Enhancement of Well-Being

Social

We believe that fostering the well-being of our employees is fundamental to driving the long-term and sustained development of society through sustainable construction practices. In pursuit of that goal, we are committed to supporting and nurturing both the mental and physical well-being of all executives and employees.

Health and Productivity Management Promotion Policy / System

To articulate our commitment to enhance employee well-being, we formulated the Penta-Ocean Construction Group Declaration of Health and Productivity Management in 2024.

Penta-Ocean Construction Group advocates the management philosophy of "Affiliating with Society", "Creation of a Nature-rich Environment," and "Cherishing a Pioneering Spirit". With our utmost dedication to safety, which stems from basic respect for humanity, we are committed to promoting sustainability in all aspects of our business activities.

In pursing the above management philosophy, two elements are paramount: creating a safe and inclusive working environment where all officers and employees can thrive and encouraging further improvement of their mental and physical well-being.

As we aspire to become a company that contributes to sustainable social development through sustainable construction business activities, we will undertake initiatives to help build mental and physical strength of all our valuable officers and employees, so that they can demonstrate their full potential.

November 22, 2024
Penta-Ocean Construction Co., Ltd.
President & CEO
Takuzo Shimizu

Health and Productivity Management Promotion System

The President, CEO and Representative Director serves as the Health and Productivity Management Supervisor, and the Senior Executive in charge of human resources management acts as the Promotion Officer. Under the Sustainability Promotion Committee, the DE&I Promotion Committee advances Health and Productivity Management. These bodies will work closely and collaborate with internal/external organizations including the labor union, the health insurance association and other experts, in promoting the above initiatives.

Health and Productivity Management Strategy Map

*1 The rate of decline in productivity during work hours due to health issues.

*2 The percentage of employees who are absent or take more than 10 paid days per year due to injury or illness (including mental illness).

Please click here to view the PDF version

Health and Productivity Management Initiatives

To achieve successful health and productivity management, it is essential to accurately assess the health status of employees and the surrounding workplace environment. Based on data, we identify the health issues of both individual and the organizational levels, and plan and implement effective measures.
At the same time, we work to improve health literacy and promote deeper understanding of diverse physical and mental conditions. These efforts encourage employees to manage their health proactively and help strengthen a corporate culture rooted in mutual respect and support.
In addition, we are developing an environment that enables employees to choose flexible work style according to individual health conditions and life stages, and we are building a system that allows employees to work without undue physical or mental strain.
Furthermore, we create opportunities that encourage proactive health-related actions among employees, supporting both disease prevention and the reduction of health risks.
Through these multifaceted initiatives, we aim to both enhance the well-being of each individual and realize the sustainable growth of the Company.

Initiatives for Accurately Identifying Health Risks

To help employees gain an understanding of their health status, we encourage them to undergo various examinations. Additionally, by identifying factors that may pose health challenges not only to individuals but also to the organization as a whole, which enable us to implement more effective improvement measures.

Promotion of Various Health Checkups and Provision of Follow-up Support
- Implementation of Regular Health Checkups Equivalent to a Full-scale Medical Screenings
  In addition to regular health checkups based on the Industrial Safety and Health Act, we conduct regular checkups for all employees that include items equivalent to those found in a full-scale medical screenings.
- Increasing Uptake of Cancer Screenings and Secondary Examinations
  To address health risks unique to women, such as utevity and breast cancers, we provide financial support for screenings and encourages early detection and treatment. We also support and promote full-scale medical screenings (for employees whose regular checkups do not cover all items included in full-scale medical screenings) and preventative brain health checkups, striving to prevent serious illnesses.
Implementation of Stress Checks and Engagement Surveys
- Stress Checks for All Employees
  We conduct annual stress checks for a wider range of employees than those required under the Industrial Safety and Health Act. For employees identified as having high stress levels, we recommend individual interviews with industrial physicians to facilitate early detection of mental health issues.
- Support for Organizational Analysis and Workplace Environmental Improvement
  We provide feedback on the results of organizational analysis from stress checks to workplaces and support improvement efforts in workplaces with high health risks.
Initiatives for Compliance with Overtime Limits
- Ensuring Appropriate Working Hour Management
  As a measure to prevent overwork due to long working hours, we ensure appropriate working hour management through appropriate staffing and work allocation.
- Health Consultations for Employees Working Long Hours
  For employees whose overtime exceeds a certain threshold, we recommend interviews with an occupational physician to support health maintenance and to facilitate early detection and prevention of physical or mental health issues.

Initiatives to Support Health Promotion and Disease Prevention

We offer a variety of programs that promote and help reduce disease risks, supporting employees' in taking proactive steps to maintain and improve their well-being.

Health Promotion Using the Healthcare App "QOLism"

We have introduced the healthcare app "QOLism"
and encourage participation in health promotion programs
such as wellness walks.
This supports the development of daily exercise habits
and raises health awareness.
Strengthening of Specific Health Guidance
From the perspective of preventing lifestyle-related diseases, we are strengthening on effects to prevent metabolic syndrome through specific health guidance. In addition to the legally designated age group, we include employees aged 35 and over based on the belief that fostering health awareness from an early stage is essential, and we actively promote preventive measures.
Promotion of Anti-Smoking Measures

To reduce health risks for smokers,
we provide smoking cessation programs and support them in
their efforts to quit smoking.
Thorough Measures to Prevent Infectious Diseases
We provide group vaccinations for seasonal influenza and financial support for vaccinations received at external medical institutions. We also extend financial support for vaccinations for employees' families.
For employees assigned to overseas offices, we implement infectious disease prevention measures (such as pre-assignment vaccinations) tailored to the specific country or region of assignment.

Initiatives for Improving Health Literacy and Enhancing Workplace Environment

We encourage employees to develop accurate health knowledge and apply it in their lives, helping to raise awareness and creating a safe working environment.

Enhancement of Training and Education to Improve Health Literacy
- Self-Care Training
  We provide young employees with the knowledge and skills they need to understand their physical and mental health and to respond appropriately.
- Line-Care Training
  We conduct training for newly appointed managers to help them acquire the knowledge and skills to understand the physical and mental health of their subordinates and to provide appropriate support.
- Raising Awareness about Women's Health Issues
  We conduct training on health issues unique to women and promote the creation of a comfortable workplace environment.
- Communication Training
  We hold training sessions to promote smooth communication between different generations and foster mutual understanding and cooperation.
- Provision of Health-Related Content
  We distribute health-related booklets (2024: Immune Balance Care, 2023: Eye and Dental Health) annually to raise employees' health awareness.
Development of an Environment that Supports Diverse Work Styles
- Provision of External Counseling Services
  
  We have established multiple outsourced counseling desks
  to create an environment where employees can easily
  consult about their physical and mental health.
  
  Flyer from ADVANTAGE Risk Management Co., Ltd.'s Advantage Toughness Consultation Center
- Support for Balancing Life Events and Work
  We provide training to support balancing childcare, family caregiving, infertility treatment, and other challenging tasks with work so that employees can continue working comfortably. For more information on realizing an optimal work-life balance, please click here
- Health Management for Overseas Assignees
  For employees working overseas, we conduct pre-assignment health checkups, provide vaccinations tailored to the country of assignment, assign occupational physicians specializing in overseas assignees, and introduce medical assistants for overseas assignees.
- Provision of Job-Return Support Programs
  For employees on long-term leave, we collaborate with the medical office and occupational physicians to provide return-to-work support programs as needed, supporting their job-returns.

Performance and Target Values for Health Management Initiatives

We set Indicators to evaluate the implementation status of health management initiatives and summarize the performance for each fiscal year.
We also set targets for three years later and are working on improvements.

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Sustainability Management

Reports, Data

Environment

Social

Governance

External Recognition / Participation in Initiatives

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