SustainabilityHealth Management

QUICK is committed to proactively maintaining and improving the health of our employees. Following the “QUICK Health Declaration” set forth in 2018, we have newly designated the three priority measures for employees, namely “physical health measures,” “mental health measures,” and “improvement of work engagement.” We are implementing various health measures in cooperation with our industrial health staff.

1. QUICK Health Declaration

QUICK Health Declaration
QUICK considers every employee to be an important “asset” and our employees’ physical and mental health to be a driving force for our growth.
In order to continue to be the best partner for those involved in the financial and capital markets, we promote the creation of a workplace where employees can work in good health and with vitality.

2. Three Priority Measures

Preventing illnesses is extremely important in order to stay healthy and work for long years. In promoting health management, we are working on the PDCA cycle by focusing on the following three measures.

1. Physical Health Measures

We are implementing various measures focusing on the prevention of lifestyle-related diseases and cancer. We are making efforts to promote and raise awareness of lifestyle-related diseases and cancer prevention by visualizing the results of health checkups using a health management app, adding “colorectal cancer screening” as an examination item in health checkups, etc.

2. Mental Health Measures

We have been conducting stress checks once a year since 2009 prior to the revision of the Industrial Safety and Health Act in 2015, which made it mandatory for such checks, to help improve the workplace environment. We are committed to preventing mental health problems by recommending that employees with high stress levels meet with a public health nurse.
We also hold mental health seminars and harassment prevention seminars to help employees maintain proper mental health by acquiring the correct knowledge.

3. Improvement of Work Engagement

Those with high work engagement are motivated and engaged, feeling pride and satisfaction in their work. This keeps them energized from their work and keeps them feeling lively. In addition to physical and mental health measures, we implement measures to enhance the work engagement of our employees.
We strive to correct long working hours and encourage employees to take leave to enable them to achieve a good work-life balance. We also support the creation of a work environment in which employees can promote smooth, free and vigorous communication with each other and improve their performance.

3. Health Management Promotion Structure

We collaborate on implementing various health measures under the following structure.

* We promote health management in cooperation with the Development of Human Resources Dept. under the leadership of the Director Chief Officer, Personal Development of Human Resources.

The Health Management Promotion Section is placed in the Development of Human Resources Dept. This section takes a leading role in cooperation with external parties such as the Health and Safety Committee (chaired by the Executive General Manager, Development of Human Resources Dept.), industrial physicians/ public health nurses, and the health insurance association.

4. Key Issues and Expected Effects

Issues and Measures
  • Responding to employees’ increasing risk of lifestyle-related diseases:
    An increasing number of employees need to be re-examined due to hypertension, high blood sugar, increased BMI, etc., as a result of health checkups. First, we take measures to improve the low rate of re-examinations.
  • Countermeasures for disorders caused by stiff shoulders and back pain – Prevention of performance decline:
    Based on the results of the health awareness survey, we take measures at the early stage of the disorder to prevent performance decline.
  • Health maintenance and improvement for the age group of 50 and above:
    Given the high percentage of employees aged 50 and over, we consider health maintenance for this age group to be an ongoing issue in our business activities. We provide support with an emphasis on eliminating hypertension, high blood sugar, etc., which are common among this age group.
Expected Effects
  • Aim to increase the rate of receiving re-examination to 70% for employees who need re-examination as a result of their health checkups: This will reduce the risk of serious illness. By having employees address health risks at an early stage, we aim to create a workplace where employees can continue to work with vitality (with particular emphasis on employees over the age of 50, who have a high rate of findings).
  • Conduct various health seminars to improve individual health literacy: In particular, by spreading health awareness among the younger generation, the risk of lifestyle-related diseases and other illnesses will be reduced, and overall performance will be improved.

5. Health Management Strategy Map

We created the Health Management Strategy Map to identify health issues that will lead to the resolution of management issues and incorporate them into specific initiatives to eliminate them.

6. Results of Addressing Key Issues in the Past

In FY 2022, we addressed the following two key issues based on our current status and issues.

(1) Prevention of Worsening for Those at High Risk of Lifestyle-related Diseases and Other Illnesses

(i) Issue
The results of health checkups in FY 2021 showed a high percentage of employees with hypertension (10.7%), increasing concerns about the risk of serious complications from lifestyle-related diseases, etc.

    (ii) Measures Implemented
  • Individual interviews were conducted by physicians and public health nurses.
  • The health checkup personnel approached individual employees subject to specific health guidance and supported them in continuing their efforts.
  • As an approach to high-risk employees, supervisors also provided support to ensure time for hospital visits and recommendations to go to the hospital.
    (iii) Result
  • The results of the health checkups in FY 2022 confirm that the percentage of employees with hypertension has decreased to 6.4%.

(2) Smoking Measures for Employee

(i) Issue
Passive smoking prevention measures have been implemented for over ten years in collaboration with the Employees’ Association, which represents the employees. Despite the decrease in the number of smokers over the years, there were concerns about serious illnesses because of smokers among employees at high risk for lifestyle-related diseases, etc.

(ii) Measures Implemented

  • Individual interviews were conducted by physicians and public health nurses.
  • Completely eliminated in-house smoking rooms. Suwan Suwan (No-smoking) Day was promoted to create a smoke-free environment in the office.

(iii) Result
The results of the health insurance association scoring report confirm that the smoking rate decreased from 12.57% in FY 2021 to 12% in FY 2022.
The employee health awareness survey also showed a decrease of 0.9 points from the previous year.

7. Three-year Trends in the Rates of Receiving Medical Examinations and Health Management Indicators

  • Below are the rate of receiving health checkups (including comprehensive medical checkups), the implementation rate of specific health guidance, the rate of receiving complete medical examinations, and the rate of taking stress checks.
  • For health management indicators, two items, which are “BMI (ratio of employees with proper BMI values)” and “smoking rate,” are provided here.
FY2020 FY2021 FY2022
Rate of receiving health checkups 99.9% 99.9% 99.9%
Implementation rate of specific health guidance 79% 79.2% 72.9%
Rate of receiving complete medical examinations 67% 68.7% 52.7%
Rate of taking stress checks 96% 94.1% 93.1%
BMI (ratio of employees with proper BMI values)(Note) 71.2% 75.0% 74.1%
Smoking rate 13.3% 12.5% 12.0%

(Note) BMI less than 25

8. Results of the Health Awareness Survey

We adopt the following scores as indicators of health management to promote our initiatives.

FY2022 FY2023
Presenteeism (performance) core*1 80.7 points 78.1 points
Absenteeism (sick leave and leave of absence)score*2 1.88 days 2.82 days
Work engagement (enthusiasm and vitality for work)score*3 52.0 points 50.4 points

*1: Single-Item Presenteeism Question: SPQ (Self-assessment of one’s own work for the past 4 weeks using 100% as the work performance that can be demonstrated in the absence of illness or injury).

*2: Respondents answered the number of days of leave taken due to injury or illness (including late arrivals and early leaving) through a questionnaire.

*3: Individual ratings (from 1 to 4 points) regarding their work enthusiasm and vitality were converted to a 100-point scale.

9. External Evaluations

In recognition of our efforts to maintain and promote the health of our employees, we have been certified as a “Certified Health & Productivity Management Outstanding Organization” since 2019. This program is jointly implemented by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi to certify companies actively engaged in health management.
We are committed to continuing to promote health management and create a workplace where employees can work in good health and with vitality.

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