In order to realize the corporate vision of “creating excitement and peace of mind for the people of the world,” JVCKENWOOD promotes “innovation” and “growth.” The sources of innovation and growth are our employees, and we are therefore conscious that each and every employee being healthy is an key management issue. We have issued the JVCKENWOOD Health Declaration, and continue to aim to create a work environment where all employees can work healthily and with vigor. In doing so, we are promoting the embedding of healthy and highly-productive working styles.

Based on our Management Principles, JVCKENWWOD Health Policy Statement, and employee health challenges, our health management policy is to constantly strive to create a workplace a work environment where all employees can work healthily and with vigor. The policy also promotes the embedding of healthy and highly-productive working styles. In addition, our health management goals have been positioned as "with health as the foundation, that all employees can do their job with vitality, contributing to the sustained growth of the organization," with a KGI* set as an engagement score of at least 70.

We have also set target indices of attaining the KGIs by FY2030. We aim to achieve each of the following: improved work engagement, sustained improvement in presenteeism, reduced absenteeism due to poor mental health, and optimization of medical costs. We have compiled these into a Health Management Strategy Map, and the entire company is promoting its initiatives.

JVCKENWOOD established a Health Management Initiatives Promotion Committee led by the officer in charge of HR & General Administration with the cooperation of the management team, industrial physicians, Health Management Office in the Human Resources Department, General Administration Department, and Health Insurance Association. At the location level, the Safety and Health Committee, the person responsible for HR & General Administration and the Union and the person in charge of Health and Productivity Management Promotion address priority health and safety issues. As one of the top companies in the industry,  JVCKENWOOD extends its guidelines and measures to Group companies and collaborates with them on joint activities.

Health checkups are the foundation of health and productivity management, and JVCKENWOOD has a 100% checkup rate among its employees. Its Health Support Center encourages those found to have potential problems to seek re-examination and more detailed testing, and provides guidance aimed at early improvements and the prevention of illnesses from developing into something more severe.

We also work with the Health Insurance Association to encourage cancer and ob-gyn examinations, work with industrial physicians to confirm and consult on findings, and encourage re-examinations and provide guidance where necessary. Employees stationed overseas likewise receive regular health checkups, and the results are collected and monitored to provide recommendations and guidance.

JVCKENWOOD's Cloud-based Health Management Systems enables employees to monitor their checkup results over time, aiding them in tracking and managing their own health.

With regard to early detection of persons with mental health problems and support for their return to work, in addition to the ongoing initiatives in secondary prevention (response to persons with mental health problems) and tertiary prevention (support for returning to work and prevention of recurrence), we are promoting the creation of workplaces that are less prone to mental health problems through group analysis feedback and manager training at each workplace utilizing the results of stress checkups as primary prevention measures. As one of the indicators, we monitor presenteeism using the WLQ-J program, which measures the rate of productivity loss due to health issues.

For employees who have taken leave, the workplace, the Health Support Center, and the Health Management Office of the Human Resources Department work together to support them through to recovery and return to work through the Return to Work Support Program.

While improving communication within the workplace through such mental health measures, we are promoting the creation of an environment in which employees can vividly engage in work by visualizing their career aspirations, skills, and personalities from the results of career surveys conducted on managers and non-management employees, and by enabling them to play an active role in the right places. As an indicator of this, we are monitoring work engagement in the employee awareness survey.

■Policy and Initiatives Toward Reducing Long Working Hours

In the "JVCKENWOOD Group Human Rights Policy," the JVCKENWOOD Group clearly states that we will appropriately manage employee working hours, non-working days, and time off, and that we prohibit excess overtime work. JVCKENWOOD recognizes long working hours as a major problem that could harm the health of employees or even endanger their lives. JVCKENWOOD adheres to agreements between labor and management on working hours ("36 Agreement"), and has strengthened its management of working hours by requiring employees, including those in management positions, who work more than 45 overtime hours to obtain the approval of their division head, division manager, or director in charge, depending on the number of overtime hours.

Additionally, we endeavor to prevent harm to employee health by providing information on consultations with industrial physicians, encouraging improvements to workplace environments, etc., as necessary. We also identify the actual status of long working hours and provide feedback to workplaces through office organization, the Safety and Health Committee, and other measures.
Moreover, JVCKENWOOD is promoting more effective measures, such as specifying the labor management of subordinates in the performance evaluation system for managers and locking the computers of employees who work longer than a certain number of hours.
We have introduced an application for visualizing the working hours of each employee, enabling continuous monitoring, and we take care in human resource allocating and work distribution to ensure overtime work is not unevenly assigned to specific employees.

In FY2017, the average JVCKENWOOD employee worked a total of 1,986 hours, which we successfully reduced to 1,889 hours in FY2024. With the rapid expansion in telework and the ability to log and manage personal computer use, the company is better able to objectively track and manage working hours, using this information to encourage the physical and mental health of all employees.

Optimization of Working Hours

We have created opportunities for taking leave in a way that takes work-life balance into consideration, through the introduction of a planned annual leave taking system, under which schedules for taking annual leave can be determined in advance. We also pay work from home allowances, and are encouraging the establishment of teleworking rules. We also support various workstyles for employees, including the creation of a "super flextime system" that is a more flexible version of a flextime system. In such ways, we are working to reduce the burden of commuting time and optimize the use of working hours, thereby promoting more productive workstyles.

By improving health literacy, the Company aims to encourage employees to improve their health on their own initiative. Specifically, we continuously provide education and line care training for managers, seminars and events that encourage individual employees to take an interest in their health, and video-based training to create opportunities for proactive access to health information.

Additionally, education and consultation by industrial physicians and nursing staff are regularly provided to raise health awareness.

At JVCKENWOOD, since FY2018, we have been engaging in non-smoking activities at our business sites, as part of our collaborative health initiatives with the Health Insurance Association, resulting in a steady reduction in the number of smokers.

Specifically, the Health Support Center posted a monthly article on the Company intranet, distributed awareness pamphlets, and collaborated with the Health Insurance Association (from a campaign to distribute smoking cessation medication to induce people to join the smoking cessation program subsidized by health insurance). As a result, the smoking rate among employees was 19.4% in FY2024, continuing steady decline. We will continue to provide support for smoking cessation as we aim for a smoking rate at among employees of 18.0% in FY2025.

The internal portal site publishes articles on health-related topics by industrial physicians and nurses as required to improve employees' health literacy and understanding of health promotion.

At present, millions of people around the world lose their lives every year to the so-called "big three" infectious diseases: HIV (AIDS), tuberculosis, and malaria, and the social and economic impact of these diseases is significant. In particular, in developing countries, these infectious diseases are a major obstacle to growth and development, and we recognize that preventing the spread of these diseases is a common global issue. On the other hand, these health issues are not as significant a problem in Japan compared with countries overseas. Accordingly, the JVCKENWOOD Group mainly addresses them through measures to prevent infection when employees are posted overseas.

To ensure that officers and employees have the correct knowledge about such infectious diseases and are able to prevent the spread of these diseases, we provide information about daily life, medical care, safety, etc., outside Japan in advance to officers and employees stationed overseas and their accompanying family members. In addition, we also support healthy and safe daily life for employees and their families overseas through health checkups and vaccines for infectious diseases in the countries of their posting, such as tetanus and hepatitis, as necessary.

In order to prevent impacts on business activities from infection in the workplace, JVCKENWOOD responds to infectious diseases such as COVID-19 and seasonal influenza in ways such as communicating information via the internal portal site and encouraging employees to work from home.
In addition, JVCKENWOOD also works to prevent influenza outbreaks by having the health insurance union subsidize vaccinations and offering group vaccinations within workplaces.

We send self-assessment questionnaires (SAQ) to our major suppliers to evaluate human rights and occupational safety.

Existing suppliers whose responses to the self-assessment questionnaires (SAQ) identified a high risk in terms of items that could lead to significant violations of laws and regulations are given a written request to improve the relevant risk. If no improvement is observed after continuous requests, or if serious violations of laws and regulations are observed, we will confirm the situation through on-site audits and review the transaction details in the future. Through such ongoing requests for improvement and by providing guidance, we will continue our initiatives to avoid and mitigate risks related to human rights, occupational safety, and other sustainability issues.

At the annual Partners' Meeting, we promote awareness and understanding of the Human Rights Policy and the the CSR Guidelines etc., as well as provide explainations of specific initiatives reagrding Human Rights, Occupational Safety, and Health and Productivity Management.

JVCKENWOOD believes that one of our highest priorities is enabling every employee to balance their health and working life. As health risks increase along with the rising average age, our basic policy is to create a work environment where all employees who have the motivation and ability to work even when battling illness can balance treatment and work with peace of mind.

• Building a support structure and creating/operating the program: Building and operating flexible work systems, leave systems, and return to work support systems (by type of illness) so that employees can receive treatment with peace of mind.
• Information liaison and management: Strengthening liaison with specialists inside and outside the company, including lead physicians, so that employees can promptly receive the information they need. We are also clearly managing the scope of handling health information.
• Establishing a consultation service: Providing individualized support through establishment of a contact point for employees to reach out to.
• Educational and awareness programs: We conduct ongoing educational and awareness programs to deepen the understanding of all employees.

Through these and other initiatives, we will continue our active support for our employees to lead a healthy and fulfilling working life.