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Basic Concept
Konica Minolta believes that employee motivation, engagement, and the exercise of leadership are founded upon the physical and mental health of each individual employee. Enhancing physical and mental health leads to improved "quality of work," which in turn leads to higher "quality of products and services" and enhanced corporate value.
Based on the recognition that "employee health is the foundation of everything," Konica Minolta fosters a "health-first" corporate culture and promotes Health and Productivity Management. Viewing employees as critical management capital, the Company recognizes that improving productivity and performance by enhancing organizational health—in addition to the individual physical and mental health of employees—is an important management priority. To share and practice this concept across the entire Group, the Company established the "Konica Minolta Group Health Declaration" as its basic policy. In accordance with this policy, the Company sets key measures, targets, and indicators.
As a KGI to verify the outcomes of its health and productivity management initiatives, the Company has established "Perceived Organizational Support for Health (POS-H)". POS-H is an indicator to ascertain whether employees perceive health support from the company, executive management, and supervisors, respectively. Based on the belief that "a high level of organizational health support perceived by employees is positively correlated with business performance," the Company measures the positive response rates regarding support from the company, executive management, and supervisors, and is driving improvements toward internally established targets.
| Issue | Percentage of Positive Responses | ||||
|---|---|---|---|---|---|
| Results | Targets | ||||
| FY2023 | FY2024 | FY2025 | FY2025 | FY2028 | |
| Provides sufficient opportunities and programs for healthy living | 84.5% | 85.3% | 85.8% | 83.6% | 88.5% |
| Views employee health as an important management goal | 86.3% | 85.9% | 87.2% | 87.5% | 90.1% |
| Supports a healthy lifestyle | 79.4% | 81.0% | 81.6% | 82.8% | 84.0% |
Konica Minolta Group Health Declaration
“Creating a work environment filled with vigor and enthusiasm”
Konica Minolta Group declares that we will contribute to the development of a healthy society by promoting healthy management practices through our corporate culture, which is characterized by the statement “health is first priority”. We understand that our employees’ health is the key to everything. Acknowledging that each employee’s health is a valuable resource, we will create the ideal secure and comfortable environment (company). We hope that our employees realize that health is the key component for each individual and family, and for our company; and we expect them to take independent action to improve the maintenance of their health and to proactively engage in our “health is first priority” culture.
Konica Minolta, Inc.
“Health is the key to everything.” We will contribute to the development of a healthy society by promoting healthy management practices through our corporate culture characterized by the statement “health is first priority.“
[Basic corporate polices for creating a “health is first priority” culture]
Offer labor conditions that respect each individual’s health
- Provide correct labor conditions and positions to enable health maintenance
- Predict all possible labor accidents and health disorder risks to prevent and reduce occurrences
- Build a consistent framework for managing safety and health
Emphasis on prevention and aggressive hygiene control
- Promote a safe and comfortable work environment
- Promote each individual’s independent health improvement actions
[Employees’ conscious actions for creating a “health is first priority” culture]
Independent maintenance and health improvement
- Create a lifestyle that supports your physical and psychological health
- Regularly take health checks and utilize the results to maintain and improve the maintenance of their health
Participating in creating a “health is first priority” culture
- Participate in both individual and corporate health related activities
- Have respect and consideration for the condition of others
Strategy, Goals and Results
To realize the philosophy of the Health Declaration, Konica Minolta has formulated and implemented three-year Health Strategy linked to the Company's medium-term management plan since FY2014. Under the three-year Health Strategy “Well-being 2028,” which begins in FY2026, the Company continues to focus on improving organizational health, reducing presenteeism, and reducing absenteeism as key priorities, as in the previous medium-term plan. KPIs have been established for these key priorities, and the Company monitors progress against these KPIs as part of its initiatives to enhance individual well-being and support peak performance at both the individual and organizational levels. Through these efforts, the Company aims to enhance individual and organizational productivity and vitality and achieve sustainable growth.
Key Measures and KPIs
Konica Minolta has established organizational health, presenteeism, and absenteeism as three key measures in its Health Strategy. By setting KPIs in each area and reviewing performance against targets, the Company is working to improve productivity and vitality. The main KPIs, results, and targets are as follows:
Improving Organizational Health
| Results | Targets | ||||
|---|---|---|---|---|---|
| FY2023 | FY2024 | FY2025 | FY2025 | FY2028 | |
| Percentage of workplaces where stress levels exceed the appropriate range*1 | 5.3% | 5.9% | 5.5% | 9.3% | 4.0% |
| Average score of the organizational health survey results (10-point scale) | 6.3 | 6.4 | 6.4 | 7.7 | —*2 |
- *1Workplaces where stress levels exceed the appropriate range: This is based on the overall health risk indicator in the stress check and covers workplaces with an overall health risk score of 120 or higher under the Health Strategy (Well-being 2025) and 121 or higher under the Health Strategy (Well-being 2028). (An overall health risk score of 100 represents the national average.)
- *2From FY2026, the KPI has been consolidated into the “Percentage of workplaces where stress levels exceed the appropriate range,” which is directly linked to measures for improving organizational health.
Presenteeism*
| Results | Targets | ||||
|---|---|---|---|---|---|
| FY2023 | FY2024 | FY2025 | FY2025 | FY2028 | |
| Percentage of employees with moderate or greater impaired work function due to health problems | 18.2% | 17.8% | 17.7% | 15.1% | 14.8% |
*Presenteeism: A condition in which an employee is present at work but is unable to perform at their full potential due to a health problem. 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.
Absenteeism*1
| Results | Targets | |||
|---|---|---|---|---|
| FY2023 | FY2024 | FY2025 | FY2025 | |
| Average reduction in the number of days of leave of absence for persons on leave*2,*3 | 2% increase | 12% decrease | 7% decrease | 17% decrease |
- Notes:
- *1Absenteeism: Condition of not being able to come to work due to illness or poor health.
- *2Percentage of reduction from FY2022 results
- *3Person 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.
| Results | Targets | |||
|---|---|---|---|---|
| FY2025 | FY2026 | FY2027 | FY2028 | |
| Rate of repeat leave within one year among employees who took mental health-related leave* | 12% | 0% | 0% | 0% |
*Percentage of employees who returned to work after taking leave due to mental health conditions in the relevant fiscal year and took leave again within one year of returning to work.
Structure
Based on the "Konica Minolta Group Health Declaration," the guiding philosophy for promoting Health and Productivity Management, Konica Minolta operates under a single management system (Collabo-Health) for planning and implementing initiatives, enabling the Company to make maximum use of the resources of both the Company and the Health Insurance Society and promote sound management through the cultivation of a "health-first" corporate culture.
The General Manager of the Human Resources Department concurrently serves as Chairperson of the Health Insurance Society, while the person responsible for health promotion in the Human Resources Department works closely with the Managing Executive Officer of the Health Insurance Society. This structure enables prompt decision-making on important matters with the involvement of senior management and supports the active implementation of health promotion initiatives.
Furthermore, the Company promotes Health and Productivity Management based on indicators closely related to productivity in collaboration with external consortiums and research institutions, such as Collabo-Health. The knowledge gained through these external collaborations is reflected in the Company's own Health and Productivity Management initiatives and measures.
Initiatives
To enable employees to continue working in good physical and mental health, Konica Minolta is committed to reducing health risks and promoting health.
Minimizing the Number of Persons with Health Risks
We classify individuals with health risks from both physical and mental perspectives, setting measures and numerical targets for each risk level to reduce these risks.
Physical Health Initiatives
Health Guidance and Recommendations to Seek Medical Attention for Employees at High Health Risk
On the physical side, the Company focuses on preventing severe disease across all domestic Group companies. In particular, support provided by occupational health staff (health guidance and recommendations to seek medical attention) for employees at the highest health risk has been strengthened since 2020, resulting in a reduction to approximately 53% of the FY2020 level in FY2025.
In addition to continuing to provide support by occupational health staff (health guidance and recommendations to seek medical attention) for employees in the highest health risk category, the Company regularly raises awareness among all employees of the importance of follow-up after health checkups in order to improve health literacy. As a result, the Company has been able to curb an increase in the number of employees in the highest health risk category despite the rising average age of employees.
In FY2024, hospitalization expenses per employee at Konica Minolta were 22% higher than in FY2013, compared with a 53% increase in the national average (average of the National Federation of Health Insurance Societies). The Company believes this demonstrates the effectiveness of its measures to prevent severe disease.
Note:From FY2024, the scope of aggregation has been changed from Konica Minolta, Inc. to the Konica Minolta Group in Japan. Figures for previous years have been revised accordingly.
| FY2023 | FY2024 | FY2025 | |
|---|---|---|---|
| Rate of response by occupational health staff | 100% | 100% | 100% |
| Rate of visits to medical institutions | 100% | 100% | 100% |
Status of Periodic Health Checkups and Cancer Screenings
The regular health checkup attendance rate has consistently remained at 100%. In addition, the rate of employees in the highest health-risk group who undergo follow-up examinations after health checkups has also remained at 100% in recent years. Through education and events aimed at improving health literacy, recommendations by occupational health staff to undergo follow-up examinations in coordination with workplace managers, and strengthened support systems, Konica Minolta strives to maintain these participation rates and enhance ongoing health management following health checkups. Cancer screening uptake rates for the early detection of cancer and prompt action are shown below.
| Area examined | FY2023 | FY2024 | FY2025 |
|---|---|---|---|
| Lungs | 99.1% | 98.8% | 98.9% |
| Stomach* | 30.7% | 31.3% | 37.0% |
| Large intestine | 94.8% | 95.1% | 95.3% |
| Prostate | 99.0% | 98.8% | 99.3% |
| Breasts | 70.9% | 70.4% | 70.9% |
| Uterine cervix | 49.4% | 48.8% | 51.2% |
Scope: All employees of the Konica Minolta Group in Japan
*Stomach cancer screening: The examination method was changed in FY2023. Until FY2022, the ABC test was conducted as part of regular health checkups. Since FY2023, figures have been compiled based on optional endoscopic examinations conducted at external medical institutions, with the cost covered by the Health Insurance Society.
Specific Health Guidance for Lifestyle-Related Disease Prevention
Konica Minolta works with the Health Insurance Society to conduct Specific Health Checkups and provides Specific Health Guidance based on the results to help prevent lifestyle-related diseases. Since introducing group counseling sessions in FY2023, both the initial counseling participation rate and the counseling completion rate have improved significantly, and these levels were maintained in FY2024.
Mental Health Initiatives
On the mental health side, the Company conducts stress checks twice a year for all employees, with a participation rate exceeding 90% each time (FY2025 result: approx. 91%). Stress check results are used for self-care, while the results of group analyses, which classify workplace stress levels into four categories, are provided to the head of each organization. Occupational health staff support workplaces with the highest stress levels in developing and implementing improvement measures. The number of workplaces with the highest stress levels had been declining over the past five years; however, signs of deterioration were observed in some workplaces in FY2025, prompting the Company to begin preventive initiatives. Furthermore, toward "improving organizational health," a key theme of the Health Strategy, the Company focuses on "enhancing organizational vitality" in addition to "reducing organizational stress levels." For departments with a particularly strong need for organizational improvement, the Company uses additional survey questions to provide more detailed data, helping them gain a more accurate understanding of workplace conditions and improve the workplace environment.
Additionally, the Company has established a "Return-to-Work Preparation Program" for employees returning to work after taking leave due to mental health problems. Comprehensive support is provided to these employees to facilitate a smooth return to work, including at least three meetings with an occupational physician, workplace supervisor, and Human Resources during a rehabilitation work period of up to three months.
As a result of these ongoing measures, the number of days of leave of absence due to mental health problems among employees of Konica Minolta, Inc. in FY2025 decreased by 4.3% compared with FY2022, the final year of the previous Health Strategy. On the other hand, the number of persons on leave increased, and the "average number of days of leave of absence per person on leave," which is set as a KPI for absenteeism, was reduced by 7% from FY2022, falling short of the target reduction of 17%. Going forward, the Company will continue to improve absenteeism by enhancing various measures, including the prevention of mental health problems, early intervention, and return-to-work support.
Moreover, from the latter half of the previous Health Strategy, the Company shifted its approach to mental health measures from simply reducing the number of days of leave to enhancing individual and organizational performance by aiming to ensure that employees "take sufficient time off when necessary and achieve a high-quality return to work." Under the new Health Strategy beginning in FY2026, the Company aims to reduce the number of employees who take leave again within one year after returning to work from mental health-related leave.
For detailed data, please refer to Promoting Health Management under Social Data in the ESG Data.
Measures to Address Overwork
To prevent health problems caused by overwork, the Company implements measures to curb long working hours.
Across the Konica Minolta Group, medical checkups by an occupational physician are provided to employees with 80 or more hours of overtime in a single month, employees with 60 or more hours of overtime for three consecutive months, and employees with 45 or more hours of overtime who request a checkup, with the aim of preventing health problems caused by overwork and maximizing performance. Through these measures, the Company works to curb employee overwork and create a healthy and supportive workplace that enables a good work-life balance. By modifying the time and attendance system and the checkup reservation system to facilitate medical checkups for employees working long hours, the participation rate for these checkups has remained above 90% since FY2024 and at 100% since December 2025. The Company aims to further improve the participation rate.
Employees’ work conditions, including the average number of years of continuous employment, total actual working hours, and percentage of paid leave taken, are shown below.
| FY2023 | FY2024 | FY2025 | |
|---|---|---|---|
| Average number of years of continuous employment | 20.7 years | 20.3 years | 19.7 years |
| Total actual working hours (monthly average)*1 | 167 hours | 165 hours | 169 hours |
| Overtime working hours (monthly average)*1 | 25 hours | 22 hours | 25 hours |
| Percentage of paid leave taken | 70.1% | 66.1% | 63.9% |
| Voluntary employee turnover rate | 3.6% | 4.6% | 3.0% |
- Scope of aggregation: Figures are for employees of Konica Minolta, Inc.
- *1For employees under the discretionary work system, overtime hours are calculated based on actual working hours rather than deemed working hours.
Lifestyle Habit Improvement and Disease Prevention
The Company visualizes lifestyle habits related to exercise, sleep, diet, and smoking to support behavioral change among employees. It also works to prevent disease by providing information on future disease risks based on health checkup data and implementing measures to promote smoking cessation and prevent exposure to secondhand smoke.
Improving Lifestyle Habits
Konica Minolta works to raise health awareness by visualizing four basic lifestyle habits—exercise, sleep, diet, and smoking—as indicators of employee health, while also providing support through various health promotion events held more than 10 times a year in total.
Specifically, throughout the Group in Japan, Konica Minolta organizes team-based walking events to encourage employees to develop regular exercise and walking habits, as well as exercise workshops led by external instructors. The Company has also introduced the corporate version of the Asken app and website to help employees improve their eating habits and increase health awareness. More than half of all employees participate in the walking event, which is held regularly each year. In addition, the Company plans and organizes events in collaboration with the Konica Minolta track and field team with the aim of further enhancing employee engagement. In FY2025, events aimed at improving gut health, nutritional balance, breakfast habits, and calorie intake were held at sites across Japan in collaboration with Yakult Honsha, Asken Inc., and other organizations, attracting more than 2,500 participants in total.
As a result, the percentage of employees with a high level of health awareness who are already working to improve their lifestyle habits or intend to begin doing so has remained high. Improvements were observed across all aspects of employees' lifestyle habits, including exercise, smoking, sleep, and diet. In FY2026, the Company will continue to actively implement initiatives such as events promoting physical activity, nutrition education events to improve dietary habits, and seminars aimed at improving sleep, thereby further improving employees' lifestyle habits.
- Scope of aggregation: Figures are for employees of Konica Minolta, Inc.
- *1Percentage 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)
- *2Percentage of employees who feel they are not getting enough sleep
- *3Percentage of employees to whom three or more of the following apply (the lower the better): “not considering nutritional balance,” “eating quickly,” “eating dinner within two hours before bedtime,” “snacking,” and “skipping breakfast.”
Presenting Future Disease Risks
To support employees in improving their lifestyle habits, Konica Minolta provides a website that presents each employee's individual risk of developing stroke, cerebral infarction, or myocardial infarction over the next 10 years based on their most recent health checkup results. In addition to employees, the website is also available to spouses who are dependents under the health insurance plan. The original interface is in Japanese and is used for this initiative in Japan. English labels are added for explanatory purposes.
Smoking Cessation and Secondhand Smoke Prevention
As measures to prevent exposure to secondhand smoke, Konica Minolta has gradually reduced the number of smoking areas on company premises, relocated smoking areas outdoors, and introduced company-wide no-smoking days. The Company has also encouraged employees who smoke to participate in smoking cessation support programs. Since April 2020, in response to strengthened smoking regulations, Konica Minolta has worked closely with labor unions to introduce a complete ban on smoking on company premises and during designated working hours across all Group companies in Japan, with the aim of preventing exposure to secondhand smoke and further reducing the smoking rate. These measures have proven effective, and the smoking rate has continued to decline year by year.
Improving Presenteeism
Based on an analysis of survey results to identify the primary causes of presenteeism, Konica Minolta has implemented initiatives to address neck and shoulder pain, lower back pain, eyestrain, and other related symptoms. To evaluate the business impact of these initiatives, the Company intensively implemented an ICT-based improvement program (investment: ¥9.975 million) over a three-month period. The results confirmed improvements in symptoms and exercise habits, as well as reductions in mental health risks. The program was also verified to have contributed the equivalent of ¥17.5 million in profit, and the Company therefore plans to continue implementing the program (annual investment: ¥6 million).
Furthermore, a survey using the Work Functioning Impairment Scale (WFun), which measures the degree of impaired work function due to health problems, found that the percentage of employees with moderate or greater impaired work function was 17.7% in FY2025. Among participants in the neck and shoulder stiffness and lower back pain improvement program, the number of days with symptoms decreased by an average of 2.3 days, and labor productivity per employee improved by ¥27,148 per month. In addition, the percentage of employees without regular exercise habits decreased by 11.4%, while the percentage of employees getting sufficient rest through sleep increased by 11.3%. In FY2026, the Company will continue implementing measures to improve WFun scores from a variety of angles, including intensive intervention programs addressing sleep-related issues, walking and nutrition education events, and programs to improve neck and shoulder stiffness and lower back pain.
For detailed data, please refer to Promoting Health Management under Social Data in the ESG Data.
Supporting Women’s Health
To enable female employees to continue working in good physical and mental health, Konica Minolta is improving access to screening for the early detection of gynecological cancers and providing support for health issues unique to women, such as those related to menstruation and menopause.
Initiatives for Early Detection of Gynecological Cancers
From the perspectives of promoting women's advancement and enhancing health support, Konica Minolta is working to increase cancer screening rates with the aim of early detection and prompt action for gynecological cancers. In addition to subsidies for cancer screening provided by the Health Insurance Society, the Company has implemented measures to improve access to screening, including introducing mobile screening units on company premises and increasing the number of affiliated medical institutions, as well as measures to prevent infection. As a result, breast and cervical cancer screening rates among the Konica Minolta Group in Japan have increased over the medium term.
Since FY2023, the Company has also implemented measures to improve employee convenience, such as increasing the number of locations where employees can undergo cancer screenings at the same time as their regular health checkups, and screening rates have remained high. The Company will continue these initiatives to strongly support women's health.
Note:Screening rates for all female employees of Konica Minolta Group companies in Japan.
Initiatives for Health Issues Unique to Women
Since FY2021, Konica Minolta has been piloting FEMTECH*1 programs to address health issues unique to women. Female employees may face health issues specific to different stages of their lives that can affect their performance and hinder their career development. Recognizing these health issues as challenges that should be addressed by the organization and the Company, Konica Minolta held an expert-led "Seminar on Women’s Health Knowledge" before introducing the programs to provide an opportunity to properly learn accurate information, with the aim of supporting the physical and mental health of female employees and creating a supportive work environment. Male employees were also encouraged to participate, providing an opportunity to deepen understanding of women's health in the workplace.
*1FEMTECH: A portmanteau of "female" and "technology," referring to services and products that use technology to address health issues faced by women.
Six months after the programs began, the Company evaluated changes in work performance before and after program use. Work performance improved by 37.3 points (from 46.0% to 83.3%) for the menstruation program and by 4.8 points (from 71.9% to 76.7%) for the menopause program. In addition, the number of days per month affected by symptoms associated with menstruation or menopause decreased by 2.1 days for the menstruation program and 3.8 days for the menopause program. The proportion of program users with moderate to severe symptoms also decreased (menstruation: from 70.0% to 50.0%; menopause: from 38.7% to 16.6%). These results suggest that the programs are also having a positive impact on work productivity.
- *1Work performance (%): Performance score based on 100% representing the level of work performance that can be achieved when not experiencing symptoms associated with menstruation or menopause.
- *2Percentage with moderate to severe symptoms (%): Percentage of respondents who answered that they wanted to lie down and rest or that their symptoms interfered with daily life to the extent that they remained in bed all day.
For detailed data, please refer to Promoting Health Management under Social Data in the ESG Data.
Contribution of Health and Productivity Management to Corporate Value
External Evaluation
Based on the "Konica Minolta Group Health Declaration," which embodies the philosophy of promoting Health and Productivity Management by fostering a "health-first" corporate culture under the recognition that "employee health is the foundation of everything," Konica Minolta promotes Collabo-Health to make maximum use of the resources of both the Company and the Health Insurance Society, and plans and implements various health promotion measures. In recognition of its Health and Productivity Management initiatives, through which employee health management is considered from a management perspective and implemented strategically, Konica Minolta, Inc. has been certified as a Certified Health and Productivity Management Outstanding Organization (White 500) every year from 2017 through 2026. In addition, the Company has been selected for the Health and Productivity Stock Selection, a joint initiative of the Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange, a total of seven times since 2015.
Group companies in Japan are also working together to advance various initiatives, and two Group companies were selected as Certified Health and Productivity Management Outstanding Organizations 2025 (White 500).
Note:Health and Productivity Management is a registered trademark of the Nonprofit Organization Kenkokeiei.
Creating Corporate Value
In recruitment, Konica Minolta has actively hired mid-career professionals to secure experienced talent who can make an immediate contribution, rather than relying solely on the traditional mass recruitment of new graduates. The Company also actively communicates through various media and external evaluations that it promotes Health and Productivity Management, while strengthening its recruitment activities overall. As a result, despite particularly intense competition for experienced talent who can make an immediate contribution, including IT professionals, the Company was able to secure the talent it needed through mid-career recruitment in FY2025 without being significantly affected by economic trends or recruitment market conditions. In new graduate recruitment as well, Konica Minolta has received high marks as "a company that values employee health." In addition, staff responsible for health promotion at Konica Minolta, Inc. listen to the challenges faced by many client companies and provide advice based on the measures implemented by the Company and the results of evaluations of their effectiveness. In response to customer needs, they help client companies address challenges by supporting their efforts to implement Health and Productivity Management, which has also led to expanded opportunities for customer engagement.