Employees’ Health

Policies

Resonac upholds “Change society through the power of chemistry” as its Purpose and aims to become a company that contributes to the sustainable development of the global society. To this end, the Company deems it important to help employees and their families maintain and promote their health by enhancing its health and productivity management.

Providing employees with a physically and psychologically safe environment that helps them perform at a higher level will in turn help the Company achieve sustainable growth. Based on this recognition, Resonac will foster measures for employees’ health as the foundation that underpins all its business activities, thereby maximizing its corporate value and making even more contributions to society.

• * Absenteeism: A condition in which an employee is absent from work due to a physical or mental illness (some type of health issue); a "visible loss”
• * Presenteeism: A state in which employees are at work but their work efficiency and productivity are declining due to physical or mental illness (some type of health issue); "a loss that is difficult to visualize”

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Promotion system

At Resonac, the health and productivity management group at the head office is in charge of promoting and supervising health and productivity management on a companywide basis. This group, in cooperation with health supporters (industrial doctors, nurses and administrative staff) working at each of the Company’s sites and affiliated companies, is striving to help employees maintain and promote their health.

In addition, the health and productivity management group works closely with the health insurance associations by holding regular meetings and jointly implementing measures.

When implementing the company-wide scale activities, we hear opinions of the labor union in advance and discuss, whether the measures are beneficial to employees from various perspectives.

Furthermore, important matters relating to health and productivity management policies and measures like health and productivity management strategy map are discussed at Management Committee meetings attended by CXOs and business unit heads.

Major activities

Specific Examples of Health Promotion Measures

• In order to comply with our legal obligations, we have been ensuring that 100% of our employees receive regular health checkups. We also conduct an annual stress check of employees at our sites and affiliated companies, including those that are not obliged to carry it out due to having 50 or fewer employees. Moreover, in order to give support to our sites and affiliated companies where no industrial doctors or nurses are stationed, we are formulating an industrial health promotion system and rules to implement it while also promoting necessary human resource development under the leadership of the supervising industrial doctor.
• We have introduced a cloud-based health management system for the central management of health checkups and stress checks and provide support for measures to reduce long working hours. By enabling centralized access to company-wide health information, the system can be used for planning health management measures, pursuing close collaboration among industrial health practitioners, and making efforts to improve workplace environments to support employee health.
• We have established a system to help new employees maintain, improve and preserve their health, and we are implementing the following initiatives in cooperation with relevant organizations.
• Conducting pulse surveys to check on workplace environments and health conditions
• Publicizing consultation services
• Providing knowledge on self-care through education and training
• We recommend that employees posted overseas, business travelers and their family members receive the necessary vaccinations for their destinations before traveling there, and our occupational health staff provides advice on preventing malaria and other infections to those posted to Vietnam and other East Asian countries. We have also established a system to facilitate regular health checkups at local hospitals or hospitals in Japan for expat employees working overseas.
• Company-wide seminars are being held to address employee health issues, such as women's health, exercise and smoking cessation. Moreover, in partnership with Resonac’s health insurance association, we are sharing a range of health information and using health support apps to organize events to encourage employees to engage in physical exercise on a regular basis. We will continue to expand opportunities to provide information that will enable employees to play active roles at work while maintaining their health.

Achievements related to employees' health

• *1 BMI 18.5 or higher, less than 25
• *2 The results for this question are based on the periodic health examination questionnaire (all age groups). However, the 2022 figures are for those aged 40 and above.
• *3 The percentage of employees who answered "I am already working on improving it" to the question "Are you thinking of improving your lifestyle habits such as exercise and eating habits?" on the periodic health examination questionnaire.
• *4 For the applicable questions in the Occupational Stress Simple Survey (57-item version), the responses were re-scored as satisfied = 1 point, somewhat satisfied = 2 points, somewhat dissatisfied = 3 points, dissatisfied = 4 points, and the average value was calculated.
• *5 Regarding the responses to the questions "What is the most influential health issue affecting your work?" and "Compared to when you have no symptoms from that health issue (normal), to what extent do your workload and quality of work change when you have symptoms?", the loss amount was calculated using the Quality & Quantity Method.
• *6 Regarding the response results to the question "Your job performance over the past four weeks as a percentage of your usual performance when you are not ill or injured (100%)", the presenteeism loss rate was calculated using the Single-Item Presenteeism Question, University of Tokyo 1-item version.
• *7 Absentee tallies based solely on the attendance system (results not disclosed); for 2024, an average value was calculated from employee survey responses on "the number of days absent from work due to poor health in the past year."
• *8 The 3 questions on vigor, dedication, and absorption from the Utrecht Work Engagement Scale were conducted in the employee survey, and the average score was calculated.

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Responses to various infectious diseases

Regarding the response to various infectious diseases, including the novel coronavirus infection, we have established response procedures that prioritize infection prevention and measures to prevent the spread, based on valuing the lives of employees. We continue to implement flexible work arrangements such as telecommuting and flextime systems, provide hygiene products like hand sanitizers in the office, install sanitation management equipment such as carbon dioxide concentration meters, and offer subsidies for influenza vaccination costs.