In the Nitta Group, one of the concrete ways in which we aim to create value is by establishing an attractive and rewarding workplace environment. Focusing on health and productivity management* is a key to achieving this aim.
Through health management, the goal is to enable each group employee to unleash their potential and become a “shift innovator with a focus on manufacturing”, as set forth in our medium-term management plan.

The Nitta Group has formulated the Nitta Health Management Declaration to promote health management.

To create an attractive workplace environment where each employee can thrive, we will advance health management based on the three key concepts of a healthy body, a healthy mind, and a healthy workplace.

Various policies are implemented at Nitta, which are led by the Health Management Promotion Project team and under the guidance of the president as the chief health officer. Management executives also participate in carrying out these policies. The project team provides reports on initiatives and best practices to the Sustainability Committee as appropriate. In addition, an in-house newsletter fosters awareness among employees.

At the time of formulating our Health Management Declaration in 2018, our company’s prevalence rate of metabolic syndrome (known as ‘metabo’ in Japan) was about 3% higher than the national average as stated by the Japan Health Insurance Association. Metabo is closely associated with lifestyle-related diseases such as hypertension. To promote robust physical health in our employees, we set a target for reducing the metabo prevalence rate by 2.7% and the lipid risk prevalence rate by 2.5% for the fiscal year 2021. We continue to participate in the Japan Health Insurance Association’s Workplace Health Declaration each year.
When we issued the Health Management Declaration, the rate of metabolic syndrome among Nitta employees was roughly 3% higher than the national average.
By the end of the fiscal year 2021, we achieved a reduction of 3.2% in the lipid risk prevalence rate, surpassing our target. Meanwhile, the prevalence rate for metabo fell by 2.0%, not quite meeting our goal.
To further reduce the rate of metabolic syndrome, our employees need to adjust their lifestyles. By the fiscal year 2025, we aim to have 85% of people be interested in improving their lifestyle, a 50% rate of good walking habits, and a 70% rate of proper dietary habits. We are committed to working with our employees to improve their lifestyles.
While continuing to participate in the Workplace Health Declaration, we aim to increase awareness of daily lifestyle habits through activities such as walking events and by offering healthy meal options in the company cafeteria. We intend to improve lifestyle habits, leading to a reduction in the rate of individuals with metabo.

After analyzing the responses from stress checks and health examination questionnaires, we found that those with high stress levels have lower productivity due to presenteeism. Therefore, we set a goal of reducing the rate of high-stress individuals and conducted training and e-learning related to mental health to promote a positive mindset among employees.
As a result, despite the influence of changes in work patterns due to the COVID-19 pandemic, the rate of individuals with high stress levels fell from 19.9% in fiscal year 2019 to 18.5% by the end of fiscal year 2021.
Although the rate of high-stress individuals has been falling, we’re striving for a further reduction in this rate and a reduction of presenteeism, while promoting a positive mindset among employees.
As well as improving mental health awareness through training and e-learning, we will also take steps to prevent harassment by putting our managers through training and e-learning. This will promote good communication between managers and their staff.

To enhance the work-life balance of our employees and cultivate a vibrant workplace, the Nitta Group has been encouraging employees to take paid leave. Even so, there is some variation in the utilization rate across departments and job roles within the company. To help create a more vibrant workplace for a greater number of employees, we are aiming for a paid leave utilization rate of 75%.
By establishing an environment that encourages and tracks leave acquisition through the Human Resources department, and by streamlining operations in both field and support departments, we successfully increased leave utilization. In fiscal year 2022, the utilization rate of paid leave was 76.2%, meeting our target.
To continue achieving our targeted rate of paid leave utilization, we will keep streamlining operations and encouraging employees to use their paid leave. Also, under the leadership of the Human Resources Group, we will explore new initiatives to increase engagement with work, while continuing to promote a vibrant workplace.