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In our Group, which promotes the creation of fans and core fans based on a fan base strategy, the “promotion of mental and physical health” of our employees, who are the points of contact with customers, is an important foundation for supporting our human resources strategy. In order to maximize organizational performance and create new customer satisfaction (= social value) as a driving force for sustainable growth by enabling each employee to maximize his or her ability and growth, the Joshin Group practices “health and productivity management” under the leadership of our top management.
We have been certified as an “Excellent Corporation for Health Management“ selected by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi for four consecutive years since FY2020.
We declare that we will strive for
the “Promotion of mental and physical health”
of all employees of the Joshin Group.
The Joshin Group believes that creating an internal environment where each employee is physically and mentally healthy and can perform at their full potential, and a workplace where employees can realize their own personal growth, is essential to the growth of our group.
The Joshin Group declares that in order to put into practice our management philosophy of “connecting people and society to the future with a smile” through the creation of two social values, “supporting the strengthening of resilience in an aging society” and “achieving carbon neutrality at home,” we will actively promote the health of our employees and their families, who will be the driving force behind this philosophy.
Joshin Denki Co., Ltd.
Representative Director, President and Executive Officer
Ryuhei Kanatani
The Health Management Promotion Team, headed by the Representative Director, President, and Executive Officer, is working in cooperation with various internal and external organizations to address the Group’s health issues.
|
FY2021 |
FY2022 |
FY2023 |
|
100 million yen |
129 million yen |
157 million yen |
Breakdown of main costs
■Costs for medical checkups ■ Costs for follow-up measures after medical checkups ■ Costs for measures to prevent infectious diseases ■ Costs for mental health measure
|
FY2021 |
FY2022 |
FY2023 |
|
|
Absenteeism *1 |
3.1 days |
3.4 days |
4.1 days |
|
Presenteeism *2 |
93.0 |
92.9 |
93.0 |
|
Work engagement *3 |
－ |
2.4 |
2.4 |
|
Rate of employees eligible for specified health guidance |
23.3％ |
23.0% |
22.1% |
*1 Absenteeism: Average for all employees of the number of days of absence from work due to personal injury or illness of 30 days or more. (Including days of absence from work due to injury or illness and days of paid leave) * Including continuation from the previous year
*2 Presenteeism: Calculated using WLQ survey form. The rate of employees whose ability to perform their jobs is reduced due to health problems. Studies have shown that a rate below 93.6% increases the risk of sickness absence due to mental health problems.
*3 Work engagement: Positive and fulfilling psychological state related to work. It is characterized by “vitality,” “enthusiasm,” and “immersion” using the New Brief Occupational Stress Questionnaire, and the average of each item is calculated and used as a score.
* Presenteeism and work engagement are measured at the same time as the stress check
Our group has set a target of +2% of the national data on the health index (the sum of the rate of people whose “obesity,” “blood pressure,” “liver function,” “lipids,” and “blood glucose” are within the normal range and the rate of non-smokers) in the results of health checkups in 2030, and is working to prevent lifestyle-related diseases that cause the risk of absence from work. * NDB data published by the Ministry of Health, Labor and Welfare
Among these, we are particularly focusing on improving the rate of people with abnormal findings in “blood glucose” (17.0%*) and the rate of “smokers” (24.2%*), who have a high risk of absence from work and a high risk of developing diabetes and cancer, as health issues for our group. * From data of FY2023
|
FY2021 |
FY2022 |
FY2023 |
|
-4.5% |
-4.1% |
-4.3% |
|
Health index breakdown |
FY2021 |
FY2022 |
FY2023 |
|
Obesity |
-8.1% |
-7.3% |
-7.8% |
|
Blood pressure |
-3.0% |
-2.6% |
-2.6% |
|
Liver function |
-4.6% |
-3.4% |
-3.3% |
|
Lipids |
-0.5% |
-1.2% |
-0.8% |
|
Blood glucose |
-2.5% |
-2.3% |
-3.8% |
|
Non-smokers |
-6.6% |
-6.0% |
-5.3% |
Survey subjects: Employees 40 years of age or older
■ Obesity: BMI 25 or more, or abdominal circumference 85 cm (men) or 90 cm (women) ■ Blood pressure: Systolic 130 mmHg or more, or diastolic 85 mmHg or more
■ Liver function: AST 31 or more, ALT 31 or more, or γ-GT 51 or more ■ Lipids: Triglycerides 150 mg/dl or more or HDL less than 40 mg/dl
■ Blood glucose: Fasting blood glucose of 100 mg/dl or more, or HbA1c of 5.6% or more, or if unavoidable, casual blood glucose of 100 mg/dl or more
|
Challenges |
Details of initiatives |
|
Health checkups for 100% of employees |
Annual health checkups are an essential measure for understanding health conditions and preventing serious diseases. Through the implementation of ICT for medical checkup appointments, we “visualized” all health checkup appointments, including complete medical checkups (*), in an effort to prevent omissions. (*) Our group requires all regular employees aged 35 or older to receive a complete medical checkup. (No cost to the individual) |
|
Acceleration of health measures |
With regard to the management of health checkup results, the implementation of ICT has also facilitated collaboration between occupational health staff, employees, and the company, as well as the understanding of health issues, thereby establishing a system that allows for a rapid response. |
|
Strengthening the implementation of specific health guidance |
We are working with the health insurance association to strengthen specific health guidance and improve the rate of employees who receive it. |
|
Prevention of lifestyle-related diseases |
Since lifestyle-related diseases refer to all diseases caused by long-standing lifestyle habits, proper lifestyle habits are a preventive measure. In response, since fiscal 2022, we have been conducting “Good Condition Interviews,” in which public health nurses hold individual interviews with selected employees of all ages on the basis of the results of health checkups in accordance with the Group’s own criteria. During the interviews, public health nurses provide friendly consultation and advice on various issues and questions of the interviewees, such as diet and exercise. Additionally, starting from the fiscal year 2023, the "MealSelect Program" will be implemented for individuals identified as needing dietary improvements based on their health checkup results. Registered dietitians will provide personalized advice during consultations and continue to support dietary improvements through an app, working together with employees even after the consultations. |
|
Measures against smoking |
Smoking not only affects the health of the smoker but also those around them. Therefore, as a labor-intensive industry with frequent interactions with customers of various ages, our group considers the issue of smoking as a management challenge and is implementing measures to promote smoking cessation. ・Since April 2020, we have enforced a total non-smoking policy on our premises and are striving to prevent “unwanted passive smoking” within our business sites. For employees who are trying to quit smoking, we provide subsidies to cover the cost of treatment upon completion of outpatient smoking cessation treatment to promote non-smoking efforts. ・For employees who are committed to quitting smoking, we provide financial assistance for treatment costs upon completion of smoking cessation outpatient treatment. Additionally, we have introduced new smoking cessation support that includes online medical consultations with doctors at no personal cost and without the need for clinic visits, to further promote smoking cessation. ・Starting from the fiscal year 2024, we will launch a 'Company-Wide Smoking Cessation Program.' Based on the smoking-related issues identified through a company-wide survey, we will implement measures to address these challenges and strive to further increase the smoking cessation rate within our group. ・Conduct training on smoking for all employees. Pre- and post-training tests on smoking-related knowledge were conducted, and an improvement in health literacy was confirmed. （Test Accuracy Rate）Before Training：49.9% ⇒ After Training：95.5% |
|
Promotion of opportunities for physical exercise |
We are working to create opportunities for physical exercise for employees through walking events sponsored by the health insurance association, bowling tournaments sponsored by the labor union, and softball tournaments jointly organized by labor and management. |
|
Addressing Women's Health Issues |
For our group, which promotes women's empowerment as one of the pillars of diversity and inclusion, addressing women's unique health issues is crucial. We are striving to create a work environment where women can thrive by providing self-care support training for female employees and line care training for managers who supervise them. Management Training for Fiscal Year 2024 Target Audience 798 employees/Participation Rate 100% |
|
Actual results |
FY2021 |
FY2022 |
FY2023 |
|
Rate of employees receiving a health checkup |
97.1% |
99.5% |
98.4% |
|
Rate of employees receiving a secondary medical examination |
79.2% |
62.8% |
65.2% |
|
Rate of employees receiving a Good Condition Interview |
－ |
86.3% |
87.9% |
|
Rate of employees receiving a Meal Select Program |
－ |
－ |
86.7% |
|
Questionnaire for those who received a Good Condition Interview |
FY2021 |
FY2022 |
FY2023 |
|
I am glad I received the interview |
- |
83.0% |
78.5% |
|
I have a better understanding of my health condition I found something I want to try |
- |
86.9% |
80.7% |
|
Waliking ivent |
FY2021 |
FY2022 |
FY2023 |
|
Participation rate |
3.8% |
3.5% |
4.3% |
|
Actual results |
FY2021 |
FY2022 |
FY2023 |
|
Rate of employees receiving stress checks (number of employees subject to stress checks) |
97.5% (7,022 employees) |
98.7% (7,037 employees) |
98.9% (7,084 employees) |
|
Overall health risk |
103 |
104 |
102 |
|
Rate of highly stressed employees |
17.8% |
18.3% |
18.8% |
* Including business sites with fewer than 50 employees
Providing self-care training for physical and mental health as part of new employee onboarding training
Providing subordinate management training to managers
- “Homeiku“ training (praising and nurturing subordinates)
- Training related to employee engagement
We have set up a consultation counter to call or email our public health nurses to provide a system for employees with mental health concerns to seek advice with peace of mind.
Establishment of an external consulting service available 24 hours a day
- Health related questions
- Consultation for anxiety
- Second opinion consultation arrangement service
Leave system that allows employees to concentrate on recovery while receiving wage compensation for up to 36 months
A return-to-work program that supports a smooth recovery through collaboration among the attending doctor, occupational doctor, and the company
- Improvement of various training programs to improve health literacy and self-care skills of all employees
- Promotion of high-quality sleep measures
- Promotion of measures to prevent lower back pain
- Further promotion of the company-wide no-smoking program
- Improvement of self-care and line-care training for women’s health issues
- Improvement of self-care and line-care training for mental health care
- Promotion of initiatives for early detection of cancer
“Health” is an essential foundation for a fulfilling life, both at work and at home.
By taking an active role in employee health management through the promotion of health and productivity management, we aim to be a company where employees can perform at their full potential at work and enjoy a more fulfilling personal life, by developing the improvement of health literacy into the “promotion of mental and physical health.”
In October 2022, our group established the Health and Productivity Management Promotion Office and its promotion team to promote various health and productivity management initiatives more vigorously.
We link the success of our diverse human resources, who work actively through the promotion of health and productivity management, to the creation of new fans and core fans of Joshin.
Tadahiro Yoshimura
General Manager, Health and Productivity Management Promotion Office
