Human Capital
Health & Productivity Management
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Konica Minolta's Approach
Background and Issues
Employee motivation, engagement, and leadership are based on the physical and mental health of employees.
Konica Minolta believes that improving the “quality of health” improves the "quality of work" and the "quality of products and services" and increases the added value of the Company.
Konica Minolta recognizes that promoting the physical and mental health of employees and improving organizational health score to improve productivity and performance is an important management issue.
Vision
Konica Minolta promotes health & Productivity management by fostering a “health-first” corporate culture based on the recognition that employee health is the foundation of everything it does. We view our employees as an important management asset, and seek to increase corporate productivity and dynamism and achieve sustainable growth as a company by improving the physical and mental health of individual employees.In addition, we measured the ratio of positive responses about the Company, management, and superiors based on the theory that “the amount of perceived organizational support for health (=POS-H: Received Organizational Support-Health) by employees positively correlates with performance.” We are making improvements toward the goals we have set.
| Issue | Percentage of Positive Responses | |||
|---|---|---|---|---|
| Results | Targets | |||
| FY2022 | FY2023 | FY2024 | FY2025 | |
| Provides sufficient opportunities and programs for healthy living | 81.8% | 84.5% | 85.3% | 83.6% |
| Views employee health as an important management goal | 84.2% | 86.3% | 85.9% | 87.5% |
| Supports a healthy lifestyle | 75.8% | 79.4% | 81.0% | 82.8% |
Note: In the disclosure for fiscal 2023, there was an error in the results for fiscal 2022, so they have been corrected.
Key Measures and KPIs
Initiatives During the Medium-Term Business Plan (FY2023-FY2025)
We seek to achieve our vision by quantifying and promoting improvements in organizational health and reducing presenteeism and absenteeism (*) to improve corporate productivity and dynamism.
| Results | Targets | ||||
|---|---|---|---|---|---|
| FY2022 | FY2023 | FY2024 | FY2024 | FY2025 | |
| Percentage of workplaces where stress levels exceed the appropriate range* | 13.3% | 5.3% | 5.9% | 11.3% | 9.3% |
| Average score of the organizational health survey results (10-point scale) | 6.1 | 6.3 | 6.4 | 6.9 | 7.7 |
* Workplaces with stress levels that exceed the appropriate range: Workplaces with a total health risk of 120 or higher in stress check (A total health risk of 100 is the national average)
| Results | Targets | ||||
|---|---|---|---|---|---|
| FY2022 | FY2023 | FY2024 | FY2024 | FY2025 | |
| Percentage of employees with moderate or greater impaired work function due to health problems | 18.2% | 18.2% | 17.8% | 16.1% | 15.1% |
* Presenteeism: A condition in which an employee is present at work, but their performance is declining due to some physical disorder. It is evaluated using the Work Functioning Impairment Scale (WFun), a survey developed at the University of Occupational and Environmental Health, Japan to measure the degree of impaired work function due to health problems. In Japan, a score of 21 or higher on this survey is said to indicate moderate or greater impaired work function.
| Results | Targets | ||||
|---|---|---|---|---|---|
| FY2022 | FY2023 | FY2024 | FY2024 | FY2025 | |
| Average reduction*2 in the number of days of leave for the person on leave*3 | - | 2% increase |
12% decrease | 9% decrease | 17% decrease |
- *1
- Absenteeism: Condition of not being able to come to work due to illness or poor health.
- *2
- Percentage of reduction from FY2022 results
- *3
- Person on leave: Employee on leave of absence (unscheduled absence or leave of absence). The average number of days of leave of absence does not include fixed days off, paid vacations, and absence due to work-related injury.
Notes:
Promoting Effective Management by Cultivating a Health-First Culture
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 & Productivity 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 on important issues in cooperation with the Leader of the Health Promotion Group of Human Resources Department, the Executive Director of the Health Insurance Society, and other management personnel, with the General Manager of the Human Resource Department concurrently serving as Chairperson of the Health Insurance Society, and the HR Health Promotion Leader concurrently serving as Executive Director of the Health Insurance Society.
Furthermore, the Company is promoting health management based on productivity-related indicators in collaboration with outside consortiums and research institutions such as Collabo-Health.
Organizational (Collaborative Health) Structure for Promoting Health & Productivity Management
In order to achieve the principles of the Health Declaration, Konica Minolta has formulated and implemented a medium-term health plan since 2014 linked to the Company’s medium-term business plan.
Since fiscal 2023, we have adopted “Well-Being 2025” with the aim of raising individual and organizational productivity and achieving sustainable corporate growth by improving organizational health and reducing presenteeism and absenteeism.
Based on the concept of health investment management accounting, Konica Minolta created a strategy map that systematically organizes how the measures implemented to enhance health (health investment) have affected improvements to employees’ health and productivity, and how they led to resolutions to management issues. Konica Minolta is addressing health & Productivity management while linking it to corporate strategies.
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. In particular, the number of high-risk employees decreased to approximately 70% of the 2020 level in fiscal 2024, the first year of the previous health medium-term plan, thanks to strengthened efforts by occupational health staff, including health guidance and medical checkup recommendations. In fiscal 2023, hospitalization costs per employee increased by 33% compared to fiscal 2013, whereas the national average (as reported by the National Federation of Health Insurance Societies) rose by 45%, indicating the effectiveness of the company's efforts to prevent the progression of serious illness.
Employees with the Highest Health Risks
(Indexed with FY2020 as 100)
| FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|---|
| Rate of response by occupational health staff | 100% | 100% | 100% | 100% | 100% |
| Rate of checkups at medical facilities | 92% | 95% | 93% | 100% | 100% |
Trends in Hospitalization Expenses per Employee
(Indexed with FY2013 as 100)
The regular health checkup attendance rate continued to be maintained at 100% in fiscal 2023. Additionally, the rate of employees with the highest health risks undergoing follow-up health checkups has remained at 100% in recent years. Konica Minolta is working to improve the health checkup rate through education and events to improve health literacy, as well as strengthening its system and encouraging consultation by occupational health staff in coordination with workplace managers.
The rate of cancer screening aimed at early detection and prompt treatment of cancer is shown below.
| Area examined | FY2020 | FY2021 | FY2022 | FY2023 | FY2024 |
|---|---|---|---|---|---|
| Lungs | 99.3% | 99.0% | 99.3% | 99.1% | 98.8% |
| Stomach* | 87.9% | 90.5% | 93.3% | 30.7% | 31.3% |
| Large intestine | 94.4% | 94.9% | 94.8% | 94.8% | 95.1% |
| Prostate | 99.0% | 99.1% | 99.2% | 99.0% | 98.8% |
| Breasts | 60.5% | 67.8% | 69.8% | 70.9% | 70.4% |
| Uterine cervix | 36.4% | 43.8% | 47.4% | 49.4% | 48.8% |
Note: Figures are for all employees of the Konica Minolta Group in Japan
* Stomach cancer screening: The method of examination has changed since fiscal 2023. (Until fiscal 2022, the ABC exam was performed as part of the health checkup. Since fiscal 2023, the data has been compiled based on an optional endoscopic exam at an outside medical institution with the cost covered by the Health Insurance Association.)
Konica Minolta works with the Health Insurance Association to conduct specified health checkups and provides specific health guidance based on the results for the prevention of lifestyle-related diseases. From fiscal 2023, by introducing group interviews, both the initial interview rate and the interview completion rate have significantly improved.
The Initial Interview Rate and Interview Completion Rate in Specific Health Guidance
In terms of mental health, Konica Minolta conducts stress checks for all employees twice a year, with over 90% participation each time (91% in fiscal 2024). The Company utilizes stress check results for self-care and provides feedback on analysis results, stratified into four levels of workplace stress, to each organizational head through group analysis. For workplaces with the highest stress levels, industrial health staff provide support to develop and implement improvement measures, resulting in a continuous decrease over the past five years, with no high-stress workplaces remaining in fiscal 2024. Furthermore, toward the important theme of "improving organizational health" in the medium-term health plan, the Company is focusing on "improving organizational vitality" in addition to "reducing organizational stress levels". As a result of detailed analysis of the characteristics of healthy workplaces in group analysis, it became clear that "supervisor leadership, opportunities for growth, and a culture of recognition were common traits." were common characteristics. The Company widely shares these analysis results with all managers on its internal portal site as good examples with specific cases.
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 number of days of absence due to mental health problems for Konica Minolta employees in fiscal 2024 decreased by 7.3% compared to fiscal 2022, the final fiscal of the previous medium-term health plan. Additionally, as a KPI for absenteeism, a reduction rate based on the average number of absence days per absent employee in fiscal 2022 was set, and in fiscal 2024, the Company achieved a 12% decrease against a target of 9%, thereby meeting its goal. The Company will continue various initiatives in fiscal 2025 to further reduce mental health-related absence days.
Percentage of People Taking Leaves of Absence at the Beginning of the Fiscal Year Due to Mental Health Problems (as of April 1) and Total Number of Days of Leave During Each Fiscal Year
Note: In the fiscal 2021 disclosure, there was an error in the “number of days of leave of absence,” for fiscal 2020, which has been corrected.
Measures to Address Overwork
To prevent health problems caused by overwork, Konica Minolta is taking measures to curb long working hours.
The Konica Minolta Group provides health checkups by industrial physicians to employees who have logged more than 80 hours of overtime work in a single month, or who have logged 60 or more hours of monthly overtime work three months in a row, or to employees who have logged 45 or more hours of overtime and have requested the checkup. These checkups prevent health problems caused by overwork and maximize performance.
As a result of these countermeasures, the Company has been able to curb employee overwork and create a healthy and comfortable workplace that supports good work-life balance. In fiscal 2024, the Company revised its attendance management system and health checkup reservation system to facilitate smoother health checkups for employees working long hours.
Employees’ work conditions, such as the average number of years of continuous employment, total actual working hours and percentage of employees taking paid vacations, are shown below.
| FY2019 | FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|---|---|
| Average number of years of continuous employment | 21.1 years | 20.9 years | 21.5 years | 21.1 years | 20.7 years | 20.3 years |
| Total actual working hours (monthly average)*1 | 157 hours | 161 hours | 169 hours | 169 hours | 167 hours | 165 hours |
| Overtime working hours (monthly average)*1 | 13 hours | 20 hours | 26 hours | 26 hours | 25 hours | 22 hours |
| Percentage of paid leave taken*2 | 75.0% | 51.7% | 56.4% | 67.3% | 70.1% | 66.1% |
| Voluntary employee turnover rate | 3.1% | 2.7% | 3.1% | 3.6% | 3.6% | 4.6% |
Note: Figures are for employees of Konica Minolta, Inc.
*1. For discretionary workers, excess working hours were calculated based on actual working hours rather than deemed working hours.
*2. In the fiscal 2023 disclosure, there was an error in the “Percentage of paid leave taken” for fiscal 2022, which has been corrected.
Promoting Health through Visualization of the Level of Employees’ Health
Konica Minolta implements support activities through various health promotion events (totaling more than 10 per year) and aims to raise health awareness by visualizing four basic lifestyle habits (exercise, sleep, diet, and smoking) as indicators of employee health.
Specifically, in Japan, the Group holds walking events in which teams compete against each other in order to instill exercise and walking habits among employees, as well as exercise workshops with outside instructors. It has also introduced Asken, an application and website to improve eating habits and raise awareness. Our walking event that we hold every year always has more than 50% participation by our employees. In fiscal 2024, events focused on gut health, nutritional balance, skipping breakfast, and calorie intake improvement were held at various locations in collaboration with companies such as Yakult Honsha and the corporate version of Asken, with over 2,000 participants.
As a result, the percentage of employees with high health awareness who are "already working to improve lifestyle habits (or intend to start doing so in the future)" has improved from the previous fiscal and remains at a high level.
Regarding employee lifestyle habits, with the return to pre-pandemic work styles, improvements were seen in exercise and smoking, but challenges remained in sleep and diet. In fiscal 2025, the Company will continue to implement measures such as food education events for improving dietary habits and seminars for improving sleep, and will continue to make progress.
Percentage of Employees with a High Awareness of Lifestyle Improvement
Note: Figures are for employees of Konica Minolta, Inc.
Lifestyle Habits of Employees
Note: Figures are for employees of Konica Minolta, Inc.
*1. Percentage of employees who have a habit of “exercising for 30 minutes or more two or more times per week” or “walking for one hour or more every day” (the higher the better)
*2. Percentage of employees who feel they are not getting enough sleep
*3. The percentage of employees for which three or more of the following apply (the lower the better): “I do not consider nutritional balance,” “I eat fast,” “I eat dinner two hours before I go to sleep,” “I snack,” and “I skip breakfast.”
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, in the past, Konica Minolta has gradually cut back on indoor smoking areas, moved indoor smoking areas outside and held 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, collaborating closely with labor unions to prevent secondhand smoke and further reduce the smoking rate.
These measures have been successful, and the smoking rate has been decreasing year by year.
Based on an analysis of survey results to determine the main causes behind presenteeism, we have taken measures to improve neck and shoulder pain, lower back pain, eyestrain, and other physical impairments.
To verify its business effect, we intensively implemented an improvement program leveraging ICT (investment: 9.975 million yen) for a three-month period. As a result, the program alleviated symptoms, improved exercise habits, and reduced mental risks, which was equivalent, in monetary terms, to a 17.5 million yen contribution to profits, justifying the continuation of the program (annual investment: 6 million yen).
Furthermore, a survey conducted using WFun, a method for measuring the degree of work function impairment due to health problems, found that the percentage of individuals with moderate or severe work function impairment was 17.8% in fiscal 2024. Verification of the improvement effect among participants in the neck/shoulder stiffness and back pain improvement program showed that the percentage of individuals with moderate or severe work function impairment decreased from 19% to 15%, and including maintenance and improvement, an effect was confirmed in 78% of participants. On the other hand, as mentioned above, due to the impact of sleep issues resulting from the return to previous work styles, the target value was not achieved. In fiscal 2025, the Company will promote measures to improve WFun from various angles, including sleep seminars, walking events, food education events for solving sleep issues, and the promotion of neck/shoulder stiffness and back pain improvement programs.
Percentage of Employees with Moderate or Higher Impaired Work Functioning
Supporting Women’s Health
In terms of promoting women's advancement and enhancing health support, Konica Minolta is striving to improve the cancer screening rate with the aim of early detection and response to gynecological cancer. In addition to subsidies from the health insurance association for medical exams, the Konica Minolta Group in Japan has been improving the screening environment and preventing infection by introducing screening vehicles on its premises and increasing the number of its affiliated medical institutions. As a result, the breast and cervical cancer screening uptake rate in the Group has increased over the medium-term.
Since fiscal 2023, efforts have been made from the perspective of employee convenience, such as increasing the number of locations where regular health checkups and cancer screenings can be received simultaneously, and the examination rate remains high. The Company will continue these efforts to strongly support the promotion of women's health.
Screening Rates for Breast Cancer and Cervical Cancer
Note: Percentage of all employees of Konica Minolta Group companies in Japan receiving screening
In fiscal 2021, Konica Minolta began the trial introduction of FEMTECH*1 as a program to address women’s health issues. Female employees face health issues specific to women at each stage of their lives that could lead to declining performance and hinder their career development. Recognizing the health issues of women employees as organizational and company issues, we held a lecture providing knowledge of women’s bodies given by an expert prior to introducing the program to "properly learn correct knowledge" to ensure physical and mental health and create a comfortable work environment. We took this as an opportunity to deepen understanding in the workplace by encouraging male employees to participate as well.
When we verified the "change in work performance" of female employees before and after the introduction of the measures at the end of 6 months, we found a 23.5-point improvement in the menstrual program and a 6.2-point improvement in the menopausal program. In addition, the "change in the number of days in a month affected by menstrual and menopausal problems" showed an improvement of 2.1 days in the menstrual program and 3.6 days in the menopausal program. This has led to a decrease in the percentage of those with moderate to severe symptoms among program users (73.3% to 50.0% in the menstrual program and 33.3% to 5.9% in the menopausal program). The verified data, suggests a positive impact on work productivity as well.
Outcomes of the menstrual program
Outcomes of the menopausal program
*1 FEMTECH: A neologism formed by combining the words "female" and "technology" that refers to services and products that use technology to solve health issues faced by women.
Evaluation by External Parties
Selected as a Certified Health & Productivity Management Outstanding Organization (White 500 Company)
Based on the Konica Minolta Group Health Declaration, a philosophy that promotes health & productivity management by fostering a culture committed to "health-first," Konica Minolta recognizes that "employee health is the foundation of everything we do," and promotes collaborative health to maximize the resources of the company and health insurance association. Konica Minolta has been recognized for its “health & productivity management” initiatives that consider and strategically implement employee health & productivity management from a managerial perspective. Konica Minolta has been continuously chosen as a certified Health & Productivity Management Outstanding Organization (White 500 Company) by Japan’s Ministry of Economy, Trade and Industry (METI) from 2017 through 2025. In addition, Konica Minolta has been chosen seven times since 2015 as a “Health & Productivity Stock Selection," a joint initiative of the Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange.
Two Group companies were selected as Certified Health & Productivity Management Outstanding Organizations (White 500 Companies) in fiscal year 2024.
In the area of human resource recruitment, Konica Minolta has been actively hiring mid-career professionals to secure industry-ready talent, rather than relying solely on the traditional mass hiring of new graduates. By effectively publicizing that Konica Minolta is a company that prioritizes health and productivity management, through various media outlets and third-party evaluations and by strengthening recruitment activities overall, the Company was able to secure the necessary mid-career hires in fiscal 2024. Konica Minolta has also received high praise in new graduate recruitment as "a company that values employee health."
Furthermore, managers in Konica Minolta’s Health Promotion Division listened to the issues of many client companies and are giving advice based on the measures that the Company is implementing and the results of an examination of their effectiveness. Helping companies resolve issues at their request in a support role as they address health & productivity management is expanding interaction with client companies.
Note: Health and Productivity Management is a registered trademark of Nonprofit Organization Kenkokeiei.
