Human resources are our most important management resource, and promoting employee health is extremely beneficial to the realization of our medium- to long-term management goals and management philosophy. Because all of our products and services revolve around infrastructure (IT infrastructure) that provide essential functions for society, promoting employee health can have a significant impact on improving the quality of products and services beyond the scope of business risk management, not to mention ensuring the stable operation of IT infrastructure.

We formulated our Health and Productivity Management Declaration in 2021, and have increased activities to improve the health of each and every one of our employees. As a result, we were certified as an Excellent Health and Productivity Management Corporation 2022 (large enterprise category) under the Excellent Corporation for Health Management certification system, operated by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi. In addition, since 2023, we have been selected for the third consecutive year as one of the "White 500", awarded to the top 500 companies in the large enterprise category.

We established a Health and Productivity Management Promotion Department in July 2022, under the direction of the CEO, to further promote this initiative. The Health and Productivity Management Promotion Department considers issues and initiatives, etc. related to health and productivity management while cooperating with the Safety and Health Committee, industrial physicians and public health nurses, etc., and reports and shares the results with the Sustainability Committee. Measures are implemented by individual departments and employees to encourage all employees to promote health and productivity management.

In order to resolve health issues that lead to the solution of management issues, we have developed necessary target indicators. We have also identify areas for investment and implement the necessary measures to achieve our target indicators.
Strategy Map（PDF）

1. Measures to Enhance Employee Health

We are promoting various initiatives to improve employee health. In particular, regular monitoring of employee health and early detection of poor health conditions will help maximize our most important management resource, human resources.
We also consider an increase in the rate of high-stress employees, something that has become an issue in society in general, as a similar health challenge, and believe it is important to create a comfortable working environment for employees through the implementation of various measures.
In light of the above, we aim to achieve a participation rate of 100% for regular health checkups and stress checks and will implement the PDCA cycle to review these results.

Physical health measures

In order to detect diseases at an early stage, we strongly encourage employees to take health checkups. We are also taking measures to prevent the neglection of disease and illness. While taking onboard the advice of our industrial physicians and public health nurses, we are working to provide additional financial support for optional medical examinations to promote employee health. The results of these examinations are reviewed, and employees diagnosed as high-risk are interviewed by a public health nurse to explain the importance of further examination and medical treatment.
By discussing the importance of specific health guidance with the health insurance union and creating an environment that encourages employees to continue receiving treatment, the number of employees seeking to receive specific health guidance has also improved. In fiscal 2023, this rate increased to 41.8%, approximately 15% higher than the national average of 26.5%. This is an indication that our employees are becoming more health conscious.

Examples of measures)
・We pay all costs for lifestyle-related illness medical examinations and comprehensive medical checkups for employees aged 35 and over.
・We pay all costs for gynecological examination for female employees under 35 years of age.
・We pay for all or part of the costs for specialized medical examinations for employees of a recommended age.

Mental health measures

We conduct stress checks for all employees once a year, and provide further guidance and training based on the results to strengthen mental health measures.

Measures for female health issues

<Health literacy>
Seminars to improve health literacy for all employees are conducted through an e-learning platform once a year. In 2024, we introduced "Femknowledge", an on-demand training service supervised by ASKA Pharmaceutical Co., Ltd., as an educational measure to enhance health literacy concerning female-specific health issues to improve female employee career development and presenteeism. In 2024, 140 employees, accounting for 30% of all employees, and 92% of female employees, participated in the training.

< Framework >
In April 2023, we established a new vacation and support system to support female health issues and symptoms, pregnancy, childbirth, and fertility treatments.

2. Workstyle reform

Approximately 75% of our employees are engaged in development work. In order to provide our customers with high-quality systems and services, it is vital to carefully manage employee working hours and to provide a working environment and measures that enable employees to work in comfort. Through our workstyle reform initiatives, we aim to reduce the total number of working hours and improve work-life balance. We have also established an environment in which all employees can telework in order to encourage more diverse workstyles.

Workation (Staywork program)

We are promoting workation at our two development sites in Hakodate and Okinawa as a proposal for autonomous work styles that takes advantage of the diversity of our employees. By providing employees with an environment outside their usual work setting, we encourage them to make new discoveries and gain new insights, and support their personal growth. In addition, by having them socialize with employees in Hakodate and Okinawa and experience the cultures and business styles of different regions, we expect them to create new ideas and opportunities for collaboration.

Careful management of working hours

We have been implementing a range of workstyle reforms since In 2017. Employee working hours are checked at senior management meetings, and when employees have been exceeding the maximum working hours, directions are given to the relevant department as necessary in order to improve employee work-life balance. In fiscal 2023, we were able to reduce the average number of overtime hours per month by approximately 29% from the 2017 level, and we are returning this reduction to employees in the form of a "Time Generation Allowance." In addition, if employees work for a certain number of hours late into the evening, they are granted special time-off on an hourly basis based on the number of hours worked, and we encourage them to use this time to better their health.

Encouraging employees to take paid leave

In 2018, we established a new hourly annual paid leave program, and since April 2019, we have been promoting the planned use of paid leave. We have added three days to the five days of paid leave required by the Work Style Reform Act. Paid leave is managed to ensure employees take a minimum of eight days per year and if they don't, they are encouraged to do so.  Since 2019, all employees have taken five days of paid leave per year. In Year ended June 2023, the percentage of paid leave taken reached 66.4%.

In 2023, we increased the number of days of annual paid leave granted to employees who have been with the company for less than five years by two days to improve benefits and the work environment, and established and revised a non-statutory paid special leave program, resulting in an average of 7.6 days of paid special leave taken.

Complimentary breakfast service to encourage employees to come into work early and a regular healthy food service

Breakfast is provided free of charge between 8:00 and 9:30 on weekdays for company employees. We launched this service in June 2019 with the aim of improving productivity by eliminating long work hours and working into the evening to promote better health. In the past year, approximately 60% of employees have used this service along with the regular healthy food service.

1. Health management monitoring

We monitor quantitative indicators to assess the effectiveness of health promotion measures and workstyle reforms. We hope to gain a better visualization of results by measuring these indicators on an ongoing bases. To see these results, please see our ESG data.

　* Aggregation period: April 1 to March 31
*1 Company-wide average for performance percentage that an employee felt he/she demonstrated in a past month, when performance that can be demonstrated in a healthy state is deemed as 100%.
*2 Company-wide average for hours missed from work on leave, etc., due to health problems in past three months
*3 Average scores for two questions on work engagement in the simplified survey on new occupational stress (shortened to 80 items)
　(Minimum "1" to maximum "4," the lower the better)

2. Improvement in employee satisfaction

Since 2017, we have conducted an annual employee satisfaction survey. This survey has led to the promotion of the use of paid leave and improved training programs for managers. In addition, as a result of various initiatives to enhance the work environment and job satisfaction, employee engagement is improving. We will continue to make further improvements by listening to the opinions of each and every employee.

3. Effects on management

Annual working hours per person have been reduced by 4.3% compared to fiscal 2017, and employee health has improved by ensuring they get adequate sleep and rest. Revenue and profit has also improved over this period, indicating high employee productivity. In the future, we will make further improvements by measuring absenteeism and presenteeism on an ongoing basis.

We place the highest priority on the safety of our officers and employees and everyone involved in our business operations.
Under the direction of the representative director, Intelligent Wave holds a Health Committee meeting once a month consisting of industrial physicians, safety and health related departments, and employee representatives. At these meetings, the Health Committee discusses topics such as mechanisms to support employee health and improve the workplace environment while obtaining advice from industrial physicians and others. Based on the result of these discussions, we are working together with our employees to create a safe workplace free from occupational accidents and to implement various measures to prevent accidents.

In addition to activities such as the establishment of the Safety and Health Committee and workplace patrols, we are implementing measures for emergencies, such as the installation of AEDs (automated external defibrillators) and disaster drills.