Basic approach
Our company considers creating an environment where each employee can maintain both physical and mental health and work with peace of mind as an important management priority. Aiming to achieve "Every employee plays an active role," we are committed to build a workplace where people can work "Cheerfully, enjoyably, and energetically" in the aging population. Moving forward, we will continue to pursue sustainable growth and job satisfaction through health management.
Health Statement
We consider our employees are members of Futaba family.
Employees' physical and mental health comes first for us to help each of them spend their daily life for many years to come and help them work positively.
For employees to stay healthy, we, Futaba, labor union, and health insurance association, hereby set out our Health Statement.
- 1.Futaba will offer employees safe workplaces with a sense of reassurance and continue improving them.
- 2.Futaba will proactively help employees promote their physical and mental health.
- 3.Employees will try to improve their lifestyles to stay healthy.
Through these activities, Futaba will ensure employee well-being in harmony with society.
Promotion System
The Safety and Health Promotion Department serves as the secretariat, and led by the President (who is also the Health Promotion Officer), we have established a tripartite system in collaboration with health insurance association and labor union.
Promotion system chart
Health management strategy
*Basically, "health investment" and "indicators of the state of health investment measures" correspond 1:1. However, because there are some "health investments" that correspond to multiple "indicators of the state of health investment measures," those "health investments" are defined as "health investments related to various effects."
Certified as a Health & Productivity Management Outstanding Organization
- According to our Health Statement, we consider our employees are members of Futaba family and employees' physical and mental health comes first for us to help each of them spend their daily life for many years to come and help them work positively. We positionsour employees well-being in harmony with society as one of its key management strategies.
Futaba has received recognition for its health management initiatives which supports each employees being able to actively participate for enhancement of their health that Futaba was certified as a Health & Productivity Management Outstanding Organization. We has been certified for three consecutive years.
In addition, our group companies Futaba Kyushu (large enterprise category) and Futaba Hiraizumi (SME category) have also obtained the “Certified Health & Productivity Management Outstanding Organizations Recognition”. -
Plans for key initiatives related to health management
| Physical | Implementation of prevention activities | Establishment of the Health Challenge 8 Health events Health education（group and e-learning） Implementation of health guidance Infection countermeasures（COVID-19 countermeasures, influenza vaccinations, vaccinations before overseas assignments, etc.） |
| Implementation of total ban on smoking on-premises and stop smoking support activities | Total smoking bans on-premises Internal stop smoking classes Assistance related to stop smoking clinics, nicotine patches, etc. Stop smoking promotion events（Stop Smoking Challenge） |
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| Enhancement of health management | After the fact measures Health examination-related |
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| Mental | Implementation of prevention activities （Self-care / line care） |
Implementation of mental health education（group and e-learning） Promotion of communication within the workplace Interviews with new employees by industrial health staff, etc. Establishment of health consultation windows |
| Workplace improvement support activities | Workplace support based on stress check group analysis results | |
| Enhancement of mental health support | Support for returning to work（recommendation for rework） Support by internal industrial health staff Injury and illness leave data management |
Current situation and issues
Based on our company's health checkup results, we have identified several health indicators such as blood pressure, lipids, and blood sugar levels. Among these, many employees have issues with high blood pressure. As a result, we are promoting company-wide measures to address hypertension, and currently, the hypertension management rate is maintained at 84.9%.
Contributing factors include a high smoking rate and a lack of regular exercise. In response to this situation, we believe it is important not just to improve the numbers but to encourage each individual to take an active interest in their own health and change their behavior. To support this, the entire company is participating in the “Health Challenge 8*1” initiative, which aims to raise employees' health awareness and help them develop healthier habits.
This program is characterized by a system where health leaders in each department provide encouragement and support to help employees establish lasting healthy routines.
*1 Health Challenge 8: An initiative to maintain and promote health by working on improving eight healthy habits (healthy body weight, breakfast, snacks, alcohol consumption, exercise, not smoking, sleep, stress).
| Category | Indicator | FY2022 results | FY2023 results | FY2024 results |
|---|---|---|---|---|
| Implementation of medical examinations, stress checks, etc. |
Percentage of implementation of regular medical examinations | 100% | 100% | 100% |
| Percentage of detailed medical examinations after regular medical examinations | 83.3% | 84.6% | 89.6% | |
| Percentage of implementation of stress checks | 96.7% | 96.9% | 96.4% | |
| Health guidance after regular medical examinations | 100% | 100% | 100% | |
| Status of Initiatives to Improve Employees' Lifestyle Habits |
Percentage of implementation of Health Challenge 8 | 4.9 items | 5.1 items | 5.2 items | Smoking rate | 31.0% | 29.7% | 29.1% | Regular exercise habit (at least twice a week) | 17.9% | 19.2% | 19.3% | Eat breakfast | 79.5% | 80.5% | 91.0% | Rate of habitual drinkers*2 | 8.40% | 7.9% | 5.9% | Able to get sufficient rest through sleep | 70.3% | 67.9% | 65.8% | High stress rate | 10.0% | 9.6% | 9.2% |
| Physical-related | Rate of metabolic syndrome | 8.0% | 8.9% | 9.4% |
| Rate of employees at high risk for disease | 0.6% | 0.8% | 0.9% | |
| Presenteeism*3 | 22.7 | 24.6 | 24.8 | |
| Absenteeism*4 | 2.3% | 2.6% | 2.7% | |
| Work engagement*5 | ― | 2.7 | 2.7 |
*2 Rate of habitual drinkers: Starting in FY2024, standards have been revised due to changes in the standard questionnaire items.
*3 Presenteeism:
It refers to a state of affairs where a loss of productivity occurs as a result of a company member's ability to work being impacted by health issues. It is measured by SPQ (Single-Item Presenteeism Question). Our aim is to reach 22.1 or lower by 2030.
The survey was answered by 3,700 employees, resulting in a response rate of 94.9%.
*4 Absenteeism: Percentage of employees absent or on leave for one month or more due to illness or injury (%).
*5 Work engagement:
It refers to the state in which employees are positive and fulfilled in their work. It is measured by the average values of three dimensions: “vigor”, “dedication” and “absorption”, which are shortened versions of the UWES 9-item scale.
(The scores range from 0 (lowest) to 6 (highest), with higher scores indicating better well-being.) Our aim is to reach 3.5 by 2030. The survey was answered by 3,759 employees, resulting in a response rate of 94.2%.
Key Initiatives
Helping employees build physical health
Exercise promotion initiatives
Our company has been recognized by the Japan Sports Agency as a “Sports Yell Company 2025” for actively promoting sports activities to enhance employee health.
We provide opportunities and an environment for employees to engage in physical activity through events such as in-company relay races, encouraging daily exercise habits like morning radio calisthenics before work, and offering subsidies for the use of sports facilities.
Starting in FY2024, we introduced the body composition analyzer “InBody” to visualize muscle mass, body fat percentage, visceral fat levels, and other metrics that cannot be fully captured by regular health checkups. This helps employees better understand their bodies and motivates them to review their daily lifestyle habits. Additionally, for employees aged 50 and above, we use this device during physical fitness assessments and health seminars to provide opportunities to learn about appropriate exercise methods and healthy lifestyle practices.
In-company relay races
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FY 2022 2023 2024 Participation rate 20% 20% 33% -
Healthy diet initiatives
The Company's employee cafeteria is registered with the food education and health promotion projects of the prefecture and city as an Aichi Prefecture Food Education Promotion Cooperative Eatery and an Okazaki City Health Support Facility, respectively. As such, the cafeteria offers health-conscious options, such as meals of up to 600 Calories, and displays the Calorie counts on every item on the menu. In addition, the Company shares its health concerns with the catering companies that provide food to the employee cafeteria, and they provide meals in consideration of those health issues as a monthly health event. In FY2023, we began using Pitto Reji, a cash register-style tool that which allows employees to view the calories and nutrients they consume on their smartphones at the cafeteria, and this has helped to raise employees' health awareness.
No-smoking initiatives
- Starting April 2025, we will implement a complete smoking ban on all company premises to support the health of all employees and create a comfortable work environment.
In addition, as part of our supportive measures, we provide (1) full coverage of smoking cessation costs*6, (2) Program to support employees to quit smoking*7, and (3) smoking cessation classes and other initiatives. These efforts have gradually reduced the number of smokers. -
Stop smoking seminar
*6 Full coverage of smoking cessation costs: The company fully covers expenses for smoking cessation medications and clinic visits, reducing the financial burden and promoting successful quitting.
*7 Program to support employees to quit smoking: a program to support employees who will quit smoking provides support from surrounding colleagues for employees who declare they will take on the challenge of quitting smoking.
State of participation in the Stop Smoking Challenge（Non-consolidated）
| FY | 2022 | 2023 | 2024 |
|---|---|---|---|
| Number of Participants | 25 | 8 | 14 |
| Percentage of achievement | 46.0% | 87.5% | 93.3% |
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Women's health events
We hold seminars on health issues specific to women and cancer awareness health events (FUTABA Pink Ribbon Movement) to raise awareness of the importance of the early detection, diagnosis, and treatment of breast cancer. We also held a concurrent event to experience various health measurements including vascular age measurement, and many employees, regardless of gender, participated.
Furthermore, we raised awareness about breast cancer through exhibition booths at company events to give not only employees but also their families the opportunity to think about breast cancer. -
Satisfaction with cancer screening awareness events
Participants in cancer screening awareness events (percentage of participants among all employees)
| FY | 2021 | 2022 | 2023 |
|---|---|---|---|
| Participation rate | ― | ― | 14.2% |
Helping employees build mental health
- We collaborate with occupational health staff, the human resources department, and others to carry out activities based on the “Four types of mental health care in mental health guidelines*8”.
Mental health education is incorporated into training programs for different employee levels, with a particular focus on promoting mental well-being from the early stages of employment. We prioritize mental health measures for new employees.
Additionally, workplace improvement is a key focus. Using group analysis results from stress checks, we identify the strengths and weaknesses of each workplace and develop systems to improve the work environment.
Furthermore, to enhance self-care skills, we hold voluntary self-care sessions led by external instructors covering topics such as mindfulness. Approximately 90% of participants have responded positively, finding these sessions helpful. -
*8 Four types of mental health care in mental health guidelines:
Refers to initiatives for four kinds of mental health action as defined by the Ministry of Health, Labour and Welfare.
There are four approaches: (1) self-care, (2) care by management and supervisors, (3) care by industrial health staff, etc. placed at offices, and (4) care by external resources.