Health and Productivity Management at ISK
On October 11, 2021, we announced the ISK Health Management Declaration to help us think about and strategically put into practice employee health and productivity management from a business administration-informed perspective. We are moving forward with an effort to put in place an environment in which employees can do their jobs in an energetic manner while enjoying both mental and physical health, including a variety of initiatives to incorporate health considerations into the ISK's management as the key to sustained growth.
- ISK Health Management Declaration
- ISK Health and Productivity Management Strategy Map
- Health and Productivity Management Structures
- Improving Employees’ Health
ISK Health Management Declaration
We at ISK believe that health and productivity management is an essential element for achieving sustainable growth as a company in order to accomplish our purpose “To continue contributing to better living environments through chemical technologies.”
We believe that it is “Human” who shape a company and that maintaining and enhancing the health of employees are synonymous with maintaining a robust human resources base, leading to the company’s growth and contribution to society.
We will continue to further promote health and productivity management in cooperation with the Ishihara Sangyo Health Insurance Association and specialist staff so that all employees can work in an energetic manner while paying attention to their mental and physical health.
Executive Director President
Hiroshi Okubo
Health-related Issues at ISK
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Prevention and early discovery of lifestyle-related diseases
- Having all employees take regular health checkups and following up with those who received results requiring attention
- Recommending preventive screening for lifestyle-related diseases and voluntary tests
- Raising awareness of the dangers of smoking
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Promoting workstyle reforms
- Preventing overwork through appropriate management of working hours and streamlining of operations
- Enhancing programs to help employees balance their jobs with family life
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Maintenance and improvement of mental health
- Fostering prevention and early discovery of mental health issues through self-care and care for one’s subordinates
- Providing assistance to help employees suffering from mental health issues return to work
ISK Health and Productivity Management Strategy Map
Initiatives that address health and productivity management issues serve to foster the company’s sustained growth.
We are working to boost productivity by ensuring employees can do their jobs in an energetic and healthy manner while maintaining a high quality of life.
Health and Productivity Management Structures
Under the Sustainability Promotion Committee, chaired by the President and Representative Director, the Human Capital Management Promotion Team within the Office of Sustainability Promotion, headed by the General Manager of the General Affairs and Human Resources Division, is promoting initiatives led by the department primarily responsible for health management.
We are undertaking a variety of measures in the areas of organizational activation, anti-harassment, and work-life balance not only by working closely with industrial physicians and public health nurse at our worksites and with the Ishihara Sangyo Health Insurance Association, but also by providing comprehensive support, including with mental health measures like an employee assistance program (EAP) administered by an outside organization and stress checks.
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Improving Employees’ Health
Ishihara Sangyo Kaisha, Ltd. has been certified as the 2024 Health and Productivity Management Outstanding Organization (Large Enterprise Category) 2 years in a row, selected by the Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi under the Certified Health & Productivity Management Outstanding Organizations Recognition Program.
ISK thinks of employee health from a management perspective. Besides sharing health information and making use of health-related websites, we work with the health insurance union to earnestly promote employees’ well-being by, for example, holding seminars on lifestyle disease prevention and no-smoking campaigns (giving out free nicotine patches and nicotine gum). As key performance indicators for health and productivity management, we have set targets for fiscal 2030 of a smoking rate of less than 10%, at least 80% usage by employees of paid leave, overtime of less than 10 hours a month per employee, and 100% attendance at health-related seminars. We also strive to create a workplace conducive to supporting employees’ mental health. Besides teaming up with outside organizations to carry out stress checks so that employees can keep track of their own stress, we offer support in dealing with stress and hold programs to help employees return to work after stress-related leave.
Health and Productivity Management KPIs*
*KPI: Key Performance Indicator
*You can see the entire image in the figure by scrolling horizontally.
| Issue | KPIs | Results | |||
|---|---|---|---|---|---|
| Evaluation Factors |
Targets for FY2030 |
FY2023 | FY2022 | FY2021 | |
| Improvement in the rate of health checkups and precision testing | Health checkup rate | 100％ | 100％ | 100% | 100％ |
| Reduction in the number of smokers | Smoking rate | 10.0%↓ | 20.7% | 21.8% | 22.9% |
| Increase in exercise habits | Optimal weight maintenance rate | 70.0%↑ | 65.6% | 66.1% | 63.7% |
| Exercise habituation rate | 35.0%↑ | 24.8% | 24.5% | 24.6% | |
| Increase in health seminar attendance | Percentage of managers attending seminars | 100% | 100% | 100% | － |
| Attendance rate at seminars for women | 100% | 98.9% | 100% （Women Only） |
－ | |
| Improvement of stress check rate | Stress check rate | 100％ | 100％ | 100％ | 99.2% |
| Improvement of paid vacation acquisition rate | Paid vacation acquisition rate | 88.0%↑ | 82.8% | 81.9% | 77.0% |
| Reduction in the number of long hours worked by employees | Average overtime hours | 10 hr/person/month ↓ | 11.4 hr/person/month | 11.7 hr/person/month | 12.0 hr/person/month |
| Presenteeism | An index consisting of 5 items(out of 5 points) to measure presenteeism in the Japanese version of "WORKPLACE OUTCOME SUITE (WOS)" | 4.0P↑ | 3.9P | 3.9P | － |
| Absenteeism | Average number of days off for all employees under the medical leave system | 1.9days↓ | 1.9days | 2.7days | － |