Health and Productivity Management
- Health and Productivity Management Initiatives
- Health Management Objectives and Organization
- Health and Productivity Management and Work Reforms
- Creating an Enjoyable and Dynamic Workplace Environment
- Providing a Clean, Smoke-Free Work Environment
- Improving Lifestyle Habits by Increasing Health Literacy
- 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. And, proclaiming safety and health to be the lifeblood of the company, we have instituted NESP*1 activities globally, 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, we manage health and productivity to improve employee wellbeing and increase corporate value. We established a mid-range health plan called Health Action 2020 and tied it in with work reform and health insurance association measures and policies. The president of SEC has committed to creating an environment that encourages free and open communication, making work enjoyable, and changing the organizational climate. In conjunction with this, Epson established a Health Management Office, publicly announced the Health and Productivity Management Declaration below as a management commitment, and is strengthening the initiatives of relevant organizations.
Outside Japan, we are working continuously to improve employee health in ways that fit the situation at each company. Occupational safety and health 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.
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
Health Management Objectives and Organization
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. Epson established a Health Management Office to drive initiatives under the president, who is responsible for health and productivity management. The director of the Health Management Office is an executive officer who participates in Corporate Management Meetings. The office director, who also serves as the general administrative manager of the Human Resources Division, the chair of the Health Insurance Association, and overall safety and health controller, is responsible for the general management of health and productivity. A Health and Productivity Management Committee shoulders responsibility for health and productivity-related information analysis, measures and policies, as well as health evaluations and improvements. The Health and Productivity Management Committee regularly meets so that activities can be carried out cooperatively among the company, the health insurance union, and the health promotion committees within each site. 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. An occupational physicians and a public health nurse serve in an advisory capacity.
Initiatives under Health Action 2020
Health Action 2020, which ran from the 2016 through the 2021 fiscal years, focused on three priority areas: workplace health, physical health, and mental health. The company promotes workplace health with work arrangements and human resources polices that are designed to energize individuals and organizations and promote productivity. Physical and mental health are the foundation on which workplace health depends. 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*2 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.
In April 2020, we sorted through issues involving the various initiatives taken and decided to continue the following key actions to further accelerate the growth of a sense of workplace unity, which helps to avoid mental health issues, passive smoking countermeasures, and improvement of lifestyle habits.
1. Creating an enjoyable and dynamic workplace environment: Improving the workplace environment based on half-yearly stress checks
2. Passive smoking countermeasures: Prohibiting smoking on the premises of Epson sites nationwide in Japan
3. Improving lifestyle habits by increasing health literacy: Creating teams and holding walking competitions, and providing online courses to raise health-related awareness
*2 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.
Health and Productivity Management Indicators
|Job satisfaction (%)||-||72.3||72.7||71.8||71.3||70.9|
|Smokers (%)||16.0% or lower||25.6||24.1||22.4||21.5||20.6|
|Metabolic syndrome or pre-metabolic syndrome (%)||18.0% or lower||18.4||19.7||20.5||20.9||23.3|
|Mental health leave (1 month or more) rate||0.7 or lower||1.0||1.2||1.2||1.0||0.9|
Health Action 2020 targets and results are as follows.
Recognized for Health Management Excellence for Fifth Consecutive Year
In March 2021, Seiko Epson was recognized for the fifth 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 items concerning the involvement of executive management, scheme building and employee education, measures specifically targeting at-risk individuals, and the verification and improvement of issues and measures effectiveness. Epson was at the top level of 2,523 organization replied for this research.
Health and Productivity Management and Work Reforms
The health promotion committees at our various sites have been operating since the 1990s in a cooperative effort among management, the union, and the health insurance association based on THP (Total Health Promotion Plan) guidelines to maintain and improve health and revitalize/energize the workplace. Employees selected by their workplace plan and lead activities from an employee perspective.
Initiatives designed to increase workplace health, which are described in Health Action 2020, preserve the spirit of work and work culture goals set forth in 2004 in a labor-management agreement regarding overtime work and work on days off. They are aligned with Epson's position regarding health and productivity management. Epson has been carrying out work reforms to achieve our work and work culture goals. These reforms are driving the improvement of workplace health.
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.
Creating an Enjoyable and Dynamic Workplace Environment
Seiko Epson and the companies in the domestic Epson Group are looking to increase the sense of workplace unity and foster a team-oriented, positive workplace environment as a means of improving workplace health. And, to avoid mental health issues, we are focusing on improving the ability of individuals and organizations to manage stress (ability to recognize and deal with stress).
The Health Management Offices at Epson sites have medical professionals (occupational physicians, nurses, and clinical psychologists) who counsel and educate employees about mental and physical health. Meanwhile, Employee Counseling Offices are staffed with industrial counselors who provide mental health as well as career counseling. The Health Management Offices, Employee Counseling Offices, and a Corporate Planning Team work in concert to devise mental health measures. They have undertaken a wide range of actions, from offering individual support to providing site support to improve workplace communication.
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 2017, we have been providing feedback on the results of group analyses along with support to improve the workplace environment. Concrete support was provided to workplaces with issues as well as to workplaces that asked for assistance in making improvements. We interviewed managers, supervisors, and personnel in workplaces that had good scores in the group analysis to gather information about best practices. We shared these with other workplaces, wrote about them in company newsletters, and conducted workshops to improve the workplace. Since 2020, we have stepped up our efforts to assist workplaces by analyzing group results every six months.
We have offered ongoing mental health training since 2000. We provide separate group training for new employees, mid-level employees, and managers. Certain online courses have been designed for all employees. Also, employees gather to read out loud from a mental health textbook.
One example of a distinctive self-care training course 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. Since 2012, a total of 2,414 employees have taken this course, which has been conducted 195 times.
On the other hand, staff care training was revamped for managers in FY2019 because we saw a need for managers and supervisors of various ages to redouble their efforts to improve the work environment. In the 2020 fiscal year, 1,253 out of 1,266 managers (99%) at Epson Group companies in Japan took staff care training. In the future, this training will be extended to workplace leaders, as well.
In November 2019, a guest lecturer was invited to provide training to employees who are in charge of promoting workplace improvements in the personnel and general affairs departments. The topic of the training, for which Epson sought the cooperation of the Kenko Iki-iki Shokubazukuri Forum (sponsored by the Japan Productivity Center), was "What you can do to create a vibrant workplace: Learning about health management from practical examples and building a vibrant organization." In February 2020, a lecture was held for all executives, managers, and supervisors on the topic of "Creating a lively workplace that supports health management: focusing on work engagement."
Employees whose mental health issues have caused them to take time off from their jobs can benefit from our back-to-work program. The program has helped smooth the transition back to the workplace and prevent relapses. We have strengthened our efforts to review what led each individual to take a leave of absence when they return to work and have been successful in reducing relapses. Medical professionals and industrial counselors come together to consider how to respond as a team, and they work closely with the individual's primary care physician, workplace manager, and human resources department to provide better support.
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, and, on October 1, 2020, instituted a complete smoking ban on the premises for additional protection against passive smoking.
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 5.0% over the four years since FY2016. In FY2020, the percentage of smokers dropped to 20.6%.
Improving Lifestyle Habits by Increasing Health Literacy
Epson has added initiatives for improving lifestyle habits in order to achieve the indicator targets in Health Action 2020. We plan events and programs to promote physical activity, control weight gain, and help employees maintain a suitable weight, including:
(1) a spring and autumn walking competition under the auspices of the company and health insurance association;
(2) online courses to raise health awareness (in 2020, "Diet that incorporates chrono-nutrition", and, in 2021, "Exercise and Sleep");
(3) exercise programs created by the health promotion committees
The spring 2021 walking competition, held from April 22 to June 30, pitted the divisions against one another using the health insurance union's health data platform. The president endorsed the use of an illustrated self-portrait on a poster advertising the event, and with chief operating officers of the divisions leading the way, the competition drew 4,824 participants.
Epidemic Prevention and Life-Saving Initiatives
Global Roll-out of Measures to Prevent Infections
Epson considers infectious diseases to be a serious risk to its global business activities. To eliminate disease-related plant closures, we have been taking action to ensure that our people are alert to infectious diseases and that they practice measures to prevent their spread in the workplace. 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. 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.
Support for Japanese Employees Working Overseas
The Health Management Office has set up a global health support desk to provide consultation services and health-related information to Epson employees from Japan who are working overseas. Previously, occupational physicians and public health nurses visited Epson Group companies to help reduce mental and physical health risks, but due to the coronavirus pandemic, we have begun using an IT tool.
An occupational physician in charge of overseas provides information and education about the three priority diseases (HIV, malaria, and tuberculosis) to employees before they are transferred overseas. Materials that cover a broad range of mental and physical health risks are also posted on the company intranet and are available for viewing by all employees.
Response to COVID-19
We have installed measures to prevent the spread of COVID-19, as we believe that the health and safety of our employees, customers, and other stakeholders are our top priority. In addition to asking employees to take their temperature and assess their health before reporting for work, we have limited the number of people in meeting rooms, installed partitions in the employee cafeteria, and staggered lunch hours to maintain social distance. We have also been changing the way we work in response to the new normal, having expanded eligibility for remote work, limited business trips, and enforced remote meetings.
Training in Life-saving Procedures
There have been incidents in the past in which individuals have suffered cardiopulmonary arrest at Epson sites. In view of this, Epson began to spread awareness of emergency procedures at Group companies in Japan so that we can provide the best first aid and life-saving treatment if we should ever be present when someone suffers such an event. 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 14,000 employees had received training. This training has had to be suspended due to the pandemic.