Health and Productivity Management
- Health and Productivity Management Initiatives
- Health Management Objectives and Organization, and Health Action 2020
- The Origin of Health and Productivity Management at Epson, and Work Reforms
- Mental Health Initiatives
- Providing a Clean, Smoke-Free Work Environment
- Epidemic Prevention and Life-Saving Initiatives
Health and Productivity Management Initiatives
Epson believes that providing and maintaining a safe and healthy work environment and promoting physical and mental well-being are the foundation of a healthy company. Accordingly, understanding that safety and health are the lifeblood of the company, we have instituted NESP*1 activities at our sites around the world, so that our employees and partners can enjoy working as part of a team in a healthy environment and in the knowledge that they are safe and secure.
In Japan, one of the focal points of NESP activities is health management, and we support employee health maintenance and improvement efforts. There are also areas where we need to strengthen our initiatives to address issues such as protection against passive smoking and the increase in lifestyle-related diseases associated with aging. At the same time, given the need as a society to increase healthy life expectancy, we are expected as a good corporate citizen to maintain and promote the health of our employees. In line with this, Epson management announced, in April 2020, its commitment to building a strong culture of health across the global Epson Group by issuing the Epson Group Health and Productivity Management Declaration.
Outside Japan, we are working continuously to improve employee health in ways that fit the situation at each company. Occupational health and safety laws vary by country and region, so each overseas affiliate manages employee health based on local law.
*1 The New Epson Safety & Health Program (NESP), established in FY2000, is an original Epson program that covers safety, health, fire and disaster prevention and management, and facilities. It is based on an occupational safety and health management system (OSHMS) that conforms to International Labour Organization (ILO) guidelines.
The Health and Productivity Management Declaration and Key Issues
Epson declares that it will work to manage the health and productivity of all employees and external stakeholders.
Health and Productivity Management Declaration
At Epson, the health of our employees is our top priority.
The company and its employees will work together to create an enjoyable and dynamic workplace environment to ensure the physical and mental wellness of all.
Our goal is to energize all employees with a vital workplace, produce results that surprise and delight the world, and make the world a better place.
President and CEO
Seiko Epson Corporation
On April 1, 2020, Seiko Epson established the Health Management Office, an organization that reports directly to the president. This office works closely with Epson's health insurance association to drive actions that will maintain and improve health. The office is focusing particularly on:
- Creating an enjoyable and dynamic workplace environment;
- Introducing measures to protect people against passive smoking and that help people quit smoking; and
- Improving lifestyle habits by increasing health literacy.
Health Management Objectives and Organization, and Health Action 2020
Objectives.The health of our employees is of the utmost importance to us as a company. Accordingly, we want to see employee health improve and to create a positive, energetic workplace that is conducive to job satisfaction in line with the Management Philosophy and Basic NESP Policy. We believe this will ultimately result in better financial performance and higher corporate value.
Organization. The Health Management Office, created in April 2020, reports directly to the president. Headed by a director and executive officer, the office promotes health in a joint effort between the company and employees based on the president's Health and Productivity Management Declaration. The Health Management Office works together with other groups such as the Human Resources Department, which is driving improvements in the organizational climate, and reports on and discusses health issues at Corporate Management Meetings. Its role is to:
・promote occupational safety and health;
・promote health in collaboration with the health insurance association.
The director and executive officer who acts as the general administrative manager of the Health Management Office also serves as the chair of the Health Insurance Association and the overall safety and health controller, which makes for smoother collaboration among the organizations.
The Health and Productivity Management Committee revolves around the chair of the Health Insurance Association, the general manager of the Health Management Office, and the chief occupational physician. It, in collaboration with the safety and health management organizations of the various Epson plants and offices, is the driving force behind Group-wide initiatives as the group that analyzes information and drafts, coordinates, and implements action plans.
Health promotion committees have been operating within the safety and health management organizations at each of its plants and office since the 1990s, with the launch of the THP (Total Health Promotion Plan). Even now, employees from different departments are taking the lead in identifying issues and devising measures to address them from an employee perspective. The health promotion committees are chaired by the general managers of the General Affairs Departments at Epson plants and offices. An officer of the labor union serves as the vice-chair. A public health nurse serves in an advisory capacity.
Initiatives under Health Action 2020
In Japan, we have been creating health plans every five years since FY2001 in line with a government program called "Healthy Japan 21." The current plan, Health Action 2020, was instituted in April 2016. It includes KPI and actions designed to promote better employee health, increase productivity, and enhance corporate value. Health Action 2020 was discussed by executive management at meetings of the General Safety and Health Controllers Committee and approved by the director and executive officer in charge of health management. It was then rolled out to all sites and Group companies in Japan.
The plan is fundamentally focused on ensuring safety and improving the work environment (from the viewpoint of both reducing risk and strengthening positive aspects) as well as fostering the independence and autonomy of employees and departments. In addition to the physical and mental health of the individual, the plan addresses workplace health*1 and includes actions to energize and build a sense of unity between individuals and the organization and to increase productivity through work reforms and personnel measures.
*1 Epson coined and has used the term “workplace health” since FY2016. It is based on the World Health Organization’s definition of health as “a state of complete physical, mental and social well-being” but also incorporates the idea of health and productivity management, which has elements of both mental and physical well-being coupled with how we work. It is creating a safe, dynamic, communicative workplace in which everyone feels energized and enjoys job satisfaction.
Seiko Epson Recognized Under the Certified Health and Productivity Management Organization Recognition Program (White 500)
In March 2020, Seiko Epson was recognized for the fourth consecutive year under the Certified Health and Productivity Management Organization Recognition Program (White 500), in the large enterprise category. The program, which is jointly administered by the Ministry of Economy, Trade and Industry (METI) and the Nippon Kenko Kaigi, honors enterprises who work with insurers to promote good health and productivity.
Under the recognition program, companies are evaluated in 25 areas related to health and productivity management. Epson satisfied the criteria for all of them. Epson earned among the highest marks in the sector in items concerning the involvement of executive management, scheme building and employee education, measures specifically targeting at-risk individuals, and the verification and improvement of measures effectiveness.
The Origin of Health and Productivity Management at Epson, and Work Reforms
Health and productivity management at Epson originated with "Epson's Work Goals and Work Culture," a statement of goals set forth in 2004 in a labor-management agreement regarding overtime work and work on days off. Initiatives designed to increase workplace health, which are described in Health Action 2020, preserve the spirit of "Epson's Work Goals and Work Culture."
Since FY2017, Epson has been carrying out work reforms under the "WILL BE Program"*1 to achieve our work and work culture goals. This program is driving the improvement of workplace health.
*1 "WILL BE" signifies work-life balance, innovation, liveliness, and enjoyment.
Introductory Statement to "Epson's Work Goals and Work Culture"
Our goal is for all employees to maintain and improve their physical and mental health while working efficiently in a vital, rewarding work environment, without excessive labor demands. In this way, the company will develop in perpetuity, raising its corporate value and ensuring a win-win relationship with its employees.
We aim to achieve this beneficial working style and work culture both for the individual and the company.
Mental Health Initiatives
Seiko Epson and its group companies in Japan cite mental health as a key area and have introduced initiatives that are focused on prevention and on fostering strong personal relationships in a vibrant workplace culture.
We have offered ongoing mental health training since 2000. We give group training for new employees, mid-level employees, and others in senior staff and management positions. Certain online courses have been designed for all employees. Also, employees gather together to read out loud from a mental health textbook. One example of training is "Around 35: Mental Health for the Prime of Your Career." This course is for employees who are around 35, an age at which their role in the company tends to change and when there are often important changes in their personal lives. The course helps them to better understand themselves, deal with stress, and maintain their own personal mental health. Between the 2012 and 2019 fiscal years, 2,414 employees have taken this course, which has been run a total of 194 times.
Our business sites have health management offices, where medical professionals (occupational physicians, nurses, and clinical psychologists) offer employees advice on mental and physical health issues. Industrial counselors are on duty in our employee counseling offices. They provide all types of advice as well as career counseling to help employees achieve self-realization and chart their careers.
Since 2004, all employees undergo an occupational stress evaluation when they take their annual physical examination. Medical professionals and industrial counselors follow up with employees found to be highly stressed. The primary purpose is to help employees manage their stress. This evaluation facilitates early detection and early treatment of mental health issues.
Since December 2015, Japan's Industrial Safety and Health Act has required certain employers to offer stress checks to employees. In response, we revised the content of our evaluation to meet the new legal requirements and enacted a Group standard for the stress check system, which is overseen by the safety and health committees of domestic Group companies and sites. We have conducted stress checks in line with this standard since 2016 and, since 2017, have provided a stress analysis report to each department and supported efforts to improve the workplace environment.
Employees whose mental health troubles have caused them to take time off from their jobs can benefit from our back-to-work program. Since FY2007, the program has helped smooth the transition back to the workplace and avoid recurring troubles. Depending on their situation, employees may meet with medical professionals and industrial counselors, working with them as a team to plot their approach. Moreover, the employee's primary care physician, workplace manager, and human resources department work together closely to provide better support. In FY2016 we updated the back-to-work program and extended the maximum length of leaves of absence due to personal injury or illness from 18 months to 30 months so that employees can focus on recovery and recuperation.
Providing a Clean, Smoke-Free Work Environment
We have been stepping up actions to protect employees from harm caused by tobacco smoke. In 2016, we began to gradually reduce the number of smoking areas at our sites in Japan and to move them outdoors. Furthermore, in April 2018, we banned smoking during working hours, except for during the lunch break.
We have also been promoting smoking cessation among employees by drawing their attention to associated risks on World No Tobacco Day, offering professional counseling, and fully subsidizing the cost of treatment at a smoking cessation outpatient clinic. These actions have accelerated the rate at which employees in the domestic Epson Group have quit smoking. Whereas the percentage of smokers declined by 2.6% over the five years from FY2011, it declined by 4.1% over the three years since FY2016. In FY2019, the percentage of smokers dropped to 21.5%. For additional protection against passive smoking, Epson completely banned smoking on the premises, effective October 1, 2020.
Epidemic Prevention and Life-Saving Initiatives
Emerging Infectious Diseases Prevention
Epson considers infectious diseases to be a serious business risk. To eliminate infectious disease-related plant closures, we have been taking action since 2009 to ensure that our people are alert to infectious diseases and that they practice measures to prevent their spread in the workplace. In 2017, we stepped up our inspection and improvement programs at our overseas manufacturing companies to prevent the spread of infectious diseases such as tuberculosis, malaria, and Middle East respiratory syndrome (MERS).
Epson Group companies around the world maintain their own business continuity plans (BCP) to control risks associated with emerging infectious diseases. These BCP are tailored to their specific needs and serve not only to protect their employees but to minimize harm and ensure the continuity of business operations.
Seiko Epson provides first aid training in Group companies in Japan to prepare personnel to provide effective first aid and care in a medical emergency involving cardiopulmonary arrest. Executives and other personnel have been given hands-on training in cardiopulmonary resuscitation (CPR) and the use of automated external defibrillators (AEDs). As of the end of March 2020, approximately 13,700 employees had received training.