In line with the basic policy of Respect for Human Rights and Friendly Work Environment set forth in the SCREEN Group CSR Charter / Group Code of Conduct, we endeavor to provide employees with safe and healthy workplace environments, and we comply with all relevant occupational accident prevention-related laws, regulations and rules. In light of environmental changes, such as the increasingly complex employee health management due to diversifying employment formats and rising operational safety risks due to products that are increasingly large in size, we aim to achieve specific targets in Sustainable Value 2023 with an eye to realizing safe and healthy workplaces where people can work safely.
Safety and Health Initiatives

Health and Productivity Management Initiative

The SCREEN Group Declaration of Commitment to Employee Health

~ Promoting the mental and physical health of every employee ~

The SCREEN Group seeks to become a solution creator. By the term “solution creator,” we mean a company that addresses social issues with a tireless inquiring mind and flexible ideas and that provides customers around the world with technologies, products, and services contributing to the sustainable development of society through the approach of creating shared value (CSV).
To achieve this goal, it is fundamental that every employee of the SCREEN Group is mentally and physically healthy and that their workplace supports this concept.
We want our employees to look for, learn, and practice ways to maintain and improve their health on their own. To help them do so, we are providing assistance and opportunities needed to build a workplace where health issues are properly addressed and improved and where colleagues care about and support each other.
Only through such efforts can we help each employee develop into a solution creator themselves.
The SCREEN Group declares its commitment to encouraging both employees and workplaces to value mental and physical health, thus helping every employee become a forward-looking solution creator who is healthy both mentally and physically.

Toshio Hiroe
Representative Director, President, Member of the Board, Chief Executive Officer

Promotion system

SCREEN Holdings’ president assumes the ultimate responsibility for the Group’s promotion system, including health and productivity management, a priority strategic area pursued by the Group.
The Healthcare Subcommittee, formed under the Group EHS Committee, is dedicated to health and productivity management, working with advocates in Group companies to plan and implement relevant programs and raising awareness among Group employees. In promoting initiatives, we are also cooperating with labor unions and health insurance associations.
Promotion system structure (sustainable management promotion system)

Health and productivity management strategy

The Group encourages employees and workplaces to promote health as part of its efforts to become a solution creator, an organization that provides new technologies, products, and services that can resolve social issues, driven by employees who are mentally and physically healthy and who think and act independently.
Through our health and productivity management initiatives, we will improve each employee’s lifestyle and mental toughness, help them receive appropriate medical treatment, and enhance support from superiors and colleagues. This will increase the number of healthy employees or employees taking good care of their health, leading to better work engagement. Our goal is to improve presenteeism*1 as a result of these initiatives and minimize losses from absenteeism (sickness absence rate) . *2

*1 Self-assessed ratio of work performance over past four weeks, based on assumption that 100% represents performance when unaffected by illness or injury (the higher, the better)
*2 Total number of sickness absence days as a percentage of the total number of employees’ prescribed work days (the lower, the better)

Metrics and Targets

While implementing health-related measures, the Group works to improve the situation by monitoring performance against target indicators.
Absenteeism (sickness absence rate) has been our primary indicator, based on the average value throughout the period of the previous medium-term management plan, we set a target of 0.68% in FY2024 and are promoting initiatives to this end. Leveraging the heightened health consciousness of each employee during the pandemic, we worked to enhance health literacy through e-learning and other means. As a result, we have seen signs of improvements in employee living habits, but the sickness absence rate was 0.762% in FY2023, missing the target level.
In order to appropriately maintain and improve the mental and physical health of employees, we will again revise methods to motivate employees and instill healthy mindsets in-house while continuing to promote various initiatives, including improving presenteeism.

Sickness Absence Rate
Total number of sickness absence days as a percentage of the total number of employees’ prescribed work days.
Target for the fiscal year ending March 31, 2024: 0.68%(the average value throughout the period of the previous medium-term management plan)
Results for the fiscal year ended March 31, 2023: 0.762%

AR2023P66g01_E.png
Boundary: HD and business operating and functional support companies by FY2019;
                SCREEN Group in Japan from FY2020

Commitment to Health Issues

Improving mental health

The Group has not yet achieved the target concerning absenteeism attributable to mental health, as the rate of high-stress employees is growing. Measures have been taken in line with the following two principles:

  1. Enhance the mental health literacy of each employee while making managers more aware of care through line management and improvement opportunities in their workplaces based on stress check results
  2. Fully take care of high-stress employees and high-risk workplaces, both posing major mental health concerns

Key measures

Self-care Self-care training Employees receive this training to understand how stress affects their mental and physical condition and learn appropriate ways to cope with stress on their own.
Stress check Employees receive this test to recognize their own stress levels, perform self-care, and, if necessary, take a face-to-face guidance session with a doctor. The main purpose is to prevent employees from experiencing mental health problems and to improve their work environment.
Care through line management Training on care through line management Managers receive this training to learn how to notice and prevent their staff’s mental health problems and how to improve the work environment.
Workplace care training Workplace supervisors receive this training to learn how to correctly understand the group analysis results of stress checks, as well as to obtain workplace improvement tips.
Workplace improvement interviews The supervisors of high-stress workplaces identified through stress checks discuss with experts ways to improve their workplaces from both labor and health perspectives.
Care by healthcare staff Consultations with occupational physicians and public health nurses Employees can consult internal healthcare staff about their checkup results and condition.
Interviews and consultations for high-stress employees Employees indicating a stress level above the specified standards in stress checks can have an interview with our occupational physician or consult with a public health nurse by request.
Care with external resources Health consultations offered by external EAP Employees and their families can use external employee assistance programs (EAP) to consult about their health concerns.

Improving physical health

The Group’s absenteeism attributable to physical health problems remains almost unchanged, although the figure needs to be improved by increasing the rates of employees maintaining appropriate weight and those taking good care of their health. Measures have been taken in line with the following three principles:

  1. Help individual employees manage their lifestyle by enhancing their health literacy in lifestyle-related topics and encouraging them to change their unhealthy habits, including exercise, dietary, and smoking habits
  2. Support employees’ change of habits by providing specific corporate programs and opportunities and promoting independent health initiatives at the site or workplace level。
  3. Encourage employees with notable physical health concerns to undergo secondary checkups, start treatment early, and improve their lifestyles

Key measures

Primary prevention Topical education Exercise habit seminars, strength training seminars, seminars on stiff necks and lower-back pain, e-learning programs focusing on sleep, etc.
Exercise Exercises to prevent lower-back pain Employees can participate in a stretching session to prevent lower-back pain during their working hours every business day.
Exercise Walking event A walking event is held every year using a walking app, and outstanding individuals/teams receive awards.
Diet Healthy menu The cafeteria at each site offers healthy menu options.
Anti-smoking Stop-smoking support program To promote employee health and smoke-free sites, we offer a stop-smoking support program involving online medical consultations.
Anti-smoking Measures to prevent passive smoking To make our sites smoke-free, we are limiting the available hours of smoking areas in stages.
Health Challenge
 (workplace talks)
This program allows employees to discuss health with their colleagues in the workplace, set personal health goals to be achieved before the next periodic health checkup, and work toward them together.
Secondary prevention Suggestion to receive a detailed examination Employees whose health checkup results have crossed the internally defined threshold are required to meet the occupational physician and encouraged to receive a detailed examination.
Health guidance
 (during health checkups)
On the day of their checkup, every employee receives guidance from a public health nurse.
Health guidance
(after checkups)
Employees whose health checkup results have crossed the internally defined threshold are required to meet a public health nurse and receive health guidance.
Specified health guidance In a collaborative healthcare program with our health insurance association, employees whose checkup results indicate a risk of metabolic syndrome are encouraged to receive health guidance.

Improving both mental and physical health

In addition to the above, measures to resolve mental and physical health concerns have been taken in line with the following two principles:

  1. Foster an understanding of health and productivity management and the importance of improving health
  2. Detect employees with health problems early and support them, and offer personalized care to employees as their health risk grows with changes in their life stage, work environment, and role in the workplace

Key measures

Primary prevention Job-level-specific health training Our training programs for employees appointed to new job ranks include a session on mental and physical health
Health information distribution (email magazine) A promotional email magazine is delivered to employees every month to provide seasonal health information.
Interviews with employees requiring special support Public health nurses interview reassigned employees, new hires, employees transferring overseas or returning to Japan, and employees who make frequent domestic or international business trips (120 days or more in total).
Secondary prevention Interviews with employees working long hours Interviews with employees working long hours
An interview with our occupational physician is mandatory for employees whose monthly overtime reaches 80 hours or more. Employees whose monthly overtime exceeds 45 hours can have an interview with the public health nurse by request.

Investment amount for individual measures of health management

 Approximately 9.7 million yen
(The fiscal year ended March 31, 2023)


 

  • Expenditures for vaccination of the flu
  • Expenditures for stress check
  • Expenditures for external EAP outsourcing
  • Expenditures for exercise-related measures
  • Expenditures for smoking cessation support and passive smoking prevention  etc.      

Social Recognition

Health and Productivity Management Outstanding Organization Recognition Program 2021 (White 500) Certification

In the fiscal year ended March 31, 2023, we certified as a 2023 Health and Productivity Management Organization (White 500) by the Certified Health and Productivity Management Organization Recognition Program jointly implemented by Japan’s Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi (Japan Health Council).