Our journey to being selected as a Health & Productivity Stock Selection. Our journey so far, and the road ahead.

In recent years, there has been a growing focus on human capital management and health management in companies. The health of employees has become a crucial factor influencing corporate competitiveness.

The Company considers promoting the health of its employees to be one of its business foundations and is committed to health management. As a result, we were selected as a "White 500" Certified Health & Productivity Management Outstanding Organization for seven consecutive years since 2018, and were selected as a Health & Productivity Stock Selection for the first time in 2025. The Company recognizes that when employees understand their own physical condition and improve their health literacy, it will lead to disease prevention. We hold various seminars on different themes, such as women's health issues, implement systems aimed at increasing the rate of comprehensive health checkups (fully covering costs, a leave system, and the inclusion of five major cancer screenings), and focusing on initiatives such as the president's "Declaration of smoking cessation" and support for quitting smoking through apps to reduce smoking rates.

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Supporting those who want to quit. A wholehearted declaration of smoking cessation

In the Company's health management promotion, the first challenge was the high smoking rate. In the past, various measures have been implemented, but they did not yield significant results, and the smoking rate had never fallen below 32% until FY2019. Therefore, management took the lead by launching a smoking cessation challenge, and, subsequently, in October 2020, we steered toward a complete smoking ban on the premises. In the "Smoking Cessation Questionnaire" conducted prior to implementing a complete smoking ban on the premises, there was a significant gap in opinion between smokers and non-smokers regarding smoking cessation support. Due to this, it was difficult to allocate funds for smoking cessation support. Therefore, to begin with, we held in-house smoking cessation challenge events multiple times. The theme of these events is "creating a culture where no one has to face smoking cessation alone and everyone supports each other."

Through these initiatives, we recognized that we had entered the phase of supporting smoking cessation from preventing passive smoking in 2024, and the president issued the "Declaration of smoking cessation." A culture has been fostered in which funds can be allocated to employees who are working to quit smoking. An online smoking cessation support app was provided, and approximately 80% of participating employees successfully quit smoking. This initiative is being advanced under a support system established following the “Aisan Declaration of smoking cessation,” which embodies our wish for our employees to remain healthy, even after they leave the Company and throughout their future. The current provisional smoking rate has decreased to 21.6%*1, and we are continuing further efforts to bring it below 20% by FY2025.

• １　The provisional smoking rate for FY2024 was 21.6%

The next challenge is women's health issues　
From "I didn't understand" to "I understand." Creating a workplace with a deeper awareness of women's health

The following year, 2019, after we began our full-scale health management initiatives, we conducted a "Work and Health Questionnaire" targeting female employees. Although the ratio of female employees at the Company is relatively low at approximately 14%*2, more than half of female employees responded that "they had experienced difficulties," "given up something," or "considered taking leave or resigning," due to women’s health issues particularly symptoms associated with menstruation
The issues that emerged from this questionnaire are as follows:

(1) Since most of their supervisors are men, it is difficult to consult with them and utilize the system.
　On the other hand, male managers are also struggling to address women's health issues.

There is a need to improve the health literacy of female employees themselves. To address these issues, we held seminars on women's health issues and encouraged not only female employees but also male managers to participate. In addition, by providing male employees who wish to learn about women's health issues with opportunities to do so, and by holding seminars on "menopause management" and "fertility treatment" led by in-house public health nurses and obstetricians and gynecologists, we aim to raise awareness and deepen understanding of health issues common to both men and women.
Furthermore, we are advancing initiatives to support female employees in improving their health literacy. For example, we are distributing pamphlets on “Breast Checkers” and “How to Balance Female Hormones” to promote the early detection of breast cancer. Through these activities, from 2024, we have created an environment that makes it easier to address health issues by holding yoga events during working hours in conjunction with "Women's Health Week*3" in March.

• ２　As of March 2019, when the questionnaire was conducted
• ３　The Ministry of Health, Labour and Welfare designates the period from March 1 to March 8 each year as "Women's Health Week" and promotes women's health as a national movement.

Future prospects

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