Remote or in-person training taking infection control measures into account

In April 2016, the Group established the MTPC* Group Health Policy. We effectively and appropriately promote activities concerning employee health in accordance with this policy.
With the goal of creating a working environment in which a diverse range of people can work actively and energetically in good physical and mental health, we are working to support both health support measures and time management activities in order to promote health and productivity management.
From fiscal 2022 onwards, we are strengthening our platform of health management, centered on the following four aspects.

With regard to time management activities, we are working to comply with laws and regulations (ensuring that employees take five days of paid leave, and complying with article 36 of the Labor Standards Act), and to prevent overwork.

*Abbreviation of Mitsubishi Tanabe Pharma Corporation

Strategy Map［PDF：150KB］

Social recognition

In fiscal 2022, we were certified by the Ministry of Economy, Trade and Industry’s “Outstanding Enterprise in Health and Productivity Management – White 500” (large enterprise category) for the seventh consecutive year. The Group exceeded the industry average for all evaluation items, particularly in the “Organizational Structure (Adoption by Employees)” field, where we received the highest rating both in our industry and across the board in all industries.

We will promote the development of "healthy people and organizations" through health measures, and "globally competitive people and organizations" through human resource revitalization measures. In addition, we are working to maintain and promote the health of our employees, and based on this, will improve employees’ vitality and performance, invigorating the organization and promoting business growth.

For the fourth consecutive year, Mitsubishi Tanabe Pharma has been certified as a “Sports Yell Company” (Japan Sports Agency), which recognizes companies that support and promote the sporting activities of their employees.

Every year, in cooperation with the health insurance association, we have held a walking campaign that utilizes wearable devices, and encourages employees to maintain their health. Additionally, from fiscal 2020 onwards we have continued with multifaceted efforts to address physical issues stemming from reduced physical activity during the COVID-19 pandemic, such as installing apps to improve back pain and stiff shoulders, distributing stretching videos, and offering discounts that families can also use at sports gyms.

We were selected under the Action Plan for the Promotion of Cancer Control, a project commissioned by the Ministry of Health, Labour and Welfare, for recognition and commendation as a “Cancer Control Promotion Excellent Company” for the third consecutive year in recognition of our cancer prevention efforts on behalf of our employees.

We are improving measures to combat cancer for our employees, such as subsidizing fees for comprehensive medical checkups through the health assurance association, encouraging employees to undergo cancer screening by switching to regular health checkups, and introducing systems to support a balance between work and medical treatment. From fiscal 2021, we introduced preventative e-learning for all employees, with a participation rate of 92.7% in fiscal 2021, and 96.2% in fiscal 2022.

To maintain the mental and physical health of our employees and live a fulfilling life with a good work-life balance, the Company views the prevention of excessively long work hours and the taking of sufficient paid time off as important issues for the realization of health and productivity management.

The health of employees is an important asset for the company, and even in an era of changing workstyles, we believe that having each employee live a healthy life full of vitality every day helps bring about new ideas, higher motivation, and greater engagement. Therefore, based on the progress of the TM Campaign in fiscal 2022, we will implement it throughout the domestic Group in fiscal 2023, focusing on prevention of excessive working hours and ensuring that people take paid leave.

Fiscal 2022 TM Campaign results

The number of employees working long hours (overtime in excess of 360 hours per year), including managers and supervisors, was down 35.8% year-on-year, significantly exceeding our target for a 4% year-on-year reduction in fiscal 2022. Additionally, we achieved our targets for utilization of paid leave: 77.1% against a target of 70% or higher, non-achievement of work-shift interval: 1.1% against a target of 2% or less, therefore achieving our ultimate goal of reducing total working hours per employee.

We are prioritizing measures to counter high blood pressure and support people in their efforts to stop smoking as part of our endeavors to prevent lifestyle-related illnesses. As a measure against high blood pressure, we have run a risk-group specific blood pressure management program since fiscal 2017. This program is intended to encourage improvements to lifestyles, first stratifying the risk of developing brain or cardiovascular disorders over the next ten years based on medical histories and medical examinations, and then dividing sectors targeted for support into three categories (high-, medium-, and low-risk), and checking control status based on blood pressure. Participants are surveyed to assess their current treatment status, interviews with industrial physicians conducted as needed, and dietary seminars held to manage blood pressure. In fiscal 2022, blood pressure risk was observed to improve in 62.3% of high-risk people who participated in the fiscal 2021 program, 46.2% of medium-risk people, and 55.5% of low-risk people. Additionally, in fiscal 2022, 60.7% of high-risk people participated in dietary seminars aimed at managing blood pressure, while a survey of treatment status confirmed that 67.8% of high-risk people were continuing with treatment.

Starting in fiscal 2017, we have promoted a three-year program to help people stop smoking, and our working rules state clearly that smoking is prohibited on company premises at all times. From fiscal 2020, the Company, health insurance association, and labor union have worked as one to create a framework to encourage people to stop smoking and are aiming to reduce the smoking rate to 5% of employees. In fiscal 2022, the Company and the health insurance association worked together in a collaborative health initiative, conducting a survey to identify smokers who are considering giving up smoking, holding a “Start now!” campaign to encourage people to take up the challenge of quitting with the assistance of their supporters. Moreover, each business site also holds its own events to help people stop smoking, offering caring, nuanced support that only a local site can provide. As a result of these initiatives, the smoking rate was 8.4% as of the end of fiscal 2022. Looking to fiscal 2023 and beyond, we will aim to achieve a smoking rate of 5%, and will leverage the strengths of each organization as we work together to help people give up smoking.

In fiscal 2022, in celebration of the 15th anniversary of the Mitsubishi Tanabe Pharma, the Company and the health insurance association held a joint “Charity Walk” event. People participate in a walking campaign held every year by the health insurance association, improving their health through walking. Since the Company donates to social contribution organizations based on the number of steps taken by participants, this initiative combines health with social contribution. As many as 1,037 people participated, with the amount donated to four social contribution organizations totaling 755,502 yen.

The Group has conducted stress checks once a year since 2010. The percentage of employees undergoing stress checks increases every year, reaching 98.7% in fiscal 2022. In stress checks, organizational analyses are conducted to improve work environments, and the issues identified are provided as feedback to human resources managers at each department and affiliate in Japan, enhancing initiatives at each workplace through the exchange of opinions.
Moreover, as a result of these stress checks, we have introduced a program that addresses stress in terms of relieving pain for those people designated as having high levels of stress who suffer from sore shoulders, back pain, or headaches. Program participants have been able to alleviate their pain and improve stress levels.

We are implementing e-learning-based training for all employees to promote self-care. Themes addressed are chosen to be topical at the time, such as anger management and mental health while working remotely, and the training has maintained a 90% participation rate. In fiscal 2022, we conducted e-learning training on mental toughness (how to get the most out of your own abilities), which had a participation rate of 97.7%. In addition, self-care training on mental health is conducted every year as part of new employee training.

As Line Care, newly appointed managers undergo e-learning-based training on dealing with the mental health of their subordinates. Additionally, we have created and distributed a mental health guidebook that covers our internal operations, detailing how to respond when someone in the workplace suffers from mental health issues. We also distribute an “Absence from Work Guide” to employees taking a leave of absence due to mental difficulties, which explains the procedures necessary to take a leave of absence, how time should be spent during such an absence from work, and preparations for returning to the workplace, providing support for a trouble-free return.

*Line Care is care provided by managers and supervisors, which includes monitoring and improving the daily work environment and counseling of their staffs.

Source: BackTech Inc.

Because many sales personnel at the Group enter medical facilities frequently, we are working to improve measures to counter infectious diseases. In fiscal 2022, the four core activities were (1) measures against COVID-19, (2) promotion of additional measures against rubella, (3) promotion of vaccination against influenza, and (4) enhanced literacy with regard to infectious diseases.

To encourage women to take on more active roles, we conducted a survey of all employees on women’s health issues in fiscal 2021. The results of this survey showed that the Group has issues with a lack of understanding of the effect that women’s health issues have on work productivity, and of the fact that symptoms and illnesses associated with pregnancy and giving birth are factors in women giving up their careers, taking leaves of absence, and retiring. In fiscal 2022 we held an online seminar for all employees, inviting an obstetrician/gynecologist to lecture on the need to support women’s health. Furthermore, in the second half of the fiscal year we held a seminar in support of women’s health that focused on menopausal disorders. There was a total of 654 participants in seminars held in both the first and second half of the fiscal year, including those who viewed them on-demand. Participants rated their level of satisfaction as 4.0 points out of a possible 5.0 for the first-half seminar, and 4.2 out of 5.0 for the second half.

The Group is promoting collaborative health efforts with the health insurance association, and the two are working together on initiatives intended to encourage participation in a variety of healthcare programs, including a three-pronged approach to quitting smoking, and improving participation in cancer screening and special health instruction.