Health and Productivity Management

ADVICS, our vision is to "advance the everyday experience of driving and transportation through stopping technology."
Ensuring that every employee, from young people to seniors, is in good physical and mental health and can perform at their best is the foundation for realizing this vision.
We consider maintaining and promoting employee health to be one of our most important management priorities, and we make strategic investments in various health initiatives, workplace environment development, and corporate culture fostering.

With an eye on raising the retirement age for older workers in the future, we aim to reduce the "health age" of our employees by two years by 2035.
The metrics necessary to achieve this are absenteeism, presenteeism, and work engagement.
We also regularly monitor the following indicators related to the progress of health investment measures, which have an impact on these indicators, and use this information to consider improvements to each measure.

• "Health age" is the difference between your actual age and the age that your health checkup results show.

• Health age is expressed as the average difference between actual age and health age calculated based on health checkup results. This data is taken from the health scoring report provided annually by Health Insurance Association.
  Health Age Target: Reduce health age by 2 years by 2035 (The target for the health age reduction of 2 years applies to employees aged 30 and over)
• Work engagement is calculated from responses to the following questions in the stress check: "I feel energized when I'm working" and "I feel proud of my work."
  Work engagement target: To reach 2.6 by 2030 (national average: 2.5) (Number of people measured in FY2025: 5415, response rate: 98.9%)
• Absenteeism is calculated as the percentage of employees who took sick leave for 30 days or more, excluding paid leave, after the start of sick leave for the fiscal year. (Number of people measured in FY2025: 5,626, response rate: 100%)
• *Presenteeism is calculated using the SPQ (University of Tokyo 1-item version). It represents the percentage of employees who feel they have not been able to perform at 80% or more of their normal performance level in the past month, with 100% being the performance level they can perform when healthy.
  Presenteeism target: 30% by 2030 (Number of people measured in FY2025: 5,265, response rate: 99.6%)

• 2030 target
  BMI 25 or above: 20%
  Smoking rate 20%
  Rate of new employees taking leave due to mental health issues: 0.8%
  Exercise habit rate 50%

Our team, which includes professionals such as Industrial physician and public health nurses, is responsible for everything from planning and developing health promotion measures to implementing them.
Furthermore, within our group companies, we share our activities through AISIN Group Health Committee and promote health management throughout the entire group.
Each location holds a monthly safety and health committee meeting, which consists of the overall safety and health manager, Industrial physician, hygiene manager, and representatives from each workplace.
The committee shares information on the progress of health promotion measures, safety and health management, the status of workplace accidents, and the reality of long working hours, and works to prevent workplace accidents and create and improve a comfortable working environment.

ADVICS' efforts in health management have been recognized, and the company has been certified as a "Health Management Excellent Corporation" by the Ministry of Economy, Trade and Industry.

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• We provide specialized education for seniors to employees who have turned 59 years old, with the aim of helping them maintain healthy bodies that allow them to continue working even in old age.

Every year in October, coinciding with Occupational Health Week, we hold events aimed at promoting health. To raise employees' health awareness, we organize various health events such as vegetable intake measurement sessions, bone density and vascular age measurements, and lectures on sleep.

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We are implementing initiatives to provide employees, who have limited opportunities to access health-related information, with opportunities to think about their health and support the continuation of healthy behaviors. We regularly publish a "Health Newsletter" that disseminates various health-related information, including company policies, employee benefits, Health Insurance Association initiatives, and municipal initiatives. In addition, Health Promotion Group creates and distributes "Health Tips" to provide opportunities for meetings to discuss health within the workplace.

We have established a "Health Portal Site" on our company website, which aggregates health-related information and provides employees with access to it at any time. The portal site includes schedules for health initiatives implemented within the company, health information on exercise and diet, and information on disease prevention such as infectious diseases and heatstroke that are prevalent each season. In addition, manuals and company regulations related to physical and mental health, such as a "Return-to-Work Flowchart" and "Health Management Support for Remote Work," are also posted, so that employees can refer to them whenever needed.

To foster health awareness and promote behavioral change among employees, we collaborate with Health Insurance Association to conduct online health seminars throughout the year, such as "Relaxation Yoga" and "Style Up Seminars."

With the aim of "establishing exercise habits," we hold walking competitions twice a year. In addition to events where individuals or teams compete based on the cumulative number of steps taken over a month, we also held a "Walking Festival" on weekends at health-themed parks within the prefecture.
In 2025, the event attracted individual participants and over 20 teams, with approximately 800 participants in total. Health benefits were observed, with 36% of participants reporting a decrease in weight or waist circumference. Furthermore, in collaboration with Health Insurance Association, a "walking event" is held that employees' families can also participate in.

To reduce the risk of health problems caused by smoking and to promote the prevention of passive smoking, we have established rules regarding smoking, such as banning cigarettes and limiting smoking times, and we are working to ensure that these rules are communicated and enforced among employees. We also support employees who wish to quit smoking through smoking cessation support by public health nurses, the implementation of smoking cessation programs in cooperation with Health Insurance Association, and partial subsidies for the costs of visiting smoking cessation clinics.

We are working to create an environment where employees can be more conscious of their health in their daily lives, such as posting posters encouraging the use of stairs instead of elevators, and reviewing the sale of sugary drinks to encourage the selection of healthier products.

To promote early detection and treatment of illnesses, we are working to improve the participation rate by raising awareness among employees about the importance of regular health checkups. As follow-up measures after health checkups, we provide safety precautions such as consultations with Industrial physician and restrictions on work, as well as encouragement and follow-up on further examinations.
We also raise awareness about the importance of self-care and work to prevent symptoms from becoming severe. Furthermore, we have introduced cancer screening via blood tests as a free optional test in regular health checkups, working to reduce health risks through early detection and treatment of cancer. Colorectal cancer screening, gastric cancer screening (pepsinogen and H. pylori antibody tests), prostate cancer screening (PSA test), and fundus examination are provided free of charge to those who request them. In addition, we work in cooperation with Health Insurance Association to subsidize the costs of comprehensive health checkups, brain checkups, and gynecological examinations, and conduct awareness campaigns to increase participation rates, thereby promoting disease prevention and early detection.

• Investment in optional inspections for FY2025: Approximately 4 million yen

Based on the guidelines of the Ministry of Health, Labour and Welfare, we have established and implemented a system that allows eligible individuals to receive specific health guidance from in-house specialists during working hours, with the aim of preventing lifestyle-related diseases.

In our manager training program, we encourage participants to discuss issues and develop solutions to foster a positive workplace culture and improve work engagement. Each participant creates an "action declaration" and puts it into practice.

To ensure that employees who have taken leave of absence can return to work smoothly and reliably, we have established a system in place where Industrial physician, public health nurses, dedicated staff, and workplace supervisors work together to support their return to work.

We have established consultation services at each of our locations, staffed by in-house specialists such as Industrial physician and public health nurses, to ensure that employees can seek advice with peace of mind. We also offer consultations with Psychiatrist and external clinical psychologists (counselors).

We have established an external telephone consultation service that provides 24-hour health advice. This service is available not only to employees but also to their families. It allows employees to easily discuss issues that may be difficult to address through internal consultation services, the workplace, or during working hours. The service covers a wide range of concerns, including health issues, mental health concerns, caregiving and childcare advice, and referrals to nearby medical facilities. In-person consultations with qualified professionals are also available.

• Investment in EAP for FY2025: Approximately 2.5 million yen

To promote the vibrant participation of female employees, we conduct "Women's Health Education" for managers and female employees as part of our efforts to address health issues specific to women. Furthermore, since 2022, we have introduced a femtech program to support women in resolving health issues specific to women, such as menstruation, pregnancy and childbirth, infertility, and menopause, enabling them to balance work and life events. We also provide financial assistance for gynecological checkups and are working to raise awareness to increase the rate of these checkups.

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To create a more female-friendly work environment, we hold a "Women's Exchange Salon" where women can freely exchange opinions and seek advice on various work-related concerns and interests, such as career development, work-life balance, and health. Through interaction with senior employees and female employees from other departments, it provides an opportunity to deepen information sharing and mutual understanding, as well as gain new insights and learning.

With an eye on the aging society of the future, we are working to promote the physical and mental health of each employee so that they can continue to work actively even as they get older. We hold seminars and conduct grip strength and balance ability measurements for senior employees, and we are also working to create a comfortable working environment by improving facilities and equipment that support physical functions, such as barrier-free access and the introduction of enlarged vision screens. In addition, we have published and distributed a booklet on health promotion to the families of middle-aged and senior employees.