Health and Productivity Management

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.

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 FY2024, 85.0% of employees who needed a follow-up or detailed medical examination completed it, and the completion rate for industrial health nurse to check the consultation and treatment status of high-risk individuals was 100%.  

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 14.9 percentage points, from 43.4% in FY2023 to 58.3% in FY2024.

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 (2,802 participants in FY2025) and health check events (3,983 participants in FY2025). 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 FY2025 at DNP non-consolidated was 11.2 hours/year.)

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.

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 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.

In order to promote awareness and understanding of the "DNP Group Declaration on Health," which was announced in April 2021, we are conducting health education through e-learning (a total of 13 sessions were held from December 2021 to June 2026). A survey revealed that more than 60% of employees became "health-conscious" after taking the course. In addition, the number of employees working to improve their physical activity and dietary habits has also increased.

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 initiatives, we also regularly conduct engagement surveys and stress checks to "visualize" the state of individuals and teams, thereby improving job satisfaction through dialogue. Regarding engagement, from the initial introduction of the engagement survey in FY2022 to the end of FY2025, DNP alone saw a 6.0% improvement in its overall score, and the "Challenge" indicator, which we place particular importance on, showing a significant improvement of 17.2%, demonstrating steady results.