Basic Policy

The Sumitomo Forestry Group designates the respect for humanity as one of Our Values, promotes diversity and emphasize the respect of family: the importance of respecting one’s family and building a prosperous future. We also strive to maintain and improve the health of each and every employee and promote a vibrant workplace. Employee health is of the utmost importance. A healthy, vibrant lifestyle increases work motivation and helps improve productivity and work efficiency.

Sumitomo Forestry has assigned one clinical psychologist and two public health nurses to the healthcare promotion team in the Workstyle Diversification Department run by the Personnel Department to spearhead a variety of policies and measures.

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Initiatives to Maintain and Improve Employee Health

Sumitomo Forestry engages in initiatives to maintain and improve employee health from health management and self-care education in the new employee training program to event information and columns about health on the internal website of the Workstyle Diversification Department.

We use a reservation system for regular health check-ups which are vital to preventing illness and maintain a 100% medical examination rate. In addition, the system that we use can offer regular health check-ups, stress check aftercare, and consultations with industrial physicians and public health nurses during overwork and other stressful situations. These measures are even available to employees working at sites with a small number of staff through the appointment of industrial physicians even at locations with less than 50 employees.

We also conduct health check-ups before appointing or returning an employee to a post for overseas appointees as well as interview individuals, gain information and provide advice about the state of their health as well as address other needs they may have.

Mental Health Care

Practical Mental Health Care

Based on the Guidelines for Maintaining and Improving Workers' Mental Health formulated by the Ministry of Health, Labour and Welfare, Sumitomo Forestry implements four types of care for mental health: self-care; care provided by line managers; care provided by occupational health staff within the workplace; and care using resources from outside the business.

Since April 2013, employees who are certified as clinical physiologists have striven to assist mentally ill individuals with follow-up support and help them in returning to work in close cooperation with an external provider of the employee assistance program (EAP)*.

In fiscal 2019, Sumitomo Forestry revised the external Employee Assistance Program (EAP) agency alliance and established a new management consultation desk to further a system to better support line care. This help desk is not only available to employees but also their families and can support in English and Chinese, which offers better care for a wider range of employees.

We adjust stratified working hours and the work load to suit the circumstances of each individual by adopting an occupational rehabilitation system to help employees return to work to create and execute rehabilitation plans so that each person can both physically and mentally get used to the work environment.

Sumitomo Forestry distributes a Mental Absentee Guidebook when employees take leave with corporate rules and other information related to how to spend that time off as well as the suspension of their work to elevate worry as much as possible during their break. We also distribute a Guidebook for Managers to supervisors as well to provide information that includes ways to handle each situation.

* A workplace mental health care service for employees Mental Health Education for Management

Preventative Measures for Mental Health Care

Preventative Measures for Mental Health Care

Use of stress checks

Sumitomo Forestry has offered stress checks since fiscal 2013, ahead of becoming mandatory after amendments to the Industrial Safety and Health Law in December 2015. All of our employees (excluding employees who are on long-term leave due to pregnancy, medical treatment for illness or other such reasons) use the information provided on websites and in other mediums to help prevent mental disorders.

In fiscal 2020, items to measure presenteeism and absenteeism are incorporated in the stress checks and analyzed to encourage even more active health management. As part of care following stress checks, we also distributed charts of the analysis results for the organization to each site and provided stress check feedback training to managers in order to raise awareness about building an even more vibrant workplace. In addition, Sumitomo Forestry also conducted online departmental line care and self-care training tailored to the challenges faced in the department. The training curriculum implemented in the aftercare measures are also shared throughout the entire Group through our e-learning system.

Practical Mental Health Care Results

FY2016 FY2017 FY2018 FY2019 FY2020
Stress Check Response Rate (%) 88.2 92.1 91.6 93.3 96.4

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Sustainability Report