Representative Director, President and CEO
As members of a company delivering beauty, each and every employee shall have awareness and knowledge, and take action proactively to work healthily, physically and mentally.
We will endeavor to provide opportunities for our employees to speak freely with each other about beautiful lifestyles and health for mutual growth.
Shiseido will endeavor to create a safer and more comfortable work environment and will actively support the efforts of employees and their families in cooperation with the Shiseido Health Insurance Society.
For promotion, the director of the Human Resources Department will act as the Health Management Representative, and the Human Resources Department Wellness Support Group and Shiseido Health Insurance Society will collaborate to support each office (of the Shiseido Group in Japan) to take the initiative to maintain and promote employee health. In addition, the Health Management Representative will jointly discuss with each officer, department manager, and responsible person the support of employees' voluntary health initiatives.
Our principles in this health declaration begin with employee awareness and behavior. We believe that it is important that individual health be signaled in the communications of each of our employees. Meanwhile, as it is difficult for employees who have been assigned important tasks and deadlines to speak up, supervisors, department heads, and officers should play a supporting role in this regard. They need to create an atmosphere that allows everyone on the team to speak about anything casually, while paying attention to the complexion and health of each team member.
Because all employees work together to achieve the mission supported by the common values of The Shiseido Philosophy, we would like to nurture environments (of psychological safety) to the maximum, where employees can casually talk about physical and mental health. The role of the Human Resources Department Wellness Support Group and Shiseido Health Insurance Society is to respond quickly to and support signals received from employees and supervisors. These teams will work closely to resolve employee health issues and improve lifestyle customs and habits. Addressing health management on a serious level is the most important and effective foundation of PEOPLE FIRST.
The Shiseido Group in Japan considers and will work to resolve the following issues.
1. Drive home basic occupational health activities
Maintain a 100% health checkup rate, drive home follow-up measures for health checkups/retests/treatment, ensure health guidance, and enhance mental health measures
2. Implementation of health-related initiatives
The Shiseido Group in Japan and Health Insurance Society will jointly develop and promote six medium- and long-term Well-Being initiatives to resolve various issues related to beautiful lifestyle, women's health, mental health, smoking, measures against cancer, and working environment.
|Shiseido Group in Japan||Shiseido Health Insurance Society|
|Beautiful lifestyle||Improvement of lifestyle||Holding exercise |
Thoroughly implementing health guidance
Holding health fairs
|Implementation of health support programs |
Partial subsidy for dental checkup fees
Implementation of lifestyle improvement seminars
|Women’s health||Addressing female-specific health issues||Full subsidy for cervical cancer and breast cancer screenings |
Provision of health information for adults over 40 years old,“Otona no Hoken Dayori (Health News for Adults)” (FY2019)
|Mental health||Acquiring stress tolerance |
Reduction of repeated long absence from work
|Holding seminars for self-care and line-care practices (new employees, new managers, guidance training)||―|
|Telephone consultation with Health Support Dial 24 (24 hours/day, 365 days/year), mental health consultation support|
|Measures against smoking||Promotion and maintenance of cessation||Complete prevention of passive smoking in the workplace||Subsidy for cessation outpatient consultation fees (FY2019)|
|Measures against cancer||Early detection and balancing treatment and work||Introducing support measures for treatment/work balance*||Subsidy for cancer screenings (partially paid by employee) Encouragement to employees with suspicious test results to receive necessary care/retests|
|Workstyle reform and improvement of working environment||Encouraging frequent communication||Establishing measures for fostering communication between supervisors and subordinates in ABW (Activity Based Working) Revitalizing health committee based on work style reform||―|
In 2019, we will focus on measures against smoking and the creation of beautiful lifestyle as priority measures.
|1.Measures against smoking|| |
|2.Beautiful lifestyle|| |
1.Initiatives for measures against smoking
Upon finding that the smoking rate at our company was slightly higher than the national average, we started providing a subsidy for smoking cessation treatment in 2010 and tentatively prohibited smoking in the building the following year. In addition, we worked on non-smoking rules for uniformed employees who interface with consumers in 2012. The smoking rate in 2018 was 22.2% (down 11.4 points compared to 2010), and the gap from the national average was halved (9.5 points → 4.3 points). In order to accelerate this trend going forward, we started non-smoking rules during working hours from May 2019 and strive to further advance measures against smoking. We also participate in the Cessation Promotion Company Consortium to express our determination and share information. Also, following the subsidy for smoking cessation treatment that started in 2010, the Health Insurance Society launched the “0-Yen Quit-Smoking Challenge Program” in 2019, which subsidizes all smoking cessation treatment costs to assist employees and dependents attempting to quit smoking.
In FY2019, 106 employees participated in the 0-Yen Quit-Smoking Challenge Program, exceeding the target of 100 employees, and participants are working toward cessation treatment.
In April 2019, we participated in the “Cessation Promotion Company Consortium” and expressed our intention to actively work toward promotion of cessation.
17.0% in 2020
Increase in the number of employees who started outpatient smoking cessation treatment: More than 100 employees (7 employees in 2018)
2.Initiatives for health-conscious lifestyle
Our implementation rate of health support programs (specific health guidance) is particularly high at 55.4%compared to the national average (21.4%), and a certain level of effect is seen in BMI reduction rate among participants.
|Reporting fiscal year to the government |
(Report the previous year's results in November of the following year)
|Specific health guidance||Implementation target|
|Implementation rate (％)||Government (Ministry of Health, |
Labour and Welfare) (％)
|Guidance participants||Guidance non-participants||Guidance participants||Guidance non-participants|
|After health guidance |
|After health guidance |
Every year, we conduct health fairs tailored to the health issues of each of our facilities, and launch measurement events, health education sessions, and collaborative events with cafeterias.
[Participating employee feedback]
・“It is good to have events that raise health awareness.”
・“I've heard a lot about basal metabolism, but this is the first time that I learned my basal metabolism rate. It was a good learning opportunity.”
Since FY2019, we have been holding seminars related to exercise and meals tailored to the health issues of each organization.
Percentage of participants continuing workouts: 10% more after seminar
Life Quality Beauty
Materiality Core Activities