S :Society
Development of human capital capabilities for sustainable corporate value enhancement
Health Management
KPI
We will set the key issues identified in the strategy map as improvement indicators and work to address them.
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| Key issue | Items | Results | Targets | ||
|---|---|---|---|---|---|
| FY 2022 | FY 2023 | FY 2024 | FY 2026 | ||
| Reduction in long-term absentees ※1 | Rate of days lost due to illness | 1.1% | 1.1% | 1.2% | 0.9% |
| Preventing performance decline due to poor physical and mental condition ※2 | Rate of people without health problems | 72.6% | 71.3% | 73.0% | 77.0% |
| A positive and fulfilling state of engagement with work ※3 | Vitality level (5-point max) | 2.7 | 2.7 | 2.7 | 2.9 |
- 1: Rate of days off due to illness lasting seven days or more. The lower the rate, the better.
- 2: Calculated by subtracting the percentage of people who selected “somewhat high” or “high” for two items (physical complaints and feelings of depression) from the total rate of people who responded to questions about physical and mental stress reactions.
Higher values indicate better health. - 3: Calculated based on the average score out of 5 points for “vitality” from mental and physical stress responses and “job satisfaction” from stress factors. Higher values indicate better health.
Strategy map
We will strive to maintain and improve the health of our employees through health investment. We will promote further corporate growth by improving health literacy.
Responsible Department
HR Department, Safety & Health Management Department
Our position and Targets
Why is “health management” a critical issue to be addressed?
Explanation of the reason and background
For the Yokohama Rubber Group, employees are our most valuable asset, and maintaining and promoting the physical and mental health of our employees and their families is an important “investment” in our business operations. Based on this belief, we have established a “Health Management Declaration.”
We believe that “employee health” is the foundation of corporate management, essential for improving performance, preventing productivity losses due to illness, and ensuring the stable supply of safe and reliable products to our customers.
To enable each employee to work with a sense of fulfillment and vitality, and to lead healthy and fulfilling lives, we have selected “Health Management” as a key initiative for our group and will continue to promote support for the maintenance and enhancement of employee health.
We believe that “employee health” is the foundation of corporate management, essential for improving performance, preventing productivity losses due to illness, and ensuring the stable supply of safe and reliable products to our customers.
To enable each employee to work with a sense of fulfillment and vitality, and to lead healthy and fulfilling lives, we have selected “Health Management” as a key initiative for our group and will continue to promote support for the maintenance and enhancement of employee health.
Health Management Declaration
The health of our employees is the foundation of their happiness and that of their families, and it is also the most important asset for the sustainable growth of our company.
Under our management policy of “Create a workplace that values, improves and energizes people,” we aim to be a company where every employee works with energy and vitality, and we will promote the maintenance and improvement of employee health.
Through health management, the Yokohama Rubber Group will create innovation through the active participation of diverse talent, improve productivity, and achieve sustainable growth in corporate value while contributing to society.
2024
Yokohama Rubber Co., Ltd.
Representative Director, Chairman and CEO
Masataka Yamaishi
Health Management Promotion System
Yokohama Rubber Group's health management is driven by the top management, who serves as the chief executive officer for health management. The Safety and Health Management Department, Human Resources Department, and Health Insurance Association work together with each business site to promote health management throughout the company.
Vision and targets
- We will promote innovation and productivity improvement through the recruitment, development, and active participation of a diverse workforce.
Measures to pursue our vision
- Routine exercise
Improvement of health literacy through the introduction of a health app (PepUp) and regular health events - Improving diet
Education through seminars on improving dietary habits, nutritional labeling of cafeteria menus, and provision of balanced menus - Reduction in smoking rates
Subsidies for smoking cessation programs, removal of indoor smoking areas, and lectures by industrial physicians on the health effects of smoking
No Smoking Month, No Smoking Day - Early detection and prevention of diseases (including infectious diseases)
Rise in re-examination attendance rates, rise in implementation rate of specific health guidance, subsidy for medical checkup costs, vaccinations (influenza, overseas assignees) - Mental health initiatives
Initiatives for high-stress workplaces, mental health care by psychological counselors, and Return-to-work support programs - Work-life balance initiatives
Expansion of childcare and nursing care leave, employee engagement, introduction of a home office system, expansion of telecommuting/flexible working hours, and establishment of a Tokyo office and satellite offices
Review of FY 2024 Activities
In fiscal 2024, we carried out the following activities for each measure.
1．Routine exercise
1-1. Introduction of a health app (PepUp)
In 2022, we introduced the health app “PepUp” as part of a collaborative health initiative with a health insurance association.
In addition to allowing users to check their health age based on health checkup results, the app supports the improvement of health literacy through the distribution of various health articles.
Every month, we survey the registration rate at each workplace and hold support sessions to encourage more people to register and utilize the app.
In addition to allowing users to check their health age based on health checkup results, the app supports the improvement of health literacy through the distribution of various health articles.
Every month, we survey the registration rate at each workplace and hold support sessions to encourage more people to register and utilize the app.
1-2. Health event
We use PepUp to hold walking rallies and weight measurement challenges every spring and fall to raise awareness of the importance of exercise.
We also hold other events that encourage physical activity, such as hikes organized jointly by the company and employees.
We also hold other events that encourage physical activity, such as hikes organized jointly by the company and employees.
Hiking trip co-organized by labor and management at the Mie Plant
Hiking trip co-organized by labor and management at the Mie Plant
Health event participation indicators (targets and results)
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| Wellness activities | Results | Targets | ||
|---|---|---|---|---|
| FY 2022 | FY 2023 | FY 2024 | FY 2026 | |
| Health app (Pepup) registration rate | 37% | 62% | 71% | 75% |
| Sum of health event participants (total number of people) | 985 | 2,707 | 5,545 | 7,000 |
2．Improving diet
2-1. Seminars on improving dietary habits
We offer seminars on improving your diet to prevent the following lifestyle-related diseases.
・Basic knowledge of diet, nutritional information, nutritional value calculations, and other basic information related to meals
・Health promotion centered on diet based on health checkup results
・Basic knowledge of diet, nutritional information, nutritional value calculations, and other basic information related to meals
・Health promotion centered on diet based on health checkup results
2-2. Nutritional labeling of cafeteria menus, and provision of balanced menus
We display the nutritional information and calorie content of the employee cafeteria menus at each business location so that employees can check the nutritional content of the foods they are interested in.
By learning about the nutritional characteristics of each menu item, employees can raise their awareness of balanced eating and prevent lifestyle-related diseases.
Also, some business locations offer healthy rice.
By learning about the nutritional characteristics of each menu item, employees can raise their awareness of balanced eating and prevent lifestyle-related diseases.
Also, some business locations offer healthy rice.
3．Smoke-free environment
Starting in April 2020, the revised Health Promotion Act, which focuses on “unwanted passive smoking,” will be fully enforced, and companies will be required to take measures to address this issue.
Yokohama Rubber is implementing smoking programs aimed at reducing smoking rates, including subsidies for smoking cessation programs and health events such as “Check Your Lung Age and Carbon Monoxide Levels!!” and “Smoking Cessation Month and Smoking Cessation Day.” We support those who are challenging themselves to quit smoking and promote activities to prevent secondhand smoke exposure.
Additionally, we conduct regular lectures by occupational physicians and education and training on the health effects of smoking to continuously assist in raising awareness for smoking cessation.
Yokohama Rubber is implementing smoking programs aimed at reducing smoking rates, including subsidies for smoking cessation programs and health events such as “Check Your Lung Age and Carbon Monoxide Levels!!” and “Smoking Cessation Month and Smoking Cessation Day.” We support those who are challenging themselves to quit smoking and promote activities to prevent secondhand smoke exposure.
Additionally, we conduct regular lectures by occupational physicians and education and training on the health effects of smoking to continuously assist in raising awareness for smoking cessation.
Smoking rate (targets and results)
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| Wellness activities | Results | Targets | ||
|---|---|---|---|---|
| FY 2022 | FY 2023 | FY 2024 | FY 2026 | |
| Smoking rate | 38% | 38% | 37% | 36% |
4．Early detection and prevention of diseases (including infectious diseases)
4-1. Boost health checkup and re-examination attendance rates
We conduct mandatory regular health checkups with a target participation rate of 100%.
In addition to conducting all examinations specified by law for all employees, we provide full coverage of examination costs for gastric X-rays and breast ultrasounds at specified ages to encourage participation.
The results of the health checkups are evaluated by an occupational physician, and those requiring further examination are referred for follow-up consultations at the company clinic or to specialized physicians.
Furthermore, for employees identified as high-risk for lifestyle-related diseases, the company's occupational physician, health nurse, and nurse provide individualized counseling and guidance tailored to each employee's specific needs.
In addition to conducting all examinations specified by law for all employees, we provide full coverage of examination costs for gastric X-rays and breast ultrasounds at specified ages to encourage participation.
The results of the health checkups are evaluated by an occupational physician, and those requiring further examination are referred for follow-up consultations at the company clinic or to specialized physicians.
Furthermore, for employees identified as high-risk for lifestyle-related diseases, the company's occupational physician, health nurse, and nurse provide individualized counseling and guidance tailored to each employee's specific needs.
4-2. Raise the implementation rate of specific health guidance
Specific health guidance aims to help participants correctly understand their health status based on their health checkup results and set and implement their own action goals for improving their lifestyle habits.
Through interviews with guidance counselors, we provide support for reviewing individual dietary and exercise habits.
In order to improve the implementation rate of guidance, starting in 2024, some workplaces will begin conducting initial interviews with guidance participants on the day of their health checkups.
Through interviews with guidance counselors, we provide support for reviewing individual dietary and exercise habits.
In order to improve the implementation rate of guidance, starting in 2024, some workplaces will begin conducting initial interviews with guidance participants on the day of their health checkups.
4-3. Subsidy for medical checkup cost
A medical checkup includes more examination items than a regular health checkup, allowing for a comprehensive assessment of your physical condition from various perspectives.
In addition to enabling the early detection and treatment of diseases, it also provides advice on lifestyle habits at an early stage, helping to improve lifestyle habits and prevent diseases before they develop.
To increase the rate of participation, in addition to subsidies from health insurance associations, we have launched this initiative starting in 2023, providing additional subsidies for examination costs from the company for employees aged 37 to 62 in five-year increments.
In addition to enabling the early detection and treatment of diseases, it also provides advice on lifestyle habits at an early stage, helping to improve lifestyle habits and prevent diseases before they develop.
To increase the rate of participation, in addition to subsidies from health insurance associations, we have launched this initiative starting in 2023, providing additional subsidies for examination costs from the company for employees aged 37 to 62 in five-year increments.
Various checkup rate (targets and results)
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| Wellness activities | Results | Targets | ||
|---|---|---|---|---|
| FY 2022 | FY 2023 | FY 2024 | FY 2026 | |
| Re-examination attendance rates | 47% | 48% | 51% | 53% |
| The implementation rate of specific health guidance | 33% | 36% | 48% | 53% |
4-4. Infection prevention
Prior to the COVID-19 pandemic, the company has been providing influenza vaccinations annually at its own expense.
Regarding novel coronaviruses, following its reclassification to Category 5 under the Infectious Diseases Control Law in May 2023, we have lifted previous measures such as partition installation in workplaces and cafeterias, as well as restrictions on the number of people in meeting rooms.
We continue to implement measures to reduce infection risks, including the provision of disinfectant solutions and the use of web conferencing, as well as remote work as part of our efforts to promote work-life balance.
Additionally, as a company with numerous overseas offices, we provide influenza vaccinations at company expense for employees assigned to overseas locations, in accordance with the recommendations of the respective regions.
Regarding novel coronaviruses, following its reclassification to Category 5 under the Infectious Diseases Control Law in May 2023, we have lifted previous measures such as partition installation in workplaces and cafeterias, as well as restrictions on the number of people in meeting rooms.
We continue to implement measures to reduce infection risks, including the provision of disinfectant solutions and the use of web conferencing, as well as remote work as part of our efforts to promote work-life balance.
Additionally, as a company with numerous overseas offices, we provide influenza vaccinations at company expense for employees assigned to overseas locations, in accordance with the recommendations of the respective regions.
5．Mental health initiatives
5-1. High Stress Workplace Initiative
Since 2016, we have been conducting stress checks to assess the level of stress among our employees and encourage them to become more aware of their own stress levels.
Based on the results of group analysis, we are working to create a more comfortable workplace in order to prevent mental health issues among our employees (primary prevention).
We provide feedback from group analysis and use it to improve the workplace environment.
Based on the results of group analysis, we are working to create a more comfortable workplace in order to prevent mental health issues among our employees (primary prevention).
We provide feedback from group analysis and use it to improve the workplace environment.
5-2. Mental health care by a psychological counselor
We assign psychological counselors according to the size of the workplace and establish a system for contacting external counselors to respond to employees experiencing high levels of stress.
The content of consultations is kept confidential, and cases with problems are handled only with the consent of the individual concerned through the industrial physician and the Health and Safety Committee.
The content of consultations is kept confidential, and cases with problems are handled only with the consent of the individual concerned through the industrial physician and the Health and Safety Committee.
5-3. Return-to-work support programs
For the return of long-term absent employees due to mental health issues, we conduct a hearing with the employee, followed by confirmation with the attending physician, occupational physician, health nurse and workplace, and then allow the employee to return to work in a planned manner after discussing the method, timing, work restrictions, etc. After the return to work, regular interviews are held with the patient, the occupational physician and the workplace, and restrictions on work are lifted one by one, with careful follow-up until the restrictions are completely removed.
6．Work-life balance initiatives
6-1. Childcare and Nursing Care Support System
We are working to improve the utilization rate of childcare leave by providing training on balancing childcare and work, distributing childcare handbooks to male employees eligible for childcare leave, and other measures.
We are also flexibly responding to the workstyle diversity by expanding the eligibility period for leave and vacation systems that can be used for childcare.
We are also flexibly responding to the workstyle diversity by expanding the eligibility period for leave and vacation systems that can be used for childcare.
Childcare Handbook
6-2. Employee engagement
At Yokohama Rubber, we aim to create a workplace environment and corporate culture where diverse human resources can thrive and contribute to the growth of the company through their own growth.
We regularly conduct an “Employee Awareness Survey” for some of our employees.
We will work to improve corporate value by identifying the gap between the organization's desired state and the current state, and by reforming the organizational culture and improving productivity.
We regularly conduct an “Employee Awareness Survey” for some of our employees.
We will work to improve corporate value by identifying the gap between the organization's desired state and the current state, and by reforming the organizational culture and improving productivity.
6-3. Workstyle Diversity
To promote work-life balance between work and family responsibilities such as childcare and elder care, improve operational efficiency, prevent excessive working hours (with consideration for health), and reduce commuting burdens, we have implemented a telework system and a flexible work hours system since 2018.
In 2020, we introduced a flexible working hour system without core hours. In 2023, with the integration of our headquarters and Hiratsuka factory, we removed the weekly limit on remote work from the system and expanded eligibility to include long-distance commuters and others.
Additionally, we have introduced a “home office system” where employees do not have fixed desks in the office but can use their homes as their primary workplace at company expense.
To promote communication with home office system users, we have also opened a satellite office with a café space and a free-address seating arrangement.
In 2020, we introduced a flexible working hour system without core hours. In 2023, with the integration of our headquarters and Hiratsuka factory, we removed the weekly limit on remote work from the system and expanded eligibility to include long-distance commuters and others.
Additionally, we have introduced a “home office system” where employees do not have fixed desks in the office but can use their homes as their primary workplace at company expense.
To promote communication with home office system users, we have also opened a satellite office with a café space and a free-address seating arrangement.
Move the screen to the left or right to see the table information
| Wellness activities | Results | Targets | ||
|---|---|---|---|---|
| FY 2022 | FY 2023 | FY 2024 | FY 2026 | |
| Childcare leave utilization rate (males)(※) | 60% | 86% | 84% | 100% |
- Rate of male employees whose spouse gave birth in the relevant year and who took at least one day of childcare leave in the relevant year.
