Follow up with at-risk employees

• Following health checkups, we provide guidance via interviews and email (including encouragement to take health checkups and to measure blood pressure, and guidance on lifestyle improvements).

Encouragement to take interest in blood pressure and regular measurement

• Since the fiscal year ended March 2023, we have established a blood pressure measurement promotion month and set up blood pressure monitors on each floor of the head office building to promote measuring.
• We lend employees small blood pressure monitors so they can take readings at home.

In the fiscal year ended March 2024, the ratio of employees at risk from high blood pressure decreased to 4.1% and the employees who showed no blood pressure issues during health checkups but actually had blood pressures of 140/90 mmHg or higher when at work fell to 10.5%.
This initiative was an opportunity to make employees aware of how stress can raise blood pressure by having them measure their blood pressure during working hours. Going forward, we will take an approach that focuses on high-risk individuals and continue to promote blood pressure measurement (establishing monitoring equipment at all offices, lending out small blood pressure monitors).

The ratio of employees who have a regular walking habit (at least one hour a day, three days a week) is high at over 60%, but the ratio of employees who exercise regularly (at least 30 minutes a day, two days a week) is low at 17.2% (as of the fiscal year ended March 2023).

In order to create good exercise habits, we are implementing the following three initiatives with a focus on walking, which is an easy exercise to fit into daily lifestyles.

• 1) Classes on walking form (including online)
  Led by the familiar presence of employees who have inhouse Health and Exercise Leader qualifications, these classes give tips on proper walking posture and form in a fun way.
• 2) Physical fitness measurement sessions
  These provide an opportunity for employees to measure their fitness and physical abilities.
• 3) Walking festivals hosted by the health insurance association (twice a year)
  A collaborative project with the health insurance association. Employees take part in groups of three, providing opportunities for communication between colleagues.

The survey results for initiatives 1) and 2) showed that satisfaction among participants was high and that 64.5% had become more aware regarding exercise or had started exercising as a result. Also, in the fiscal year ended March 2024, the ratio of employees who exercise regularly (at least 30 minutes a day, two days a week) increased to 18.2% while the ratio of employees who have a regular walking habit (at least one hour a day, three days a week) remained high at 63.1%. In the fiscal year ending March 2025, we will continue these initiatives to create opportunities for adopting good exercise habits.

A survey of employees revealed that 48.2% are not satisfied with the quality of sleep they get, 50.5% only sleep for six hours or less, and 21.5% felt that on average, lack of sleep damaged their performance. In response to this, we held seminars with a sleep improvement instructor and made meeting rooms available as spaces to take a power nap. Going forward we will continue to take measures to improve the sleep situation.

A scene from spaces to take a power nap

In the fiscal year ended March 2024, the rate of absence from work due to mental illness improved to 1.27%
Also, the results of a group analysis of stress checks remained positive with a score of 85 for "overall health risk" and 12.4 for "overall assessment of workplace enthusiasm."
In the fiscal year ending March 2025, we will continue to provide individual counseling with public health nurses and implement other initiatives to reduce the number of employees suffering from mental health problems, including improving the way work environment improvement seminars are carried out to enable managers to make more effective improvements.

• Associate regular employee system
  A system that helps employees with physical illnesses balance treatment and work by maintaining their status as regular employees while enabling them to control the number of hours or days worked in accordance with their treatment schedule and physical health.
• Establishment of a consultation framework
  We have established a framework that enables employees to consult with an occupational physician or public health nurse at any stage before, during, and after returning to work.
• Handbook for Supporting Work and Cancer Treatment
  We have created a handbook that summarizes the support that cancer patients can access both inside and outside the Company, and to provide an image of how their leave of absence, return to work, and the balancing of work and treatment will be handled. All employees are made aware of the handbook.

Cancer screenings received in the fiscal year ended March 2024

• We will continue working to raise the rate of cancer screenings received
• We will continue initiatives to raise breast awareness knowledge
• We will foster environments that enable employees with cancer to continue working with peace of mind
• We will launch an initiative to enable detailed follow-up examinations to be taken during working hours
• We will provide an e-learning course on cancer for all employees

In the fiscal year ended March 2024, we implemented a questionnaire survey investigating the status of employees in regard to premenstrual syndrome (PMS) and menopause and their support needs.

The response rate was 51.7% and the main results are as follows.

• Levels of knowledge and awareness regarding PMS and the menopause are high
• The percentage of employees experiencing PMS or menopause is high
• Assuming that performance when not experiencing PMS or the menopause is 100%, employees felt their average performance level was 67.1% when experiencing PMS and 77.7% during the menopause

The survey showed that as knowledge concerning PMS and the menopause was high, employees are aware of when they are experiencing relevant symptoms. Also, the downturn in performance when experiencing PMS or menopause was smaller than anticipated by the Health Support Office. However, the number of employees who are not able to take the appropriate steps when symptoms arise, although small, is an issue that needs to be addressed.
Going forward, we will work to deepen the knowledge of all employees through initiatives such as systematic e-learning courses with content that changes depending on the user.

Theme	Target
Appropriate steps for handling the effects of changes in hormone balance	All employees
Women-specific cancers	Women employees
Top five things supervisors should understand	Management employees
Male menopause	Men employees

• Foster a work culture that is aware of smoking-related issues
  We have released the FANCL Group's "No Smoking Declaration," create anti-smoking slogans, and provide information in line with World No Tobacco Day.
• Systems and workplace environment initiatives
  We have suspended the hiring of new graduates who smoke, prohibited smoking during working hours, and completely banned smoking on Company premises.
• Creating environments that support people who want to quit smoking
  We provide guidance for quitting smoking from occupational physicians and public health nurses, bring together smokers who want to take on the challenge of quitting, and subsidize the cost of smoking cessation treatment.

In the fiscal year ended March 2024, the smoking rate among employees remained low at 6.6%, but going forward, we will continue working to make it even lower.

• We have maintained a record of zero mass outbreaks
• We will continue to provide information regarding infectious diseases
• We will continue to subsidize the cost of influenza vaccines and carry out group vaccinations at workplaces
  *The anticipated annual cost of subsidizing influenza vaccinations in the fiscal year ending March 2025 is ¥1,400,000

As a measure to prevent infections among employees in overseas postings and the people who accompany them, we provide education and information about the situation concerning infectious diseases at their destination before travel. We also provide vaccinations based on a consultation with an expert, and carry out health management through regular conversations.