Our Health Management Policy
As a technology company, Fujitsu recognizes that human resources are its most important capital. To achieve our purposes, we have therefore set “protecting the physical and mental health of our employees and creating an environment where all employees can work positively and healthily, both in mind and body” as a key sustainability issue to be shared globally, which we are promoting in tandem with our health and safety activities as the “Health Well-being” activities of a Global Responsible Business (GRB).
In Japan, we have announced the Fujitsu Group Health Statement and are promoting GRB Health Well-being activities as health management initiatives. We believe that our efforts to maintain and boost the health of employees and their families and to improve the work environment will lead to higher productivity, invigorate individuals and organizations and enhance human resource retention, and that aiming to create a work environment where each employee can work positively and healthily both in mind and body will help us to fulfill our purposes. Moreover, the results obtained through Fujitsu's health management initiatives will be broadly publicized to society, and through the provision of ICT we will contribute to resolving social issues.
Domestic Structure for Promoting Health Management and Conducting Reviews
All regions and Group companies participate in GRB Health Well-being activities in accordance with their local laws and circumstances. At the Sustainability Management Committee that meets every six months, committee members check the progress of activities and the achievement status of targets, deliberate on new activities and report the results to the management council and the Board of Directors.
In Japan, health management is led by the Chief Health Officer (CHO). The CHO heads the Health Management Office, which consists of the Employee Success Unit, the Health Promotion Unit and the Fujitsu Health Insurance Society. The Health Management Office holds regular meetings twice a month to analyze health-related data and issues, set targets and indicators, draw up plans, carry out measures and manage, evaluate and improve progress. The results are regularly reported to the CHO. The Health Management Office plays a central role in the implementation of measures, working together with the Health and Safety Committees in offices and Group companies, occupational health physicians and industrial health and safety staff to urge organizations (division heads, managers, Work Environment Improvement Support Staff) and individuals (employees and their families) to action.
Two meetings have been established to promote health management initiatives: the Central Health and Safety Committee and the Health Management Cooperation Council. The Central Health and Safety Committee reflects the opinions of employees by discussing issues and sharing information with the representatives of labor unions and the representatives from offices and divisions. At the Health Management Cooperation Council, the Health Management Office and corporate, research and business divisions share information in both directions about Fujitsu's health management initiatives and about health management-related business initiatives being carried out by research and business divisions. They encourage the adoption of health management in business while promoting the application of ICT (such as in demonstration experiments).
Targets and Results
Health Well-being initiatives are linked to Career & Growth Well-being, Financial Well-being and Social Well-Being initiatives with the goal of creating an environment where all employees can work positively and healthily while also enabling employees to develop personally, and offering opportunities for them to demonstrate those abilities to the fullest extent. To that end, our goal for 2022 is to have an average score of 71 globally for "work-life balance" and "work environment" in the Engagement Survey, which we are working to achieve in all regions and Group companies.
In Japan, under our aim of creating an environment where all employees can work positively and healthily, we set five indicators about improving productivity, invigorating individuals and organizations, and enhancing human resource retention to serve as final health-related evaluation indicators. To improve and reinforce each indicator, we created a health management strategy map. We are tackling the areas representing the five priority measures on the map, namely
- Cancer & lifestyle disease countermeasures
- Mental health countermeasures
- Oral and dental health measures
- Health literacy and health awareness improvement, lifestyle improvement, and
- Work environment development, while performing the PDCA cycle.
|Final target indicator||FY2019||FY2020||FY2021|
|Improve productivity||Improve absenteeism||3.6 days||2.2 days||3.4 days|
|Invigorate individuals & organizations||Improve work engagement||-||2.48||2.41|
|Improve overall health risks||98||99||99|
|Enhance human resource retention||Improve job turnover||3.06%||2.44%||2.94%|
|(Reference indicators)||Medical expenses per person
Out of which insured persons
|Tallying in progress|
- Absenteeism:average number of days of absence or days off (including annual paid leave) taken due to illness or external injury.
- Presenteeism:the loss percentage for a year calculated from the number of days in the past three months where the employee attended work but was unable to perform up to their usual standard due to an illness or symptom as stated in a survey, and from an investigation of the resulting loss percentage (no data for FY2019, FY2020 due to a change in calculation methods from FY2021 onwards)
- Work engagement:the average score of answers to "I feel energized when I work" and "I feel proud of my work" in the New Work Stress Simple Survey.
Health Management Results_Process Indicators
|Cancer & lifestyle disease countermeasures||Regular (lifestyle disease) health examination rate||99.9%||99.9%||100%||100%|
|Detailed examination rate after regular health examination||78.4%||78.8%||Tallying in progress||90%|
|Specified Health Guidance completion rate (*1)(*2)||36.9%||38.5%||32.8%||55.0%|
|Cancer screening (breast cancer, cervical cancer) rate (*1)||59.4%||56.8%||59.0%||63.0%|
|Mental health countermeasures||Stress check rate||89.9%||84.4%||85.7%||94.0%|
|Oral and dental health measures||Dental examination rate (*1)||48.7%||38.4%||37.8%||70.0%|
|Health literacy Health awareness improvement||Company-wide e-learning attendance rate||93.7%||89.2%||(*7)||100%|
|Health event (walking event) participation rate (*1)||25.1%||22.8%||30.4%||36.0%|
|Work environment development||Discretionary work application rate||17.0%||18.0%||16.0%||-|
|Flex time application rate||74.0%||77.0%||79.0%||-|
Health Management Results_Outcome Indicators
|Status of employee mortality||Employee mortality ratio (for a population of 100,000)
Standardized mortality ratio (SMR) (*3)
|Lost working days due to illness||Percentage of absentees/persons on leave for mental health reasons (*4)||1.81%||1.63%||1.95%||0.60%|
|Percentage of absentees/persons on leave for other illnesses (*5)||0.45%||0.39%||0.35%||0.30%|
|Health examination results||Percentage of overweight persons (*1)||17.5%||19.4%||19.9%||12.9%|
|Percentage of high-risk persons (*1)(*6)||1.3%||1.3%||1.5%||0.6%|
|Stress check results||Work and lifestyle satisfaction||19.4%||21.2%||22.7%||25.0|
|Percentage of highly-stressed persons||11.2%||10.0%||9.9%||8.0%|
|Lifestyle and health behavior status||Smoking rate||20.6%||18.5%||17.0%||20.0%|
|Behavioral change stage (health behavior implementation rate)||39.1%||41.6%||43.8%||55.0%|
|Status of working hours||Average overtime||22.2 hours||23.4 hours||22.0 hours||-|
|Rate of taking paid annual leave||77.1%||65.4%||69.4%||-|
- (*1)indicators apply to individuals covered by Fujitsu Health Insurance Society. All others are employees of Fujitsu Limited.
- (*2)Percentage of targets for specified health guidance based on the results of the previous year's health examinations who received specified health guidance by October of the current year.
- (*3)Standardized Mortality Ratio (SMR): The number of mortalities compared to the number of mortalities in Japan as a whole, indexed based on 100.
- (*4)Ratio of employees who took absences or leave for one month or more for mental health reasons, divided by the number of employees at the end of the fiscal year.
- (*5)Ratio of employees who took absences or leave for one month or more for reasons other than mental health, divided by the number of employees at the end of the fiscal year.
- (*6)Ratio of persons determined to be at high risk for hypertension, diabetes or CKD (chronic kidney disease) based on health examination data.
- (*7)Company-wide e-learning was extended in FY2021 to implement workplace vaccination of the COVID-19 vaccine.
Indicator verification examples
- The relation between Work Life Shift working styles, stress and health risks
According to stress checks, the percentage of highly-stressed persons was 11.2% in 2019, 10.0% in 2020 and 9.9% in 2021, showing a trend towards improvement.
An analysis of teleworking rates, highly-stressed persons and health risks shows that the number of highly-stressed persons decreases as the rate of teleworking increases. However there is a U-shaped relationship between overall health risks and teleworking rates. Workload control risks and workplace support risks both increase for the group with low teleworking rates. Workload control risks decrease as the rate of teleworking increases, but when the teleworking rate exceeds 90%, workplace support risk increases. (Graph 1)
An analysis of long overtime hours, highly-stressed persons and health risks shows that workload control risks and overall health risks increase with longer overtime hours. (Graph 2)
The results of this analysis show that stress and health risks can be reduced by creating a hybrid work system by combining the flexible use of time and locations based on work contents and purpose and lifestyles that teleworking offers with the effective use of real-life communication at the office, and by coupling the hybrid work system with a reduction in overtime hours through the proactive application of flexible work structures such as flextime and discretionary systems. Thus we will further promote Work Life Shift as a new working style that allows employees to display even higher productivity and continue to innovate.
- Lifestyle changes and examination finding rates
The lifestyle-related disease finding rates for health examinations in FY2020 were significantly worse than those in FY2019, with BMI at +1.3%, fat at +3.4%, blood sugar at +0.5% and blood pressure at+3.9%. To verify whether this result was influenced by a decrease in physical activity due to changes in lifestyles and working styles caused by the spread of the COVID-19, we compared the number of steps walked daily for FY2019 and FY2020 and divided them into three groups: those where the number had decreased, those where the number had not changed and those where the number had increased. After analyzing the examination finding rate, we confirmed that the finding rates in all examination items in FY2020 were significantly lower for the group where the number of average daily steps had increased compared to the group where the number had reduced or stayed the same. This shows that walking in daily life is effective at preventing and improving lifestyle diseases. We will therefore encourage employees to make exercise a daily habit through activities such as the company-wide "Let's Walk Together" walking event.
These kinds of analysis results are released to all employees through the portal site and internal newsletters along with health dynamics data (health examination data, leaves of absence, etc.) and stress check results.
Major Global Initiatives
Fujitsu Learning Festival 2022
In FY2022, the Fujitsu Learning Festival will be organized for the 130,000 global employees and their families. Under the theme "SDGs with Well-being," each region and Group company will introduce concrete examples of the Well-being initiatives it is involved in and organize seminars related to Well-being. During the Festival, a global walking event will be held to help the whole organization to be aware of walking in everyday life. Each step will be connected to a donation that contributes to the SDGs.
Northern & Western Europe initiatives
Northern & Western Europe partnered with an external organization to hold a team-based activity challenge between October and December 2021. 1,126 employees took part, 88% of whom engaged with the challenge app every day and 48% of whom connected with their colleagues socially through the app.
Global Delivery Centers initiatives
Many employees will experience emotional ups and down in the "new normal" environment. To maintain and improve employee health, the Global Delivery Centers partnered with an external organization to implement an Employee Assistance Program (EAP) starting in FY2021. Through the EAP, expert psychologists invited from all around the world organize training on how to handle private and public issues such as health and family and work lives that may generally affect well-being. 3,499 persons took part in FY2021. Additionally, as part of the EAP, employees and their family are permitted to use external counselors for free and receive support from experts in order to cope with mental and emotional issues.
Countermeasures for Lifestyle-Related Diseases
Fujitsu and its domestic Group companies provide support for independent health management by carrying out health checkup in accordance with legally mandated health examination items, with additional items by age group, as well as offering checkup results via online systems and providing information such as health risks and changes over time. In addition, with regard to employees who have abnormal findings after receiving checkups, we aim to improve their lifestyle habits, and provide thorough medical checkups and consultations, through health guidance and medical examination recommendations supplied by occupational physicians and occupational health staff. For employees who have been diagnosed as needing treatment due to their test results, the Fujitsu Health Insurance Society monitors their medical prescriptions for three months to prevent their post-diagnosis condition from worsening, and recommends checkups for employees who have not undergone treatment, which leads to appropriate medical care. In addition, family members of employees (spouses of those enrolled in the Fujitsu Health Insurance Society, and family members 40 years of age and older) are able to undergo the same health checkups as employees (including cancer screenings).
Taking steps against cancer involves engaging in prevention through improvement of lifestyle habits, as well as early detection through health checkups and treatment. We promote regular additional screenings for stomach cancer, colorectal cancer, and prostate cancer when employees undergo legally prescribed health checkups, based on age group. In collaboration with the Fujitsu Health Insurance Society, we conduct and support the expenses for gynecological examinations (cervical cancer and breast cancer) for all female employees. In addition, to screen for stomach cancer, the Fujitsu Health Insurance Society runs tests for Helicobacter pylori for 35-year-olds and conducts in-depth examinations on those who test positive.
Additionally, we hold “Cancer Prevention and Support for Balancing Work and Treatment” e-learning seminars for all group employees in order to equip them with accurate knowledge about cancer, and to lead to prevention through improvement of lifestyle habits, as well as early detection and treatment through health checkups. We also provide e-learning materials to employees’ families in cooperation with the Fujitsu Health Insurance Society.
Mental Health Countermeasures
At Fujitsu and its domestic Group companies, through health consultations, employment support and recurrence prevention for those with mental health issues, and mental health education provided by occupational health staff at each office, we support employees and workplaces, which leads to improved mental health. Furthermore, we have full-time psychiatrists and licensed psychologists on staff to offer counseling during working hours, providing a system for receiving professional support within the company. Health consultations and counseling can also be accessed online, creating a structure where they are available from anywhere, including when working from home. In workplaces, we deployed support staff for managers, known as Work Environment Improvement Support Staff. Through awareness of employees’ working situations and regular communication, we can detect the unwell at an early stage, leading to pre-emptive responses in coordination with the Health Promotion Unit. The Fujitsu Health Insurance Society also provides health consultations and counseling over the phone and online so that employees and their families can easily consult them.
In a system unique to the Fujitsu Group, Work Environment Improvement Support Staff are appointed and placed to promote the creation of work environments where employees can work positively and healthily. The Support Staff work together with managers to solve work management challenges, detect poor health quickly from the work condition of employees and daily communication with them and respond at an early stage by coordinating with the Health Promotion Unit and Human Resources Unit.
For stress checks, in addition to supporting employee self-care through checkups, we provide feedback to management and senior staff members by integrating organizational analysis results with engagement surveys and other internal studies, then synchronizing these efforts with Work Life Shift initiatives, which leads to better working environments. In addition, for workplaces with high levels of health risk and workplaces with many employees who have been evaluated as highly stressed, we offer stress management education and workshops for creating healthy workplaces to provide support for reducing employee stress factors and energizing the places where they work.
*Work Life Shift link
Oral and dental health countermeasures
Oral and dental health plays an important role in maintaining and improving health for the whole body while also greatly affecting QOL (quality of life) across a lifetime. Therefore we have set it as an important health issue and we hold activities such as dental examinations and preventive dentistry seminars to promote oral and dental health.
- Dental examinations
We provide tooth checks (caries and fractures), periodontal pocket measurement and brushing guidance for employees aged 25, 30, 35 and 40 to prompt them to take an interest in oral and dental health from an early age and encourage early treatment and prevention.
- Preventive Dentistry Seminars
In cooperation with JOF (*8), we hold a preventive dentistry seminar entitled "Preventive dentistry in the Reiwa era from 2019 onwards," to share knowledge on issues such as the etiology of cavities (caries) and periodontal disease, dental examination methods, self-care methods with the aim of KEEP28 (*9).
- (*8)JOF@KEEP28 Corporation (Japan Oral Physicians Forum)
- (*9)KEEP28 is a social preventive dentistry initiative promoted by JOF aimed at not losing a single tooth from the time it comes in until the end of your life and living the rest of your life with your own teeth without losing any from your current age.
Health literacy and health awareness improvement
Through various kinds of health education such as health guidance, e-learning, training for managers and company-wide seminars, through various events about exercise, diet and smoking, and by sharing information through internal newsletters and portal sites, we aim to improve employees' health literacy and health awareness and form healthy habits.
- Company-wide e-learning: Once a year all employees at Fujitsu and Group companies in Japan are given e-learning on important health topics to provide knowledge and increase their health awareness.
- Regular employees: Receive education about self-care when joining the company or changing jobs through e-learning.
- Managers: Receive education about their subordinates' mental healthcare when appointed as managers and once every three years as part of their people management education.
- Company-wide seminars: Seminars are broadcast to all Group company employees in Japan about topics such as exercise, nutrition, diet, smoking and women's health.
- Office seminars: Seminars are held on themes such as mental health and health promotion, based on the issues faced by each office.
- Refer to FY2021 Performance: Health Education for more details
- A company-wide walking event, “Let's Walk Together”
To cultivate a habit of exercising in daily life and increase health awareness, Fujitsu and all Group companies in Japan hold a company-wide walking event called "Let's Walk Together" twice a year in spring and fall. Participants compete on an individual and team basis with the average number of steps walked in a month using a smartphone app. There are individual and team incentives for the employees with the highest average number of steps, teams that achieve 6,000 average steps in a day, teams that achieve 8,000 steps daily and other metrics.
Furthermore, during Fujitsu Learning Festival 2022, a global walking event will be held to help the whole organization to be aware of walking in everyday life. Each step will be connected to a donation that contributes to the SDGs.
- A quitting smoking promotion event, “Let’s Stop Smoking Together”
We organize an event where two to five non-smokers form a team with one smoker, who attempts to quit smoking over three months with the support of the team. Along with encouraging people to stop smoking, it provides opportunities for both smokers and non-smokers to think about smoking and health. Teams that successfully get their smoking member to quit are awarded incentives.
- A nutrition education event, “Let’s Learn About Food Together Day”
We have declared the 19th of every month to be Food Education Day. In addition to introducing healthy recipes using seasonal ingredients and information about health effects via email newsletters, we prepare special menu items using those ingredients at the employee cafeterias all over Japan, and work to improve employee awareness of what they eat.
- Online fitness
As working from home becomes the norm in the new normal, we offer a sports club as an online service to encourage employees to stay healthy.
- Refer to FY2021 Performance: Health Events for more details
- A company-wide walking event, “Let's Walk Together”
Work environment development
The Fujitsu Group prepares a "Health Report Card" that visualizes data about the status of employee health on a division and company basis and the status of health improvement initiatives compared to the Group as a whole. It provides this card to management as feedback along with employee engagement surveys and stress check group analysis results, and the management works together with the workplace to develop the working environment while sharing employee health-related issues.
We also aim to improve the work-life balance and productivity of every individual employee by implementing a variety of measures to reduce long working hours. By promoting Work Life Shift, we have developed structures that support diverse working styles, taking teleworking as a basis and actively adopting flexible working arrangements such as flextime and discretionary work systems.
Smoking Prevention Measures
Starting from October 2020, Fujitsu and its domestic Group companies have completely banned smoking at all offices to protect employees from the harmful effects of secondhand smoke, and in an attempt to reduce the health risks of smokers.
Furthermore, to support efforts by smokers to quit smoking, we also hold seminars so that employees will accurately understand the health effects of smoking, and provide support and subsidies for treatment to quit smoking. In addition, the “Let’s Stop Smoking Together” Challenge, an event held once a year by all domestic group companies where smokers and non-smokers form teams to tackle quitting smoking, has improved awareness of quitting smoking and an attitude of fostering measures against smoking, group-wide and in all workplaces.
Health Initiatives for Female Employees
For health issues specific to women, we provide education, share information and have established a dedicated consultation window to raise women's health awareness and generate concern and understanding for health issues that women face. We also implement or support the costs of screening for cancers specific to women, all of which is aimed at driving the creation of a workplace where women can work positively.
- A women's health portal site has been set up on the intranet to disseminate information on different themes about women's health (such as hormones, life planning, menopause, and cancer), seminars held, archives of past seminars and a women's health consultation window.
- We broadcast seminars on women's health to all Group employees online to coincide with Pink Ribbon Day every October and Women's Health Week in March. By targeting all employees and not just female employees, we help all employees to take an interest in and have correct knowledge about female-specific health issues. This encourages the development of a work environment easy for women to work in and supports the active participation of female employees.
- In coordination with our diversity, equity and inclusion measures, we make time for women-specific health issues at seminars about balancing childcare and work that are held for employees returning from childcare leave and supervisors with employees raising children under them.
- Gynecological examinations (cervical cancer and breast cancer screening) are conducted for all female employees and employees can be examined at no personal cost. They can choose to undergo the examination as a set together with their company's mandatory health examination, or visit a contracted medical institution or visit their regular doctor for an examination.
Support for Balancing Work with Medical Treatment
The fundamental idea at Fujitsu and its domestic Group companies is that employees should undergo proper treatment, then return to work after recovery. We have established various leave systems and income support mechanisms so that employees can have peace of mind and devote themselves to medical treatment. We provide support from medical staff while an employee is on leave, so that they can make a smooth return to work. When they return, we conduct joint discussions with the occupational physician (occupational health staff), HR, the employee’s department head, and the employee themselves, and review their post-return work duties and employment considerations.
In order to provide support for employee treatment while they are on leave and for their return to work, we offer a guidebook aimed at the employee and their supporting department head and family members. The guidebook, entitled “How to Spend Your Days While Undergoing Treatment,” is a compilation of information to be aware of, including treatment objectives, how desired treatment should be, how to think about returning to work after recovering, and procedures for returning to the workplace.
Infectious Disease Countermeasures
Fujitsu and its domestic Group companies actively engage in countermeasures to keep employees safe from various infectious diseases by establishing health consultation services and dispensing information, among other initiatives. As preventative measures against infectious diseases, we give seasonal influenza vaccinations at companies, in addition to giving vaccinations to employees stationed overseas which are recommended in each place they will be staying (at company expense). With regard to the issue of rubella, which has been growing in recent years, we are cooperating with local governments to conduct education and public awareness campaigns at offices.
Response to COVID-19
The Fujitsu Group has established a Central Infectious Disease Countermeasure Unit headed by the president to centrally manage all information while the General Affairs Unit, Human Resources Unit and Health Management Unit work together to take measures against COVID-19.
We have established a dedicated online hotline and email consultation service to respond to employees and their family members who have health concerns. We provide instructions to put them at ease, and so they can take appropriate action and seek medical care. In addition, the Fujitsu Clinic (Kawasaki City, Kanagawa Prefecture) handles people who are worried about infection, in conjunction with health care centers and regional specialist medical institutions.
- Providing information and education
We have established a COVID-19 countermeasure site (Central Countermeasures Unit/Health Promotion Unit). It shares response guidelines for COVID-19, knowledge and the latest information about coronavirus infection, health considerations for teleworking (how to comfortably telework, exercise, diet, smoking, mental health, work environment) and other such information necessary for the mental and physical health of employees and their families.
- Working styles
We are thoroughly implementing teleworking, which makes it possible to work flexibly without being limited by a place, such as at home, satellite offices or on business trips to help prevent COVID-19 infections.
- "Status of efforts to reduce the number of employees who commute to work by using telework and other means.”
To accelerate workplace vaccinations of the COVID-19 vaccine and reduce the burden on local medical institutions, vaccines were administered to approximately 33,000 staff, over 40% of Fujitsu Group employees at four locations (Kawasaki factory, Osaka Hub, Oyama factory, Nagano factory). The vaccinations were performed by company staff only.
About COVID-19 vaccinations
Fujitsu Headache Project
First company in the world to be honored as a world-leading corporation in migraine workplace awareness education and support programs
In March 2022, Fujitsu became the first company in the world to be honored by the Global Patient Advocacy Coalition of the International Headache Society (IHS-GPAC) (*10) as a world leader in migraine workplace awareness education and support programs..
Chronic headache disorders, which include migraine, tension, and other chronic headache types, have a significant impact on daily life and work productivity. To address this problem, Fujitsu has developed and implemented training programs for employees globally in the workplace to promote awareness and treatment of headache disorders, as well as prevention programs for employees suffering from such disorders. Fujitsu’s efforts were evaluated by the International Headache Society as a model case of corporate measures to support employees living with headache disorders.
In the workplace, chronic headache disorders tend to be trivialized due to a common lack of understanding. As a result, many employees that suffer from these disorders continue to work while enduring painful headaches and other severe symptoms, leading to a decline in productivity and quality of life (QOL).
In June 2018, Fujitsu conducted an in-house survey in cooperation with International Headache Society, the World Health Organization (WHO), and the Japan Headache Society among Fujitsu employees about the impacts of chronic headache disorders on their work. Of the 2,500 people surveyed, 85% had experienced headache disorders. Of those who experienced headache disorders, 84% had never been treated. In addition, it was found that the economic loss to Fujitsu due to headache disorder-related sick leave and lower performance was approx. 900 USD per year per chronic headache disorder-affected employee in average (in case of migraine approx. 2,300 USD), or approx. 197 million USD per year for all employees, representing approximately 1% of the total annual salary paid to all employees. It was also revealed that health-related QOL scores (*11) of employees with chronic headache disorders were lower than the national standard for Japan. This demonstrates that headache disorders have a significant impact on daily life and work productivity. To address this issue, Fujitsu launched the “FUJITSU Headache Project” as a headache disorder prevention program that is now globally available to all employees.
Outline of the “FUJITSU Headache Project”
Based on the results of a joint study conducted in 2018 (Fujitsu employee survey on the degree of impact of chronic headache disorders on work), Fujitsu in fiscal year 2019 developed the FUJITSU Headache Project in cooperation with HIS-GPAC and the Headache Society of Japan. Utilizing e-Learning programs to help Fujitsu Group employees in Japan acquire correct knowledge about headache disorders, Fujitsu held video seminars for headache patients, online headache consultations with specialists, and headache exercises. Through these initiatives to help employees with headache disorders, Fujitsu attempts to improve QOL and boost work productivity, and aims to create a workplace where people suffering from headache disorders can work with peace of mind.
- Project period: July 2019 to February 2022
- Target: approximately 70,000 Fujitsu Group employees in Japan
e-Learning programs and on-demand video seminars, online headache consultations, etc.
- 1. To expand the Fujitsu Headache Project program to regions overseas, we are offering e-learning educational materials in English and holding headache seminars for all global employees.
- Based on the results of the Fujitsu Headache Project, Fujitsu, the International Headache Society and the Japanese Headache Society will analyze the project to check whether there was increased understanding and knowledge about chronic headaches and to see how much improvement there was in the burden and lowered productivity caused by headaches.
- 3. IHS-GPAC is making the headache management program developed through the Fujitsu Headache Project available to the public.
- (*10)Global Patient Advocacy Coalition of the International Headache Society (IHS-GPAC):
The International Headache Society is a UK-based academic organization founded in 1981 for headache-related research, medical care and education.
The Global Patient Advocacy Coalition cooperates with global and regional headache, neurology, and pain societies to carry out patient support activities. It also acts together with governments, patient associations and headache specialists.
- (*11)Health-related QOL score:
A score that quantifies the impact of disease and treatment on the patient's subjective sense of health (mental health, vitality, pain) and daily work, housework, as well as family, leisure, and social activities.
Assessments from Outside the Company
Named as a 2021 Health and Productivity Stock Selection, and Certified as One of the 2021 White 500 Health and Productivity Enterprises
As a company which considers the health management of employees from a management perspective and tackles strategic initiatives to deal with it, Fujitsu was selected as a 2021 Health and Productivity Stock Selection by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange for the first time, and certified as one of the top 500 enterprises (the White 500) by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi, marking its fifth consecutive certification. We regard the health and safety of our employees and their families as one of our key management issues and to that end, we take care to establish robust systems with medical professionals at our offices nationwide, provide health guidance for lifestyle-related diseases, and set up mental health and smoking prevention programs, and these awards are recognition of our results.
In addition, in order to promote health management across the entire group, Representative Director Takahiro Tokita serves as Chief Health Officer (CHO) and disseminates messages to all employees in Japan and overseas. We are also working to have senior management directly discuss the importance of health management and its impact on the company's sustainable growth and business performance by using data-driven health information, together with occupational health staff, so that management personnel will gain a more realistic understanding of health issues.
Among domestic Fujitsu Group companies, three domestic group companies were certified in the White 500 (top 500 enterprises), 9 companies were certified in the large-scale enterprise, and four companies were certified in the small to medium-scale enterprise category.
*Company names are as of the time of certification (as of March 9, 2022).
- Large-scale enterprise (White 500): Fujitsu Communication Services, Fujitsu Network Solutions Limited, Shimane Fujitsu Limited
- Large-scale enterprise category: Fujitsu Cloud Technologies Limited, Fujitsu FSAS, Fujitsu Learning Media Limited, ,, Fujitsu Japan, Shinko Electric Industries, Fujitsu Frontech, , G-Search Limited, Fujitsu IT Management Partner Co., Ltd.
- Small to medium-scale enterprise category: Fujitsu Isotec, Fujitsu Banking Solutions, Best Life Promotion, Mobile Techno Corp.
Received Outstanding Corporation Award for Promoting Cancer Countermeasures in March 2021
Fujitsu received an "outstanding corporation award" for the second year in a row from the Cancer Countermeasures Corporate Action Project (*12), which is conducted by the Ministry of Health, Labour and Welfare.
- (*12)A national project (commissioned by the Ministry of Health, Labour and Welfare) which aims to raise the cancer screening uptake rate to 50% or more, and build a society where people can continue to work even if they have cancer.
- March 2021 - Selected as a Health Management Brand for 2021
October 2021 - Nominated for the Grand Prize at the Women's Body Forum Awards 2020 and received Merit Award
March 2020 - Received Cancer Countermeasures Partner Award (Information Provision Category), awarded to companies that promote cancer countermeasures
- March 2021 - Selected as a Health Management Brand for 2021
Health Management Promotion Initiatives and Social Contributions
Fujitsu helps to promote health management and solve health issues for all of society by offering and presenting things such as health management and practical cases of health and productivity management in various forms, as well as research results, to places outside the company. In addition, we accept occupational physicians, medical students, nursing students and others for training within the company, and contribute to the human resources development of occupational health staff.
Refer to FY2020 Performance: Social Contribution Initiatives for more information.
Sharing cancer e-learning materials with parties outside the company
Through the Cancer Countermeasure Corporate Action project conducted by the Ministry of Health, Labour and Welfare the materials used in the "Cancer Prevention and Support for Balancing Work and Treatment" e-learning seminars held for all Fujitsu and all Group employees in FY2019 are being provided to the project's partner companies and organizations. As of the end of FY2021, 5,845 persons had attended the seminar.
- Cooperating to measure the effectiveness of cancer screening
- Fujitsu is collaborating with specially-appointed Professor Nakagawa of the University of Tokyo Hospital and the National Cancer Center in a demonstration to measure the effectiveness of cancer screening through receptor analysis.
- Joint development of a Migraine Improvement program with the Global Patient Advocacy Coalition of the International Headache Society (IHS-GPAC)
- Refer to FY2021 Performance: Health Management Promotion and Social Contributions for other public announcements.
Health management-related services
- The Fujitsu Group contributes to the health of society as a whole by providing healthcare solutions such as health information solutions, regional medical networks, and solutions for hospitals, clinics and nursing care providers.
- Additionally, to improve people's quality of life and create well-being, we will provide the foundation for trust and innovation, and we will strive to connect consumers, medical institutions, companies and governments so as to rebuild consumer-centered societies and industries in order to realize a society where data circulates based on an individual's wish and anyone can use advanced technology.
- Training and education
|Company-wide e-learning||“Accurate Information About Headaches and How to Deal with Them”||e-learning||All Group company employees in Japan||760|
|Regular employee education||Health education upon joining||e-learning||All new employees in Japan||1,504|
|Manager education||Workplace management training||e-learning||All managers in Japan||13,846|
|Selective education||Self-care training after stress checks||e-learning||All employees in Japan||3,000|
- Company-wide seminars
|Date held||Seminar name||Speaker||LIVE||Archived|
|April 22, 2021||Preventive dentistry seminar
"Preventive dentistry in the Reiwa era from 2019 onwards” An overview of preventive dentistry
|Apple Dental Center
Dr. Shintaro Hata, Dentist
|February 04, 2022||Food Education Seminar
Rules for eating to improve your constitution, manage your health and improve your performance
|Waseda University Chrono-nutrition research center
Dr. Akiko Furuya, visiting researcher
|March 02, 2022||Women's health seminar
"Telling the Truth about the New HPV Vaccine"
|Osaka University Graduate School of Medicine
Professor Yutaka Ueda, Obstetrics and Gynecology
|December 14, 2021||Health Insurance Society seminar
“Mental Toughness Seminar”
- “Let’s Walk together” company-wide walking event
|Held||Participating teams||Participants||Participation rate|
|Fall 2021||5,205 teams||29,589||30.4%|
|Spring 2021||4,283 teams||24,863||25.0%|
|Fall 2020||3,866 teams||22,463||22.8%|
|Spring 2020||Suspended due to the spread of COVID-19|
|Fall 2019||4,094 teams||25,018||25.1%|
|Spring 2019||3,456 teams||19,463||19.3%|
|Fall 2018||2,662 teams||15,589||15.2%|
|Spring 2018||1,476 teams||7,328||7.0%|
- “Let’s Stop Smoking Together” quitting smoking promotion event
|2021 year||65 teams||65||177||50(76.9%)|
|2020 year||193 teams||193||441||141(73.1%)|
|2019 year||249 teams||249||599||201(80.7%)|
|2018 year||430 teams||430||1,060||300(69.8%)|
- Online fitness (Health Insurance Society)
|Registered||Insured persons||Dependents||Total||Programs applied for|
|February to April 2021||2,733||288||3,061||39,920 cases|
|August to October 2021||2,106||328||2,434||30,440 cases|
Health Management Promotion and Social Contribution
- (Public lectures, conference presentations, article submissions)
|Category||Date||Name of lecture, academic meeting or media||Title|
|Lecture||May 20, 2021||Occupational physicians forum, the 94th Annual Meeting of Japan Society for Occupational Health||New Working Styles and Health Management in the New Normal|
|Lecture||May 21, 2021||Occupational health nurses forum, the 94th Annual Meeting of Japan Society for Occupational Health||The Frontlines of Working styles: Health Support for Employees Working through Telework|
|Lecture||June 18, 2021||2021 Forum, The Society of Health Development Sciences, NPO||"Living with COVID-19" as an Agent for the Further Development of Occupational Health: the Future of Occupational health - Experiences in Occupational Health Activities during the Coronavirus Crisis|
|Lecture||September 04, 2021||Main Symposium, 1st Meeting of the Occupational Health Nurses Division, Japan Society for Occupational Health||Expectations of Occupational Health Nursing from the Standpoint of Businesses|
|Lecture||September 21, 2021||Panel discussion, the 24th Meeting of the Japan Academy of Community Health Nursing||Working style Reform Prompted by the Coronavirus Crisis: New Working styles and Occupational Health Nursing Activities|
|Lecture||September 25, 2021||General Meeting, the 59th Conference of the Health Management Research Council||New Working styles in the Era of Living with COVID-19|
|Lecture||November 21, 2021||Occupational Nursing Professionals Symposium, the 28th Annual Conference of Japanese Society for Occupational Mental Health||Preventing Divisions Caused by Crises: How to Support an Organization|
|Lecture||November 30, 2021||FJJ Mental Health Seminar||New Data Applications for Stress Checks at Fujitsu|
|Lecture||December 12, 2021||Self-Organized Symposium, 1st Conference of the Japanese Association of Certified Public Psychologists||How to Apply Perspectives on Addiction to Various Fields|
|Lecture||December 16, 2021||Business Owner Support Workshop, Saitama Vocational center for Persons with Disabilities||Telework and Mental Health|
|Lecture||December 21, 2021||The 80th Annual Meeting of Japanese Society of Public Health||Practices and Problems in Community Training and New Employee Development During the Coronavirus Crisis: Thinking about Future Cooperation - From the Occupational Health Workplace (Based on Experiences Welcoming New Employees During the Coronavirus Crisis)|
|Lecture||January 09, 2022||Workshop supporter representative, the 10th Annual Conference of Japan Academy of Public Health Nursing||“Our Working style Reform” in the Age of the New Normal: What it Means to Work in Your Own Style|
|Lecture||March 25, 2022||Symposium, the 29th Annual Meeting of the Japan Association of Job Stress||Thinking About Multi-Occupational Cooperation According to the Progress of Cases (Developmental Disorders)|
|Conference presentation||May 18-21, 2021||The 94th Annual Meeting of Japan Society for Occupational Health||Effectiveness of Rework Programs for Persons Taking Leaves of Absence for Mental Health Reasons (Follow-up Report)|
|Conference presentation||May 18-21, 2021||The 94th Annual Meeting of Japan Society for Occupational Health||Workplace Supervisors Working with Employees with Mental Health Issues|
|Conference presentation||May 18-21, 2021||The 94th Annual Meeting of Japan Society for Occupational Health||The State of Rapidly-Changed Telecommuting and its Effect on Health: From a Survey|
|Conference presentation||December 3-5, 2021||The 31st National Conference of the Japan Society for Occupational Health||Intervention for Persons who do not Submit Stool for Analysis: From a Survey|
|Contribution||April 20, 2021||Occupational Mental Health, Vol. 29, No. 2 (Japanese Society for Occupational Mental Health)||Countermeasures and Collaboration with Regard to Overwork and Interviewing Highly Stressed Individuals from the Perspective of Occupational Health Nurses|
|Contribution||June 21, 2021||Health Development Vol. 25, No. 4 (The Society of Health Development Sciences, NPO)||"Corona" and Our Lifestyles: Thoughts on Food and Masks|
|Contribution||September 01, 2021||Safety and Health, Vol. 72, No. 9 (Japan Industrial Safety & Health Association)||Special Feature on Mental Healthcare in the Age of Living with COVID-19: Caring for Employees with Mental Illnesses|
|Contribution||February 22, 2022||Health Management, March 2022 Issue (Hokenbunka-sha)||New Working styles in the Era of Living with COVID-19: Imagining the Future based on "Work Life Shift"|
- Health management-related press releases and notices
|June 15, 2021||Notice||About COVID-19 vaccinations|
|September 1, 2021||Notice||Implementation status of efforts to reduce the number of employees who commute to work through telework|
|November 4, 2021||Press release||Fujitsu Begins Sales of the "LifeMark Health Management Solution" Capable of Predicting Health Management Results|
|March 02, 2022||Press release||Fujitsu Honored by the International Headache Society - Global Patient Advocacy Coalition as a World Leader in Migraine Workplace Awareness, Education, and Employee Support Programs|
|March 23, 2022||Press release||Fujitsu Recognized as a Health Management Outstanding Organization "White 500" for 6th Year in a Row|
- Participation in and dispatch of members to external committee and review meetings
|Manager||Name of Committee/Review meeting||Position|
|Well-Being for Planet Earth Foundation
|Well-being Initiative||Gold plan
|Ministry of Health, Labour and Welfare||Project review meeting for surveys to verify the effectiveness of the stress check system||Review meeting members|
|Japan Industrial Safety & Health Association||Review meeting on the revision of self-diagnosis checklists for workers on fatigue accumulation levels||Review meeting members|
|Cancer Countermeasure Corporate Action||Cancer Countermeasure Corporate Action advisory board meetings||Observer|
|The Japanese Association of Public Health Nurses for Occupational Health||Representative of board of directors|
|Kanagawa Occupational Health General Support Center||5 consultants|
- Accepting occupational health physicians, medical students and nursing students for training and practical experience
|Target||Name of Committee/Review Meeting||Number accepted|
|Medical interns||Community-based health care training||1 hospital, 9 persons|
|Medical students||Early experience training||1 school, 8 persons|
|Medical students||Occupational health physician workplace practical training||2 schools, 55 persons|
|Nursing students||Community health nursing practical training, integrated nursing practical training||2 schools, 12 persons|
|Nursing students||Nursing departments||7 schools, 110 persons|