Based on the principle of “Respect for Human Rights and Friendly Work Environment” set forth in the SCREEN Group CSR Charter and Code of Conduct, we have established the Occupational Safety and Health Policy. In accordance with the policy, we work to promote the health of individual employees and the workplace as a whole with the aim of turning each employee into a solution creator who is healthy in body and mind, thinks and acts independently, and provides new technologies, products, and services that help solve social issues.
By working to improve employee living habits, enhance their mental toughness, encourage them to undergo appropriate treatments, and strengthen support from supervisors and colleagues through health and productivity management, we seek to increase the rate of employees practicing good health management and the rate of employees who are in good physical health.
We believe that doing so will increase employee performance.
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.
Masato Goto
Representative Director, President, Member of the Board, Chief Executive Officer (CEO)
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 is a specialized body for health and productivity management under the Sustainability Committee. The subcommittee takes the lead in promoting coordination among the health and productivity management officers of group companies, working with the labor union and health insurance society to plan and implement health and productivity management measures and ensure that they reach all employees. Promotion system structure (sustainable management promotion system)
Health and productivity management strategy
The SCREEN Group aims for more of its employees to be highly productive, and for more of them to never need to take long-term leave for health reasons. To this end, we implement a variety of health-related measures based on our health and productivity management strategy.
Health and productivity management initiative results
Wellness indicator performance and targets
CREEN has set indicator-based targets for health and productivity management. By monitoring progress toward these targets, we strive to make improvements. In addition to reinforcing initiatives to address wellness issues, we have stepped up efforts to foster a culture of wellness. As a result, health and productivity management has taken root within the Group, and many indicators have improved.
Looking at performance over the past three years (FY2022/03 to FY2025/03), participation in measures that we have invested in to promote wellness has increased, as have both workplace- and individual-level wellness capital and healthy behaviors. As a result, mental and physical wellness have improved, helping to raise work engagement.1 The latest figures for presenteeism2 (as a measure of productivity) have also shown a major increase from three years before. However, absenteeism3 (the sickness absence rate) and the rate of health-related employee turnover both worsened. We will therefore continue working to enhance both mental and physical wellness initiatives aimed at preventing illness-related absences. Going forward, we will work to address wellness issues and build a culture of wellness through CAPD,4 aiming to improve job performance indicators. In particular, we have set the long-term target for presenteeism of 85.0%5 by the fiscal year ending March 31, 2033. We aim to meet this target by supporting efforts to create low-stress workplaces and through initiatives in concert with human resource measures.
1. An indicator of employees’ vigor, passion, and focus at work
2. When employees are present at work despite being unwell, resulting in diminished performance. SCREEN measures presenteeism as employees’ ratio of work performance over the past four weeks, based on the assumption that 100% represents performance when unaffected by illness or injury (the higher the percentage, the better).
3. Total sickness absence days as a percentage of employees’ total prescribed work days (the higher the percentage, the worse).
4. Corrective action and preventive action . An approach aimed at ongoing improvement that involves analyzing the causes of problems, identifying ways to address them, planning to prevent future issues, and implementing improvements.
5. Based on the average SPQ score (84.9%) for Japanese individuals (University of Tokyo one-item version).
● Presenteeism (as a measure of productivity)
Initiatives for health promotion
Based on our nine wellness promotion tenets, we work to promote physical and mental wellness at both the employee and workplace levels.
In terms of mental wellness, absenteeism (the sickness absence rate) due to mental health issues has been rising. In light of this, we promote support for employees at a business/production line level and conduct e-learning and seminars for specific job levels as part of efforts to enhance mental health measures.
As for physical wellness, to support employees’ autonomous health improvement efforts, we offer the “My Health Challenge” program, in which employees select a healthy behavior challenge to take on based on their own health needs. We also hold walking events, among other healthy behavior promotion measures.
Furthermore, we use data analysis to identify wellness issues prevalent at each workplace, based on which we implement workplace-specific wellness measures.
●Nine wellness promotion tenets
SCREEN has designated the nine areas of exercise, diet, sleep, alcohol consumption, smoking, stress, medical exams, expert advice, and workplace improvement as key tenets of wellness promotion in Japan . These nine tenets are at the core of our wide-ranging health promotion measures.
Key measures
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.
Walking events
Walking events are held every year using a walking app. Individuals and teams that record the most steps receive awards.
Measurement Sessions & Events
We hold health measurement events, such as checks of walking posture and leg strength (as a proxy for fall risk) at our operating sites to help employees better understand their own health status.
Note: Held as combined health and safety events in the fiscal year ended March 31, 2025 to include occupational accident prevention perspectives.
Dietary seminars
Online seminars are provided for employees to educate themselves about dietary habits and nutrition.
Vegetable intake measurement
At our cafeterias and health check-up areas, we have set up equipment that provides numerical estimates of employees’ vegetable intake.
Healthy menu options
Business site cafeterias offer healthy menu options.
Sleep-related seminars
Online seminars are offered for employees to educate themselves about sleeping habits.
Supporting healthy sleep habits
We offer an app that allows users to consult experts online, watch seminars, and read articles about sleep.
E-learning on alcohol consumption
E-learning is offered for employees to educate themselves about alcohol consumption.
Smoke-free business sites
To prevent second-hand smoking, since April 2024, smoking is completely prohibited at all group business sites.
Smoking cessation support
To help employees prevent health issues, we offer e-learning courses for smokers and subsidize the cost of online smoking cessation programs.
Primary prevention
Self-care training
E-learning and job level-specific training are offered to help employees understand the physical and mental impacts of stress and learn techniques for appropriately managing stress in their own lives.
Training on care for subordinates
E-learning and job level-specific training is provided for managers to learn about noticing and preventing potential mental health issues in their subordinates and improving work environments.
Stress checks
Stress checks are implemented to prevent mental health issues in employees and improve work environments.
Workplace care training
Workplace care training is provided to help workplace supervisors correctly understand aggregated stress check analysis results and use them to improve work environments.
Secondary prevention
Interviews with high-stress individuals
Employees indicating a stress level above the specified standards in stress checks can have an interview with an occupational physician or consult with a public health nurse by request.
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.
E-learning about regular health check-ups
E-learning is provided to help employees educate themselves about regular health check-ups.
Detailed examination promotion
Employees whose health check-up results exceed internally defined thresholds are required to meet with an occupational physician and encouraged to receive detailed examinations.
Health guidance
Employees whose health check-up results exceed internally defined thresholds 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 check-up results indicate a risk of metabolic syndrome are encouraged to receive health guidance.
Consultation points
Internal and external consultation points for specific issue types are provided so that employees can feel safe and confident in seeking help and advice.
E-learning and seminars about women’s health issues
E-learning and seminars are provided for all employees, for all female employees, and for managers to promote understanding of women’s health issues.
Cognitive function measurement events
Cognitive function and brain age measurement events are held to help employees maintain their cognitive function.
(In FY2024/03, these events were offered to employees aged 55 and above.)
Ocular health seminars
Online seminars are offered for employees to learn about ocular health and dealing with eyestrain.
Other
My Health Challenge
Employees select a healthy behavior challenge based on their own health needs and try to complete it by practicing a healthy behavior over a 12-week period. During the period of the program, workplace talks on themes related to the challenges are held to encourage participants and help them keep up their efforts.
Internal health information portal site
An internal health information portal site for employees offers seasonal information about health and dealing with stress in monthly updates, including video and other materials.
Job level-specific training
Training on mental and physical wellness is included in the internal training for newly appointed leaders and supervisors.
Interviews with employees requiring specific stress
Public health nurses interview employees in positions that are particularly susceptible to stress, such as recently transferred employees, new hires, employees transferred overseas or returned to Japan, and employees who travel often for business (120 days or more per year).
Interviews with employees working excessive hours
Employees who work more than 80 hours of overtime in a month are required to meet with an occupational physician. Employees who work more than 45 hours of overtime in a month may meet with an occupational physician by request.
Investment amount for individual measures of health management
Approximately 13.3 million yen
(The fiscal year ended March 31, 2025)
Expenditures for vaccination of the flu
Expenditures for stress check
Expenditures for external EAP outsourcing
Expenditures for wellness measures based on the nine wellness promotion tenets etc.
Promoting health and productivity management externally
We offer some of our wellness programs (health measurement events, back pain prevention stretches, healthy cafeteria meal options, vegetable intake measurement, etc.) to our partner companies. As part of efforts to provide healthy work environments for employees and prevent productivity losses due to infectious illnesses, we have made temporary employees and the employees of partner companies eligible to receive influenza vaccinations offered at group sites. In addition, to make our operating sites entirely smoke-free, we provide partner companies with e-learning materials about secondary smoking and ask for their cooperation.
We share information about the SCREEN Group’s health and productivity management initiatives through seminars and meetings with other companies engaged in such efforts. We also exchange information with individual suppliers and share our expertise to support their health and productivity management.
●Seminars appearances and publication in professional journals
FY2026/03
May 2025: “The frontier of health and productivity management 2025 ,” held jointly with Pasona Inc. and Benefit One Inc
FY2025/03
Sep. 2024: Health and productivity management meet up in Osaka, hosted by Pasona Inc.
Sep. 2024: Occupational health and safety study and discussion session, hosted by the Kyoto Industrial Association
Oct. 2024: Alliance for Health and Productivity Management Subcommittee "Data Utilization in Health and Productivity Management"
Dec. 2024: Publication in the early December issue of Employee Benefits Journal.
External evaluation
The Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange (TSE) select companies listed on the TSE in recognition of outstanding health-conscious management as "Health & Productivity Stock Selection." SCREEN has been selected for three consecutive years since 2024.
In addition, we were certified as a "Health and Productivity Management Organization, White 500" for practicing excellent health management, under the certification program jointly sponsored by METI and the Nippon Kenko Kaigi (Japan Health Council), for the four year in a row.
