Initiatives for Health Management

Health Declaration

The Oiles Group respects the diversity of its employees and actively promotes employee health in order to create an environment and culture where individuals can grow together with the company, based on the recognition that human resources are the source of value creation.We believe that “the health of each and every employee leads to the well-being of employees and their families, enhances motivation and vitality in the workplace, and revitalizes organizational strength.”By supporting the maintenance and improvement of employees’ physical and mental health, we aim to achieve the sustainable growth of the company.

President
Yoshikazu Sakairi

Together with the Central Health and Safety Committee, the Human Rights and Human Capital Sub-Committee strives to create a foundation on which employees can enjoy working. We strive to promote KENKO Investment for Health through reform of working patterns, mental health measures, and activities to maintain and promote health. In November 2020, we set up the KENKO Investment for Health Promotion Team in the Human Resources Dept. to strengthen our organizational framework for health and productivity management. Based on the KENKO Investment for Health Strategy Map, we have integrated key initiatives into our health and safety action plans and built a structure that enables consistent implementation across all sites. As a result of these efforts, we have also been certified as an Outstanding Organization of KENKO Investment for Health by the Ministry of Economy, Trade and Industry (METI) for three years running since FY2023.

In response to the growing societal concern over mental health issues, which have led to an increase in employee leaves of absence across industries, we have been proactively implementing measures to support the mental health of our employees. We also established an Oiles Group personnel consultation desk that is available to all employees of domestic Group companies. The desk provides support for both work-related and personal concerns. Since 2022, a clinical psychologist has been assigned to the Human Resources Dept. to provide professional support. In accordance with the Industrial Safety and Health Act, we have employees undergo a stress check once a year, support individual stress management, and also perform a group analysis by workplace every year. Starting in FY2024, we added questions regarding engagement and presenteeism to conduct a multifaceted evaluation. We also inform individual managers of the results of the group analysis to facilitate improvements in the workplace environment.

We have established a robust support system that enables employees to consult with an occupational physician, an occupational health nurse, a clinical psychologist, or an external organization as needed, helping to ensure early detection and prevention of mental health issues. We provide mental health training to every employee for self-management and an occupational health nurse interviews all new employees to facilitate their adaptation to the workplace. When an employee takes leave, occupational health personnel are involved before leave is taken and provide continuous support even while the employee is on leave. We develop tailored return-towork support programs to ensure a smooth and successful reintegration for employees following a leave of absence. InFY2025, we introduced ARIRGE SUPPORT, which is a cloud service from ARIRGE CO., LTD. to assist with both treatment and work. We are enhancing our system of support by efficiently coordinating with employees who are sick and medical facilities.

The Oiles Group respects employees' freedom of association, union membership, collective bargaining, and the right to participate in peaceful gatherings under international treaties and decrees. We ensure collective bargaining and other arrangements that enable employees to communicate openly with management without fear of discrimination, retaliation, intimidation, or harassment. Based on sufficient discussion, labor and management will work together to put our corporate philosophy into practice.

Intending to grow into a company that continuously takes on future-oriented challenges together with its employees, we conducted the first employee awareness survey for all officers and employees in 2019. Based on the results of this survey, we would like to conduct such awareness surveys regularly as we aim to build the ideal human resources system. Also, to transform work styles and promote diversity, we surveyed male employees’ parenting and housework practices in 2020. Based on those results, we conducted training in 2022 for managers and male employees to help them strike a balance between parenting and working. In these sessions, we learned about men’s actual circumstances in parenting and housekeeping and discussed the need for men to be actively involved in parenting and balancing parenting with work.

Oiles and some of our Group companies have their own respective labor unions. The company and labor unions have a stable labor-management relationship and have concluded more than 60 agreements, arrangements, and memorandums while arranging opportunities for regular labor-management discussions to negotiate and debate matters such as labor conditions and human resource systems. It should be noted that we have a 100% labor union membership rate among permanent employees.