Basic approach
Futaba believes that strategically implementing initiatives to maintain and promote our employees' health is an "investment" for the future. To grow and develop toward the near future and continuously contribute to society, we set out the Health Statement in August 2022. In addition to the Company, the health insurance association and labor union have also signed the statement, indicating their commitment to fulfill each of their roles to enact initiatives to build the health of employees and create a company in which all employees can actively participate.
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 Office serves as a secretariat. The health insurance association, labor union, occupational health physician and staff, and internal departments cooperate with each other to help employees solve their health issues.
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
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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 two consecutive years.
Also, Futaba Group is promoting its health management initiatives that Futaba Sumi was certified as a Health & Productivity Management Outstanding Organization (medium & small enterprise category). -
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
We identifies several health issues: the low number of people with regular exercise habits, the low rate of implementing proper eating practices (such as eating slowly), and the high smoking rate. These unhealthy lifestyle habits lead to serious diseases, which in turn result in decreased productivity and lower employee well-being, presenting significant challenges for our management.
We are taking a range of actions, including a high-risk approach such as work restrictions, and approaches that focus on improving lifestyles, such as health guidance by doctors and public health nurses to people other than those subject to specific health guidance.
From FY2023, we have been working on the Health Challenge 8 initiative company- wide to raise employees' awareness of their own health and establish healthier habits. Here, we have introduced a mechanism in which each department's health leaders take the initiative in calling on employees to build health habits.
We aim to improve health awareness among individuals and within the workplace, setting goals of 7.2% for the rate of individuals at risk for metabolic syndrome and 0.49% for the rate of high-risk individuals for diseases by the fiscal year 2025.
*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 | FY2021 results | FY2022 results | FY2023 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 | 84.0% | 83.3% | 84.6% | |
| Percentage of implementation of stress checks | 97.8% | 96.7% | 96.9% | |
| Health guidance after regular medical examinations | 100% | 100% | 100% | |
| Healthy lifestyle habits State of initiatives |
Proper bodyweight | 63.8% | 64.9% | 71.9% |
| Eating breakfast | 81.2% | 79.5% | 80.5% | |
| Proper drinking | 70.4% | 70.6% | 71.2% | |
| Not eating between meals | 78.4% | 78.6% | 79.5% | |
| Smoking bans | 67.0% | 69.0% | 70.3% | |
| Exercise habit | 17.8% | 17.9% | 19.2% | |
| Be well rested from sleep | 69.1% | 70.3% | 67.9% | |
| Stress-free | 90.6% | 90.9% | 90.4% | |
| Physical-related | Percentage of Metabolic syndrome reserve group subjects | 8.0% | 8.0% | 8.9% |
| Percentage of People at high risk of illness | 0.9% | 0.6% | 0.8% | |
| Presenteeism*2 | ― | 22.7 | 24.6 | |
| Absenteeism*3 | ― | 2.3% | 2.6% | |
| Work engagement*4 | ― | ― | 2.7 |
*2 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 2025.
The survey was answered by 3,090 employees, resulting in a response rate of 81.8%.
*3 Absenteeism: Percentage of absentee due to sickness and injury(%).
*4 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 3.0 by 2025.
The survey was answered by 3,287 employees, resulting in a response rate of 87%.
Key Initiatives
Helping employees build physical health
Exercise promotion initiatives
The Company was certified as a Sports Yell Company 2024 by the Japan Sports Agency as a company that actively promotes sports to improve the health of its employees.
With specific events such as internal relay races and other events to promote exercise, we provide opportunities and environments for exercise, such as encouraging employees to do radio calisthenics before starting work as part of their daily exercise routine and subsidizing exercise fees, such as for sports facility usage.
In addition, since FY2022, we have been conducting fitness assessments and health seminars for employees over the age of 50 to help them become aware of their physical fitness and maintain and strengthen their bodies, as well as company health events for all employees to raise awareness of the importance of exercise and create opportunities to change their awareness and behavior.
Conducting fitness assessments and health seminars for employees aged 50 and over (percentage of participants among the target group)
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FY 2021 2022 2023 Participation rate ― 90.7% 97% -
Health seminar for employees over the age of 50
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
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In order to protect employees from the hazards of smoking and second-hand smoke, we have established internal no-smoking days and specified smoking times, and are engaging in activities to promote the cessation of smoking across the entire company. From April 1, 2025, we plan to prohibit smoking on all company property.
As a preparation for this, in FY2023, we launched a program of quit smoking declaration and support system*5, which replaces the existing support campaign. This new program covers all expenses incurred for smoke cessation and supports those volunteering to quit smoking. Although the number of participants decreased compared to the previous campaign to support employees to quit smoking due to the company-wide internal declaration involved for quitting smoking, a boosting effect from supporters also improved the smoking cessation achievement rate. -
Stop smoking seminar
*5 quit smoking declaration and support system: 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, ahead of prohibit smoking on all company property on April 1, 2025.
State of participation in the Stop Smoking Challenge（Non-consolidated）
| FY | 2020 | 2021 | 2022 | 2023 |
|---|---|---|---|---|
| Number of Participants | 24 | 40 | 25 | 8 |
| Percentage of achievement | 50.0% | 30.0% | 46.0% | 87.5% |
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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
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We carry out activities based on guidelines for four types of mental health care*6 while cooperating with occupational health staff and the Human Resources Division, among others. Having introduced mental health education in the job level-based training programs, we consider it necessary to help employees build mental health especially in the early stage of joining us, and focus on implementing initiatives aimed at helping new employees stay mentally healthy. In addition, we will set workplace improvement as a priority issue, and will identify strengths and weaknesses of workplaces based on the results of group analysis after stress checks, thereby creating a framework that will lead to workplace environment improvement.
In addition, to enhance self-care skills, we hold self-care talks led by external speakers (such as on mindfulness), which have received positive feedback, with about 90% of participants who joined voluntarily finding them helpful. -
*6 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.