As an activity that directly relates to SDGs Goal 3, "Good health and well-being for all," the Group has adopted the "Health and Productivity Management Declaration and Initiative Policy" since 2020, and is promoting "Health and Productivity Management®" to create an environment in which employees can demonstrate their abilities in a healthy and secure environment and to enhance the attractiveness of the company and workplace.
Topy Industries believes that when employees are healthy both physically and mentally, the workplace will be filled with smiles and energy, and they will be able to maximize their abilities. In order to further revitalize the company together with our employees, we declare that we will do our utmost to promote health and create a work environment.
Hiromi Ishii Representative Director, President and CEO
- Employees will proactively think, learn, and practice how to maintain and improve their own health.
- Workplaces should be aware of their own health issues and work to improve them, while co-workers should be considerate of each other's health and promote health promotion.
- The company promotes specific systems and measures to promote the health promotion of employees and workplaces.
* Established in April 2023. It represents actions for employees and the company to work together to promote health and create a healthy workplace.
Three "alignments"
1.Body(disease prevention, building a healthy body)
To improve the physical health of our employees, we actively provide health information and health events that will lead to increased health awareness, early detection and treatment of lifestyle-related diseases and other illnesses, and prevention of their worsening.
2.Kokoro(prevention and response to mental health problems)
In order to improve the mental health of employees, we will provide mental support by utilizing stress check analysis, interviews with industrial physicians, and strengthening cooperation with health insurance associations and industrial physicians.
3.Work-life balance(optimization of working hours, enhancement of leisure time)
To ensure a good work-life balance for employees, we will strive to implement measures to reduce overtime work, increase vacation time taken, and enable employees to fully enjoy their leisure time. We will also expand our system to allow for flexible working styles, and create a work environment that allows employees to have healthy and fulfilling time both at work and at home.
We aim to create a sustainable, safe, and comfortable working environment through ongoing health promotion and intrinsic safety activities. We have established a promotion system headed by the Representative Director.
The Central Health and Safety Committee holds company-wide discussions on occupational health and safety twice a year between labor and management. In addition, the Health Promotion Council and Health Promotion Subcommittee have been organized as subordinate organizations to this committee, and they promote health management activities while operating the PDCA cycle. Industrial physicians, public health nurses, and nurses participate in the Health Promotion Council, which is held in cooperation with the Topy Health Insurance Association. Furthermore, a face-to-face meeting is held once every six months, attended by members of the Topy Industries Labor Union and the Health Promotion Subcommittee, to review past efforts and share future plans.
We also assign "wellness leaders" to each workplace to promote health and wellness, further promoting the health of employees and the workplace.
We are promoting a variety of health measures based on our strategic map to promote the physical and mental health of all employees, aiming to realize an environment in which they can work cheerfully, safely, and with peace of mind, and continue to fully demonstrate their abilities. Through employee participation in health measures, we strive to improve the work environment, promote health and treatment behaviors, and maintain and improve physical and mental health, thereby improving work engagement *1 and reducing losses due to presenteeism *2 and absenteeism *3, leading to the realization of our vision.
*1 Work engagement: A state in which employees feel a sense of fulfillment (pride) in their work, work enthusiastically, and are energized by their work.
*2 Presenteeism: A situation in which an employee comes to work with some kind of illness or symptom, and continues to work while feeling unwell, resulting in lower productivity than their actual capabilities.
*3 Absenteeism: An employee is absent from work due to health issues.
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健康経営戦略マップ
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To create an environment where each employee can work cheerfully, safely, and with peace of mind, and fully demonstrate their abilities, we have selected seven items, known as the "Active 7," that have the potential to affect physical and mental health and productivity as health behaviors that all employees should engage in.
➊ Exercise: Move your body for 1 hour every day
➋ Sleep: Get a good night's sleep
➌ Meals: Eat at least 2 hours before bed
➍ No alcohol days: Drink less than 2 cups/day and have 2 no alcohol days/week
➎ Quit smoking: Quit smoking
❻ Weight: Maintain a healthy weight
➐ Stress: Deal with stress
If each of the seven set items is put into practice, one point is awarded, and the Active7 score is calculated based on the total points, and the progress of the company and each manufacturing site is monitored.
When we examined the correlation between Active7 scores and major KPIs using data from fiscal 2023, we found that employees with higher Active7 scores had better physical and mental health and higher work performance. Therefore, we believe it is important to further promote and strengthen health management measures linked to Active7 in order to improve health outcomes.
Looking at the results for fiscal year 2024, the higher the Active7 score, the lower the rate of poor health management, the higher the work engagement, and the lower the loss of presenteeism.
The higher the Active7 score, the lower the presenteeism loss
The higher the Active7 score, the lower the health care failure rate.
The higher the Active7 score, the higher the work engagement.
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当社の主要施策
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We have set mid-term goals based on the key KPIs of the Health and Productivity Management Strategy Map, and are continuously improving our efforts through analysis of changes over time. Comparing data from fiscal 2022 (before our company's health and productivity management initiative was fully implemented) with fiscal 2024, we found that in terms of physical health, the percentage of employees with a lifestyle habit total score of 4 or more increased, while the percentage of employees maintaining a healthy weight decreased, resulting in an increase in the percentage of employees with poor health management. In particular, employees with a lifestyle habit total score of 3 or less tended to have a low rate of maintaining a healthy weight and a high rate of employees with poor health management. In light of these findings, we will further strengthen our measures to promote healthy behaviors and aim to increase the percentage of employees with a score of 4 or more.
In terms of mental health, the reduction in the quantitative workload has led to a decrease in the rate of employees with physical illnesses and high stress levels, which has led to improved work engagement and reduced absenteeism.
We will continue to strengthen our health measures and work to increase understanding and penetration throughout the company, centering on the "Active 7" healthy behaviors that all employees should undertake, and by resolving these issues, we aim to achieve our ultimate goal of an absenteeism rate of 0.36% in fiscal 2025. (Basis for setting target: minimum value over the past five years)
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classification |
index |
Achievements |
Target |
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|
2022 |
2023 |
FY2024 |
Fiscal Year 2025 |
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|
Health Measures |
Primary prevention |
Total actual working hours |
1,934h |
1,913h |
1,881ｈ |
ー |
|
Paid vacation acquisition rate |
79.0% |
83.4% |
78.0% |
ー |
||
|
Stress check participation rate |
97.3% |
96.5% |
97.0% |
98.0% |
||
|
Secondary prevention |
Health check-up attendance rate |
96.9% |
100.0% |
99.9% |
100.0% |
|
|
Thorough examination participation rate |
77.9% |
57.1% |
65.0% |
ー |
||
|
Health guidance implementation rate |
86.9% |
94.9% |
89.0% |
ー |
||
|
Job demands・ resource |
Job requirements |
Quantitative workload |
8.42 |
8.17 |
8.10 |
8.30 |
|
Work Resources |
Support from superiors |
7.37 |
7.34 |
7.43 |
7.80 |
|
|
Colleague support |
7.60 |
7.54 |
7.59 |
7.80 |
||
|
Personal Resources |
Health literacy*1 |
ー |
3.34 points |
3.37 points |
ー |
|
|
Stress management level*2 |
ー |
66.3% |
66.0% |
ー |
||
|
Health and Treatment Behavior |
Lifestyle |
Percentage of those with a lifestyle total score of 4 or more*3 |
43.3% |
44.1% |
47.3% |
60.0% |
|
Physically active person ratio*4 |
47.1% |
46.3% |
48.9% |
55.0% |
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|
smoking rate |
36.9% |
33.2% |
28.0% |
28.0% |
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|
Treatment |
Percentage of people undergoing treatment for hypertension*5 |
72.2% |
76.4% |
80.1% |
82.5% |
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|
Mental and physical health |
Body |
Rate of people maintaining a proper weight*6 |
63.1% |
61.1% |
59.4% |
64.5% |
|
Rate of people with poor health management*7 |
58.9% |
61.0% |
63.4% |
55.0% |
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|
mind |
high stress rate |
18.0% |
16.2% |
15.9% |
11.1% |
|
|
Rate of people with physical disorders*8 |
37.9% |
37.1% |
36.8% |
30.0% |
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|
Business Performance |
Work Engagement*9 |
ー |
4.34 |
4.41 |
ー |
|
|
Presenteeism (loss)※10 |
ー |
18.0% |
20.4% |
ー |
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|
Absenteeism (loss)※11 |
0.75% |
0.59% |
0.48% |
0.36% |
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others |
Turnover rate due to health issues |
0.26% |
0.60% |
0.30% |
0.21% |
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*1 Based on the results of the health survey, the average employee ability to obtain, understand, evaluate, and utilize health information necessary for health management and improvement was calculated (rating on a scale of 1 to 5, with higher numbers being better).
*2 The percentage of employees who are able to cope with stress effectively is calculated based on the results of additional questions in the stress check (the higher the number, the better).
*3 Based on the results of the interview, the extent to which desirable health behaviors for "exercise," "diet," "sleep," "alcohol," and "smoking" are observed are each evaluated on a scale of 0 or 1, and the percentage of employees who score 4 or above out of a total of 5 is calculated (the higher the number, the better). *4 Based on the results of the interview, the percentage of employees who walk or engage in physical activity for at least one hour per day is calculated (the higher the number, the better).
*5 The percentage of employees with high blood pressure receiving treatment is calculated based on the results of health checkups and interviews (the higher the number, the better).
*6 Based on the results of health checkups, the percentage of employees whose BMI is within the appropriate range (18.5 or more and less than 25.0) is calculated (the higher the number, the better).
*7 Based on the results of the health checkup, the percentage of employees who met the C rating of the Japan Society of Health Checkups in any one of the five categories of blood pressure, lipids, blood sugar, liver function, or anemia was calculated (the higher the number, the worse the result).
*8 Based on the results of the stress check, the percentage of employees with physical complaints evaluated as 1 or 2 points was calculated (the higher the number, the worse the situation).
*9 Based on the results of the stress check, the average employee engagement (total score of work vitality and pride in work) was calculated (evaluated on a scale of 2 to 8, the higher the score the better). [Stress check participants: 2,165, response rate: 97%]
*10 Calculated based on the health survey, the average employee performance loss rate for the past four weeks (the higher the number, the worse the performance loss rate) [Measured for employees who are required to undergo health checkups (2,105 people), response rate 80.3%]
*11 Based on absence data, the rate of sickness absence (total number of sickness absence days / total number of scheduled working days for all employees) was calculated (the higher the number, the worse the situation) [using absence data for employees (2,043 people) in the fiscal year]
We are promoting various measures based on the "Active 7" - seven healthy behaviors - to enable our employees to work cheerfully, safely, and with peace of mind, and to fully utilize their abilities.
This analysis confirmed that employees with improved Active7 scores tended to show improvements in their physical condition, while employees with lower scores tended to show a noticeable worsening of their physical condition. These results demonstrate that promoting measures based on "Active7" is actually leading to improvements in employees' physical condition. We will continue to verify the effectiveness of these measures, strive to improve measures based on health data, and strengthen our support system to better suit each individual employee.
As part of activities to promote understanding and penetration of health management strategies and Active7, a total of 16 information sessions on health management were held for all employees at the head office and four factories in fiscal 2023. In addition, during Topy Health Month in October 2024, messages will be delivered to employees from President and CEO and factory directors to further promote understanding and penetration of health management.
Our company has been certified as a "2025 Health and Productivity Management Excellent Corporation (Large Corporation Division)" and "2025 Sports Yell Company."
*Health Management is a registered trademark of the NPO Health Management Research Institute.
