We believe that in order to create a workplace where each employee can work in a healthier and more productive state, the support from those surrounding them is indispensable. To this end, we have appointed “health ambassadors” in each area and department, who are responsible for disseminating health information and measures to employees around them, and are working to create an environment where employees can improve their lifestyle habits, such as diet and exercise, as well as receive health checkups and consultations without hesitation.
We also provide any necessary information, such as the status of weekly health checkup appointments, to the managers of each department so that employees can respond speedily.
Effects of these ongoing efforts have been seen, such as the completion of health checkups and re-checkup reports becoming earlier and earlier each year.

Increased Uptake of Optional Examinations (Cancer Screening)

We provide optional tests (cancer screening) that employees can take in addition to regular health checkups and make continuous efforts to disseminate the necessity of checkups and detailed examination methods.
As a result, the checkup participation rates have been increasing both in men and in women.
In particular, since fiscal 2020, checkup participation rates in women have substantially increased following the shift to free of charge gynecological examinations in all ages.
The rates of participants in brain examinations have also been increasing year by year, with the participation rate in women exceeding 30% for the first time in fiscal 2023.

Response to Post-health Checkup Measures

Post-checkup measures are implemented to support the early medical intervention and treatment start for employees with checkup results calling for medical care.
As a result, we have achieved 100% re-examination ratios reported by the relevant employees.
In addition, we designate three layers of health risk levels and have established a system to support the health of employees in cooperation with the Human Resources Division and workplaces so that treatment can be started as soon as possible in accordance with the risks.
We also work with the Lawson Health Insurance Society to introduce systems for employees who need improvement in their lifestyles, so that they can work cheerfully, delightfully, and energetically, and maximize their performance in good health.
It is extremely important to promote the health of employees. We continue to actively engage in health training and the prevention of severe illness.

[Our Designated High-Risk Individual Categories and Specific Interventions]

Specific Health Guidance (Health Support Program)

Since fiscal 2016, we have strengthened our initiatives as collaborative health measures between employers and the Lawson Health Insurance Society.

The implementation rate declined to 44.4% in fiscal 2022 but successfully recovered to 49.3% in fiscal 2023.
The Lawson Group has strengthened the employer approach to high-risk employees, including those receiving re-examination reminders following health checkups. This program has led to the start of medication and other therapies, thereby reducing the relevant population.

We have also started planning and examining an approach to promote early intervention into employees aged younger than 40 years who might be subject to this program, expecting to prevent deterioration in their figures as well.

[Participants and participation rates in specific health guidance]

Diabetes Control Action (Diabetes Deterioration Prevention Program)

In fiscal 2021, we started a Blood Glucose Control Program.
We introduced a program that aims to improve numerical values through self-learning by visualizing blood glucose changes.

As shown in Figure 1, the average HbA1c level of program participants was reduced from 6.5% (diabetes range) to 6.2% (pre-diabetes range).
As shown in Figure 2, the individual graph of HbA1c results for the following year’s health checkup has become smaller overall, indicating that the majority of participants have improved their values.
Because this program has turned out extremely effective, we will further strengthen and promote the relevant initiatives.

In line with our Commitment to Health Management, we are promoting comprehensive efforts to ensure that employees can work in a state of better mental as well as physical health, thus leading to higher productivity.
Industrial physicians fully participate in data analysis, training, and other initiatives, and we have a system in place to directly provide employees with expert knowledge and guidance.
By conducting stress checks and employee awareness surveys and analyzing employee stress levels, job satisfaction, and overall satisfaction levels, we identify requirements by department and by job type and promote measures for improving workplace environment.

Analysis of survey results and visualization of actual status

We are working to visualize a mental health status by analyzing survey results.
We also provide inputs on the characteristics of each department and examples of countermeasures so that department heads can voluntarily analyze their results and take improvement action.
In addition to operational aspects, we also help employees effectively manage their mental and physical health.

Line Care

All managers take e-learning courses prepared by industrial physicians based on the characteristics and requirements of their employees, thereby effectively supporting employees under their control in health aspects as well.
At the same time, we are promoting the creation of an environment where employees can work cheerfully and energetically by conducting training on the improvement of workplace environment.

Self-care

All employees take a training cause on resilience (e-learning).
In addition, we provide an environment where employees can freely use videos and other materials to foster health literacy, so that they can efficiently cope with stress and continue working without compromising productivity.

Aggregation of Health Information

In fiscal 2023, we started summarizing and posting health-related information on the company intranet.
In this way, we help employees easily access health information while providing information updates to help improving literacy.

Reinstatement Support Program

We have established a system to prevent severe illnesses in cooperation with the Human Resources Division and workplaces, including interviews with industrial physicians and public health nurses.
With the aim of preventing recurrent absenteeism, we introduced a reinstatement support program in fiscal 2020 for information sharing among an absentee, the workplace, the Human Resources Division, and occupational health staff, which helps the efficient reinstatement and workplace inclusion of employees returning from absenteeism.
As a result of this initiative, the percentage of recurrent absenteeism within five years among employees returning from absenteeism due to mental problems has stayed extremely low at 7.6%.

Consultation Desk

We operate consultation desks both inside and outside the company and have established an environment where employees can easily consult by e-mail, telephone, or in person.

Genki Challenge!

Genki Challenge! is a health promotion measure for fostering communication through cooperation in a team, by using a diet management app to record daily activities and organize the rhythm of living, promoted in cooperation with the six Lawson Group companies.
App users have increased year after year to approximately 2,500 in fiscal 2023, the sixth year of the initiative.

In a questionnaire survey to which approximately 70% of the users responded, about 90% maintained high satisfaction levels with participation in the program, and about 25% recognized changes in their body, such as weight loss.
Participants receive Ponta points as an incentive. In the optional program Hotto Support Points, which has been continued since fiscal 2020, points have been donated to food banks and the Lawson Group's fund-raising activity, Happiness in Communities. A total of about 400,000 yen has been donated until fiscal 2023.
Step count events have been conducted under different themes every year. In fiscal 2023, a real walking event was held with about 100 participants, including those from consolidated subsidiaries and affiliates, taking a stroll around Edo Castle.

As a collaborative health measure with the Lawson Health Insurance Society, we conducted a weekly health information quiz on the app to improve literacy.
Compared to fiscal 2022, the registered app users increased by 1,121 to 4,918, and the quiz respondents increased by 355 to 918. We will continue promoting this initiative.

Genki Challenge Plus

In the Genki Challenge Plus program, individual participants aim to achieve a BMI of 22 as a health guideline and to reduce weight by 3% to 5% over a five-month period. Successful participants receive up to 10,000 Ponta points.
According to the results of the health checkup in fiscal 2023, more than half (54%) of all participants in fiscal 2022 lost weight, and 35 among them attained the goal.
By actively working with individuals with BMI around 25, it is expected to improve the obesity rate. In fiscal 2023, 311 individuals actively participated in the program.

Sports Meet (of the Expanded Lawson Group)

We have held the Sports Meet every year since fiscal 2009 with the addition of consolidated subsidiaries and affiliates starting fiscal 2023.
After the COVID-19 pandemic, we held a softball tournament in fiscal 2023 for the first time in four years.
We are working to revitalize the health and communication of the entire Group.

No Smoking Measures

Since fiscal 2018, we have promoted initiatives, including no smoking during working hours, with the aim of promoting employee health and preventing passive smoking.
With the aim of creating a corporate culture that supports no smoking, our management sent a message to all employees on May 31 of this year, timed with the World No Tobacco Day.
We will strengthen measures toward a 75% nonsmoker rate as Lawson’s non-consolidated target by fiscal 2025.

Expenses Related to Employee Health

We disclose the costs of health-related initiatives for all employees each fiscal year.

Maintaining the health not only of employees but also of our franchise owners and store crews is one of Lawson’s most significant concerns. We offer subsidies for physical examinations, flu vaccinations, etc. through the Lawson Owner Welfare Association along with a menu of other health support benefits.

In addition, we set up a health booth for measuring blood vessel age, blood pressure, and physical function at a seminar for sharing Lawson’s policies and directions with franchise store owners and store crews.
In this way, we helped participants know their health status and review their daily living activities, encouraged them to have health checkups, and introduced effective stretching and physical function check methods for maintaining and promoting their health.
We will continue to call on franchise store owners and store crews to promote their health.