Initiatives to Increase the Health of Employees
Konica Minolta's Approach
Background and Issues
Konica Minolta recognizes that ensuring employees' mental and physical health and linking this effort to improved productivity and performance are critical management issues, given the growing social issues of a higher risk of lifestyle diseases and people having to leave work due to mental health issues.
Konica Minolta recognizes that employee health is the foundation of everything else it does. This is why the company works so hard to realize the full potential of human resources, while building workplaces where all employees can maintain good physical and mental health and continue to work with vitality—thereby raising employee capacity and laying the groundwork for sustainable growth. Konica Minolta accomplishes this by fostering a “health-first” culture and practicing sound safety and health management.
Promoting health management
- Improving the organization’s productivity and dynamism
Reduce the number of workplaces with the highest stress levels, as determined by stress checks, by 50%
Improve the percentage of workplaces that have improved their average score in the organizational health survey results from below 3.5 to 3.5 or above by 10% or more
- Promoting the movement toward health
Reach the top 10% among major Japanese companies in all four indicators for lifestyle habits (diet, physical activity, smoking rate and sleep)
- Minimizing the number of individuals with health risks
Reducing the number of people with high physical health risk by 18.6%
Reducing the number of days people are absent for mental health reasons by 13.5%
*Set overall target for the Konica Minolta Group in Japan for fiscal 2022, the last year of the medium-term management plan, with fiscal 2019 as the benchmark
Promoting Sound Management through the Fostering of a Culture Committed to “Health-First”
Striving to create workplaces where employees can work with enthusiasm
Konica Minolta has issued a statement on health, the Konica Minolta Group Health Declaration, which sets out the principles for promoting health management. Based on this declaration, it plans and implements policies under a single management structure (collaborative health) so that the best use can be made of company resources and its Health Insurance Association. The company is enthusiastically implementing health-promotion measures while practicing swift decision-making, including by management personnel, on important issues, with the Corporate Human Resources General Manager acting as managing director of the Health Insurance Association and the person responsible for health management in the Human Resources Department acting as the executive director.
Organizational (Collaborative Health) Structure for Promoting Health Management
In order to achieve the principles of the Health Declaration, Konica Minolta linked it to the company’s medium-term management plan and established the Health Challenge 2019, a new medium-term plan that started in fiscal 2017 and which carries on from the three-year medium-term health plan, Health KM2016, which ran from fiscal 2014 to fiscal 2017. The new plan's priority is lifestyle modification (fostering a "health movement") by minimizing the number of persons with health risks and visualizing their health status.
From fiscal 2020, in its new medium-term plan, the company decided to become the “Happiness Company 2022,” and expanded the scope of its initiatives from risk management to improving productivity and dynamism and from individuals to the organization in the belief that this will lead to the company’s sustainable growth.
Comparison of the positioning of the previous medium-term plan (fiscal 2017 to fiscal 2019) and the new medium-term plan (fiscal 2020 to fiscal 2022)
Framework for new Medium-Term Plan for Health
Moreover, with the aim of expanding initiatives covering employees of Group companies outside Japan, the company has created a Chinese version of the Konica Minolta Group Health Declaration in an effort to raise health awareness among local employees in China, where the Group's major production sites are located.
Minimizing the Number of Persons with Health Risks
Konica Minolta is committed to improving the health of its employees in order to strengthen its talent pool, which is vital to achieving its management strategy. The Group companies in Japan and the Health Insurance Association work together to plan and implement various measures. They categorize those with health risks according to physical and mental health risks and set numerical targets with the aim of reducing the number of people in each category through employee-centered measures.
For physical health management, Konica Minolta is focusing on preventing the development of serious illness for all Group employees in Japan. As a result of guidance from occupational health staff and stronger encouragement of check-ups, in fiscal 2019 there was an 84% decrease in the number of employees with the highest health risks, compared to fiscal 2013. With that, hospitalization expenses per employee increased by 19% at Konica Minolta compared to a 30% increase in the general population (average for the National Federation of Health Insurance Societies), suggesting that Konica Minolta’s measures to prevent the development of serious illness have yielded results.
In fiscal 2019, 100% of Group employees in Japan had a regular health examination. The examination rates of different screenings offered with the aim of early detection of and prompt response to cancer are given below.
|Area examined||Examination rate|
(Scope: All employees of the Konica Minolta Group in Japan)
Konica Minolta works with the Health Insurance Association to conduct specified health checkups, and health recommendations are provided based on the results, for the prevention of lifestyle-related diseases. Conventionally, specific health guidance was given by public health nurses commissioned by the Health Insurance Association. From fiscal 2018, however, some of this work is being commissioned to external specialist providers. Konica Minolta’s public health nurses focused on health guidance for employees with a higher health risk. Employees subject to specific health guidance due to being at the pre-lifestyle-related disease stage were given finely tuned assistance drawing on the expertise of the specialist providers. As a result, in fiscal 2019, the initial interview rate and interview completion rate both improved substantially compared to fiscal 2016.
As part of mental health management, stress checks are conducted twice a year for all employees of the Konica Minolta Group in Japan. While allowing employees to utilize their results for self-care. Konica Minolta also classifies workplaces into four levels of stress based on the results of the stress checks and shares this status with organizational heads. Improvement measures are then devised and implemented for workplaces at Level 4, the highest level of stress. In order to strengthen the line care function, mental health e-Learning modules are also provided regularly to managers across the Group, with the aim of early detection and prompt response for individuals with mental illness. The completion rate for these modules remains around 95%. Konica Minolta has expanded its mental health training from cautionary initiatives focused on conventional strengthening of line care to proactive initiatives intended to improve the workplace culture. In addition, beginning in fiscal 2020, the Group implemented an organizational health survey, the scores of which have a strong correlation to productivity, and is using the results of this analysis to improve workplaces.
Konica Minolta has also established a reinstatement preparation program for employees returning to work from leaves of absence taken due to mental health problems. People in the program are provided with careful support to facilitate a smooth return to work, including at least three interviews with an industrial physician, workplace head, and the HR department during the rehabilitation period, which lasts up to three months.
As a result of these measures, the total number of leave-of-absence days taken due to mental health problems by Konica Minolta employees in fiscal 2019 was down 35% compared to fiscal 2014, and the percentage of people taking these leaves of absence improved from 0.64% to 0.38%.
Also, on an employee engagement survey conducted periodically (once every two or three years), the percentage of favorable responses to questions about work engagement (job satisfaction and desire to take on challenges) increased from 72% in fiscal 2015 to 75% in fiscal 2017.
Days of Leave Taken Due to Mental Health Problems and Percentage of People Taking Leaves of Absence
Measures to Address Overwork
Since fiscal 2007, in order to prevent health problems due to overwork, Konica Minolta has been sending guidance on reducing overtime via email to employees and their supervisors when the employees’ overtime work has exceeded 30 hours or more hours.
When employees have logged more than 80 hours of overtime in a month, they are required to have a medical checkup administered by an industrial physician during the following month to ensure their health. Their supervisor is required to submit a work improvement plan in a thoroughgoing effort to prevent employees from working long hours two months in a row.
Furthermore, as of fiscal 2016 the health checkup standards have been revised. Now, employees who have logged 60 or more hours of monthly overtime three months in a row and employees who have logged 45 or more hours of overtime in the previous month can opt to have a medical checkup by an industrial physician. In this way, Konica Minolta is improving the prevention of health problems caused by overwork. As a result of these countermeasures, the number of employees (total annual number) who logged 80 or more hours of monthly overtime declined by 61%, from 557 in fiscal 2015 to 219 in fiscal 2019.
Promoting Health through Visualization of the Level of Employees’ Health
Konica Minolta has established indicators that show the level of employees' health visualizing the daily lifestyle increases in health awareness. The Group companies in Japan also implemented assistance programs aimed at promoting health in an effort to raise the level of employees' health.
Group-wide in Japan, it holds walking events in which teams compete against each other in order to instill exercise and walking habits among employees; holds exercise workshops with outside instructors; offers healthy menu choices in cafeterias; holds seminars led by nationally registered dieticians with the aim of improving eating habits and raising awareness; among various other activities.
An exercise workshop
On a website designed to encourage employees to stay healthy, Konica Minolta shows employees a comparison of the average incidence of cardiovascular disease, stroke, and ischemic heart disease within 10 years for their specific age group based on their latest medical examination results. In this way, the company encourages employees to improve their lifestyle habits. This system can also be accessed and utilized by employee spouses who are health insurance dependents.
Example presentation of future disease risk on the website
Moreover, as a measure against passive smoking, Konica Minolta has cut back on indoor smoking areas, moved indoor smoking areas outside and holds no-smoking days on the premises. In addition, the company recommends that smokers participate in smoking cessation support programs. In light of the strengthening of legislation related to smoking, Konica Minolta prohibited all smoking on its premises and during designated work hours across all group companies in Japan, in April 2020, in order to strengthen measures against second-hand smoke and further reduce the smoking rate.
No-smoking day notices
Reduction in the Number of Smoking Areas and the Smoking Rate
An analysis of survey results to determine the main causes behind presenteeism* showed that measures addressing back problems, individual guidance from experts for people with sleep problems and mental health measures had reduced loss due to presenteeism per employee (monthly average) from 68,398 yen in fiscal 2016 to 45,976 yen in fiscal 2019, for a 32.8% decrease.
*Presenteeism refers to productivity loss resulting from health problems.
Supporting Women’s Health
With a view toward promoting women’s advancement in the workplace and enhancing support for their health, Konica Minolta strives to increase the rate of cancer screenings, with the aim of early detection of and prompt response to cancers that affect women. It took steps to make it easier to get screened, including bringing screening trucks onto company premises and increasing the number of cooperating medical institutions, in addition to subsidizing screening costs through the Health Insurance Association. The screening rates for breast cancer and cervical cancer in the Konica Minolta Group in Japan increased greatly as a result.
As part of its awareness-raising efforts aimed at further increasing the screening rate, Konica Minolta invited the actress Kuniko Asagi to give a talk in September 2019 about the importance of getting screened for the purpose of early detection, in light of her own experience with breast cancer. The talk was attended by close to 500 employees.
In November 2019, Dr. Tomoko Shibayama of the Breast Oncology Center, the Cancer Institute of JFCR was invited to give a talk on the current status of cancer in Japan, types of breast cancer and changes in treatment, mechanisms behind hereditary cancer and methods for preventing cancer. More than 200 employees attended the talk.
Dr. Shibayama speaking with enthusiasm
Dr. Shibayama’s presentation
Konica Minolta also holds Energetic Health Seminars for Women taught by outside experts to help maintain and raise performance by learning methods to deal with women’s health issues such as menopausal disorder and premenstrual syndrome, not just cancers particular to women.
Measures to Prevent the Spread of the Novel Coronavirus
As part of its efforts to improve the health of its employees, Konica Minolta has always endeavored to prevent infectious diseases. In Japan, the company provides information on influenza outbreaks, encourages employees to get flu vaccinations, and provides information on malaria, hepatitis, HIV, and other infectious diseases to employees posted outside Japan and their accompanying families as well as for employees traveling abroad on business trips. In addition, Konica Minolta strives to prevent infectious disease by quickly identifying cases of tuberculosis through chest X-rays in its health checkups for employees and taking the necessary steps in response.
As such, when the novel coronavirus began to spread, Konica Minolta’s first priority was the health and safety of employees and their families, and the entire Group was devoted to countermeasures to prevent infections and the outbreak’s spread.
In February-March 2020, the initial stage of the outbreak’s growth in Japan, Konica Minolta asked employees to check their temperatures and general physical health before coming in to work, to wash their hands carefully and use an alcohol-based disinfectant on their hands, and to wear a mask and avoid crowded spaces. In workplaces, the Group took measures such as staggering the work times at which employees arrive and utilizing remote work and ventilating rooms, banning meetings of 30 people or more (recommending meetings via ICT instead), staggering times during which the cafeteria is used (three time slots of 30 minutes each) and instructing employees to leave seats open between people when dining.
When the government declared a state of emergency in April, the focus was on preventing infection by designating work from home in principle and reducing contact with other people as much as possible. Konica Minolta asked employees to stay home as much as possible and to refrain from traveling to their hometowns during the long national holidays.
At the same time, an increase in remote work done at home raised concerns about a lack of exercise and mental health issues, so the company sent all employees e-mails with content such as “Fitness Video for Easy Home Exercises,” “Ways to Address Mental Health Issues Resulting from Remote Work at Home and Consultation Services,” “E-Learning on Self-Care (15-minute video)” and encouraged their use as necessary to support their mental and physical health.
Konica Minolta decided to postpone the regular health checkups held every year until autumn, in light of the risk of contagion among employees.
Once the state of emergency was lifted, employees in each division that needed to come in to the office were determined, and the number of employees coming in every day was set on the condition that employees maintain social distancing in the office. The company took various steps to ensure social distancing, such as removing some of the unassigned seats and making both conference rooms and regular rooms available as work spaces.
Konica Minolta Included in Health and Productivity Stock Selection
Japan's Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange jointly work on the Health & Productivity Stock Selection. Konica Minolta, Inc. has been selected five times—in 2015, 2016, 2018, 2019, and 2020.
Konica Minolta publicized its inclusion in the Health & Productivity Stock Selection, together with other external recognitions such as winning the Grand Prize in the Smart Work Awards, via various media channels. As a result, even though a shortage of new graduate applicants is the biggest problem facing about 40% of major companies, the number of new applicants for Konica Minolta was unchanged in fiscal 2020 from the previous year, when the Group had a record-high number.
Additionally, as a result of the various measures implemented cooperatively by Group companies in Japan, eleven Group companies were chosen for the 2020 Certified Health & Productivity Management Outstanding Organizations Recognition Program organized by Japan’s Ministry of Economy, Trade and Industry. Six companies were selected for the Health & Productivity Management 500 Organizations division; one, in the large corporation division; and four companies were recognized in the small- and medium-sized organization division.