Occupational Safety and Health

DNP Group Safety and Health Charter

The DNP Group established the DNP Group Safety and Health Charter in 2019 to foster the workplace culture to ensure that safety and health take precedence over everything else, based on the awareness that all Group employees working with sound body and mind empower the Group as a whole. This Charter includes the phrase “the will of All DNP members” which incorporates their resolve to ensure that safety and health is firmly in mind, and to think and act from their own position. To prioritize health and safety over everything else, all DNP Group employees undertake activities to ensure time for dialogue and education, based on the firm decisions made by the heads of the divisions.

• DNP Group Safety and Health Charter

DNP Group Declaration on Health

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.

Structure to Promote Occupational Safety and Health

The DNP Group is promoting safety and health activities in accordance with the DNP Group Safety and Health Charter and the DNP Group Declaration on Health, led by the president. The workers and employers work together to improve the safety and health of the entire Group based on the promotion structure and operating methods prescribed in the DNP Group Safety and Health Management Regulations. While the DNP Group Safety and Health Liaison Council (chairperson: Executive Vice President managing the Human Capital Sector, secretariat: Employee Relations Department of Personnel & Employee Relations Division) lies at the center of this structure, safety and health liaison councils and safety and health promotion councils at the individual business units and Group companies, safety and health committees at individual workplaces and others are enhancing the structure’s effectiveness by specifying the details of activities.

The DNP Group is promoting specific activities including the formulation of the Basic Plan for Prevention of Industrial Accidents and Health Maintenance and Promotion as a three-year medium-term plan based on the results of internal activities and the challenges to be addressed, taking trends in society and the industrial safety and health measures taken by the Japanese government into consideration.

The progress of the Basic Plan is overseen by the director in charge of the Human Capital Sector, who reports to the Board of Directors as necessary, ensuring that our safety and health initiatives are effectively monitored and managed.

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 , FY2023, values in parentheses are for FY2022)
  - Absenteeism: 2.64 days/year, 10,194 employees, 87.4% (2.28 days/year, 10,246 employees, 87.2%)
  As of March 31, 2024, there were 54 employees on leave due to injury or illness.
  - Presenteeism: 18.8%, 10,194 employees, 87.4% (14.4%, 10,246 employees, 87.6%)
  *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 11.1 percentage points, from 25.4% in fiscal 2021 to 36.5% in fiscal 2022.
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 (2,299 participants in fiscal 2023) and health screening (790 participants in September 2023). 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 2023 at DNP non-consolidated was 13.9 hours/year.)

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 2024, we received 121 entries in the Challenges and Trust category, 21 in the Health category, and 26 in the Safety category. A total of 1,189 evaluators, including employees who voluntarily participated in the program, voted, and ultimately, 30 initiatives received awards.

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.

The Basic Plan for Prevention of Industrial Accidents

For the prevention of industrial accidents, DNP reviews a basic plan every three years based on the industrial accident prevention plan of the national government and trends in industrial accidents within the Company, reviews the plan, and promote specific activities.

For the three years from fiscal 2024 to fiscal 2026, DNP has prescribed matters to be addressed as the Sixth Basic Plan for Prevention of Industrial Accidents and Health Maintenance and Promotion and has enhanced initiatives with the three priority measures of 1) fostering a climate of safety, 2) creating a workplace with no industrial accidents, and 3) promoting measures against occupational illness, using the accident frequency rate and working environment measurement results among other indicators.

Cultivating a Climate of Safety and Creating Workplaces with No Industrial Accidents

• Occupational accident data (consolidated)