Employees and Organizational 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.

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Goals (KGI)

At Resonac, we regard the health of our employees and organization as a key enabler of our Purpose and Values, and as a foundation for cultivating co-creative talent and fostering a healthy corporate culture.

Through our Health and Productivity Management initiatives, we strive to:
･Foster a healthy corporate culture where employees can thrive and experience happiness and fulfillment
･Enhance health literacy and encourage employees to take an active role in maintaining their own health; and
･Build highly engaged organizations that support challenge and growth through mutual trust and respect.
To measure progress toward achieving these goals, we have established three Key Goal Indicators (KGIs).

Governance Structure

At Resonac, the CEO serves as the highest executive responsible for Health and Productivity Management, while the CHRO is responsible for promoting related initiatives. The Health and Productivity Management Group within the CHRO organization is responsible for the companywide promotion of Health and Productivity Management and the overall management of employee health. The group includes the Chief Corporate Industrial Physician and occupational health nurses, providing professional expertise to support these efforts. At each site, health management personnel—including corporate industrial physicians, occupational health nurses, and HR Business Partners (HRBPs) —work collaboratively to implement health management and health promotion initiatives.
We also collaborate with related departments within the CHRO organization to advance key human capital initiatives, including engagement, Diversity, Equity & Inclusion (DE&I), and psychological safety, ensuring alignment with broader management strategies. Furthermore, through collaboration with the health insurance association and communication with employees via labor unions, we promote health and productivity management as a company-wide co-creation initiative.

Major Health Investments

Legal Compliance and Health Management

• 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 corporate industrial physicians or occupational health 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 corporate industrial physician.
• 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.

Specific Examples of Health Promotion Measures

Other Health Promotion Initiatives

• 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.
• 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.

Employees and Organizational Health Performance

• *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 6 Refers to a condition in which employees are working while experiencing some form of illness or symptoms, resulting in reduced work performance and productivity. Specifically, this is measured using employee survey data based on the SPQ (University of Tokyo Single-Item Presenteeism Question), in which employees assess their work performance over the previous four weeks as a percentage (%) compared to their performance when in optimal health (defined as 100%). The average score is calculated, with lower values indicating better outcomes.
• *7 Refers to a condition in which employees are absent from work due to health-related reasons. Specifically, this is measured using employee survey data in which respondents are asked to report the number of days they were absent from work due to health issues over the past year. The average number of days is calculated, with lower values indicating better outcomes.
• *8 Refers to a state in which employees actively engage in their work and feel energized. Specifically, this is measured using a three-item ultra-short version of the Utrecht Work Engagement Scale (UWES), which assesses “Vigor,” “Dedication,” and “Absorption” on a seven-point scale (0–6). The average score is calculated, with higher values indicating better outcomes.
• *9 Measured using three original questions based on the SPOS (Survey of Perceived Organizational Support).Each item is rated on a seven-point scale (0–6), and the average score across the three questions is calculated.

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External Recognition