In accordance with our basic mental and physical health policy, we aim to maintain and improve the health of our employees. Furthermore, as the physical and mental wellbeing of each individual employee is the driving force behind realizing both company and personal dreams and ambitions, we have positioned the maintenance and improvement of employee health as an important management issue in our Health Management Declaration.
- *SB Atwork Co., Ltd. is a subsidiary of SoftBank Corp.
Health management declaration
We want to be a group brimming with energy in which everyone enjoys good mental and physical health
The most important foundation for tackling this new stage of the information revolution and realizing continuing growth is to be a group in which each individual employee is healthy in both mind and body and always brimming with energy. In signature SoftBank style, we will actively utilize cutting edge AI and information and communication technologies to promote health management that maintains and enhances the wellbeing of our employees and their families.
President & CEO, SoftBank Corp.
Philosophy and policy
Health management philosophy
Our health management philosophy also forms part of our Rules of Employment.
(Excerpt from Rules of Employment)
Chapter 6 Health Management
(Health management philosophy)
The Company shall be managed on the philosophy that the “most important foundation is to be a group in which each individual employee is healthy in both mind and body and always brimming with energy.”
(Employee health maintenance and improvement)
The Company shall take the appropriate measures to maintain and improve the physical and mental health of employees and establish a safe and comfortable work environment. Employees shall cooperate with measures taken by the Company and work to maintain and improve their own health.
The basic mental and physical health policy outline
- Support the wellbeing of all SoftBank Group employees so all work aspirations can be achieved with a sound body and mind.
- Work to create a safe and comfortable work environment in which each employee can reach their full potential.
- Observe compliance related to occupational health and safety laws to become a highly trusted corporate group amongst internal and external stakeholders.
|Wellness Promotion Office||A dedicated team that reports directly to the CHRO*1 and is tasked with promoting an environment in which all employees are able to enjoy good mental and physical health in their work.
The office plans and implements health management measures in partnership with the Wellness Center of group company SB Atwork Corp.
|SB Atwork Corp
|Staffed by qualified specialists, the Wellness Center of SB Atwork Corp. provides somewhere for employees to go about their mental or physical health. These specialist staff include industrial physicians for internal medicine and mental health, public health nurses, councelors, and health keepers (masseurs).|
Health and safety Commyittee
|Maintaining the safety and health of everyone in the workplace is an intrinsic part of our business activities. A Health and Safety Committee has been set up at each office with more than 50 employees to coordinate the provision of a safe and welcoming work environment. The committees also play a part in facilitating workplace improvements by looking at what other workplaces are doing about health and safety and by publicizing their own good practices.|
- *1Chief Human Resource Officer
Broad-ranging health management KPIs
Broad-ranging KPIs are defined that cover work engagement as well as mental and physical health. We utilize the PDCA cycle to make ongoing improvements to our practices, with these indicators being monitored in terms of three different approaches: health management, safe and welcoming work environments, and health maintenance and improvement.
Specific numerical targets
Health management targets
- *1Up to FY2020, this was determined from the health awareness survey data on how often business efficiency was impeded by ill-health, with responses of “3 or more days a week” or “1 or 2 days a week” deemed to indicate presenteeism. From 2021 onwards, the number was obtained from the University of Tokyo Single-Item Presenteeism Question (SPQ).
- *2Absence or leave due to illness or injury
|Ratio of Positive Findings in the Regular Health Examination||51.9%||54.7%||55.1%||57.9%||57.9%||57.4%|
|Lipids (LDL cholesterol)||-||-||24.8%||28.2%||27.7%||26.7%
|Rate of taking paid vacation||75.1%||76.5%||72.2%||61.8%||70.1%||70.0%
|Overtime working hours (Average of general employees)||26.5h||24.9h||24.2h||27.2h||27.0h||Check the achievements|
/ Psychological lively scale
/ Comprehensive health risk
- *3Risk factors: Blood pressure, lipids, liver function, or blood sugar
|Regular health examination rate||99.7%||99.9%||100%||100%||100%||100%|
|Follow-up examination rate||55.5%||57.0%||53.8%||58.7%||64.0%*4||70%|
|Completion Rate for Specific Health Examination*5||30.1%||31.6%||32.9%||31.5%||57.7%||65%|
|Stress check consultation rate||89.4%||90.1%||91.0%||84.7%||86.1%||95%
|Ratio of employees with high stress||12.9%||12.7%||13.3%||11.2%||11.8%||13%
- *4As of September 8, 2022
- *5As the data for Completion Rate for Specific Health Examination relates to the results for all subjects after ongoing support is completed, the target is shown along with the actual result for the previous fiscal year.
Encouragement for health examinations
To facilitate the early detection and treatment of illness, we encourage employees to have regular health examinations and are working to educate them about the importance of doing so.
In addition to the CHRO sending an e-mail to all employees stressing the importance of health examinations and rechecks, any employees who have not yet had their examinations are reminded to do so. Steps are also being taken to reinforce this message by enlisting the aid of the human resources staff responsible for the department and utilizing tools to remind not only the employees who have yet to have their examinations but also their supervisors.
Thanks to these measures, 100% coverage has been achieved for these regular health examinations since FY2019. Moreover, the total sum spent on health examinations during FY2021 was around 180 million yen.
|Regular health examination rate||99.9%||100%||100%||100%|
High-risk employees and those requiring follow-up examinations
|Follow-up examination rate||64.0%*1|
|Rate of consultation with industrial physician or public health nurse||96.0%*2|
|Treatment rate for high-risk patients||60.1%*2|
Since April 2022, the time requiredfor examinations has been treated as working hours and employees reimbursed for their travel costs so as to create an environment where it is easy for employees to get health checks or follow-up examinations (repeat check-ups or detailed check-ups). A target of 70% has also been set for follow-up examinations in an effort to catch and treat ill-health early.
For those employees who are found by the examination to be in the high-risk group, the industrial physician and public health nurses provide health advice such as recommending by e-mail or through a consultation that they get their health checked at a medical institution.
- *1As of September 8, 2022
- *2As of June 16, 2022
Encouragement for women's health, cancer, and dental examinations
Depending on patient age and gender, cancer and women's health examinations are conducted to facilitate the early detection and treatment of cancer and diseases specific to women. Similarly, dental checks are also made available in the workplace in partnership with the health insurer to help employees maintain good dental health.
- *On-site dental checks were halted during FY2020 and FY2021 as a precaution to prevent the spread of COVID-19.
Encouragement for stress checks
As part of our mental healthcare provision, we encourage all employees to take regular stress checks using the Wellness Eye system provided by group company SB AtWork Corp. This encourages self-care that helps prevent damage to mental wellbeing and has been useful in improving work place conditions.
|Stress check consultation rate||86.1%|
Safe and welcoming work environments
Establishment of a Wellness Center
Employees are given the opportunity to consult about their physical and mental health with public health nurses or industrial physicians specializing in internal or psychological medicine who are made available in partnership with the Wellness Center operated by SB Atwork Corp.
Qualified counselors are available to provide career counselling or to talk one-on-one about concerns such as work or relationships.
Massage is available to rejuvenate staff and prevent the problems that come from PC and other deskwork, including eyestrain, stiffness in the neck or back, and lower back pain.
in the workplace
with the peer supporter system
We are introducing a “peer supporter system” in which employees who hold occupational counseling or health and safety related qualifications may volunteer as accessible counselors within the workplace after passing a specific selection process and receiving training.
Infectious disease control
Measures are taken to prevent the spread of influenza, COVID-19, and other infectious diseases. For COVID-19, antibody testing has been conducted for all employees and the company has its own program of saliva PCR testing for staff. This has also been accompanied by workplace vaccination both within the company and farther afield.
Smart office environment
The company headquarters relocated to Takeshiba in January 2021 to reinforce business continuity planning (BCP) and facilitate further working style reforms. The site provides a community-style workplace that embodies the concept of “Smart & Fun!”, enabling all employees to perform at their best. A variety of health-affirming measures have also been adopted at the offices to provide a safe and welcoming work environment.
Floors linked by internal stairways
Internal stairways have been installed between three floors to create an open and flexible workplace that allows for a wide variety of working styles, also helping employees to get more physical exercise as they work.
To promote health and relaxation, exercise equipment and rocking chairs are provided in a corner of the floor for use during break times.
Flexible working arrangements
Encouraging a clear distinction between work and private life
To make it easier to take annual paid leave, employees are encouraged to take off workdays during the Golden Week holidays or that fall between a weekend and a public holiday. The company also encourages a clear distinction between work time and private time, with one day each week being designated a “Go Home on Time Day” and support for participation in the Premium Friday campaign for leaving early on the last Friday of each month.
Introducing a work-interval system
To ensure that employees have enough time for their daily lives and sleep, we are introducing a “work-interval system” which establishes a set rest period from the time that employees finish work until the next time that they start work. All employees are required to take 10 or more consecutive hours of rest from when they finish work until they start working again.
Support for maintaining employment while undergoing cancer treatment
Cancer Treatment Leave* is a system established for employees who are unable to work due to cancer-related hospital visits, treatments, and feeling unwell the day after treatment. This system helps create an easy working environment for employees, balancing their treatment and work life.
- *May be taken as accrued annual leave
Preventing workplace harassment
The SoftBank provides awareness training through topic-based seminars and e-learning for all workers with the goal of ensuring a healthy and safe workplace free of all forms of harassment. Should a harassment incident occur, a primary contact point has been established so appropriate measures can be taken as quickly as possible. As part of that response, a counselor will first listen to what happened, and then discuss next steps with the employee. All consultations are handled with complete confidentiality.
In October 2019, we introduced a Pulse Survey developed in-house to measure the daily level of fulfillment among employees.
By answering a total of 13 questions (about 3 minutes) on work, life, and health once a month, employees can measure changes in their own condition. Furthermore, the pulse survey is intended to facilitate timely communication among supervisors and members.
Health maintenance and improvement
We have highlighted six themes for improving employee health: Improving eating habits, Encouraging exercise habits, Reducing the ratio of smokers, Improving mental healthcare, Improving women's health, and Improving health literacy. Support includes providing information and venues for activities to occur.
Seminars have also been held, with most of these taking place online as a precaution against the spread of COVID-19. Archived copies are also available on the company intranet site for employees who were unable to attend the live events. From 2021, October has been designated Health Promotion Month, with online seminars and other events held jointly with group company Z Holdings Corporation.
1) Improving eating habits
- Diet program with genetic testing
- Training video “Health management (including alcohol consumption) for workers”
- Recipes for healthy eating
- Provision of healthy options and sale of lunches that are certified “smart meals”*1 (staff canteen)
- *1Smart meals are nutritionally balanced meals containing healthy ingredients. The concept is part of an initiative by the Healthy Meal & Dietary Environment Consortium aimed at promoting healthy eating.
|Description||Diet program with genetic testing|
|Challenge||Across all employee age groups, the prevalence of symptoms (positive findings in health examination) tends to increase year by year, with the highest prevalence being found in lipids and BMI. Many people in their 30s and 40s exhibit risk factors and, if left untreated, these lead to a higher risk of serious disease.|
2) Encouraging exercise habits
- Yoga sessions before morning company meeting
- Morning and evening yoga sessions via Zoom (average participant satisfaction rating: > 90%)
- Walking events (spring and fall events during FY2021, Participation: approximately 1,200 people)
- Stretching videos by health keepers
- Employees able to get simple physical strength measurements or do their own self-checks at home
- Encouragement of company club activities
Example activity 
|Description||Yoga sessions before morning company meeting|
|Challenge||An increase in employees working from home due to COVID-19 means they are getting less physical exercise in their daily lives|
The monthly sessions have been broadcast live since October 2021.
Example activity 
|Description||SoftBank walkathon for all employees with a target of 8,000 steps or more|
|Challenge||As with the yoga initiative, the concern is that the rise of working from home due to COVID-19 has led to people getting less physical exercise in their lives, with workplace communication also suffering.|
3) Reducing the ratio of smokers
- Ban on smoking during working hours (every day since April 2020)
- Closure of workplace smoking rooms (73 such rooms closed at end of September 2019)
- Training video “Smoking and Health”
- E-mail magazine and anti-smoking column
- Subsidies for cost of smoking cessation programs
- Smoking cessation advice from public health nurses
|Description||Ban on smoking during working hours|
|Challenge||The smoking rate is in the 30% range, higher than the national average, with the rate being especially high among employees who work outside the office.|
|Results||Reduction in smoking rate from 30% range to 20% range (FY16: 31.3% → FY21: 25.8%)|
4) Improving mental healthcare
- Sleep seminars (attended by approximately 1,600 people)
- Training videos “Self-care, line care, and more” and “Health management (including alcohol consumption) for workers”
- Discount on cost of sleep apnea syndrome (SAS) examination
- Department-specific training
- -Line care for supervisors and self-care for ordinary employees
- -Communication skills (listening, assertion)
- -Motivation & stress management, harassment
- -Self-directed career growth, preventing reoccurrence for managers with staff taking time off for mental health issues
|Challenge||While the increase in working from home due to COVID-19 has led to improvements in sleeping time, an increasing number of employees are experiencing issues with sleep quality. To address this, we have teamed up with group company Z Holdings Corporation to run online sleep seminars.|
|Details||Sleep seminars run by celebrity (attended by approximately 1,600 people)|
20% increase in the number of people responding to the question “Do you get enough rest from sleeping?” with “Yes” or “To some extent”
5) Improving women's health
- Health seminar to support the empowerment of women (attended by approximately 350 people)
- Seminars on women's health as an issue for everyone (four seminars attended by approximately 500 people)
- Femtech working group and running of a trial
- Training video for management staff “Health management for women in the workplace”
- Column on supporting women's wellbeing
|Description||Seminar by women's health specialist|
|Challenge||To empower women in the workforce, a target has been set of increasing the percentage of management roles filled by women to 15% (twice the current level) by 2030 and to 20% by 2035 (triple the current level). To achieve this, we believe it is vital that opportunities be provided at which male as well as female employees can address issues of women's health in order to provide a workplace in which women can thrive.|
1. Health seminar to support empowerment of women by female health specialist Miho Takao
2. Seminar on women's health as an issue for everyone by Miho Takao and Yoshiko Onishi, two specialists in the field
1. Health seminar to support empowerment of women by Miho Takao: 2 days
2. Seminar on women's health as an issue for everyone: 4 days total
6) Improving health literacy
Proactive dissemination of information about health management
We have produced the “Five-Minute Primer on Health Management at SoftBank” and made it available to employees as a central resource covering information such as the company's approach to health management, the things being done to maintain and improve employee health, and where to go for assistance.
Wellness Eye Study Video Learning Provided
SB AtWork Corp., our group company which offers Wellness Eye Study Video Learning, provides video content to all employees. It features a full range of healthcare-related content that is useful for self-care and life-care, including topics such as mental health, harassment, cancer prevention, and smoking.
HELPO Healthcare App Provided
We have introduced the HELPO app offered by our group company Healthcare Technologies Corp.
With the HELPO app, users can make appointments and manage results for saliva PCR testing and vaccinations, conduct online health and medical consultations, search for hospitals, and purchase over-the-counter medicine.
Recognized under the large enterprise category of the 2022 Certified Health & Productivity Management Outstanding Organizations Recognition Program (White 500)
SoftBank was recognized under the “large enterprise category of the 2022 Certified Health & Productivity Management Outstanding Organizations Recognition Program (White 500)” as an enterprise that is thinking about employee health management from a management perspective and actively engaging in health management. We were recognized in March 2022 as a White 500 enterprise for the fourth consecutive year.
Certified as Sports Yell Company for four years running
We have been certified by the Japan Sports Agency as a “Sports Yell Company”, meaning a company that makes an effort to get employees involved in sport to improve their health.