Health and Productivity Management
Basic Approach
The president of DNP formulated and announced the DNP Group Declaration on Health on April 1, 2021 as the ideal for the DNP Group in the form of a top commitment to showing the company’s ideal state towards its goal of embodying the DNP Group Safety and Health Charter. In accordance with the Declaration, DNP started afresh to implement health measures aimed at health and productivity management.
The DNP Group Declaration on Health is based on the idea that Group employees working energetically in trustworthy teams with sound bodies and minds displaying their individual strengths to the maximum degree possible are essential for the generation of new value and the realization of our Third Corporate Founding.
Policy
DNP Group Declaration on Health
The DNP Group aims to embody the DNP Group Safety and Health Charter by promoting the heath management and health-driven measures that boost the happiness of our employees, based on the following three perspectives:
1. Maintaining and improving the physical and mental health of our employees and their families.
2. Developing the psychological capital, or positive mind of diverse individuals or human resources.
3. Building psychological safety, or trust-based relationships in our individual workplaces and teams.
With this declaration in mind we aim to achieve improved corporate value.
April 1, 2021
Yoshinari Kitajima, President
Promotion Structure
Regarding the implementation of health and productivity management, we have established a division responsible for practical operations within the Personnel & Employee Relations Division to promote cooperation with each division.
Regarding the measures to maintain and promote the physical and mental health of employees and their families, as indicated in (1) of the Declaration on Health, we are working together with the Dai Nippon Printing Health Insurance Association to promote collaborative health and other activities. Regarding the cultivation of mental capital (positive mind) and the construction of psychological safety (relationships of trust) as indicated in the Declaration on Health (2) and (3), the relevant corporate divisions are working together to promote various measures to improve engagement and realize the DNP Well-being set up by DNP, mainly through work style meetings established in each business unit and group company.
Indicators/Goals
Based on its basic approach to health and productivity management, DNP has set priority indicators and target values, thereby promoting continuous activities.
| Indicator | Targets | FY2024 results |
|---|---|---|
① Health and productivity management that increases employee happiness ② Health-related data (non-consolidated) ③ Stress check |
① ② ③ |
① ② ③ |
Related Measures
The health and productivity management the DNP Group seeks to achieve and the Declaration on Health
Health and productivity management refers to the strategic management of employee health from a corporate management perspective. It is expected to improve vitality, creativity and productivity in addition to the maintenance and promotion of health. The DNP Group incorporated this thinking in its formulation of the DNP Group Declaration on Health. The DNP Group is promoting health-related measures to energize Group employees and transform entire workplaces into teams full of life and energy.
The DNP Group is tackling four material issues* to significantly increase human creativity (added value productivity). One of them is health and productivity management that increases the happiness of employees. With the Human Capital Policy, “respecting employees leads to respected employees driving corporate growth and enhancing society,” (nurturing human capital who can be active in society both within and outside DNP,) the Group invests in employee health. The DNP Group broadly defines health, which is the foundation of employees’ success, in consideration of 1) maintaining and improving physical and mental health, 2) developing psychological capital, or a positive mindset, and 3) building psychological safety, or trust-based relationships to ensure health and productivity management that can increase employee happiness. Corporate value will increase if a company increases employee happiness through health and productivity management, and mentally and physically healthy and energetic employees exhibit their capabilities as a team of vibrant people.
* Four material issues
“Support for career autonomy of employees and strengthening of organizational capability”
“Health and productivity management that increases the happiness of employees”
“Hiring, personnel assignment and reskilling based on human resource portfolio”
“Promotion of diversity and inclusion utilizing diverse individuality”
The Basic Plan for Health Maintenance and Promotion
The Sixth Basic Plan for Prevention of Industrial Accidents and Health Maintenance and Promotion, covering the period from fiscal 2024 to fiscal 2026, sets specific indicators to monitor healthy, energized employees and dynamic teams. These indicators include the regular health checkup participation rate, the rate of employees requiring medical follow-up, the percentage of employees identified as having health risks (as defined by our own criteria), overall health risk from stress assessments, and work engagement levels. The Basic Plan focuses on five key areas: (1) enabling people to be healthy and vibrant people and creating healthy and vibrant workplaces, (2) establishing a foundation for promoting health initiatives, (3) addressing health risks and promoting lifestyle improvements, (4) supporting mental health and (5) enhancing engagement.
To accelerate our health and productivity management and initiatives, we collaborate with our health insurance association, clinics set up within the association, and divisions and Group companies engaged in medical, healthcare and wellness-related services.
* Other health indices, number of subjects, response rate (DNP non-consolidated , FY2024, values in parentheses are for FY2023)
- Absenteeism: 2.93 days/year, 9,096 employees, 83.4% (2.64 days/year, 10,194 employees, 87.4%)
As of March 31, 2025, there were 55 employees on leave due to injury or illness. - Presenteeism: 17.5%, 9,096 employees, 83.1% (18.8%, 10,194 employees, 87.4%)
* Method of determining absenteeism: Survey to confirm the number of absence days from work due to illness
* Method of determining presenteeism: Single-Item Presenteeism Question (SPQ)
For the maintenance and promotion of physical and mental health
To promote and maintain physical and mental well-being—the foundation of health and productivity management—DNP conducts thorough follow-ups after medical checkups and provides specific health guidance for high-risk employees, based on the results of regular health checkups and specific medical examinations. To ensure effective health management centered on these checkups, we continuously strengthen the framework of our health management system and follow our internal guidelines to ensure proper follow-ups according to each employee’s risk level regarding lifestyle-related diseases. As our workforce ages, more employees are receiving health findings from their checkups indicating there are issues to be addressed. For those whose results indicate particularly high risks, we recommend they seek medical care and facilitate follow-up check-ups by public health nurses and other healthcare services. Thanks to these efforts, in fiscal 2023, 84.1% of employees who needed a follow-up or detailed medical examination completed it, and 83.8% of high-risk employees sought medical care at a healthcare institution.
We encourage employees that do not have significant health issues but need to improve their lifestyles to participate in specific health guidance to reduce health risks. We are promoting collaboration with the health insurance association by increasing the number of public health nurses and setting specific health guidance participation goals. As a result, the participation rate in specific health guidance increased 6.9 percentage points, from 36.5% in fiscal 2022 to 43.4% in fiscal 2023.
As part of our Plan-Do-Check-Act (PDCA) cycle, we issue health reports to visualize key data. These reports include graphs and rankings of our business units and Group companies based on health risks, lifestyle risks, and participation rates in health insurance association programs. By visualizing this information, we aim to motivate further efforts to improve employee health.
To promote lifestyle improvements, we also held walking events (2,742 participants in fiscal 2024) and health screening (962 participants in September 2024). In addition, we have set the goal of reducing the smoking rate to below 15% by fiscal 2026 and have launched initiatives to mitigate the health risks associated with smoking. We have also introduced health tourism programs using our own recreational facilities.
DNP is also working to improve education and expand its internal consultation desks for the promotion and maintenance of mental health. DNP is offering medical examinations by specialists at its clinics in Ichigaya (Tokyo) and Namba (Osaka), in addition to providing education using online seminars, e-learning programs, original videos and other means. DNP has health consultation offices and counseling rooms that are available to all employees.
Managing working hours is also important for maintaining physical and mental health. As part of preventing health problems caused by long work hours and the implementation of measures to enable a healthy work-life balance, DNP is trying to reduce long work hours. (For reference, overtime in fiscal 2024 at DNP non-consolidated was 12.9 hours/year.)
Clinics
We have clinics in 13 locations across Japan, including thorough checkup clinics. The clinics provide medical treatment to dependents (aged 16 or over) in addition to the insured. In fiscal 2024, 27,149 people visited these clinics, including 5,283 employees that underwent thorough checkups.
Various Health Consultations
A consultation system has been set up for employees and their families to provide advice from medical specialists to address concerns and worries related to illness or medical therapy. It also provides support for health maintenance and promotion through Nutrition Consultation and Exercise Consultation. In fiscal 2023, 2,492 consultations were received through telephone health consultation (including family members) and at counseling rooms.
In March 2022, DNP opened a health consultation office at the DNP Health Management Center, where specialist public health nurses receive consultations from employees. By increasing the number of options for employee health consultations in this manner, DNP is enhancing its system that enables employees to feel free to consult on an even wider range of health issues.
- Telephone health consultations (including family members), consultations in counseling rooms, etc.: 2,560 cases in fiscal 2024
- Consultations with the Health Consultation Office of the DNP Health Management Center: 154 cases in fiscal 2024
Health Education
To promote the further penetration and understanding among employees of the DNP Group Declaration on Health, which was announced in April 2021, DNP carries out health education through e-learning programs (implemented a total of 11 times from December 2021 to June 2025). Our surveys revealed that at least nearly 60% of the employees in attendance became more health conscious as a result of these courses. Moreover, an increasing number of employees are also working to improve their physical activities and eating habits.
* Main Themes of DNP’s Healthcare Education (As of June 2025)
・E-learning
Approx. 90% attendance at the course “About the DNP Group Health Declaration” held in December 2021
Approx. 89% attendance at the course “About Healthcare Checkups” in March 2022
Approx. 93% attendance at the course “About Lifestyle Habit” in June 2022
Approx. 91% attendance at the course “About Gender-Related Health Issues” in September 2022 (The survey shows almost 96% of respondents were health conscious or became health conscious.)
Approx. 90% attendance at the course “About Mental Healthcare” in February 2023
Approx. 73% attendance at the course “About Smoking Cessation Measures at the DNP Group (only for smokers)” in May 2023
Approximately 85% participation rate in the DNP Group’s Smoking Cessation Program (as of September 2023).
Approximately 87% participation rate in the Women’s Health Program (as of October 2023). (Following this training program, HPV test kits were distributed free of charge to those interested, encouraging cervical cancer screenings. Total investment: 2.7 million yen.)
Approx. 73% attendance at the course “About Dental Measures at the DNP Group” in January 2024
Approx. 82.3% attendance at the course "Women's health issues" in October 2024 (After this course, HPV testing kits and breast self-checkers were distributed free of charge to those who request them to promote participation in cervical and breast cancer screenings. Investment amount: 1,366,000 yen.)
Approx. 81.7% attendance at the course "Mental Health Care" in December 2024
・Online seminars
Approx. 2,400 views at the special lecture “About Cancer” of the DNP Group Declaration on Health in April 2022
Approx. 1,100 views at the special lecture “About Women's Cancer We Want You to Know" of the DNP Group Declaration on Health in February 2023
Approx. 1,400 views at the special lecture "Learn More About Breast Cancer" of the DNP Group Declaration on Health in October 2024
・Health management seminar for management-level staff (for all officers)
Approx. 3,100 views at the seminar archive “About the Mechanisms of Happiness” in June 2022
Approx. 600 views at the seminar archive “The Role of the Managers in Health Management Practices” held in November 2022
For the improvement of vitality and organizational revitalization
The DNP Group fosters a workplace culture where safety and health take precedence over everything else. By promoting psychological capital (a positive mind) and psychological safety, we aim to create an environment where every employee feels energized, fulfilled, and motivated to take on new challenges. To support this, we prioritize open dialogue and education. For example, in our manufacturing division, all sites hold monthly one-hour discussion and learning sessions called “Tsuki-ichi Kyoiku.” In our non-manufacturing divisions, we utilize the DNP Value Objectives (DVO) system, along with one-on-one and team meetings, to build a culture of taking on challenges and trust between employees.
In addition to these efforts, we also regularly conduct engagement surveys and stress checks to "visualize" the status of individuals and teams, which leads to improved job satisfaction through dialogue. With regard to engagement, from the start of the engagement survey in fiscal 2022 to the end of fiscal 2024, DNP's overall score improved by 4.5%, and the "challenge" indicator, which shows how a spirit of challenge is fostered and how much support the organization gives to such challenges, saw a significant improvement of 13.8%, showing steady progress.
DNP Well-being and award system
In fiscal 2023, we introduced DNP Well-being as a common goal for all DNP Group employees. This concept represents the healthy and optimal state of both individuals and organizations which fulfills three key elements: physical and mental health, a safe and comfortable work environment and happiness (a sense of challenge and trust). By clarifying the connection between DNP Well-being and the DNP Group Safety and Health Charter and the DNP Group Declaration on Health, we promote a vibrant workplace culture and strengthen organizational and team capabilities as the foundation for value creation.
By expanding the realization of DNP Well-being across the entire DNP Group, we aim to further solidify this foundation for generating value.
In fiscal 2023, we launched the Health and Well-being Award to recognize efforts that contribute to creating a vibrant workplace and strengthening organizational and team capabilities. For fiscal 2024, we refined the award system to focus on initiatives aligned with the newly established DNP Well-being concept. This award system helps to widely share internal initiatives and expand the circle of well-being across the company, while also fostering a sense of joy and pride in each employee’s work every day.
In fiscal 2025, there were 138 applications in the "Challenge and Trust" division, 23 in the "Health" division, and 45 in the "Safety" division. A total of 1,129 judges, including employees who voluntarily participated by raising their hands, voted, and ultimately 30 initiatives were awarded.
The number of applications for the DNP Well-being Awards has increased by approximately 1.6 times since the awards were held in fiscal 2023, and more than 1,000 judges have participated for the third consecutive year, demonstrating that efforts to improve well-being are steadily taking root within the DNP Group.
DNP Wellbeing
What is DNP Well-being?
DNP Well-being refers to a state where both individual employees and the organization are in good condition, not only through physical and mental health and a safe, comfortable work environment but also through happiness (sense of challenge and trust).
It represents the ideal state we all strive to achieve for “creating a vibrant workplace and strengthening organizational and team capabilities” as the foundation for value creation based on the DNP Group Safety and Health Charter and the DNP Group Declaration on Health.
Enhancement of facilities to promote communication
It is important to build a working environment that increases satisfaction with the work environment to improve the engagement of all employees. Additionally, promoting communication between workers will help improve teamwork and increase motivation. This is why the DNP Group proactively arranges and enhances its facilities for refreshment and collaboration at its locations around Japan.