We believe that “people” are the driving force behind us becoming a company of choice for our employees and for society.
We will achieve sustainable growth together with our employees in order to realize the well-being (good physical, mental, and social condition) of our employees and their families and the well-being of those who are ahead.
We are promoting flexible and autonomous ways of working while raising productivity by changing the time consciousness and behavior of each employee, with the aim of realizing diverse ways of working and fulfilling work. * This is for jobs suitable for telework.
As people's values have drastically changed and the diversity of ways of working has increased, we believe it is important to promote ways of working that can respond to each individual's work style, and we have introduced this system throughout the company. Each department has its own core time and daily work hours are determined at the discretion of individuals. Employees work as many hours as necessary per month.
Employees who are raising children up to 18 years of age (5 days per child and 10 days for two or more children annually) may take leave on a half-day or one day basis if the child needs to go to the hospital or receive vaccinations.
If your family member has a certification of long-term care need, you can use the reduced working hours system. Under the law, it is possible to use nursing care twice in the first three years of use. However, because there are situations where the end of nursing care cannot be seen, at our Company you can use nursing care for any number of times. You can also choose between 4-6 hours per day depending on your individual situation.
Taking time off can be expected to restore physical strength, and being refreshed can increase motivation both mentally and physically and improve performance.
We actively encourage employees to take vacations, as it is believed that having an on/off balance between work and vacation will give a sense of balance to one's life.
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|
2019 |
2020 |
2021 |
2022 |
| Average number of days taken off |
10.92 |
9.9 Days |
9.3 Days |
10.2 Days |
We have established an award system for outstanding performance in the course of business or contributions to the development of the company's business. When the company recognizes your efforts and contributions and gives you an award, it gives you a chance to increase your determination and motivation.
Furthermore, starting in 2023, we are introducing "self-recommendation" and "peer recommendation" within the entire organization. We believe that this will lead to a stronger drive towards further contributions and create opportunities for employees to respect each other.
Based on the "Act on the Promotion of Women's Active Engagement in Professional Life" (commonly known as the "Act to Advance Women's Success"), our company has been certified as an excellent company by the Minister of Health, Labour and Welfare, and has acquired the certification mark "Eruboshi" with two stars (second level).We aim to be a company where diverse employees can play active roles with vigor and vitality.
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We hold regular study sessions with in-house instructors (who hold career counselor qualifications) to create a HAPPY cycle in which people can enjoy themselves as if they were playing a game, think about “what makes you special” and say "YES to yourself" through interaction with group members. We also give employees time to reflect on their personal experiences, including their own work, child-raising, and self-awareness.
In order to promote "empathy and resonance" with the understanding and cooperation of internal teams, departments, and employees, we have been inviting employees as guest and utilizing the Voicy audio platform by Voicy Inc. to deliver the voices of our employees every week.
We have declared "Health Management" and are actively working to maintain and improve the health of our employees.
We are creating an environment where employees can focus on treatment without worry while continuing their work, by providing them with a half-day medical leave that can be used for medical examinations and treatment in the event of illness. In 2019, we registered with the Ministry of Health, Labor and Welfare as an “Action Partner for Promotion of Cancer Countermeasures”. We also provide subsidies to female employees under the age of 30 to enable early detection of cancer.
When an employee needs to take a leave of absence due to injury or illness, we first provide an environment where the employee can focus on recuperation under the direction of a physician, and then provide support until the employee returns to work by holding regular meetings with industrial physicians (internists and psychiatrists) and the Human Resources Department during the leave period.
| 2019 | 2020 | 2021 | 2022 | |
| Number of employees on leave | 14 | 13 | 4 | 13 |
All employees are given annual health checkups. For health management purposes, subsidies are provided for items other than those required by law, which are effective in reviewing lifestyle habits and early detection of diseases. Employees over the age of 40 are also provided with subsidies for brain check-ups.
Periodic health checkups (excluding employees on maternity or other leave)
| 2019 | 2020 | 2021 | 2022 | |
| medical examination rate | 100% | 100% | 100% | 100% |
| Number of employees interviewed by industrial physicians based on medical checkup results | 35 | 24 | 20 | 10 |
Percentage of persons at risk of ill health based on results of periodic health examinations
| 2019 | 2020 | 2021 | 2022 | |
| Healthy | 14.8% | 16.0% | 10.1% | 12.3% |
| Need improvement | 31.3% | 29.9% | 51.7% | 51.0% |
| Need treatment | 40.9% | 39.2% | 37.9% | 36.3% |
| Under treatment | 13.1% | 14.9% | 0.62% | 0.66% |
In accordance with the Industrial Safety and Health Law, a questionnaire is conducted annually by an industrial physician with the aim of further enhancing self-care and creating a pleasant work environment. In addition, the results of stress checks are analyzed by specialists, which leads to improvements to create a better working environment.
Stress Check Inspection Status
| 2019 | 2020 | 2021 | 2022 | |
| percentage of examinees | 97% | 88% | 90% | 89% |
| Percentage of high-stress empoyee | 8.8% | 8.18% | 5.84% | 9.65% |
Presenteeism
We calculate "presenteeism" using a self-declaration survey based on the University of Tokyo model (with some modifications), which is conducted to the stress checks performed for all employees. (Rated on a scale of 10 as the company-wide average)
*Presenteeism refers to a state where productivity is reduced due to health issues even though there is no absenteeism. For example, it includes conditions where employees are not absent from work but are unable to concentrate on their tasks due to physical or mental discomfort, such as allergies, back pain, or headaches.
| 2022 | |
| Actual results | 6.0 |
Work engagement
Regarding "work engagement," we assess it using a work engagement tool during the stress check conducted for all employees.
The measurement method is based on commitment theory, and it aims to clarify the "work engagement" of employees and workplaces by focusing on "sense of belonging" and "sense of contribution."
We also indicate how the company and supervisors are involved in this through 'recognition from the company' (rated on a scale of 10)."
| 2022 | |
| Actual results | 7.3 |
We conduct monthly monitoring of employees who work more than 30 hours overtime per month and conduct a questionnaire to confirm their health. In cooperation with industrial physicians (internists and psychiatrists), we are creating an environment in which employees can continue to work in good physical and mental health.
As part of our welfare program, we have a group term insurance policy in which employees or their family members can receive death or disability benefits in the event of their death or severe disability and all premium costs are covered by the company.
Also, in the event of suffering from one of the three major diseases (cancer, acute myocardial infarction, stroke), etc., we have an insurance policy for the three major diseases, with the aim of supporting a balance between medical treatment and work, which all premium costs are covered by the company as well.
In order to prepare for the future and to lead a comfortable life after retirement, we have introduced a pension system whereby employees set aside and accumulate their own funds from their monthly salaries. Many employees choose to participate in the defined contribution pension plan because the company pays the fees that they need to pay themselves, and since the benefits are expected to include tax cuts during contributions and reductions in social insurance premiums.
The Employee Stock Ownership Plan is designed to help employees build their long-term assets. Unlike ordinary stock purchases, employees can accumulate a small amount of funds from their monthly salary. Many employees choose to join the program because there are supports only employees who join can receive.
As part of our welfare program, we have introduced a subsidy system under which the company pays a portion of the cost for employees' children to attend tutoring schools and childcare facilities operated by our chain.
At all-English after school care and preschool, teachers of various nationalities are active in a double system of native and bilingual teachers.
