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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 “2024 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(Note) 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 “2024 Health and Productivity Management Outstanding Organization (SME Category)” and “Bright 500” for the second consecutive year.

  • The Nippon Kenko Kaigi is an organization that takes practical community- and workplace-based actions, through collaboration among private organizations and with full administrative support, in order to extend the healthy lifespan of and provide appropriate medical care for each individual in Japan, as a country that is facing a drastically aging society and declining birthrate. The organization aims to encourage local governments and private organizations (e.g., economic organizations, medical organizations, and insurers) to work together to achieve concrete measures in workplaces and communities to overcome health-related challenges.

■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.

Promotion of 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, childcare 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)

Introduction of Wellness Leave System

  • From the perspective of diversity, the name and details of the former “menstrual leave” were revised so that both male and female employees can take the leave.
    Scope of coverage
    (the purpose of the leave does not need to be specified at the time of application)
    Maximum number of days
    • Menstrual leave(*1)
    • Fertility treatment
    • Secondary medical and gynecological checkups and examinations related to health checkups
    • Vaccination
    15 days/year (paid)(*2)
  • Periods or hours beyond the limit may be taken as unpaid leave.
  • Granted in addition to annual paid leave.

Introduction of Flextime System

  • Start and end times are set between 7:30 to 21:00 on a daily basis
  • Minimum of 1 hour and maximum of 12.5 hours of work per day (no core hours are set)
  • Accommodating flexible work styles by allowing voluntary breaks (time taken off from work during scheduled working hours and returning to work again)

Provision of Childbirth Benefits

  • 300,000 yen per newborn as congratulatory money for childbirth

Provision of Return-to-work Benefits

  • Promoting the return of female employees to work after childcare leave
    Eligibility: 
    female employees who have taken childcare leave and returned to work
    Contents: 
    Leave duration Return-to-work benefits
    Less than 3 months after childbirth 1 million yen
    More than 3 months, but less than 1 year after childbirth 500,000 yen
    More than 1 year after childbirth 300,000 yen

Provision of Childcare Leave Benefits

  • Promoting male employees to take childcare leave
    Eligibility: 
    male employees who have taken childcare leave
    Contents: 
    Leave duration Childcare leave benefits
    30 days or more 300,000 yen
    10 to less than 30 days 200,000 yen
    1 to less than 10 days 100,000 yen

Introduction of Allowance for Replacing Work of Coworkers on Long-term Leave

  • Provided to employees who perform work as substitutes during the absence of persons on long-term leave, such as childcare leave, caregiver leave and medical leave
  • Promotes a greater sense of understanding and unity overall in the workplace by easing the concerns of persons on long-term leave regarding the burden placed on their coworkers and by appropriately compensating the employees who support the workplace in their absence
  • Payments to coworkers providing support are up to a maximum monthly amount of 50,000 yen per person and are limited to the amount of unpaid bonuses for the person on leave and to the period during which a replacement worker has not been employeed

Conducting Health Check Events

The Asset Manager organizes health check events hosted by a specialized firm with the goal of increasing health awareness among officers and employees. Bone density, vascular age, and muscle score were measured, and in the post-event questionnaire, 61% of respondents answered “I strongly agree” to the question, “Will what you learned in the event help you maintain your health in the future?” while 39% responded “I agree,” and to the question, “Could this event be a catalyst for you to improve your lifestyle?” 44% answered “I strongly agree,” while 54% answered “I agree.”

Conducting health check events

Improvement of 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.

Promotion of 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 2024, 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 2024.

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 2022 Fiscal year ended March 2023 Fiscal year ended March 2024 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) N/A 100% 100% 100%
Percentage of smokers 10% 9% 14% 8%
Percentage of personnel who exercise regularly(*2) 19% 20% 33% 30%
Percentage of personnel who drink alcohol responsibly(*3) 62% 51% 48% 65%
Percentage of personnel who get sufficient sleep 85% 77% 81% 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 2024)
Participation rate Amount invested
Radio calisthenics 245 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 Fiscal year ended March 2024
Sales ¥3,498 million ¥4,187 million ¥4,500 million ¥4,456 million ¥5,136 million
Turnover(*1) 11.7% 3.4% 3.1% 1.4% 4.3%
Monthly average overtime hours 12.8 hours 13.6 hours 15.4 hours 16.5 hours 14.4 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 Fiscal year ended March 2024
Percentage of personnel with remarks on their health checkups 63.7% 49.1% 53.4% 54.4% 48.5%

The percentage of personnel with remarks on their health checkups was identified as data that would show improvement on health issues.
The figure of 48.5% for the fiscal year ending March 2024 represents a 15.2 percentage point improvement on the figure for the fiscal year ending March 2020, demonstrating the benefits of the initiatives.