Based on the idea that the starting point of safety management is human resource development, the Toyota Tsusho Group conducts various safety and health educational programs for Group employees as well as suppliers in accordance with “Toyota Tsusho Group's Policies on Safety and Health.”

We explain our policies on safety and health to employees and provides basic education on safety and health management. In addition to safety education (e-Learning) for all employees and “2S (Sunflower) Activities” in which all employees participate, various information is disseminated domestically and internationally via the Group intranet "ANZEN-NET," including activity policies, accident case studies and good practices, and safety education videos.

In addition, as individual training, 55 employees participated in new employee training, 54 employees participated in career employee induction training, 177 employees participated in training before overseas assignments, and 172 employees participated in the Practical Safety Workshop in fiscal year 2022.

At domestic subsidiaries, we regularly provide legal training such as safety management training for new managers and training to become a foreman who directs and supervises workers at a work site to raise awareness of safety and health at work sites and prevent accidents. In fiscal year 2022, 53 employees participated in safety management training for new managers, 62 employees participated in training to become a foreman, and 277 employees participated in the Practical Safety Workshop.

The instructors who lead these health and safety programs understand conditions in the Toyota Tsusho Group and have been trained internally to respond to on-site circumstances. All instructors are qualified as "RST Trainers," which is an instructor qualification for safety and health education approved by the Ministry of Health, Labour and Welfare, and as "Specialized Instructors for All Toyota Work Supervisors," which is an instructor qualification for safety and health supervisor education in the Toyota Group.

We also provide information to the front lines of the workplace globally via safety and health-related personnel in Japan and overseas and the Group intranet to help prevent accidents, including safety awareness posters, 18 ironclad rules to prevent (STOP6*) accidents, and examples of past accidents.

Toyota Tsusho Delivery Safety and Health Cooperation Council general meeting

We provide safety and health education for suppliers, and regularly conduct various types of education for logistics delivery companies and construction workers at the Toyota Tsusho Construction: Safety and Health Cooperation Council and the Toyota Tsusho Delivery Safety and Health Cooperation Council as activities to ensure safety throughout the supply chain. In fiscal year 2022, 373 employees from 365 suppliers participated in top management training, in which lectures on safety and health were given by outside instructors, and 17 employees from suppliers participated in the Practical Safety Workshop.

We have launched an education program for foremen at our overseas subsidiaries and have started global safety and health human resource training. In addition, seven overseas safety staff members received training at the Practical Safety Workshop, and we are making efforts to expand safety and health education globally.

The Toyota Tsusho Group has been disseminating safety and health information on the Group intranet (ANZEN-NET) since 2009. We regularly make changes to the design and enhance the content. In 2016, we introduced the ASIST* accident reporting workflow system to promote the sharing of information among all concerned parties on a global basis.

In addition, we set up a "Zero Accident Corner" in our Nagoya Head Office to serve as a base for Toyota Tsusho's global safety activities.

The Toyota Tsusho Group believes that efforts to maintain and enhance good health contribute to higher employee engagement and organizational vitality, which in turn leads to higher corporate productivity. Based on this belief, we have positioned increasing health literacy as a top-priority issue to maintain and enhance independent health management for each employee, and conduct health management in accordance with the three policies described below.

We will support our employees in acquiring awareness and knowledge of health issues so that they can pursue self-initiative in maintaining and improving their physical and mental wellbeing.

We will support the establishment of rewarding work environments that facilitate mutual respect for the working style of each member of our diverse workforce and enable flexible work styles, based on our "Diversity & Inclusion" policy. We aim to maximize organizational vitality and performance by implementing these practices.

We are committed to ensuring that each employee on the global stage is healthy in mind and body and highly engaged, and through wholesome business activities around the world, we will strive to endlessly contribute to the achieving of a prosperous society for an irreplaceable future.

In the fiscal year 2021, we introduced the Healthy Lifestyles Challenge 8 programs promoted by the Toyota Group. This program encourages improvements in eight areas (appropriate weight, exercise, drinking, smoking, breakfast, snacking, sleep and stress).

Figures for Health Management Initiatives through Healthy Lifestyles Challenge 8 Programs

We introduced Healthy Lifestyles Challenge 8 Programs in 2021 and have held practical measures and seminars related to each item. We began measuring health literacy in the fiscal year 2021, and it rose 0.78 points to 18.48 in the fiscal year 2022. The presenteeism loss ratio was 33.8, a 0.6 point decrease from the previous year. Through Healthy Lifestyles Challenge 8 Programs, we have achieved a certain level of effectiveness in laying the foundation for employees to independently maintain and promote their health and improve their performance.

However, the number of Healthy Lifestyles Challenge 8 Program items practiced was 5.34, down 0.23 points from the previous year. In particular, practice averages related to drinking, sleep, and stress were lower than the previous year. As the post-COVID-19 era began, opportunities for drinking at company dinners and other occasions increased, leading to a decrease in sleep time and hampering stress recovery. In addition, there was a shift in work style to a focus on coming to work as COVID-19 came to an end. This is thought to have had an impact due to the burdens of commuting and other factors.

Going forward, we will promote behavioral change among employees by continuing to encourage healthy habits through each measure of the Healthy Lifestyles Challenge 8 Program items. We will also support each employee in independently maintaining and promoting their health by maintaining and improving the number of Healthy Lifestyles Challenge 8 Program items practiced.

Health Literacy^*1 (Measured from FY2021)

Presenteeism^*2 Loss Ratio (Measured from FY2020)

Work Engagement^*3
 

Healthy Lifestyles Challenge 8 Program Practice Average^*4 (Introduced from FY2021)

Rate of Persons with Abnormal Blood Pressure

Rate of Persons with Abnormal Blood Sugar
(HbA1c)

Rate of Overweight Persons
(LDL cholesterol)

*Ratio of persons judged to require close examination and lifestyle improvement/treatment based on the criteria of the Japan Society of Ningen Dock

The rates of persons with diagnoses increased due to the increase in the obesity rate among persons under 40 years of age after the fiscal year 2018 and the change in lifestyle caused by restrictions in coming to work under COVID-19 in 2020. In particular, with regard to blood pressure and LDL cholesterol levels, which are elements of lipid abnormalities, the rates increased by 6.3% and 6.1%, respectively.

We introduced Healthy Lifestyles Challenge 8 Programs in the fiscal year 2021, and have been working to improve health literacy and create opportunities for employees to practice the eight areas (appropriate weight, exercise, drinking, smoking, breakfast, snacking, sleep and stress) by holding seminars and participatory events on measures related to each item. In addition, through the use of internal newsletters, intranet, and other sharing tools, we have provided feedback on company-wide average number of practiced items, examples of employee practices, event announcements, and other information to expand opportunities for employees to experience the development of healthy habits in order to support them in independently maintaining and promoting their own health.

In the fiscal year 2022, the rate of persons with elevated blood pressure and lipid levels has been on a decreasing trend, indicating that we have achieved a certain level of success. We will continue to support employees in practicing healthy habits through various events. We will also promote the active participation of diverse human capital by creating an organization and environment where employees can work with vitality.

As part of our efforts to support female employees, we have changed the name of menstrual leave to "Ladies' Leave" effective April 2020. We also expanded the scope of this leave to include use for infertility treatment. In addition, in conjunction with International Women's Day in March every year, we hold annual seminars on women's health by a gynecologist based on a theme focusing on life stages (fiscal year 2022: menopause). We also provide assistance for examinations for diseases specific to women in cooperation with the Health and Welfare Union.

We provide internal and external mentoring opportunities as part of the process of working to develop the next generation of female leadership candidates. By raising career awareness, expanding horizons, and offering support in dealing with issues, we are creating an environment in which women can participate actively and with vitality.

An analysis of the lifestyle habits of female employees revealed that exercise practice rates among female employees were lower than those of male employees in all age groups. Therefore, we conducted a survey on awareness and knowledge of exercise among female employees (53% response rate). We found that although female employees understood the necessity and benefits of exercise and were motivated, they were too busy with housework, childcare, and work to have the energy to do so. Therefore, we are promoting exercise practice among women by holding online seminars to help them understand the benefits of exercise, measurement sessions to determine current physical fitness levels and muscle strength, and exercise seminars that are easy to participate in during working hours.

Conducted at a small department or group level, "Ikiwaku Activities" (activities aimed at creating a motivated and productive organization) consist of each member thinking of topics to focus on to achieve growth for the organization and then all members working to implement the decided actions. These activities encourage consensus building through an exchange of opinions between all members and an acceptance of the individual values of each member. They aim to foster an awareness and culture of autonomous and voluntary action. These activities lead to a range of initiatives, including efforts to implement new work styles and study groups to discuss new businesses, which can improve the dynamism in workplaces. We are also expanding these activities to affiliate companies.

In addition to the above activites, we visualize the state of the organization through engagement surveys and hold workshops and lectures to encourage enthusiasm and engagement for each employee.

We are advancing office reform to make the office a hub of communication as working from home becomes more common. The goal is to create new value and to foster and pass on our unique corporate culture through dialogue among employees that transcends organizational boundaries, the unintentional exchange of information, and the synergistic effects of teaching one another. We are remodeling a portion of our Nagoya Head Office to create a model floor and adding online booths. We plan to renovate each floor sequentially in the future.

From 2017, we began switching off all interior lights at 8 p.m. to encourage people to go home early, reduced the maximum overtime working hours stipulated in the Article 36 Agreement in stages, and worked to improve employee knowledge and awareness of labor management. We have now started seeing positive results in terms of fewer people working long hours and reduced overtime.

In July 2022, we introduced a new work interval system in an effort to maintain employee health, reduce physical and mental stress, and improve productivity.

Many of our employees take business trips or are assigned to work overseas. To protect their health, we launched infectious disease seminars in the fiscal year 2017 for such employees. A cumulative total of 3,424 employees have attended the seminars by the fiscal year 2022. We actively promote vaccinations against infectious diseases for not only persons assigned overseas but for family members accompanying them as well as business travelers.

※Excluding spouse

Using information provided by the Ministry of Foreign Affairs, International SOS, Control Risk, and other sources, we communicate the latest information regarding infectious disease outbreaks in Japan and overseas to employees on business trips and employees assigned overseas. We also provide support for our employees' health management. This support includes providing vaccinations that may be required at their destinations, informing overseas business travelers of specialized medical facilities in the vicinity of domestic sites in case they have concerns about symptoms such as fever after returning home, and promoting medical examinations.

Prior to departing for overseas assignments, an industrial physician conducts a pre-assignment interview to determine whether or not the employee can travel and to manage the employee's physical condition prior to the trip. We also require employees to undergo an annual medical examination, and an industrial physician checks their physical condition based on the results of the examination. In order to provide medical support for employees and their families overseas, we have established a consultation desk at our Health Management Office. We also work together with local medical assistance companies, and provide health counseling via employee assistance programs.

In order to provide medical support for employees overseas, we have established a consultation desk at our Health Management Office; we also work together with local medical assistance companies, and provide health consultations via employee assistance programs.

In Sub-Saharan Africa, for example, we are taking measures to address HIV/AIDS, which has become a major social issue. To eliminate this threat, we conduct preventative measures and provide testing and treatment for HIV and malaria to employees who work in the region and their family members. CFAO, which conducts business in all 54 African countries, targets chronic diseases including HIV, diabetes, malaria, hypertension, and tuberculosis, which are prevalent in developing countries, and is working to provide solutions through effective methods including education, prevention, testing, and guidance under its Health by CFAO program. In 2022, the company sponsored 199 chronic disease campaigns and provided screening tests to 8,850 people.

The COVID-19 Task Force and the COVID-19 Response Team of the Human Resources Department had been carrying out tasks such as assessing the infection situation, managing movement, responding to supplies, and holding periodic meetings. However, these activities were essentially ended when restrictions were lifted following COVID-19’s reclassification as a Class 5 disease in May 2023.

We took this as an opportunity to prepare an "Infectious Disease Response Manual" in preparation for similar cases in the future.

At the Toyota Tsusho Group, we believe that contributing to the communities in which we operate is essential both for our own sustainable growth and for the sustainable growth of the communities themselves.

Since we operate in regions where the risk of infection of AIDS, tuberculosis, and malaria are high, we carry out a range of activities aimed at preventing infection both for our employees and for local residents.