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Occupational Health, Safety and Work Environment Initiatives

Occupational Health, Safety and Work Environment Initiatives

The Mitsui & Co. global group aims to develop safe, healthy working environments in which every individual employee can work with peace of mind. We see this as essential to enabling each employee to work at his or her full potential, and to continuing strengthening the competitiveness of the entire Mitsui & Co. global group. In addition to statutory measures required by laws and regulations, we have established structures to ensure that we properly respond to emergency situations, such as accidents and disasters. We also implement various health management and promotion measures to energize our working environments.

Health Declaration

Recognizing that good health of employees is Mitsui & Co.'s great asset, we formulated the Health Declaration below.

Health Declaration

September, 2017

Employees are irreplaceable assets for Mitsui & Co. We regard health management for our valued employees as a vital management priority, and we will implement the following initiatives with the aim of helping our employees to maintain and improve their health.

  1. We will create safe and comfortable workplaces in which employees can work energetically and in good health.
  2. We will help our employees to work in the spirit of "challenge and innovation" by supporting their health management and sustainably enhance our corporate value.
  3. We will help employees to raise their awareness of the need to maintain their own health and to take the initiative in maintaining and improving their mental and physical health.

Tatsuo Yasunaga

Representative Director

President and Chief Executive Officer

Mitsui & Co., Ltd.

Health Declaration

?	Health Promotion Committee

Health Promotion Committee

In February 2017, Mitsui established the Health Promotion Committee under the basic policy of (1) promoting "Health and Productivity Management", which regards health management as a management priority and (2) maintaining and enhancing the employees' health through implementation of "Health and Productivity Management" and improving the company's productivity. The committee meeting is held on a quarterly basis.
As part of our "collaborative health" program, through which we aim to implement effective measures in enhancing employees' health under a partnership between the health insurance union and the company, Mitsui (members composed of Representative Director & Executive Vice President, the General Manager of Human Resources & General Affairs Division, Health Management Center & Medical Clinic Dept. of Human Resources & General Affairs Division., Industrial physicians and other healthcare professionals) and Mitsui Bussan Health Insurance Society will work together to plan and decide policies aimed at maintaining and enhancing employees' health, and execute these policies.

Hygiene Committee

The Hygiene Committee consists of people recommended by employees and management, and holds a monthly meeting. The committee discusses ways to improve working environments, ways to develop an appropriate framework, and other related matters based on the advice provided by qualified industrial physicians and hygiene experts.
Topics discussed by the committee include the result of workplace inspections, countermeasures based on those results, regular reports on prolonged overtime hours, as well as regular health and stress checks, and influenza vaccination programs. The committee gathers opinions and works to ensure that they are reflected in employee safety and health measures. It communicates with employees by posting the minutes of its monthly meetings on the intranet.

Employee Health Management

In-house Medical Clinic

We have established a clinic in our Tokyo Head Office and a medical treatment room in the Osaka Office. The clinic in the Tokyo Head Office covers a diverse range of specialist areas, including internal medicine, surgery, ophthalmology, E.N.T. and radiology, and is equipped to provide medical consultations for employees. It also provides comprehensive medical examination and medical check-ups for employees who are about to travel overseas or have returned from overseas assignments, as well as inoculations. Consultant physicians are assigned to each domestic office in Japan to provide health management for employees working in those locations.

Examinations at the Tokyo Head Office Medical Clinic

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  FY Mar. 2014 FY Mar. 2015 FY Mar. 2016 FY Mar. 2017 FY Mar. 2018
Examinations (total number of people examined) 26,058 24,380 24,173 21,421 18,200

Medical Examinations

We provide multiple in-house medical examination opportunities at regular intervals, and employees are able to view the results of their own examinations on the intranet. Mitsui and the Mitsui Bussan Health Insurance Society are also working collaboratively toward the prevention and early detection of lifestyle diseases and other conditions, and the provision of enhanced health advisory services, through the formulation and implementation of the following measures.

  • Provision of opportunities for employees aged 35 and older to undergo comprehensive health examinations at external medical institutions
  • Provision of subsidies for employees aged 35 and older who undergo brain checkups, lung cancer screening, gastroscopic examinations, and colorectal cancer screening
  • Provision of specific health advisory services for employees aged 40 and older
  • Provision of subsidies for cervical cancer screening for female employees aged 34 and younger
  • Provision of subsidies for breast cancer and uterine cancer screening for female employees aged 35 and older

Percentage of Employees Undergoing Health Checks

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  FY Mar. 2013 FY Mar. 2014 FY Mar. 2015 FY March. 2016 FY Mar. 2017
Percentage undergoing health checks 85.5% 86.0% 87.5% 87.7% 90.0%

Health Advice/Health Maintenance and Promotion Measures

Measures to help employees avoid lifestyle diseases and metabolic syndrome include dietary advice from registered dieticians, and weight loss support through health advice for employees aged 39 and younger. Welfare system options also include a service that allows employees to use external fitness gyms at corporate rates. In addition, trainers visit workplaces during working hours to run weekly eight-minute stretching and exercise sessions under the "Round Refresh" system. Employees engage in light exercise routines while standing by their desks. The benefits include not only full-body relaxation, and the relief of shoulder stiffness and lower back pain, but also the restoration of concentration and creativity, and mood improvement through communication with colleagues. The exercises provide both mental and physical relaxation and contribute to stress management.
As part of enhanced support for female employees, we have established advisory services relating to female and maternal health, offering private consultations with female doctors. Useful health-related information and guidance on various health advisory services are also provided via the intranet.

Health Management for Employees Working Overseas

We regard health management for employees working overseas and their families as an important priority and has established systems to ensure that advice is available at any time if employees or family members suffer physical or mental illness. Vaccinations and health checks are provided for employees assigned overseas and their families. They also receive overseas health management training covering physical and mental health and other aspects, as well as information about how to obtain medical information and access support systems while overseas. We also provide health management support for employees working overseas and their families in partnership with emergency medical service contractors.

Countermeasures Against Infectious Diseases

Every year, we provide influenza vaccinations for the approximately 2,000 employees who request this service. Measures to prevent or contain infections include the provision of mouthwash and hand sanitizers in every work place. In addition, we thoroughly send employees educational information about the prevention of tuberculosis, malaria, AIDS, and dengue fever. Information about infectious diseases is obtained through independent overseas medical assistance companies, and supporting systems are in place to ensure a rapid response in cooperation with public health centers, Security Management Department, in-house clinics, industrial health staff, and workplace units.

Subsidy Schemes

Medical Support System (Mutual Aid Association)

This system supports association members and their families with the medical expenses that are not covered by insurance in the event of illness or injury.

Smoking Cessation Treatment Subsidy Program

Provided in collaboration with the Mitsui Bussan Health Insurance Society, this program is designed to prevent cancer and lifestyle diseases through the provision of subsidies to employees who have successfully quit smoking through smoking cessation treatments that are eligible for health insurance cover.

Influenza Vaccination Subsidies

In collaboration with the Mitsui Bussan Health Insurance Society, we subsidize the cost of vaccinating children aged 13 and younger against influenza, which is regarded as having a high infection rate and the potential to have serious effects.

Mental Health

Mental Health Promotion Plan (formulated on May 1, 2016)

Mitsui recognizes that the mental health of its employees is an important priority issue in order to promote happy lives for its employees and their family members, to increase productivity at the company, and to develop lively workplaces.
Accordingly, we will promote mental health initiatives, not only in terms of dealing with mental health problems, but also in a broader sense, including measures to revitalize workplace communication, etc.
We have set the following targets to be achieved in the five-year period to FY March 2020.

  1. All employees, including managers, shall understand mental health issues, and become able to fill his or her own role in promoting mental health.
  2. Fully establish and permeate the stress check system.
  3. Achieve a ratio of 100% of employees undergoing regular health consultations.

Under Mitsui's Mental Health Promotion Plan, employees are able to obtain advice easily and at any time via a dedicated consultation service. Through consultations with health nurses and industrial physicians, employees can receive support that meets their individual needs. Employees also have access to counseling by specialists at the company clinic. In addition, we have established external advice lines through which not only employees, but also their families can seek advice anonymously via telephone and email, or arrange consultations.
Even when an employee takes temporary absence from work, industrial physicians and health nurses continue to provide fine-tuned care. To ensure that employees can feel confident about returning to work, they go through a preparatory process that includes multiple interviews. After their return to work, they receive follow-up care, including health monitoring and measures to prevent recurrences, based on collaboration among industrial physicians, health nurses, company doctors, and other personnel.
Mitsui also implements stress checks. In addition, we carry out stress checks with the following aims: (1) measuring the level of employees' stress in order to raise employees' awareness of their own stress levels, (2) linking this to improvements in the workplace environment, and (3) preventing mental health problems (primary prevention).

Percentage and Number of Employees Undergoing Stress Checks

Stress checks FY 2016 FY 2017
Percentage of employees 79.1% 77.2%
Number of employees 3,861 3,721

Health-related Training and Seminars

In addition to mental health training for line managers, as well as training for health management overseas, and health management training for new-graduate employees as they become independent business persons for the first time, we also hold other health-related seminars as part of our efforts to build an organization with a high level of health literacy.

Results of Training Activities in FY March 2018

Training Program Participants
Training before overseas assignments: Overseas risk management (overseas health management) 314
Training for new M2/line managers: Mental health for line managers 75
Introductory training for new employees: Health management for workers 180
Seminar: Enjoying alcohol sensibly 30

Healthy Working Environment

We implement the following measures to develop a safe working environment for employees.

Initiatives for safe working environment Description of Initiatives
Ergonomic workplace
  • We aim to improve operating productivity in the HQ office by applying universal design principles and a back-to-back desk layout system, in order to stimulate communication within the organization, while also allowing seating positions to be changed flexibly.
  • Twice a month, industrial physicians, health nurses, and other medical personnel visit each workplace to examine whether a safe working environment for employees is maintained, and to identify and respond to safety and health problems in order to ensure a healthy work environment.
Illumination We have installed illuminance sensors, which automatically detect motion and provide constant brightness control at the target illuminance level (750 lux). To reduce power consumption, window blinds are automatically controlled according to the intensity and angle of sunlight.
Noise External noise has been reduced significantly through the use of multiple-glazing in the building's windows. Walls in visitor meeting rooms have soundproof structures that prevent sound from being audible outside of the rooms.
Indoor air quality Effective air-conditioning is provided by a system with outside air intakes. These lower the CO2 level while reducing the air-conditioning load. The environment within the building is monitored regularly.
Humidity/Temperature
  • We have maintained internal humidity at an appropriate and comfortable level above 40%, even during winter when the air tends to be drier, by introducing water vapor to the air through use of heat pump desiccant air conditioners and a community cooling and heating system.
  • We have maintained a comfortable working environment by setting the air conditioning system at 26°C in summer and 24-25°C in other seasons. Introducing the "Cool Biz" system has allowed a comfortable workplace environment in the summer months, while also reducing the air-conditioning load.
  • In the offices, we have installed clocks capable of measuring temperature and humidity, allowing temperature and humidity to be maintained or monitored for a comfortable workplace environment.

The Ministry of Economy, Trade and Industry has introduced a program to recognize corporations that achieve outstanding "health and productivity management" (including large companies and small to medium enterprises). In 2018, Mitsui was recognized under this program as a 2018 Certified Health & Productivity Management Organization

Working Hours Management

We implement the following measures to ensure appropriate management of working hours.

  • Company-wide efforts to raise employees' awareness of appropriate management of working hours through regular messages from management
  • Education activities for employees, including the formulation of the Working Hours Handbook and a manual about attendance management systems, and the compilation of FAQs, to provide clear information about laws, regulations, and corporate systems relating to working hours; the posting of this information on the intranet
  • Regular monitoring by the Human Resources & General Affairs Div., using working hours data from attendance management systems, building entry/exit times, and PC usage histories
  • Continual compilation and distribution of information about overtime hours worked and annual paid leave taken in each unit
  • Training and other occasions to help managers to maintain comprehensive knowledge about proper labor management
  • Creation and monitoring of KPIs under the Work Style Innovation Action Plan

In addition, based on the Industrial Safety and Health Law, we urge employees who have worked overtime beyond certain standards to consult with our industrial physicians, and suggest to them measures for preventing health problems and reducing total working hours.


Occupational Safety

Mitsui takes various steps to protect its employees from workplace accidents, including periodical inspections by industrial physicians. We have established mechanisms to ensure that any accidents are reported to the Human Resources & General Affairs Div. When accidents occur at Mitsui or its affiliated companies, we take appropriate action, submit any reports required in accordance with our compliance-related procedures, and strive to prevent recurrences.


Occupational health and safety data

Security Management

Mitsui. promotes various kinds of businesses through its 137 points of global operations (as of April 1, 2018), and a large number of employees go on a business trip to many parts of the world almost every day. It is one of the most important tasks for the company to ensure the security of employees and families home and abroad.
In cooperation with domestic and foreign offices, and security companies concerned, Mitsui obtains and analyzes the latest situation about politics, the peace and order of each place changing every day, and shares such information with the related staff, in order for the employees to raise awareness of the security.
Mitsui has also prepared the system corresponding to the situations such as accidents, injuries, and diseases, in cooperation with emergency health care service companies.
For the employees, as well as families, who will be dispatched to the overseas, the company has the programs for security measures.
Assuming a large-scale disaster, Mitsui regularly performs trainings for Business Continue Plan placing human life as a first priority, and the company makes efforts to raises the crisis response capabilities by solving problems extracted through the training.

Joint Efforts with Labor Unions

Basic Policy

We respect the right to collective bargaining and freedom of association. Mitsui & Co. and the Mitsui Labor Union, which was established in 1962, hold a shared understanding of the societal mission of Mitsui. Both parties respect each other's positions, and work toward the sound development of the company and society and toward the improvement of the social, economic, and cultural status of union members. Accordingly in May 2015, a union shop agreement was concluded. As of March 31, 2018, the number of union membership stood at 4,709 (86.7% participation ratio).

Discussions with the Labor Union

We share various issues with the labor union and actively engages in discussions, with the aim of creating an environment in which every employee can continue working with energy and motivation and both the employees and company achieve continual growth. In the fiscal year ended March 2018, Mitsui engaged in multi-layered discussions with the union on various levels and on a wide range of topics, including human resource management systems, salaries and bonuses, work style innovation, pension systems, and training. We introduce those systems and measures on the basis of labor-management agreement.

FY Mar. 2017 January: Collective bargaining (revisions to human resource management systems)
February: Expanded working team-level negotiations (revisions to compensation systems)
September: Collective bargaining (introduction of the Union's newly appointed executives)
FY Mar. 2018 June: Expanded working team-level negotiations (union proposals for training systems)
September: Collective bargaining (introduction of the Union's newly appointed executives)

Dialogue between Management Executives/Organization Heads and the Labor Union

We are working to maintain healthy relationships and to deal with various issues through labor-management cooperation. For example, we actively create opportunities within each unit for dialogue with management executives and discussions with organization heads about business overviews and policies, the administration of human resource management systems, and human resource development (16 such meetings in the fiscal year ended march 2018).

June 2017 COO of Iron & Steel Products Business Unit, COO of IT & Communication Business Unit, COO of Corporate Development Business Unit, COO of Food Business Unit, GM of CFO Planning & Administrative Div., GM of Information Technology Promotion Div.
July 2017 President, COO of Healthcare & Service Business Unit, COO of Food & Retail Management Business Unit, COO of Mineral & Metal Resources Business Unit, COOs of Integrated Transportation Systems Business Unit I and Unit II
August 2017 COO of Energy Business Unit I, COO of Energy Business Unit II, COO of Consumer Business Unit, COO of Infrastructure Projects Business Unit, COO of Performance Materials Business Unit

Promoting Internal Communication

With the aim of making Mitsui an even more vibrant, dynamic, and vigorous company, we actively create opportunities for dialogue between the management and employees. For some time, we were regularly holding so-called Active Talk Wednesday (ATW) sessions as employee gatherings, with the aim of stimulating internal communication. In the fiscal year ended March 2018, four seated-style ATW sessions were held for small groups with a focus on stimulating communication between management and employees. Three "buffet-style" ATW sessions were held with the aim of strengthening networking among employees. At the domestic branches and offices, a total of 17 dialogue ATW sessions were held, involving employees from affiliated companies. Furthermore, in the fiscal year ended March 2018, "The Kurumaza" (roundtable meetings), where the president meets with employees for open discussions, was held on 31 occasions at the Tokyo Head Office, 7 times at domestic offices and branches, and 48 times at overseas offices. By sharing management's thoughts and ideas from a variety of perspectives and bringing together the opinions and thoughts of employees through face-to-face meetings, we will endeavor to create an organization with an atmosphere of openness.