Health and Productivity Management
Following our principle of “Employee well-being is directly linked to the Company’s well-being,” we implement a range of occupational health measures, including health management. In fiscal 2016, we clarified the framework of the occupational health audit to affiliates and expanded occupational health management globally. We have also been reinforcing the relationship between the Health Management Department and the Human Resource Division to encourage utilization of training programs and systems, and expand employment of people with disabilities.
We promote good health management among employees via activities such as medical examinations and health guidance carried out by industrial physicians, nurses and other healthcare professionals.
Comprehensive medical check-ups
We have introduced comprehensive medical check-ups, combining regular medical examinations with special medical check-ups and cancer screening, and the uptake rates remain steady for more than 10 years. The uptake rate for medical check-ups was nearly 100% and the rates for cancer screening were as follows: nearly 100% for lung cancer, over 85% for colon cancer, over 60% for gastric cancer; over 70% for abdominal ultrasound, over 90% for prostate cancer, and over 50% for breast/uterine cervical cancer. The Health Management Department ascertains the results of the cancer screenings as well as regular medical examinations to encourage employees to see a medical specialist for necessary detailed examinations by explaining their physical condition. With regard to the results of the detailed examinations, the nearly 90% of cancers discovered by these screening, and 75% are discovered to be curable.
As a result of gastric cancer risk screenings conducted in fiscal 2015, many employees underwent treatment to eradicate Helicobacter pylori. Moreover, the number of employees who are taking a gastric cancer screening using gastroscopic examinations or maintain follow-up checks by medical specialists has increased, particularly among those who received treatment to eradicate Helicobacter pylori or who were categorized in groups B-D by medical specialists. In fiscal 2020, those who had never received a cancer screening or who were categorized in group A in the previous screening can choose to take a gastric cancer risk screening
Rates of lifestyle-related diseases and ratio of smokers
With regard to the rates of lifestyle-related diseases, those for high blood pressure decreased, from 9.1% in fiscal 2008 to 4%, while blood sugar levels have remained flat. These results are to due medical examination follow-up guidance, health guidance based on diabetes genetic test results for interested predisposed individuals, and health improvement activities. In fiscal 2019, as an initiative for elderly workers who suffer from diminished physical abilities, each site continued to devise measures to promote health education from the younger generation and entrench exercise habits. Unfortunately, the percentage of those overweight, that is, beyond BMI 25, has been increasing. In fiscal 2020, each site will create a health improvement activities program plan and conduct the program followed by a post-program study for its efficacy. The most effective programs will be conducted on a Group-wide basis.
Also, in parallel with the management of smoking rooms, we offer support for quitting smoking. Compared to 10 years ago, the percentage of smokers in the company has decreased by 10%. The company now has a smaller percentage of smokers than the national figure.
Lifestyle-related Disease Rates (Mitsui Chemicals, Inc. Registered Male Employees)
*Lifestyle-related disease rates are compiled separately by gender since criteria for men and women differ depending on the category. As the proportion of men is high the case of Mitsui Chemicals, lifestyle-related disease rates for men are regarded as a KPI.
Breakdown of Days Off due to Illness (Mitsui Chemicals, Inc. Registered Employees)
Helping balance work and treatment
We also continue to help balance work and treatment for disease with the support of industrial physicians. We offer a health consultation and guidance for employees worried about their illness, such as not knowing the best action to take or when unable to understand the intention of the doctor, etc. If some special working arrangement is required for an employee, we discuss with the workplace and Human Resource Division to suit the requirements of the situation. Due to these systems that support treatment of illnesses, including cancer, it is no longer uncommon to continue working during strong treatment. We also created the Guidebook to Help Balance Work and Medical Treatment by compiling related information and concrete examples. The book was published on the internal bulletin board to make it accessible to employees whenever they need it.
Support for employees at overseas bases
At our overseas bases, our industrial physicians go overseas every year to make the rounds, conducting health interviews with all employees working overseas, including their families if they so desire. We are offering ongoing support to our employees for both mental and physical symptoms. With regard to long-term projects, we continue to provide employees with health support more frequently, such as once every three months.
Mental Health Initiatives
Mental health can have a significant influence on work productivity and is an important issue to maintain the health of employees. We raise awareness of mental health among employees through mental health initiatives such as training (for new employees, management staff, line managers, self-care training programs, etc.) We also conduct interviews and counselling by industrial physicians. Utilizing results of a stress survey, we aim to further improve the working environment.
Training, interview, and counselling
In addition to training, new employees (including new graduates, midcareer hires and contract employees) undergo e-learning-based communication courses for a fixed period after entering the Company. For two years after entering the Company, we also provide appropriate support regarding employee work-related lifestyles, which involves industrial physicians interviewing all new employees every six months, determining the status of communications in the areas of lifestyles, health, supervisors, colleagues, provided advice as needed.
Inclusion lecture meetings have also been held recently. These meetings aim to create a culture to accept people with diverse characteristics and personalities, as well as those in the course of illness treatment, into workplaces.
In addition to our simple occupational stress survey, since 2011 we have conducted a workplace stress questionnaire (occupational stress and mental health) to provide hints for improving the workplace, with nearly all employees replying to. Beyond providing individuals with feedback, managers in each workplace are also given details of the results of their organization useful for improving workplace conditions. We have also formulated and implemented stress reduction plans (communication improvement plans) in workplaces deemed to be particularly susceptible to high stress levels by conducting interviews with managers and members of such workplaces. Moreover, we are working to identify good practices in workplaces with a positive mental health environment and improving work conditions over time, with interviews with and documents released by representatives of these workplaces made available via the intranet in order to apply them to other workplaces throughout the Company. In fiscal 2018, we introduced a dedicated system, through which the survey results of individuals and organizations can be checked on a website. The new stress questionnaire is helping workplaces to undertake voluntary actions to improve working conditions and many workplaces that actively utilize the survey results is increasing.
As a result, the percentage of workplaces with low noticeable stress levels and are considered to be functioning well in various categories rose from 22.1% in fiscal 2015 to 37.9% in fiscal 2019. Workplaces where there was judged to be a “high level of perceived stress, concern that specific workplace measures may not be working” decreased by half, from 8.7% to 4.6%. With regards to human resource management, we are enhancing the contents of our leadership training programs, which improve the working environment by creating a better workplace atmosphere. In fiscal 2020, we continue to improve workplace culture by examining the results of stress-level surveys at each workplace over a period of years, as well as taking account of the benefits of teleworking.
Fiscal 2019 New Workplace Stress Survey Results (Mitsui Chemicals, Inc. and Contracted Affiliates)
*Each dot in the graph represents a workplace (department level at the Head Office，section level at offices).
*1Total health risk:
A measurement on the subjective sensory scale of workload, sense of control, and empathy from superior and co coworkers. (A relative measurement that uses 100 as the national average. A workplace score of 120 implies that the rate of health problems is 20% higher than the average.)
*2Mental health atmosphere:
A scale-based measurement of the appropriateness of command and control, labor management, cooperation，and training opportunities.(A relative measurement that uses 50 as the national average. Higher figures imply a better workplace atmosphere.)
Infectious diseases countermeasures
Since January 2020, we have provided the support described below as COVID-19 countermeasures. We also donated N95 and other types of masks that we stored as a flu countermeasure to medical facilities near each site.
|January to February 2020|
|- Sent surgical masks stored as a flu countermeasure to affiliated companies in China.|
|- Promoted awareness of infection prevention measures.
- Prepared and distributed an instruction manual for employees and their families when a family member or colleague is infected, has suspected symptoms, or has been in close contact with an infected person.
- Prepared and promoted infection prevention measures in Works.
- Prepared and promoted a countermeasures manual in corporate dormitories.
|- Distributed surgical masks stored as a flu countermeasure among employees on a regular basis and dispatched the masks to employees working overseas.
- Promoted countermeasures for pregnant employees and those with chronic diseases.
- Prepared and promoted infection prevention measures in Works during regular shutdown maintenance.
A Wide Range of Health Management Programs
Mitsui Chemicals runs a wide variety of health promotion programs and supports the health management of its employees, primarily through its healthcare section and health insurance association. In fiscal 2019, our initiatives included the Healthy Mileage Campaign, fitness classes, eating habit/dietary classes, walking events, sports competitions, quitting smoking campaigns, employee cafeteria healthy menus, and health/balanced body measurement events.
The Healthy Mileage Campaign is a program that involves participation by individuals or teams, collecting points (health miles) for exercise and healthy lifestyles, and winning prizes for miles collected. With employees being able to enter achievements via the web and smartphones, the number of employees participating in this program was about 40% in Japan, and some employees were participated at overseas sites. We also measured participants’ visceral fat and body fat before and after the exercise program so that they can grasp their current condition and manage their bodies more objectively, as well as confirming the effectiveness of the program.
The number of overseas sites that lead their own health improvement activities has also increased. In Zhang Jia Gang Free Trade Zone Mitsui Link-upon Advanced Materials, Inc. (China), has improved the environment for working with display terminals and the office layout to provide better light intake based on advice given by an industrial physician dispatched from the Head Office. The company has also started stretching exercises in the office.
Nutrition class and health menu
Better working environment and stretching exercises in a Chinese affiliate
Reducing Medical Costs
The sickness/accident allowances have been on a decreasing trend since fiscal 2015; however, they have increased since fiscal 2018 due to an increase in those suffering from mental health issues. Even so, the total sickness/accident allowances in fiscal 2019 were only 62% of those in fiscal 2008. From a long-term perspective they continue to decrease due to measures to prevent the occurrence of cancers and cardiovascular diseases.
Taking the legally mandated medical benefits per insured person in fiscal 2008 as a baseline index of 100, the rate of increase of the Mitsui Chemicals Health Insurance Association was 11.3%. This is a 55% better performance than the increase in general health insurance association medical expenses.
These are considered to be comprehensive effects of health management, and we will continue to strengthen health promotion measures on an ongoing basis in the years to come.
Sick / Accident Allowances
Legally Mandated Benefits*1 (Per Insured Person)
*1Legally Mandated Benefits:
Includes medical costs, sick / accident allowances, lump-sum birth allowances, maternity allowances, burial expenses.
*2National Federation of Health Insurance Societies:
Data taken from an overview of health insurance society early budget collation results.
External Recognition regarding Occupational Health
Certified as Health and Productivity Management Organization (White 500) for Fourth Consecutive Year
Mitsui Chemicals was recognized as White 500 companies in the 2020 Certified Health and Productivity Management Organization Recognition Program (large enterprise category), hosted by the Ministry of Economy, Trade and Industry (METI) and Japan Health Council for the fourth consecutive year. The program awards enterprises that are particularly keen in taking initiatives for overcoming health-related challenges in regional communities or promote health-conscious activities.
Mitsui Chemicals Receives Sports Yell Company Certification for Third Consecutive Year
Mitsui Chemicals has received the Sports Yell Company certification for 2019 from the Japan Sports Agency. This marks the third consecutive year that Mitsui Chemicals has earned this certification. Launched in 2017, the program acknowledges companies that are proactively running sports initiatives to improve employee health. The hope is that this will lead to a growing number of sports-related social opportunities. Mitsui Chemicals was recognized by the Japan Sports Agency for its Healthy Mileage competition, a health initiative that is run within the company.
Accredited as Tokyo Metropolitan Sports Promotion Company for Fifth Consecutive Year
Mitsui Chemicals was certified as a Tokyo Metropolitan Sports Promotion Company 2019, which is hosted by the Bureau of Olympic and Paralympic Games Tokyo 2020 Preparation, under the Tokyo Metropolitan Government, for the fifth consecutive year. The program started in fiscal 2015 to recognize enterprises taking initiatives in promoting sports among employees and making social contributions in the sports area. Our certification was in recognition of the Healthy Mileage Campaign for our employees.
Mitsui Chemicals received the Gold Award at the 2nd Gan-Ally Declaration Awards for second consecutive year. The Gan-Ally Declaration Awards are an award scheme created by Gan-Ally-Bu, a private sector project that focuses on tackling problems faced by people who continue to work while undergoing treatment for cancer. The awards aim to encourage workplaces to be more accommodating of employees who have cancer, thereby creating a society where people can feel comfortable continuing to work while receiving treatment. The award was presented in recognition of the changes we made in the working system to enable employees to undertake treatment and continue their work at the same time. Such changes included allowing workers to take half-day special leave to make it easier to go to the hospital for regular cancer treatment, and revising the conventional work-at-home system to a remote working system applicable to those who are receiving treatment.
Mitsui Chemicals Received a Special Award from the Development Bank of Japan (DBJ) under the DBJ Health Management Rating Scheme
In March 2013, Mitsui Chemicals received a special award from the Development Bank of Japan (DBJ) under the DBJ Health Management Rating scheme. Mitsui Chemicals was given the highest ranking and was recognized as a model company for health management, with attention drawn to the excellence of its initiatives for caring for the health of employees. One of the conditions of this financing scheme is that the company receiving the loan has excellent measures in place to manage the health of its employees, as evaluated by the Development Bank of Japan.