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 | |
|---|---|---|
| FY2022 results | FY2025 targets | |
| Provides sufficient opportunities and programs for healthy living | 80.0% | 83.6% |
| Views employee health as an important management goal | 82.6% | 87.5% |
| Supports a healthy lifestyle | 78.2% | 82.8% |
Key Measures and KPIs
1) Initiatives During the New 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 | FY2025 | |
| Percentage of workplaces where stress levels exceed the appropriate range* | 13.3% | 12.5% | 11.3% | 9.3% |
| Average score of the organizational health survey results (10-point scale) | 6.1 | 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 | FY2025 | |
| Percentage of employees with moderate or greater impaired work function due to health problems | 18.2% | 17.1% | 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 | FY2025 | |
| Average reduction*1 in the number of days of leave for the person on leave*2 | - | 3% decrease | 9% decrease | 17% decrease |
- *
- Absenteeism: Condition of not being able to come to work due to illness or poor health.
- *1
- Percentage of reduction from FY2022 results
- *2
- 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.
2) Review of Initiatives During the Previous Medium-term Business Plan (FY2020-FY2022)
Safe and comfortable workplace (company) in which employees can work with motivation
In addition to improving both physical and mental health for individual employees, Konica Minolta’s efforts to quantify and improve the organization’s health score under the former medium-term health plan started in fiscal 2020 has driven the Company’s sustainable growth.
| Results | Targets | |||
|---|---|---|---|---|
| FY2020 | FY2021 | FY2022 | FY2022 | |
| Rate of reduction of Level 4 workplaces (%) *1 | 38 | 69 | 38 | 50 |
| Percentage moving to higher level of organizational health (%) *2 | - | 5.1 | 15.0 | 10.0 |
- *1.
- The rate of reduction from fiscal 2019 levels in the number of Level 4 workplaces, which have the highest level of stress (workplaces deemed to have the highest level of stress based on the results of a four-level stress check)
- *2.
- The rate of year-on-year change in the number of workplaces whose results in the organizational health survey (5-point scale) improved from less than 3.5 to 3.5 or higher (upper level).
| Results | Targets | |||
|---|---|---|---|---|
| FY2020 | FY2021 | FY2022 | FY2022 | |
| Number of employees who are at high risk physically (employees with the highest health risks)*1 | 24% increase |
30％ decrease |
6％ decrease |
12％ decrease |
| Number of leave-of-absence days taken due to mental health problems*2 | 15.1％ increase |
10.1％ increase |
36.8％ increase |
13％ decrease |
- Note:
- Rate of change from fiscal 2019 results
- *1
- Target scope: Konica Minolta, Inc. However, the scope of targets and results of employees who are at high risk physically has expanded to include Group employees in Japan from fiscal 2021.
- *2
- Results have been revised retrospectively to fiscal 2020 figures as the method of calculating the effects of measures was changed in fiscal 2021.
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 & 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 health promotion group leader in the Human Resources Department, the executive director of the Health Insurance Association, and other management personnel, with the Corporate Human Resources General Manager acting as managing director of the Health Insurance Association.
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. Started in fiscal 2017, Health Challenge 2019 has focused on minimizing the number of employees and improving lifestyle habits (health movement)by visualizing their health status.
Since fiscal 2020, in its medium-term health plan Happiness Company 2022, the Company has expanded the scope of its initiatives from risk management to improving productivity and dynamism and from individuals to the organization. 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.
After fiscal 2020, based on the innovative approach 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, as Konica Minolta bolstered efforts by occupational health staff to respond employees with the highest health risks (health guidance and checkup recommendations), the number of such employees in fiscal 2022 was down by about 90% compared to fiscal 2013. Accordingly, hospitalization costs by employee increased only 15% for Konica Minolta while the average in Japan increased 34%.
Employees with the Highest Health Risks
(Indexed with FY2013 as 100)
| FY 2020 | FY 2021 | FY 2022 | |
|---|---|---|---|
| Rate of response by occupational health staff | 100% | 100% | 100% |
| Rate of checkups at medical facilities | 92% | 95% | 93% |
Trends in Hospitalization Expenses per Employee
(Indexed with FY2013 as 100)
In fiscal 2022, despite the continuing spread of COVID-19 since 2020 and the difficulty it has caused because people do not want to get medical examinations, the regular health checkup attendance rate was maintained at 100%. The attendance rate of secondary checkups after health checkups for the employees with the highest health risks is always over 90%. Konica Minolta is working to improve the hospital checkup rate by 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 are given below.
| Area examined | FY 2020 | FY 2021 | FY 2022 |
|---|---|---|---|
| Lungs | 99.3％ | 99.0％ | 99.3％ |
| Stomach | 87.9％ | 90.5％ | 93.3％ |
| Large intestine | 94.4％ | 94.9％ | 94.8％ |
| Prostate | 99.0％ | 99.1％ | 99.2％ |
| Breasts | 60.5％ | 67.8％ | 69.8％ |
| Uterine cervix | 36.4％ | 43.8％ | 47.4％ |
Note: Figures are for 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.In fiscal 2022, the initial interview rate and interview completion rate both improved substantially compared to fiscal 2017.
The Initial Interview Rate and Interview Completion Rate in Specific Health Guidance
As part of mental health management, stress checks are conducted twice a year for all employees of the Konica Minolta Group in Japan, and more than 90% of employees participate every time (in fiscal 2022, 92% received stress checks). 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. As a result,although the number of Level 4 workplaces in fiscal 2022 increased year on year, the number has been decreasing over the medium term, and the percentage of workers with the highest level of stress in the same year was 8.6%, the lowest level ever. In conjunction with this, all Group managers participated regularly in an e-learning program to promote early detection and prompt response for those suffering from mental health issues through a reinforcement of managers’ employee oversight function. The participation rate was maintained at around 92%. Survey results showed that 90% of the participants responded that e-learning was beneficial. Konica Minolta plans to expand from a defensive approach to mental health education, focused on reinforcing managers’ oversight, to an offensive approach aimed at improving the workplace culture. Moreover, beginning in fiscal 2020, an organization health survey, whose scores have a strong correlation with productivity, was carried out, and the results of analyzing this survey were utilized in workplace improvement activities.
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.
Despite these measures, the number of leave-of-absence days taken due to mental health problems among Konica Minolta employees in fiscal 2022 increased by more than 30% compared to fiscal 2019 due to an increase in the number of employees who have been on a leave-of-absence exceeding one year. In fiscal 2023, we will take steps to reduce the number of leave-of-absence days taken due to mental health problems by further reinforcing managers’ oversight and implementing oversight in close cooperation with line personnel.
In the Global Employee Survey (GES) that the Konica Minolta Group routinely conducts, in fiscal 2022, the average score for the statement “My work is meaningful to me and contributes to customers” was 6.3 out of 10 points (6.2 in previous fiscal year), the same as the previous year, showing that many employees feel engaged with the Company. We will continue to encourage our employees to bring about change for growth and further increase their engagement.
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: The number of days of leave for FY2020 and FY2021 was incorrect and has been corrected.
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 work 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 work three months in a row and employees who have logged 45 or more hours of overtime work 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, total annual hours worked per employee have been maintained at the 1,700 hour level each year, curbing employee overwork and creating a healthy and comfortable workplace that allows for good work-life balance. In fiscal 2023, the Company aims to further reduce the number of employees working long hours, while revising the medical checkup appointment system to facilitate medical checkups for those who work 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.
Employees’ Work Conditions
| FY 2019 |
FY 2020 |
FY 2021 |
FY 2022 |
|
|---|---|---|---|---|
| Average number of years of continuous employment | 21.1 years | 20.9 years | 21.5 years | 21.1 years |
| Total actual working hours (monthly average) *1 | 157 hours | 161 hours | 169 hours | 169 hours |
| Overtime working hours (monthly average)*1 | 13 hours | 20 hours | 26 hours | 26 hours |
| Percentage of paid leave taken | 75.0% | 51.7% | 56.4% | 67.3% |
| Voluntary employee turnover rate | 3.1% | 2.7% | 3.1% | 3.6% |
*1. In the case of discretionary workers, excess hours for actual working hours rather than deemed working hours were calculated.
Note: Figures are for employees of Konica Minolta, Inc.
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 to raise the level of employees' health.
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 has continued even during the pandemic, with more than half of our employees always participating. In fiscal 2022, we focused on blood glucose control and conducted a set of basic seminars (What is blood glucose? Its relationship with performance, etc.) in collaboration with Asken, as well as a practical program to instill this knowledge.
Event for improving intestinal health in collaboration with other companies
The implementation of a wide range of health promoting events has caused the “percentage of employees already working to improve lifestyle habits (or who want to begin working on this in the future)” to be high in fiscal 2022, although it declined slightly year on year. In addition to improvements in health literacy, there have been many improvements in lifestyle habits such as exercise, sleep, diet and smoking, which are the basics of health.
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, in April 2020, in order to strengthen measures against second-hand smoke and further reduce the smoking rate.
These measures have been successful, and the smoking rate has been decreasing year by year.
Reduction in the Number of Smoking Areas and the Smoking Rate
Note: Results for Konica Minolta Group companies in Japan
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). A survey conducted using WFun, a method that measures impaired work functioning caused by health problems, revealed that those with moderate or higher impaired work functioning declined to 18.2% in fiscal 2022.
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.
In fiscal 2022, for the convenience of our employees, we successfully increased the number of locations where they can receive their medical exam at the same time as their regular health check, and thereby achieved a record high screening rate. We will continue these efforts to fully support the promotion of women's health.
Screening Rates for Breast Cancer and Cervical Cancer
*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 to 2023. 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.
Five Group companies have been again selected as Certified Health & Productivity Management Outstanding Organizations (White 500 Companies) in fiscal year 2023, just as in fiscal year 2022.
Before the COVID-19 pandemic, Konica Minolta had been actively recruiting mid-career workers to secure human resources who are industry-ready, rather than relying solely on the traditional mass hiring of new graduates.
As a result of publicizing that Konica Minolta is a company that promotes health and productivity management through various media, including the "Smart Work Awards" and other third-party evaluations, as well as strengthening recruitment activities in general, the number of mid-career hires in fiscal 2022 increased by 527.6% over fiscal 2020, and 228.3% over fiscal 2021, despite especially fierce competition for human resources who are industry-ready, such as IT professionals.
In addition, in new graduate recruitment, the number of new hires in April 2023 grew 220.5% compared to April 2021 and 136.5% compared to April 2022.
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.
