The Nitto Group engages in health promotion activities, guided by The Nitto Group's Good Health Declaration.
The Nitto Group considers human resources our most valuable assets. The Group is committed to promoting health measures and improving the health of its employees, to safeguard their physical and mental well-being and to enable them to live secure and happy lives with their families.
Hideo Takasaki
President, CEO and COO
With ESG at the core of its management, the Nitto Group conducts many activities under its Basic Policy on Sustainability. We treat ESG initiatives as a business investment, not a cost. With this in mind, we are working to convert “future-financial” activities into “financial” value and then into corporate value. In addition, we work to recruit and develop talents and create workplace environments under our Basic Policy on Human Resource Management, which considers human resources our most valuable assets.
Likewise, we focus on employee health. Considering human resources our most valuable assets, we engage in health promotion activities throughout the group, knowing that investing in employees' health revitalizes the organization with increased employee vitality and productivity, ultimately leading to better business performance and higher corporate value.
Under the president of the company, we are standardizing the management system led by the executive officer in charge of human resources. The Health Promotion Secretariat within the Head Office Human Resources Department works in cooperation with each site's Human Resources and General Affairs Sector, occupational health staff, the Health Insurance Association, and the labor union. Through their Safety and Health Committee and other meetings, each site holds discussions on a regular basis with the Human Resources and General Affairs Sector, occupational health staff, and the labor union, confronting health problems that affect the site and the group as a whole.
The Nitto Group views smoking reduction measures, mental health issues prevention, and lifestyle-related diseases prevention as three priority issues, and has established target values for each of them.
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| Priority Issue | FY2024 Target Value | FY2027 Target Value | |
|---|---|---|---|
 |
Smoking Reduction Measures | 24% or lower smoking rate | 20% or lower smoking rate |
 |
Prevent Mental Health Issues | No more than 10% of employees suffering from high stress 1.5% decrease in employees taking mental health issues leave (Compared to FY2022) Zero harassment cases |
Percentage of employees suffering from high stress kept under 10% 5% decrease in employees taking mental health issues leave (Compared to FY2022) Zero harassment cases |
 |
Prevent Lifestyle-related diseases | 4% improvement shown in lifestyle behavior change questionnaire results (Compared to FY2022) | 8% improvement shown in lifestyle behavior change questionnaire results (Compared to FY2022) |
The Nitto Group utilizes a health management system for occupational health staff to centrally manage employee health information such as health checkup results and medical records. Health checkup results are returned and stress checks are conducted through the system, encouraging self-assessments and greater health literacy.
Every fall, we organize a group-wide walking event called “Teku-teku Torino.” About 4,000 participants, including top managements, have praised the event as worthwhile opportunities to promote their health and increase amount of communication. Individual sites and labor union chapters also hold their own walking events, contributing to group-wide efforts promoting physical exercise.
At our sites, we hold voluntary radio calisthenics sessions before the start of work to prevent injuries, stiff neck muscles, and lower back pain. In FY2024, we organized a radio calisthenics seminar and shared key points for boosting the effects of exercise. In addition, sites have made other independent efforts such as providing access to calisthenics videos and offering yoga lessons.
We have designated the 22nd of every month as Nitto Smoking Cessation Day, and we inform people about this by placing notices on boards, sending emails, and carrying out other activities at each facility. We assist employees trying to quit smoking with an online support program that uses smoking cessation aids. The company covers 80% of the participation costs. There were 40 participants in FY2023 and 82 participants in FY2024. Some sites are calling for smoke-free slogans, and measuring carbon monoxide concentration levels, and more.
We organize seminars held by dietitians to improve employees' health literacy. The site cafeterias always display calorie counts and provide healthy menus. As a campaign, we provide breakfast, salads and vegetable smoothies at lunchtime, and also distribute vinegar drinks, low-carb nuts, and other products for free. For the sites without cafeterias, we are implementing creative ideas such as serving vegetables using an on-site company meal service.
The Health Insurance Association conducts lifestyle-related disease screenings for insured personnel aged 35 and older. Some sites conduct InBody measurement sessions and interviews with overweight employees to improve awareness and encourage behavioral changes.
The Health Insurance Association conducts dental network checkups for insured personnel. Some sites offer dental rinses on a trial basis, promoting preventative dentistry.
The Health Insurance Association conducts cervical and breast cancer screening for insured personnel. Seminars on women's health are held, and men are also encouraged to participate to promote further understanding in the workplace. At sites, we provide training on women's health to the leaders of workplaces where women are assigned to do manufacturing work.
We organize sleep seminars and conduct training that covers the fundamentals on sleep.
We hold seminars on moderate drinking and aim to reduce the number of people who drink alcohol to a dangerous level.
・We support club activities. Also, the labor union organizes a group-wide sports tournament every year.
・The labor union organizes a company-wide sports tournament every year. In FY2023, it held a boccia tournament, with some 1,600 people participating from the primary rounds to the main event.
・The Health Insurance Association fully covers the cost of complete physical examinations for insured personnel and dependent spouses of a certain age. It also provides partial coverage of the cost of brain disease screenings.
・We have established channels for distributing health information through the company intranet, providing an environment for employees to obtain important health information when needed.
・We have established the Eleven Nitto Health Actions that serve as guidelines for action to prevent lifestyle diseases, and we inform people inside the company about it. We also utilize these guidelines for drafting measures for sites.
We have deployed an e-learning program on mental health self-care, and we aim to improve employees’ health literacy (the participation rate in FY2024 was 92.9%). In addition, early hires are given interviews with the Head Office Human Resources Department and occupational health staff. Transferees receive post-transfer follow-up through interviews with occupational health staff. Some sites have deployed pulse surveys and mental health monitors to provide employees opportunities to check their own mental health status, and have organized seminars on anger management, cognitive behavioral therapy, and other topics.
In addition to promoting self-care of mental health, external Employee Assistance Program (EAP) measures are also being introduced, to proactively catch signs of mental health issues before employees feel unwell.
Seminars are held for section heads to explain ways to provide mental health support for subordinates. The Nitto Group also conducts stress checks based on the Industrial Safety and Health Act, and it has adopted the New Brief Job Stress Questionnaire (with 80 questions). The results of these stress checks inform each workplace to promote improvement activities – when analysis results are returned, group-wide briefings are held to improve the self-assessment skills of section heads.
From FY2024 onward, we have shortened the annual working hours company-wide by increasing the number of days off. To help ensure appropriate working hours, a system using office entry/exit logs and computer logs has been introduced. All employees receive an e-learning course on working hours to promote a better understanding of working hours and attendance management. If employees exceed a set number of working hours, we hold a questionnaire to check their fatigue level and we carry out health management activities. Sites organize various measures, such as establishing days with no overtime or implementing “lights-out campaigns” whereby all the office lighting is shut off at the end of regular working hours.
Every two years, an employee engagement survey is given to all Nitto Group employees in Japan and overseas. Basing their efforts on the survey results, each site takes the initiative in local engagement improvement measures.
We offer financial assistance for flu vaccines. In FY2021, some sites provided on-site COVID-19 vaccinations. At some of our sites, we are using hand-washing checkers to raise awareness of the correct way to wash your hands.
Expats and their accompanying family members receive medical checkups, just as workers in Japan do. In recent years, periodic follow-ups have been enhanced to improve the percentage of personnel receiving medical checkups. Complete physical examinations are provided for employees of a certain age. Before being posted overseas, personnel attend a health management seminar that explains health management systems and illnesses to watch out for during their time overseas. Consultation services are provided through external organizations, allowing personnel to consult with doctors and counselors in Japan while they are overseas.
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| Key Indexes for Priority Issues | 2021 | 2022 | 2023 | 2024 | |
|---|---|---|---|---|---|
| Physical Health | Periodic medical checkup participation rate | 100.0% | 100.0% | 100.0% | - |
| Secondary medical checkup participation rate | 63.2% | 66.9% | 65.1％ | - | |
| Specific health check implementation rate | 83.3% | 84.1% | 82.9% | - | |
| Specific health guidance implementation rate | 41.9% | 45.3% | 27.8% | - | |
| Proper weight maintenance rate | 58.9% | 58.7% | 60.0％ | - | |
| Smoking rate | 29.1% | 29.3% | 26.9％ | - | |
| Percentage of personnel who exercise regularly | 18.3% | 23.6% | 24.8％ | - | |
| Percentage of personnel who “get adequate rest through sleep” | 52.1% | 56.8% | 65.4％ | - | |
| Percentage of personnel who drink alcohol habitually | 22.1% | 22.0% | 14.6％ | - | |
| Percentage of personnel at risk for high/low blood pressure | 1.2% | 1.3% | 10.9％ | - | |
| Percentage of personnel considered to be at risk for abnormal blood sugar levels | 1.0% | 1.1% | 0.4％ | - | |
| Percentage of personnel with poor diabetes management | 1.2% | 1.5% | 1.1％ | - | |
| Mental Health | Stress check participation rate | 93.0% | 91.3% | 95.2％ | - |
| Presenteeism (Single-Item Presenteeism Question) | 75.9 points | 76.8 points | 78.1 points | 77.9 points | |
| Work engagement (New Brief Job Stress Questionnaire) | - | - | - | 2.43 points | |
| Workplace Health | Percentage of personnel with high stress | 14.5% | 13.3% | 10.3％ | - |
| Overall health risk index | 100 | 99 | 89 | - | |
| Average annual paid leave utilization rate | 72.9% | 78.9% | 80.4％ | - | |
| Average annual paid leave days taken | 14.3 days | 15.6 days | 16.1 days | - | |
[Note] The specific health check implementation rate and specific health guidance implementation rate are calculated from data on employees enrolled in the Nitto Denko Health Insurance Association and who work at Group companies in Japan. The percentage of employees maintaining a healthy body weight, the percentage of smokers, the percentage of employees who exercise regularly, the percentage of employees who “get adequate rest through sleep,” the percentage of employees who drink alcohol habitually, the percentage of employees at risk of high/low blood pressure, the percentage of employees considered to be at risk for abnormal blood sugar levels, and the percentage of employees with poor diabetes management are calculated from data on employees of Nitto Denko Corporation directly employed by the company, aged 40 and over, who are enrolled in the Nitto Denko Health Insurance Association. The average annual paid leave utilization rate and the average annual paid leave days taken are calculated from data on regular employees of Nitto Denko Corporation. All other figures are calculated from data on employees who are directly employed by Nitto Denko Corporation.
As a result of these activities, We were able to be certificated as a “2024 Certified Health & Productivity Management Organizations Recognition Program” and a “2024 SPORTS YELL COMPANY.”
