Health and Productivity Management
Socionext Group believes that creating an environment where employees can work actively and maintain good physical and mental health will further enhance its corporate value.
Based on this belief, we have positioned health promotion as one of key management strategies and are implementing various initiatives. In fiscal 2024, we established the Socionext Group Health Declaration and a system to promote healthy working environments. As a global company driving innovation worldwide, Socionext Group is committed to promoting employee health, revitalizing organization, and improving productivity. We aim to contribute to the realization of a sustainable and prosperous society.
Socionext Group Health Declaration
Socionext Group Health Declaration
Socionext Group believes that the source of our corporate value lies in the sound and energetic work of each and every employee.
By creating an environment where employees can work with vitality and by encouraging healthy lifestyles, Socionext Group aims to fulfill our mission: "Together with our global partners, we bring innovation to everyone, everywhere." We are committed to contributing to the creation of an affluent society through cutting-edge technology, global competitiveness, and sustainable growth.
Masahiro Koezuka,
Representative Director, Chairman and CEO
Health Promotion System
Socionext has established a Health Promotion Office to maintain and promote employee health through the PDCA cycle.
We also assign occupational health physicians and nurses to each of our domestic sites to manage employee health, prevent mental health issues, and organize health-related events. The progress and improvement status of various initiatives are regularly discussed at the Management Committee and reported to the Board of Directors by the Health Promotion Office twice a year.
Key Indicators for Health Promotion
Socionext uses absenteeism, presenteeism, and work engagement as key indicators for health promotion.
| Item | Overview and calculation method | FY ended March 31, 2023 |
FY ended March 31, 2024 |
FY ended March 31, 2025 |
|---|---|---|---|---|
| Absenteeism |
The state of being on sick leave |
0.60% | 0.77% | 0.80% |
| Presenteeism |
A condition in which a person goes to work with some disease or symptom and his/her ability to perform work or labor productivity is reduced(Measurement planned from FY2025) |
- | - | - |
| Work engagement |
Positive and fulfilling state of mind related to work Values calculated using the New Brief Job Stress Questionnaire |
2.41 | 2.37 | 2.40 |
Health-Related Data
| Item | FY ended March 31, 2023 |
FY ended March 31, 2024 |
FY ended March 31, 2025 |
|
|---|---|---|---|---|
| Health Checkup | Regular health checkup participation rate | 100% | 99% | 99% |
| Ratio of persons subject to specific health guidance | 20.6% | 19.1% | Counting in Progress |
|
| Rate of receiving specific health guidance | 13.6% | 44.1% | ||
| Lifestyle | Percentage of people who exercise regularly | 25.6% | 26.5% | Counting in Progress |
| Percentage of habitual drinkers | 12.8% | 13.4% | ||
| percentage of smokers | 13.8% | 13.9% | ||
| Percentage of people with sufficient sleep | 70.5% | 64.8% | ||
| Stress Check Program | Stress Check Program implementation rate | 85.9% | 83.2% | 87.2% |
| Percentage of people with high stress | 9.4% | 9.9% | 8.5% | |
| Ways of working | ES survey acceptance rate*1 | - | 92.6% | 92.6% |
| eNPS*1 | - | -69 | -67 | |
| Rate of paid leave taken | 74.1% (14.7days) | 75.3% (14.9days) | 75.4% (14.9days) | |
| Average annual total hours worked | 2,165 hours | 2,099 hours | 2,016 hours | |
| Average annual overtime hours | 19.2 hours | 15.4 hours | 13.4 hours | |
| Average years of service | 7.3yrs | 8.1yrs | 8.7yrs | |
| Turnover rate*2 | 2.1% | 1.9% | 2.4% | |
| Percentage of female managers | 2.3% | 2.6% | 2.6% | |
| Percentage of males taking paternity leave*3 | 15.8% | 57.1% | 93.3% | |
Main Initiatives for Health Promotion
●Annual Health Checkup
In order to maintain the health of employees, we aim for 100% participation in regular health checkups and actively encourage all employees to undergo them. We have maintained a 100% interview rate for employees identified by occupational health physicians as needing follow-up, based on the results of their medical checkups. This contributes to the early detection and treatment of diseases. In addition, occupational health nurses are assigned to each site in Japan, where they conduct interviews with employees who have risk factors for lifestyle-related diseases, as part of preventive health efforts.
●Support for Lifestyle Improvement
(1)Lifestyle Awareness and Education
To enable employees to manage their own health, we have introduced a health management system that allows them to view their health checkup results and record lifelogs via PC or mobile application. We also host webinars led by medical professionals and distribute monthly health information under the title "Health Topics." Each edition focuses on a different theme-such as diet, alcohol consumption, dental and oral health, or sleep-to create opportunities for employees to improve their lifestyle habits.
(2)Fitness Event
We have been organizing walking events called the "Health Challenge" since Socionext establishment. As these are team-based activities, they encourage communication among employees. We strive to create an environment that promotes enjoyable exercise habits. Additionally, in consideration of the relatively high average age of employees, we have implemented fall prevention measures. Starting in fiscal year 2022, we introduced the "Footstep Balance Check Event" to help employees reflect on their physical condition.
(3)Smoking Cessation Support and Passive Smoking Prevention Measures
In fiscal year 2018, we established a working group to promote smoking cessation and prevent passive smoking. Based on the results of an employee awareness survey, we closed all indoor smoking rooms in June 2021 and began encouraging employees to refrain from smoking during working hours. Additionally, we host events in support of smoking cessation in conjunction with World No Tobacco Day. On the 22nd of each month, we share information about tobacco through Socionext "SUWAN SUWAN MAIL" newsletter.
●Mental Health Measures
(1)Stress Check Program
We are working to improve the work environment by promoting mental health initiatives. We conduct Stress Check Program and group analysis every year by the Health Promotion Center. The results are reported to the top management and department heads to improve the work environment. We also offer interviews with occupational health physicians to all employees who wish to participate, aiming to prevent mental health disorders and ensure timely support.
(2)Mental Health Awareness Initiatives
We hold mental health webinars led by medical professionals and distribute yoga videos from external instructors to promote self-care awareness. For all newly graduated and mid-career employees, we conduct interviews with occupational health physicians to emphasize the importance of both mental and physical health management. Additionally, we provide mental health line care training for new managers, conducted by occupational health physicians, as part of our company-wide mental health initiatives.
●Work-Life Balance Support
To flexibly accommodate changes in working styles due to life events, we have implemented a range of support measures that go beyond legal requirements. These initiatives are designed to help employees balance their work with childcare, nursing care, and medical treatment.
(1)Balancing Childcare and Work
[Shorter Working Hours for Childcare]
Employees can work shorter hours until the end of March following the school year in which their child is in the 6th grade of elementary school (This exceeds the legal requirement, which allows shortened hours only until the child enters elementary school.). Employees can choose between a 1-hour or 2-hour shortened flexible schedule. Flexible working hours (between 7:30 and 22:00) can be set individually, allowing employees to tailor their work style to their needs. In addition, various childbirth and childcare support systems are available for both men and women.
(2)Balancing Familycare and Work
[Family Leave]
Family leave is a system that allows employees to take leave of absence for nursing care.
(1) The period of leave of absence for eligible family members is up to one year (Up to 93 days by law). In addition, the following programs are available as a support system for balancing work and family life.
| Types of Programs | Public System (Reference) |
Work-Life Balance Support Programs | |||
|---|---|---|---|---|---|
| Caregiving leave | Caregiving-related leave of absence | Family Care Leave | Short-Time Work for Family Care | Accumulated Leave | |
| Eligible Family Members | A spouse (including common-law partners), parents, grandparents, siblings, or grandchildren who require constant care*1. | Immediate family members within the second degree of kinship who require constant care*1. |
Family members within the second degree of kinship who require constant care*1. | ||
| Wage Compensation | Caregiver Leave Benefits*2 |
Caregiver Leave Benefits*2 Employee's Share of Social Insurance Premiums |
100% |
One-hour shortened work schedule：6.75/7.75h Two-hour shortened work schedule：5.75/7.75h |
100% |
| Term | "Up to 93 days" |
"Cumulative total per eligible family member" "A continuous period, as requested in advance, within one year" |
5 days per year per eligible family member 10 days per year for two or more eligible family members |
Cumulative total per eligible family member A continuous period, as requested in advance, within three years |
Up to 20 days |
| Items Needed for Application | A document that shows the relationship and the date of birth of the person concerned | Copy of certificate that family member required constant nursing care | |||
| Remarks | The leave may be taken in up to three separate periods | No limit on the number of times the leave can be split | "Leave can be taken on an hourly basis." | ||
To help alleviate employees' concerns about the possibility of sudden caregiving responsibilities, the Handbook for Balancing Work and Nursing Care is available on the company website. This resource helps employees prepare for emergencies and understand the necessary steps to take when caregiving becomes necessary.
(3)Balancing Work and Illness
[Shorter Working Hours for Ttreatment]
This system allows employees to work reduced hours when they are temporarily unable to work full-time due to illness or medical treatment. Among patients diagnosed with physical illnesses or intractable diseases designated by the Ministry of Health, Labour and Welfare, those whose attending physician and the company’s occupational health physician determine that treatment support is necessary may be eligible. Upon approval by the Human Resources Division, eligible employees can choose either a 1-hour or 2-hour flexible working schedule.
| Working style | Daily working hours | Start and end time of work | Working days | |
|---|---|---|---|---|
| Ⅰ | One-hour shortened flextime schedule | 6.75 hours | Each employee may set their own working hours within the flexible time range of 7:30 a.m. to 10:00 p.m. | Same as regular employees |
| Ⅱ | Two-hour shortened flextime schedule | 5.75 hours | Same as above | Same as above |
[Other systems]
We also have a system in place that allows us to balance work with other various issues that arise in our daily lives.
- Accumulated Leave
In addition to annual leave, this leave is granted for five days each year (up to 20 days) and can be used for illness or family nursing. - Remote Work System
Reasons for telecommuting include family circumstances (such as family nursing or caregiving), personal injury, and other similar situations. Employees are also able to choose a flexible working style. - Child Planning Leave
This is a leave of absence system designed to support employees undergoing infertility treatment. It is available to those who intend to continue working after the leave period and helps them achieve their life plans.
●Other
(1)Support for Women's Health
The Health Insurance Union subsidizes cervical cancer screenings for young individuals and comprehensive women's health checkups for those aged 35 and older. In October, as part of the Pink Ribbon campaign, the Health Support and Promotion Center distributes information about breast cancer. During Women's Health Week in March, we promote women's health by organizing seminars led by external experts and conducting workplace visits for exercise sessions.
(2)Health Education Tailored to Life Stages
We provide group health education sessions for new graduates every year. In addition, we have held webinars with external speakers on topics such as health issues common in middle age-aligned with the company's average employee age-and menopause, which has been a frequent request from employees. We are continuously developing health education programs tailored to the characteristics and needs of employee to further enhance health awareness.
(3)Installation of Massage Rooms
As part of its employee welfare program, Socionext has established massage rooms at three locations in Japan. These facilities are operated by five visually impaired professionals who hold national certification as massage chiropractors. In addition to acupressure, we offer circular skin acupuncture and aroma massage-services that are popular among employees.
[Massage Room at the Head Office]
[Kyoto Office Massage Room]
[Nagoya Office Massage Room]
