CORPORATE
DATA
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Health Management Initiatives
Health Management at JAST
Health Management Declaration
In recognition of the fact that managing the promotion of employee health is a priority issue for the long-term, sustained growth of the JAST Group, we will work to maintain and improve employee health, corporate productivity and employee job satisfaction.
October 1, 2019
President and CEO
Takeaki Hirabayashi
External evaluation
Under the Certified KENKO Investment for Health Outstanding Organizations Recognition Program promoted by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi aimed at recognizing outstanding organizations in the area of employee health management, JAST has been certified as a “Health and Productivity Management Outstanding Organization (large enterprise category)” since 2021.
Feedback form is here
As a company which actively works to provide high standards of support for employees’ work-life balance, JAST has been recognized with the “Platinum Kurumin” certification.
Health Promotion System
We plan and implement health promotion activities centered on our Health Management Promotion Secretariat.
The Secretariat works in conjunction with the Health Committee and Event Committee, comprised of members from the different business divisions, to implement measures which raise employee awareness of health, promote communication through health-related events and contribute to health promotion.
What is the Health Management Promotion Working Group?
A working group that operates from a medium- to long-term perspective, with the project task of creating a vision of what JAST wants to achieve through health management.
JAST’s Health Management Journey
Looking Ahead
- (1) We will use the health management system newly introduced in 2021 to drive a PDCA cycle involving “clarification of health issues,” “establishment of KPI,” “enhancement of measures” and “verification of effectiveness.”
- (2) The establishment of the JAST Health Insurance Society will allow for smoother coordination with health insurance associations, improving the implementation rate of specific health guidance and strengthening collaborative health.
- (3) We will put into practice health management measures which encompass all employees and which are centered on the Health Management Promotion Working Group.
Health Management Strategy Map
A Look at the Numbers: Initiatives and Targets (KPI)
Regular health examinations / stress checks / High stress identification rate
| 2019 | 2020 | 2021 | 2022 | 2023 | 2024 Target |
Target | ||
|---|---|---|---|---|---|---|---|---|
| Regular health examinations | Examination rate | 100% | 100% | 99.9% | 100% | 100% | 100% | 100% |
| Re-examinations | 89.9% | 85.0% | 86.8% | 99.2% | 96.9% | 100% | 100% | |
| Stress checks | Testing rate | 91.5% | 93.3% | 93.8% | 93.2% | 96.6% | 100% | 100% |
| High stress identification rate | 13.0% | 14.7% | 14.5% | 14.4% | 15.2% | 14.0% | ≤12% | |
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Average monthly total hours worked / Average monthly overtime hours worked
| 2019 | 2020 | 2021 | 2022 | 2023 | |
|---|---|---|---|---|---|
| Average monthly total hours worked | 165.3 | 164.0 | 164.2 | 164.4 | 162.6 |
| Average monthly overtime hours worked | 14.8 | 18.8 | 18.8 | 18.4 | 17.2 |
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Regular working hours reduced to 7.5 hours from FY2020
Average annual paid leave utilization rate / Average annual paid leave days taken
| 2019 | 2020 | 2021 | 2022 | 2023 | 2024 Target |
Target | |
|---|---|---|---|---|---|---|---|
| Average annual paid leave utilization rate | 70.5% | 64.2% | 61.9% | 65.8% | 70.8% | 70% | 90% |
| Average annual paid leave days taken | 12.1 | 10.7 | 10.5 | 10.9 | 11.6 | – | – |
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Childcare leave utilization rate / Post-childbirth return-to-work rate
| 2020 | 2021 | 2022 | 2023 | 2024 Target |
Target | |
|---|---|---|---|---|---|---|
| Childcare leave utilization rate (female) | 100% | 100% | 100% | 100% | 100% | 100% |
| Childcare leave utilization rate (male) | 6.3% | 20.8% | 36.4% | 33.3% | ≥30% | ≥30% |
| Mothers working one year after childbirth | 11 (out of 11) |
6 (out of 6) |
9 (out of 9) |
10 (out of 11) |
All mothers working one year after childbirth | Maintaining the current trend |
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Indicators and goals for employee health data and health issues
Find more information here
Health Management Measures
Creating Safe, Healthy and Employee-friendly Workplaces
Health Committee
The Health Committee reviews working hours data, shares information and opinions about seasonal topics and seeks medical advice from occupational health physicians.
Work-life balance
Annual paid leave utilization promotion
As part of our efforts to promote use of annual paid leave, recommended days for taking paid leave are scheduled and employees are encouraged to take memorial leave.
Expansion of the telework system
In addition to in-office or from-home work options, we have introduced hybrid work options, like working from a relative’s home or from a satellite office, which provide employees with more choices adapted to their lifestyle.
Elimination of long working hours with “Kaeru! JAST”
“Kaeru! JAST” is an independently established labor practices program which has been in place at JAST since the 2009 fiscal year, and it is aimed at ensuring employees can effectively utilize their personal time, and at fostering a more relaxed workplace environment.
<Main measures>
- 1. Recommendation for ending work by 8 pm and having a minimum interval (11 hours) between work
- 2. Encouragement to leave work on time twice a week
- 3. No working on days off
Short working hours system
This system is used to help employees balance their childcare (up to the third grade in elementary school) and nursing care responsibilities with their work responsibilities.
Communication promotion
Company-wide events (family appreciation days, sports days, BBQs, fishing trips, etc.)
We host a variety of events and maintain a variety of leave systems as part of a robust framework intended to help each person live his or her best life.
*Carried out with due consideration of the COVID-19 epidemic situation
Physical Health
Expansion of health examination items
Employees are provided with subsidies from the Company and Health Insurance Society for health examinations which cover the same items as multiphasic health screenings.
Gynecological examinations are provided free of charge.
In addition, the Company and Health Insurance Society works in a partnership to provide specific health guidance.
Health education
Individual consultations with a public health nurse
Starting in fiscal year 2021, we have provided employees with personal consultations with a public health nurse about the results of their health examinations. The aim of this is to equip every employee with skills that will enable them to take appropriate action for the sake of their health.
Group education (training) / E-learning
Health management training, women’s participation support forum, mental health training, etc.
Health events
Walking events
We hold walking events coordinated through a smartphone app with the aim of making walking a regular activity even for employees who often work at a desk or from home.
These events also serve to encourage workplace communication.
Functional improvement stretching
As a means of facilitating improved job performance, employees are taught stretches which they can do in between tasks and at home which will help alleviate lower back pain and shoulder stiffness.
Sleep measurement events
Focusing on sleep, which greatly affects work performance, we lend equipment capable of measuring blood oxygen saturation levels and brain waves to help bring about the necessary improvement.
Mental Health
Prevention, early detection and early treatment
Group education (training)
Self-care training for all employees, mental health training, harassment training, etc., for managers
Counseling while on leave of absence
In order to help accelerate the recovery of employees who have taken leave due to mental health struggles, as well as to prevent reoccurrences, we provide employees with regular consultations with public health nurses and licensed psychologists while on leave.
Rehabilitation program to help with returning to work
When employees return to work after a leave of absence, both they and their bosses may feel a sense of anxiousness. In order to ensure peace of mind for all parties, a support program is provided which establishes a rehabilitation period prior to an employee’s official return to work.