Health and Productivity Management

Health and Productivity Management Promotion

Concerning human relations to our employees

I-NET Corp. promotes the innovation of individual work style to make working environment where our employees can exert all their abilities in peace.

Healthy Management

Since its founding, I-NET has made appreciation, continuity, and health part of our action guidelines. Our Group philosophy "inet Way," includes the management policy of becoming "an excellent company that enables sustainable growth." In order to achieve this sustainable growth, we consider the mental and physical health of our employees to be the most important issue. We will promote health management and aim for a company where all employees are healthy.

Declaration of Health Management

Based on the philosophy that employees are the greatest asset in management, I-NET recognizes employee health from a management perspective. We believe that the mental and physical health of employees is the source of sustainable corporate value improvement. Therefore, we will actively promote health management that supports employee health.

Tomomichi Saeki, Representative Director, Executive President

System for Health Promotion

Representative Director and Executive President will serve as Chief Health Officer in the promotion of health management. The Human Resources Department and Health Support Office will work together to examine and implement measures. In addition, in cooperation with Society-Managed Health Insurance, we will ascertain the health status of employees and utilize data such as medical expenses; in cooperation with the Health Committee, we will promote health management that incorporates the voices of employees.

Visualization of Health Promotion System

Chart of Health Promotion System

Strategy Map

We have identified the management issues that I-NET wants to solve and the health issues that will lead to solving those management issues, and have devised initiatives for maintaining and improving health to resolve those health and management issues. We are promoting health management at I-NET based on this strategy map.

Strategy Map

Metrics for Promoting Health Management

Employee Information

Category	FY2021	FY2022	FY2023
Number of employees	964	969	954
Average years of service by regular employees	16.5	16.7	16.7
Average age of regular employees	40.2	40.3	40.3

The number of employees and average years of service are increasing. We are building an environment where employees can work long term.

Category	FY2021	FY2022	FY2023
Average overtime hours exceeding statutory work hours	11.8	13.7	15.6
Average paid leave days taken	14.7	15.6	16.7

Behavioral Habits

Overtime hours and paid leave days taken are also increasing. We support achieving work–life balance with proper breaks.

Category	FY2021	FY2022	FY2023	FY2024
Exercise habit rate (lack of exercise habit)	45.9%	43.9%	41.4%	40.0%	Improvement
Smoking rate	23.1%	22.5%	18.7%	22.0%	Decline
Rate of eating breakfast daily (skipping rate)	17.0%	18.3%	17.7%	18.4%	Decline
Rate of short sleep time	33.0%	37.0%	39.0%	37.9%	Improvement
Rate of drinking alcohol excessively (daily)	12.2%	13.0%	10.5%	10.7%	Decline

Engagement
Health management is expected to lead to higher engagement scores, increasing the productivity and service capabilities of each and every employee.

Presenteeism is measured through internal surveys (using The University of Tokyo Single-Item Presenteeism Question). The result for FY2023 was 85.37% (up 0.72% year on year).
Absenteeism is measured through internal surveys (using our own questions). The average number of days off work due to illness and other reasons in FY2023 was 2.77 days (up 0.25 days year on year).
Work engagement is measured through our own internal questions (the employee average score for “agree” and “somewhat agree” to nine items). The result for FY2023 was 2.53 points.

The rate has remained at around 85%, indicating that employees are performing at a high level.

Leave days taken for poor health are 2–3 days, indicating that employees are working healthily.

*The graphs show the results of our original survey responses translated into the Utrecht Work Engagement Scale, in use since fiscal 2022.

Key Initiatives

Enhancement of Health Management

We continue to have a 100% rate of regular health checkups. (From FY2014)
The Health Support Office plays a central role in providing measures following health checkups, such as health guidance and recommendations for medical examinations. Its re-examination/detailed examination rate is 55.0% (up 9.3% year on year).
We encourage employees needing thorough examinations and treatment to receive them, and provide support so that they can work in good health. (Rate of employees with medical findings: 34.5%; down 4.2% year on year)
The opinion of an occupational physician is issued to employees with high health risks. Supervisors, the Human Resources Department, and the Health Support Office work together to reduce health risks, maintaining a 100% interview (health guidance) rate for these high-risk employees.
We are working with Society-Managed Health Insurance to improve the consultation rate for specific health guidance.(FY2023: 16.2%)
Along with employee health surveys, we implement learning opportunities that encourage employees to review their lifestyle.
As a consideration for new employees transitioning from being a student to a company employee, a change that is often mentally and physically trying, we continue to hold individual interviews with every new employee.
We also provide health consultations by specialized staff from external organizations, a service that is also available to family members.
We recommend annual influenza vaccinations and provide in-house vaccination support. (Approximately 33% of all employees are vaccinated in-house.) We also provide partial cost subsidies for those who wish to receive flu shots.
We implement measures to improve employees’ health awareness. (These include morning exercise activities, which about 20% of employees working at the offices concerned participated in. Over 60% said that they were satisfied with the measures taken.)
We have implemented measures towards increasing awareness of women’s health (women’s health e-learning view rate: 75.3%)

Mental Health Care

The implementation rate of stress checks has continued to be over 90%. We also implement post-interview follow-ups for highly stressed persons and for those who are interested. (Rate of regular health checkups: 91.5%; down 1.2% year on year)
Through stress checks, we will be able to recognize the level of mental health of employees and strive to create a transparent and lively workplace. (Rate of employees with high stress: 17.1%; up 2.5% year on year)
We are increasing opportunities for self-care for all employees and workshops for managers regarding the care of their subordinates. We are also working to raise awareness of mental health issues, such as providing cash incentives to those who acquire the mental health management certification. (Rate of new employees passing the Self –care test Ⅲ; 65.45%)
For those who take leave due to mental health issues, we implement a return-to-work support program to all eligible employees. In this program, the employee, the workplace, the Human Resources Department, and the Occupational Health Staff work together to support a smooth return to work.
As a result of the stress check, satisfaction with work averaged 2.4 points (±0 points over the previous year) and meaningful work averaged 2.5 points (+2 points over the previous year). Employees are able to approach their work with a sense of fulfillment.
*On a 4-point scale, the lower the score, the higher the level.
We conduct career counseling interviews for all employees. We collect issues from each individual and department, and work on issue solving as a company.

Work Life Balance

Every Wednesday, salary payment day, and bonus payment day are set as days to leave the office on time.
We will introduce an application system for long work hours as a way to reduce long work hours. (Average for all employees is 17.6 hours (up 2.4% year on year))
We are promoting the planned acquisition of paid leave. (Average for all employees is 16.7 days (up 1.1% year on year), and the rate of employees taking annual paid vacation was 79.0% (up 4% year on year))
We are working to create a comfortable work environment where a diverse workforce can succeed and also balance work and private life. (Average years of continuous employment: 14.7 years)
We are working toward the effective use of work and private time through telework and improving operational efficiency through systematic work implementation.

Creating a Better Work Environment

We identify issues based on the Health Committee and employee satisfaction surveys, considering and implementing initiatives to create a rewarding workplace.(Work accidents: 4 cases)
The Health Committee provides health information according to the season and makes it available to all employees along with the minutes.
wide range of contacts are established in the consultation systems set up at the Health Support Office, Human Resources Department, and external organizations.
Official regulations are clearly stated to maintain a workplace environment free from harassment and harassment learning and prevention posters are posted throughout the company to raise awareness.
A voluntary questionnaire on health is given every year to ascertain the health status of all employees (response rate of 75.3% ; down 13.7% year on year).
In the event of a work-related accident, we conduct on-site assessments and strive to prevent recurrence based on risk assessments.

Promoting Health

We support sports events and club activities (futsal and baseball).
We implement e-learning and seminars for all employees to provide education on health promotion.(Absences due to illness/injury: 7 cases)
We continuously promote self-care to employees by providing information on “eye-strain,” which is highly relevant to our line of work.
We support those who want to quit smoking, from the perspective of promoting health and also creating a better workplace environment. In addition, we implement no-smoking hours.　In fiscal 2023, every employee was given ¥100,000 as a subsidy for smoking cessation treatment.
By 2026, we target a smoking rate of 15% below the national average of 17.7% according to the National Health and Nutrition Survey conducted by the Ministry of Health, Labour and Welfare. (Smoking rate: 22.0%, up 3.2% over the previous year)
We are limiting the hiring of smokers starting with our recruitment activities for fiscal 2024 graduates.
To address the lack of exercise and increase basal metabolism, we encourage the use of stairs and set up balance balls, among other activities. By fiscal 2026, we aim for an exercise habit rate of 33.0% or higher. (Rate of exercise habit of 2 or more times per week: 29.2%, up 3.8% over the previous year)
A standing meeting table has been set up to improve health and productivity.
We strive to create opportunities for employees to refresh themselves mentally and physically, by offering welfare services, access to recreational facilities, resort memberships, etc.
We hold morning exercise activities to improve individuals’ own awareness of their health conditions, while educating them on the importance of breakfast. By fiscal 2026, we aim for a breakfast skipping rate of less than 13.0%. (Percentage of employees who eat breakfast every day: 56.0%, year on year comparison: 100% (flat))
Using an app that can manage sleep time and number of steps, we are working to improve each individual employees’ health awareness. By fiscal 2026, we aim for under 30.0% in insufficient resting time due to lack of sleep. (Rate of employees sleeping for short periods: 37.9% ; down 2.1% year on year)
We are cautioning all employees about the risks of excessive drinking, which is related to the coronavirus pandemic. (Rate of excessive drinking: 10.7% ; down 0.2% year on year)
We also exchange views with other companies to improve the quality of our health management.

Cooperation from Employees

In order to clearly express the will of our health management efforts, we use the "Health Logo" when providing information to those within the company. These activities are being promoted with the cooperation of our employees. At I-NET, we hope to provide society with better services created through these activities.

～Energizing and enriching the workplace～

Acquired Certifications

Certification

The Health and Productivity Management Outstanding Organizations (White 500)

I-NET Corp. was recognized under the joint program by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi as “the Health and Productivity Management Outstanding Organizations (White 500)” for seventh straight years.

The Health and Productivity Management Outstanding Organizations (White 500)

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Yokohama Wellness Management Certification

I-Net Corp. achieved Yokohama wellness management certification by City of Yokohama as a certified workplace on March 6, 2024.

Yokohama Wellness Management Certification

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Health management