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Health and Productivity Management Initiatives

Daiwa House Asset Management Co., Ltd. (the “Asset Manager” )believes that efforts to promote employee health will revitalize the entire organization by improving employee vitality and productivity.
Based on the “Health Declaration,” the Asset Manager is making efforts to promote health and create a comfortable working environment so that every employee can work in good health with peace of mind.

■Certified as “2023 Health and Productivity Management Outstanding Organization (SME Category)” and “Bright 500”

The Certified Health & Productivity Management Outstanding Organization Recognition Program is a program established by the Ministry of Economy, Trade and Industry in FY2016. Under the program, the Nippon Kenko Kaigi(*) recognizes large corporations and small and medium-sized corporations that practice particularly excellent health and productivity management by evaluating their efforts to address local health issues and health promotion initiatives promoted by the Nippon Kenko Kaigi. The “Bright 500” is a recognition program by the Nippon Kenko Kaigi of the top 500 corporations among the Health and Productivity Management Outstanding Organizations in the SME category.
The Asset Manager was recognized as “2023 Health and Productivity Management Outstanding Organization (SME Category)” and “Bright 500”

■Health Declaration

  • Promoting work-life balance
  • Improving health literacy
  • Encouraging regular health checkups and recommending health checkups individually to those who have not undergone secondary health checkups
  • Thorough prevention of infectious diseases

September 2022
Koichi Tsuchida
President and CEO

■Management Issues the Asset Manager Aims to Solve Through Health and Productivity Management

The Company Philosophy of the Daiwa House Group states that “a company’s progress depends directly on ensuring a good working environment for its employees.”
Additionally, the Asset Manager formulates the Sustainability Policy, under which it will establish an internal framework for promoting sustainability, take steps to develop human resources by conducting regular education and training for employees, and aim to create workplaces where people can work safely and healthily, and workplaces where diverse employees can work flexibly.
Based on this philosophy and policy, initiatives to promote employee health will improve their vitality and productivity and otherwise invigorate the entire organization, leading to improved business performance and greater value for the organization.

■Results Expected from Conducting Health and Productivity Management

The Daiwa House Group recognizes the importance of promoting good health among its workforce and thereby improving labor productivity through consistent measures to eliminate excessively long working hours and help employees manage their health.

■Health Management Promotion System

The Sustainability Committee is an official body with the President and CEO as the Committee Head and the General Manager of the Sustainability Promotion Department as the operating officer. The committee meets at least once a month and deliberates and resolves on policy, strategy development, and operations related to sustainability, which includes health management. The committee also reports on these matters to the Board of Directors as necessary.

■Main Initiatives

The Asset Manager aims to fulfill a Health Declaration by strengthening the health management system and through measures to enable each and every employee to work with a high level of health awareness so that they can stay healthy and active over the long term.

Promote work-life balance

The Asset Manager has introduced employee leave/vacation programs such as the ones below, in addition to celebratory event leave, bereavement leave, maternity/paternity leave, parental leave*, child caregiving leave and elder caregiving leave* for all employees.

  • Contract workers can also take advantage of these programs.

Item Overview
Special paid vacation Up to five days per year separately from annual paid vacation to promote employees’ health, etc.
Accumulated paid vacation Unused annual paid vacation days accumulate up to 20 days per year to a maximum of 100 days. Employees may use their accumulated paid vacation days as personal injury/sick leave, maternity/paternity leave, family caregiving leave or community co-creation leave
Family caregiving leave Five days per year to care for ill family members (paid leave)
Community co-creation leave Five days per year to participate in activities that contribute to society, training for such activities, etc. (paid leave)

Improve health literacy

Every month, the industrial physician of the Health Committee disseminates “Notes on Health Tips” throughout the company. The notes include columns and health information tailored to the season.
The aim is to provide safety and health education to employees and improve their health literacy.
The radio calisthenics program broadcast at the same time every morning has promoted employee health and help increase their vitality.

Promoting Regular Health Checkups (Especially Secondary Checkups for Individuals Who Have Not Gotten Them)

The Asset Manager aims to have 100% of employees get regular health checkups, and is committed to thorough follow-up in the form of working with health insurance associations and workplaces to promote secondary examinations, checking the status of treatment and whether employees have received health guidance, and more.
This intensification of initiatives is responsible for the achievements of the fiscal year ended March 2023, namely that 100% of employees got examinations and received metabolic syndrome-specific health guide.

Collaborative Efforts with Health Insurance Associations to Improve on Health-Related Issues

The Daiwa House Group worked with health insurance associations to introduce a Health Analysis System in a proactive effort to promote employee health.
The system analyzes employee health in organizational units and based on attributes, and the results are used to identify organizational issues (areas of improvement in employees’ lifestyles).
Specifically, 11 items from health checkup results (including BMI, waist measurement, blood pressure (systolic and diastolic), triglycerides, etc.) and 10 items from interviews during the checkups (smoking habits, exercise habits, breakfast habits, frequency and volume of alcohol consumption, sleep habits, etc.) are assigned point values, which allow the averages to be compared within companies and the Group to give people an easy way to see what needs to be improved.

Establishment of Health Committee

The Asset Manager has established a Health Committee that meets monthly to exchange opinions on the workplace environment and learn about health with the industrial physician in order to prevent health problems among officers and employees and maintain and promote their health.

Mental Health Care Initiatives

The Asset Manager conducts stress checks once a year for the purpose of preventing mental disorders.
The stress check screening rate was 100% in the fiscal year ended March 2023.

Promotion of Employment of Seniors

The Asset Manager promotes a system of re-hiring employees 60 years of age and older and is working toward the succession of expertise and the development of future generations by employing persons with expert knowledge for the long term.

■Health Data

The Asset Manager recognizes the following as health issues faced by its employees, and has set specific numerical indicators for the improvement of health issues. The targets have been set making reference to the Asset Manager’s past performance and the average values for the Daiwa House Group companies.

Item Fiscal year ended March 2021 Fiscal year ended March 2022 Fiscal year ended March 2023 Target for fiscal year ending March 2031
Percentage of personnel who had regular health checkups 100% 100% 100% 100%
Percentage of personnel who received metabolic syndrome-specific health guidance(*1) 100% N/A 100% 100%
Percentage of smokers 18% 10% 9% 8%
Percentage of personnel who exercise regularly(*2) 29% 19% 20% 30%
Percentage of personnel who drink alcohol responsibly(*3) 51% 62% 51% 65%
Percentage of personnel who get sufficient sleep 76% 85% 77% 85%
  • Percentage of personnel who completed metabolic syndrome-specific health guidance based on the results of their regular health checkups
  • Percentage of personnel who exercise for at least 30 minutes at least twice a week for at least one year
  • Percentage of personnel who drink less than 180 mL of alcoholic beverage (the appropriate amount) when they drink

Individual Health Management Measures

Item Result
(Fiscal year ended
March 2023)
Participation rate Amount invested
Radio calisthenics 244 times 100%
Distributing free passes to sports clubs 100 passes ¥330 thousand

Data Showing the Benefits of Health Management on Corporate Management

Item Fiscal year ended March 2020 Fiscal year ended March 2021 Fiscal year ended March 2022 Fiscal year ended March 2023
Sales ¥3,498 million ¥4,187 million ¥4,500 million ¥4,456 million
Turnover(*1) 11.7% 3.4% 3.1% 1.4%
Monthly average overtime hours 12.8 hours 13.6 hours 15.4 hours 16.5 hours
  • Turnover is the ratio of job leavers to total personnel using total personnel as of April 1 of each fiscal year

Sales, turnover, and monthly average overtime hours were identified as data that would show the benefits of health management on corporate management. Although monthly average overtime hours have gone up, sales have increased and turnover has decreased, demonstrating the benefits of the initiatives.

Data on Improvement on Health Issues

Item Fiscal year ended March 2020 Fiscal year ended March 2021 Fiscal year ended March 2022 Fiscal year ended March 2023
Percentage of personnel with remarks on their health checkups 63.7% 49.1% 53.4% 54.4%

The percentage of personnel with remarks on their health checkups was identified as data that would show improvement on health issues.
The figure of 54.4% for the fiscal year ending March 2023 represents a 9.3 percentage point improvement on the figure for the fiscal year ending March 2020, demonstrating the benefits of the initiatives.