidance to those who require medical examinations based on the results of their health checkups.(2015: 21.1%, 2019: 45.5 %).

Improving health literacy and lifestyle habits

We implement measures related to health, such as diet, sleep, and exercise, as well as measures to improve health literacy every year.

Health training and awareness

We are striving to enlighten employees about regular lifestyle habits, such as mental and physical health training (e-learning and web seminars), eating habits improvement month, and recommending commuting in sneakers. In addition, we publish an annual Wellness Report that analyzes the results of internal surveys, and aim to improve the health awareness of each employee by visualizing their health status.

Date Initiatives Target Tool Numerical data
July 2022 Health promotion and management (line care) All managers E-learning 80.4%
July 2022 Self-care tips to refresh your mind and body (mental health) All employees E-learning 66.4%
October 2022 Self care and counseling All employees Webinar 34 persons
October 2022 Prevention of stiff shoulders and back pain All employees Webinar 104 persons
  • Some of the implemented measures are described
運動・食事に関する啓もう
ウェルネスレポート

Mental health measures

Support for leave and return to work and in-house consultation system by mental specialist staff

We have two professional staff members who are certified as clinical psychologists or certified psychologists stationed at all times. We have built a system that allows employees to receive professional support from the operation of an in-house consultation desk and from the time they take leave to the time they return to work.

Establishment of an external consultation desk

We have established an external consultation desk for mental and physical health that is available to all employees. In addition, we promote the use, and the recognition rate of the window rises year by year, and the utilization rate rises accordingly.

Encouraging employees to take stress checks

We are working to increase the number of people taking stress checks, which are important as primary prevention in mental health every year.

Association between health behavior and performance

Correlation between health behavior indicators and engagement or performance loss

健康行動とパフォーマンス損失度との関連
健康行動とエンゲージメントとの関連

Occupational Health and Safety

Dialogue with Employees

We not only discuss health promotion issues and workplace environment improvement but collect various opinions by holding the health committee meeting. Furthermore, the committee at a monthly meeting discusses themes proposed by employees such as improving the rate of employees receiving a second medical checkup, and increasing the rate of employees taking paid leave, and conducts questionnaires as necessary to promote dialogue with employees.

Risk Assessment on Occupational Health and Safety

At the beginning of each workday at construction sites, we use a hazard prediction sheet to evaluate risks. We also accumulate close call incidents and provide opportunities for employees to share the details of such incidents.

Improving Paid Leave Acquisition

After conducting a survey of regular work at offices in 2014, we introduced a planned annual leave and refresh leave system in 2015, and introduced a program that makes it easier for employees to take paid leave. Such measures resulted in over 80% acquisition rate since 2019.