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- Realization of Work-Life Integration
- Promoting Health and Productivity Management
Promoting Health and Productivity Management
Based on the basic thinking that “employees are the company’s greatest asset and that the
employees’ physical and mental well-being are crucial for us to provide better services to customers,” we
promote continuous thorough implementation of occupational health and safety measures according to the JFR
Principles of Action, the reduction of accidents, initiatives to maintain and improve employees’ health.
And in cooperation with the health insurance association, we promote the prevention of pulmonary
tuberculosis, one of global infectious diseases, the prevention of lifestyle diseases, and mental health
care, among others.
J. Front Retailing Health Declaration
J. Front Retailing Group (the “Group”) aims for the Well-Being Life (both mentally and
physically fulfilling life) by realizing the Group Vision “Create and Bring to Life ‘New Happiness.’” To
this end, we think it is very important that individual employees live a Well-Being Life and are happy.
Health underlies Well-Being Life. Health is essential for employees themselves and their families and it is
the management foundation of the Group that considers human resources as its most important assets.
With this recognition, the Group will actively work to maintain and improve the mental and physical health
of
employees and thereby bring energy to the company to realize growth.
September 2021
Director, President and Representative Executive Officer
J. Front Retailing Co., Ltd.
Organizational Structure for Health and Productivity Management
J. Front Retailing Group (the “Group”) is promoting company-wide efforts for health and
productivity management with an Executive Officer in charge of human resources at J. Front Retailing (the
“Company”) as a responsible person. The Human Resources Strategy Unit plays a central role in these efforts.
It uses the Group Human Resources Liaison Meeting and the Safety and Health Committee* and works with the
human resources division and industrial doctors of each operating company and the health insurance
associations of the Group to maintain and improve health.
* Composed of management and labor. Half of the committee members are nominated by the labor union or labor
representatives. Meets once a month.
The Safety and Health Committee at each operating company is chaired by the president of the company or a
person responsible for human resources or equivalent duties and works with the human resources division,
industrial doctors, and industrial health staff of each company and the health insurance associations of the
Group to identify and confirm the status of people with illness. The Group Human Resources Liaison Meeting
is hosted by the Company’s Human Resources Strategy Unit and attended by each company’s person responsible
for human resources. The meeting provides an opportunity to share health-related initiatives and issues,
including the status of the Safety and Health Committee meetings held, the status of employee illness, and
stress checks, and discuss to resolve the issues.
＜Rate of regular health examinees (Daimaru Matsuzakaya Department Stores)＞
| FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | |
| Number of expected examinees |
5,223 |
4,440 |
4,566 |
5,693 |
4,837 |
| Number of actual examinees |
5,216 |
4,423 |
4,566 |
5,683 |
4,837 |
| Rate of actual examinees |
99.9% |
99.6% |
100% |
99.8% |
100% |
＜Implementation status of stress checks (Daimaru Matsuzakaya Department Stores)＞
The Japanese government has required employers to conduct the stress check program since
December 2015. We conducted stress checks by providing questionnaires to all employees previously, but from
FY2016 onward, the method has changed to online surveys and we provide follow-up care based on their
results.
Daimaru Matsuzakaya Department Stores and Parco provide Employee Assistance Program (EAP) counseling
services by external specialist organizations.
| FY2018 | FY2019 | FY2020 | FY2021 | FY2022 | |
| Number of expected respondents |
3,247 |
3,119 |
3,111 |
5,011 |
4,693 |
| Number of actual respondents |
3,129 |
3,010 |
3,029 |
4,867 |
4,520 |
| Rate of actual respondents |
96.4% |
96.5% |
97.4% |
97.1% |
96.3% |
Preparation of “health white paper”
Taking the opportunity that the “Health Scoring Report” was launched by the Ministry of Health, Labour and Welfare and other organizations, J. Front Health Insurance Association (the “Association”) compiles a “health white paper” from fiscal year 2018 by “visualizing” the results of aggregation and analysis of the data on health examinations, etc. shared by the Association and companies in the Group by company in the Group, department store, gender and age.
Specifically, data on insured employees’ status of participation in health examinations, the status of those who have a risk of lifestyle diseases, the adoption status of appropriate lifestyles and the status of medical expenses are aggregated and analyzed and shared between the Association and the management teams of operating companies.
We will continuously prepare the “health white paper” and use it as an indicator to track the progress of improvement from the previous year. Based on the problems revealed by the “health white paper,” operating companies and the Association will work together to make employees healthy.
The health white paper includes:
- Changes in the rate of participation in specific medical check ups;
- Changes in rate of insured employees to whom specific health guidance is provided;
- Rate of insured employees to whom specific health guidance is provided and provision rate;
- Insured employees’ health status (obesity, blood pressure, liver function, blood sugar and lipid); and
- Rate of insured employees who adopt healthy lifestyles (smoking, exercise, diet, alcohol drinking and sleep).
Measures against COVID-19
COVID-19 has increased the importance of efforts to maintain and improve employees’ health and ensure occupational safety. The Group provides thorough healthcare for employees to prevent COVID-19. We take various measures including daily temperature check and report (including by teleworkers), the promotion of telework, staggered working hours and online meetings, and social distancing at work. In response to the local infection status, we review our infection prevention measures for workers as needed and keep them informed about these measures. At J. Front Retailing and Daimaru Matsuzakaya Department Stores, industrial doctors provide information and online interviews and we let employees know about internal and external consultation services to maintain the physical and mental health conditions of employees and their family members during prolonged telework.
Realization of Work-Life Integration
- Home
- Sustainability
- Realization of Work-Life Integration
- Promoting Health and Productivity Management
Promoting Health and Productivity Management
Based on the basic thinking that “employees are the company’s greatest asset and that the employees’ physical and mental well-being are crucial for us to provide better services to customers,” we promote continuous thorough implementation of occupational health and safety measures according to the JFR Principles of Action, the reduction of accidents, initiatives to maintain and improve employees’ health.
And in cooperation with the health insurance association, we promote the prevention of pulmonary tuberculosis, one of global infectious diseases, the prevention of lifestyle diseases, and mental health care, among others.
J. Front Retailing Health Declaration
J. Front Retailing Group (the “Group”) aims for the Well-Being Life (both mentally and physically fulfilling life) by realizing the Group Vision “Create and Bring to Life ‘New Happiness.’” To this end, we think it is very important that individual employees live a Well-Being Life and are happy.
Health underlies Well-Being Life. Health is essential for employees themselves and their families and it is the management foundation of the Group that considers human resources as its most important assets.
With this recognition, the Group will actively work to maintain and improve the mental and physical health of
employees and thereby bring energy to the company to realize growth.
September 2021
Director, President and Representative Executive Officer
J. Front Retailing Co., Ltd.
Organizational Structure for Health and Productivity Management
J. Front Retailing Group (the “Group”) is promoting company-wide efforts for health and productivity management with an Executive Officer in charge of human resources at J. Front Retailing (the “Company”) as a responsible person. The Human Resources Strategy Unit plays a central role in these efforts. It uses the Group Human Resources Liaison Meeting and the Safety and Health Committee* and works with the human resources division and industrial doctors of each operating company and the health insurance associations of the Group to maintain and improve health.
* Composed of management and labor. Half of the committee members are nominated by the labor union or labor representatives. Meets once a month.
The Safety and Health Committee at each operating company is chaired by the president of the company or a person responsible for human resources or equivalent duties and works with the human resources division, industrial doctors, and industrial health staff of each company and the health insurance associations of the Group to identify and confirm the status of people with illness. The Group Human Resources Liaison Meeting is hosted by the Company’s Human Resources Strategy Unit and attended by each company’s person responsible for human resources. The meeting provides an opportunity to share health-related initiatives and issues, including the status of the Safety and Health Committee meetings held, the status of employee illness, and stress checks, and discuss to resolve the issues.
＜Rate of regular health examinees (Daimaru Matsuzakaya Department Stores)＞
| FY2017 | FY2018 | FY2019 | FY2020 | FY2021 | |
| Number of expected examinees | 6,337 |
5,223 |
4,440 |
4,566 |
5,693 |
| Number of actual examinees | 6,320 |
5,216 |
4,423 |
4,566 |
5,683 |
| Rate of actual examinees | 99.7% |
99.9% |
99.6% |
100% |
99.8% |
＜Implementation status of stress checks (Daimaru Matsuzakaya Department Stores)＞
The Japanese government has required employers to conduct the stress check program since December 2015. We conducted stress checks by providing questionnaires to all employees previously, but from FY2016 onward, the method has changed to online surveys and we provide follow-up care based on their results.
Daimaru Matsuzakaya Department Stores and Parco provide Employee Assistance Program (EAP) counseling services by external specialist organizations.
| FY2017 | FY2018 | FY2019 | FY2020 | FY2021 | |
| Number of expected respondents | 3,293 |
3,247 |
3,119 |
3,111 |
5,011 |
| Number of actual respondents | 3,159 |
3,129 |
3,010 |
3,029 |
4,867 |
| Rate of actual respondents | 95.9% |
96.4% |
96.5% |
97.4% |
97.1% |
Preparation of “health white paper”
Taking the opportunity that the “Health Scoring Report” was launched by the Ministry of Health, Labour and Welfare and other organizations, J. Front Health Insurance Association (the “Association”) compiles a “health white paper” from fiscal year 2018 by “visualizing” the results of aggregation and analysis of the data on health examinations, etc. shared by the Association and companies in the Group by company in the Group, department store, gender and age.
Specifically, data on insured employees’ status of participation in health examinations, the status of those who have a risk of lifestyle diseases, the adoption status of appropriate lifestyles and the status of medical expenses are aggregated and analyzed and shared between the Association and the management teams of operating companies.
We will continuously prepare the “health white paper” and use it as an indicator to track the progress of improvement from the previous year. Based on the problems revealed by the “health white paper,” operating companies and the Association will work together to make employees healthy.
The health white paper includes:
- Changes in the rate of participation in specific medical check ups;
- Changes in rate of insured employees to whom specific health guidance is provided;
- Rate of insured employees to whom specific health guidance is provided and provision rate;
- Insured employees’ health status (obesity, blood pressure, liver function, blood sugar and lipid); and
- Rate of insured employees who adopt healthy lifestyles (smoking, exercise, diet, alcohol drinking and sleep).
Measures against COVID-19
COVID-19 has increased the importance of efforts to maintain and improve employees’ health and ensure occupational safety. The Group provides thorough healthcare for employees to prevent COVID-19. We take various measures including daily temperature check and report (including by teleworkers), the promotion of telework, staggered working hours and online meetings, and social distancing at work. In response to the local infection status, we review our infection prevention measures for workers as needed and keep them informed about these measures. At J. Front Retailing and Daimaru Matsuzakaya Department Stores, industrial doctors provide information and online interviews and we let employees know about internal and external consultation services to maintain the physical and mental health conditions of employees and their family members during prolonged telework.
