We have identified “creating a workplace and society where all people can flourish” as one of the materiality issues of sustainability, and our first priority is to value “people”.
At Mizuho Leasing, we believe that each and every employee is an important asset and that their mental and physical health is our source of creating a prosperous and sustainable future.Based on this concept, Mizuho Leasing will promote health management by maintaining and improving the work environment where each and every employee can work in a healthy and safe manner, so that they can continue to work with vitality and pride.
President and CEO
Akira Nakanura
Under the responsibility of the President and CEO, who serves as the Health Management Officer, the Personnel Department leads the promotion of health management in liaison with the Health Insurance Association, industrial physician, internal stakeholders, and the Employee Association (employee representatives), among others.
Under the firm belief that each and every employee is an important asset, we need to promote health management to ensure that they can continue to work with vitality and pride. One of the important challenges in this regard is improving employee engagement. We are working on initiatives to encourage each and every employee to develop a deeper understanding of the idea of engagement and to act independently and proactively.
We have developed a plan for promoting health management as below.
Under our basic approach of employee health management, we hold a Health Committee meeting once a month in accordance with the Industrial Safety and Health Act , and make efforts to maintain and promote employee safety and health as follows.
We provide an annual medical checkup for all employees. For expatriate employees and their accompanying family members, we provide vaccinations as a preventive measure necessary for each country in which they are stationed, as well as a health check once or twice a year in that country or in Japan, depending on the sanitary conditions and/or medical standards of the country.
We conduct a stress check once a year according to the basic policy of promoting mental health, since mental health is important to make employees’ lives comfortable and fulfilling, and secure a pleasant and safe working environment .
In order to capture employee awareness in a timely manner and create a better working environment, we have conducted an engagement survey every three months since August 2021. We thus aim to realize a better working environment by implementing measures to enhance employee engagement via encouraging them to take ownership of engagement.
Using the app, we encourage employees to participate in walk events, dietary record/improvement programs, and other activities.
We conducted surveys for female employees to identify health-related issues and needs specific to women. (In the FY2023 survey, we received responses from 42.1% of our female staff.) We have introduced femtech in an effort to support female employees’ active engagement from a health perspective. Moreover, we hold seminars by female physicians to help both our male and female staff acquire knowledge and deepen understanding of health-related issues specific to women.
We hold seminars for supporting smoking cessation. In FY2024, 503 employees (62.0%) attended seminars that focused on smokers’ health as well as passive smoking.
As smoking cessation leads to the prevention of lifestyle diseases and improvement of the working environment, we intend to continue our efforts.
We are addressing drinking-related risks as well. We have shared the insights on employee drinking habits, as revealed by the FY2024 health check, with our entire staff. Additionally, we held a seminar based on the Guidelines on Health-Conscious Drinking published by the Ministry of Health, Labour and Welfare, with a participation rate of 81.9% (664 participants).
We cover all costs related to flu vaccinations for employees. (In FY2023, 292 employees applied, totaling 1.10 million yen.)
Seminars held so far include a sleep seminar, body composition measuring seminar, vascular age measuring seminar, glycation check, physical & mental refreshment seminar, and shoulder & lower back pain management seminar. All participants of the body composition measuring seminar, vascular age measuring seminar, and glycation check rated them as “Satisfied.”
To ensure a work-life balance and the creation of time for employees to have enriching experiences, we encourage employees to take consecutive days of paid annual leave, as well as to utilize leave systems such as the anniversary holiday (special vacation) system. Moreover, we have set Wednesdays as a no overtime day, and in July and August, additional two summer no overtime days for each division and branch, considering business peak and off-peak times.
Our goal is to achieve a rate of paid annual leave taken of 80% (average of all employees) by the end of FY2025 (rate in FY2023: 70.8%).
In addition to the above, we have adopted flexible work styles (e.g. telecommuting, hourly paid leave, flextime), leading to an approximately 71.6% employee satisfaction rating.
Given the occupational health and safety-related hazards associated with overtime, we are working to reduce overtime as a priority issue. Monthly overtime data is shared not only with individual employees but also labor managers and the industrial physician. Our efforts to curb overtime include conducting interviews with long-hour workers, implementing policy changes, and improving workplace efficiency.
We send a message from the President to all employees periodically. By sending a message including information about employees’ health maintenance and enhancement, we foster employees’ health awareness.
Mizuho Leasing has been certified as a Certified Health & Productivity Management Outstanding Organization (Large Enterprise Category) under the 2024 Certified Health & Productivity Management Outstanding Organizations Recognition Program, selected jointly by the Ministry of Economy, Trade and Industry (METI) and the Nippon Kenko Kaigi.
Toward promoting health management, we define the challenges and metrics, evaluate the effectiveness of measures for improving the metrics, and implement the PDCA cycle.
We work to create a vibrant organization through conducting a quarterly engagement survey to assess the current state of the organization, as well as encouraging actions for organizational improvement, including the enhancement of communication.
We analyze data on presenteeism and absenteeism as metrics to evaluate the effectiveness of our measures. We aim to improve the metrics by advancing health management initiatives, and will continue to implement various measures for improvement.
Item |
FY2021 |
FY2022 |
FY2023 |
FY2024 |
Engagement survey respondents *1 |
740 people |
779 people |
870 people |
- |
Engagement survey response rate *1 |
88.0% |
89.8% |
92.8% |
90% or over |
Engagement survey score *2 |
70 |
70 |
69 |
- |
Health literacy *3 |
- |
- |
75.6% |
79.2% |
Proportion of high-stress individuals |
8.0% |
6.3% |
8.3% |
- |
Presenteeism *4 |
- |
- |
14.2% |
14.2% |
Absenteeism *5 |
0.11 days |
0.62 days |
0.70 days |
- |
*1 Respondents and response rate of external engagement surveys (fiscal year average)
*2 Score of external engagement surveys. A higher score indicates higher engagement.
The average among companies that have conducted the survey (approximately 3,260 companies across all sectors) is about 69.
*3 Measured based on questionnaires: Proportion of employees practicing health maintenance and improvement
*4 Measured based on the Single-Item Presenteeism Question (SPQ) (response rate: 52.1%, respondents: 1,381)
*5 Company-wide average of days of leave taken with the injury/disease leave system (all eligible staff: 811)
Aiming to maintain and improve a workplace environment where employees can work healthily and safely, we have set a target for the rate of paid annual leave taken and are working to achieve it.
We also aim to improve the implementation rate of various health checks and stress checks. Additionally, given the relatively high average age of our employees, we are striving to prevent a decline in productivity by helping them prevent lifestyle diseases by maintaining/improving lifestyle and healthy habits.
Thanks to these health management initiatives, the figures for overtime, rate of paid annual leave taken, smoking rate, and proportion of individuals with appropriate exercise habits have improved over FY2022 and FY2023.
Item |
FY2021 |
FY2022 |
FY2023 |
Target (FY2025) |
Overtime (non-statutory, monthly average) |
21 hours and 20 minutes |
18 hours and 25 minutes |
18 hours and 5 minutes |
Around current level |
Rate of paid annual leave taken |
68.2% |
65.0% |
70.8% |
80% or over |
Rate of employees undergoing regular medical checkups |
94.8% |
89.0% |
88.5% |
90% or over |
Specific health guidance provision rate |
73.3% |
78.2% |
78.2% |
- |
Rate of employees undergoing stress check |
93.2% |
92.4% |
93.3% |
95% or over |
Smoking rate *6 |
16.6% |
15.8% |
15.4% |
15% or below |
Individuals with appropriate dietary habits *6 |
58.3% |
51.6% |
49.0% |
60% |
Individuals with appropriate exercise habits *6 |
28.6% |
37.5% |
38.5% |
40% |
Rate of individuals maintaining normal weight *7 |
69.5% |
69.8% |
68.7% |
70% |
*6 Based on medical consultation results (all ages)
*7 Based on medical checkup results (all ages)