Promotion System and
Broad-ranging Health Management KPIs

Promotion system
Broad-ranging health management KPIs

Promotion system

CHRO	As the person with ultimate responsibility for human resources, the Chief Human Resources Officer (CHRO) oversees the provision of a healthy working environment and the management of occupational health and safety.
Well-being Promotion Office	A dedicated team that reports directly to the CHRO 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. Wellness Center	Staffed by qualified specialists, the Wellness Center of SB Atwork Corp. supports occupational health and safety and 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).
Each Office Health and Safety Committee	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.
Peer supporters	Staff volunteers who, along with their regular work, also support the mental and physical health of other close colleagues in their workplace.
EAP	The Employee Assistance Program (EAP) supports the mental and physical health of staff along with productivity improvement.

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

	FY20	FY21	FY22	FY23	FY24	FY25
	Results					Goal	Result
Presenteeism^*1	81.0%	85.0%	85.0%	86.0%	85.0%	90.0% or more	-
Absenteeism^*2	2.6days	2.7days	2.8days	2.9days	2.9days	2.6days or less	-
Work engagement^*3	2.5	2.5	2.5	2.5	2.6	2.9 or more	-

[Notes]

*1
FY24: 15,100 people measured, response rate 61.6%. Up to FY20, this was determined from the health awareness survey data on how often business efficiency was impeded by ill-health, with responses of or “1 or 2 days a month” or “almost never” deemed to indicate presenteeism. From 2021 onwards, the number was obtained from the University of Tokyo Single-Item Presenteeism Question (SPQ).
*2
FY24: 20,766 people measured, response rate 100%. Absence or leave due to illness or injury during the fiscal year. Due to a change in definition in FY24, the figures for FY20 to FY23 have been retroactively adjusted.
*3
FY24: 20,045 people measured, response rate 93.9%. A score that indicates a positive and fulfilling psychological state toward work. The stress check measures two items related to work engagement from the New Occupational Stress Simple Questionnaire. (4: Yes, 3: Somewhat yes, 2: Somewhat different, 1: Different).

Monitoring indicators

	FY20	FY21	FY22	FY23	FY24	FY25
	Results					Goal	Result
Ratio of Positive Findings in the Regular Health Examination	57.9%	57.9%	56.7%	57.1%	58.6%	58.1% or less	-
BMI+Risk factors^*4	22.2%	21.3%	21.2%	21.2%	22.2%	21.2% or less	-
Lipids (LDL cholesterol)	28.2%	27.7%	25.1%	25.2%	25.3%	24.3% or less	-
Smoking rate	26.8%	25.8%	24.7%	24.5%	24.4%	23.4% or less	-
Sleep restfulness	71.3%	71.1%	70.8%	68.9%	67.8%	70.4% or more	-
Overtime working hours (Average of general employees)	27.2h	27.0h	24.9h	24.9h	24.8h	Check the achievements	-
Stress check / Psychological lively scale^*5	110	111	110	112	115	110 or more	-
Stress check / Comprehensive health risk^*6	87	85	85	85	83	85 or less	-

[Notes]

*4
Risk factors: Blood pressure, lipids, liver function, or blood sugar
*5
FY24: 20,045 people measured, response rate 93.9%. A score indicating the level of vitality of individuals and workplaces. Includes elements of workplace cohesion and work engagement. Based on the data from a survey of 0.5 million workers conducted by the Ministry of Health, Labour and Welfare in 2010, and expressed as a deviation from the national average of 100.
Higher scores indicate higher levels of vitality of individuals and workplaces.
*6
FY24: 20,045 people measured, response rate 93.9%. A score indicating the impact of workplace stress on individual health. Based on the data from a survey of 25,000 workers at 332 workplaces nationwide conducted by the Ministry of Health, Labour and Welfare in 2000. Lower scores indicate less negative impacts on employee health.

Other indicators

	FY20	FY21	FY22	FY23	FY24	FY25
	Results					Goal	Result
Regular health examination rate	100%	100%	100%	100%	100%	100%	-
Follow-up examination rate	58.7%	64.0%	73.1%	73.2%^*7	-	80.0% or more	-
Completion Rate for Specific Health Examination^*8	31.5%	57.7%	50.2%	52.2%	51.8%	60.0% or more	-
Stress check consultation rate	84.7%	86.1%	87.2%	92.3%	93.9%	95.0% or more	-
Ratio of employees with high stress	11.2%	11.8%	12.2%	13.1%	12.1%	less than 13.0%	-
Rate of taking paid vacation	61.8%	70.1%	77.3%	77.7%	75.7%	70.0% or more	-

[Notes]

*7
As of July 25, 2024
*8
As 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.

ESG Data (relating to employees)