Health Management Declaration
Basic Policy
“For the People" is the Group's business philosophy, and one of the five material issues identified based on our Basic Sustainability Policy is “realizing diversity and inclusion to enable people to grow and thrive."
Our most important asset are our human resources. The delicious, fulfilling meals we serve to our customers originate from the joy and sense of fulfillment our employees gain through their work. Respecting people's diversity and individuality and encouraging employee success and growth leads to the continuous creation of value that meets customers' changing needs, which in turn leads to the company's sustainable growth and the return of value to society.
As a company that pursues the value and joy that comes from interactions between people, we will create an environment where all employees can work in safety and good health and with vitality, based on our Health Management Declaration. We also provide systematic support for maintaining and improving physical and mental health of our employees and the families that support them.
Led by the Chief Wellness Officer (CWO, an executive officer), we will establish a plan for the implementation of health management and promote it in collaboration with occupational physicians, health insurance associations, and Safety and Health Committees. At regularly held meetings of the Management Committee, the CWO reports on the progress of the implementation plan and the status of health management. The entire Group, including the management team, works cooperatively to promote health.
Health Promotion Structure
Under the guidance of the CWO, the Group Wellness Promotion Office will take the initiative in developing health promotion activities through the Safety and Health Committees of each operating company, in collaboration with health insurance associations and occupational physicians.
Issues to be Resolved Through Health Management and Specific Initiatives
- We promote the creation of fulfilling workplaces by supporting the physical and mental health of each and every employee with the aim of improving employee retention and recruitment capabilities. We will conduct educational activities to share and deepen awareness of the importance of employee health throughout the organization.
- Through the Corporate Culture Enhancement Committee set up within the company, we will work to revitalize workplace communication and strengthen initiatives to support life-work balance.
- Through collaboration with occupational physicians and health insurance associations to actively encourage employees to receive specific health guidance, we aim to reduce the incidence of abnormal findings in health checkup results and prevent lifestyle-related diseases.
- We will establish a consultation service with specialists for the prevention and early detection of mental health issues.
In addition to complying with health management-related laws and regulations, we aim to improve the level of mental and physical health through these initiatives, to improve absenteeism*1 and presenteeism*2, and achieve wellbeing. Through sustainable health management, we will revitalize the entire organization and, as a result, bolster our ability to retain and recruit personnel.
| Item | Current results | Targets | Period covered |
|---|---|---|---|
| Rate of abnormal findings in a health checkup | 82.0% | Less than 75% | FY2027 year-end |
| Prevention of lifestyle-related diseases (metabolic or pre-metabolic syndrome) | 24.6% | Less than 20% | FY2027 year-end |
| Ratio of employees undergoing stress checks | 72.5% | 80% or more | FY2027 year-end |
| Proportion of people under high stress | 22.6% | Less than 15% | FY2027 year-end |
| Absenteeism | 2.5% | Less than 1.5% | FY2027 year-end |
| Presenteeism | 79.1% | 85% or more | FY2027 year-end |
| Work engagement*3 | 3.75 points | 3.90 points | FY2027 year-end |
1 The number of employees on leave due to injury or illness that is not work-related, expressed as a percentage of the total number of employees
2 The survey is conducted using the Single-Item Presenteeism Question (SPQ, developed by the University of Tokyo). 100% is the perfect mean value.
3 Measured using an engagement measurement service provided by an external company. Mean value for work engagement items (five-point scale) .