Our Approach

LIXIL considers the physical and mental health of our employees as one of our material issues because we believe that employee wellbeing contributes to creating vibrant workplaces and ultimately improves corporate value. Based on this view, under the Health and Productivity Management Declaration made by our CEO, we promote health and productivity management and use such initiatives to help improve the wellbeing of our employees.

Learn more about Ensuring the Wellbeing of Each and Every Employee >

We are working to enhance employee productivity and motivation by fostering an organizational culture in which health is the source to maximizing employees’ abilities, and also by building a work environment in which employees autonomously manage their own physical and mental health. Building environments that enable individuals to maximize their abilities through these initiatives is proving a powerful driver of value creation. Promoting health and productivity management will help build a more resilient organization that can respond quickly to changes in the business environment and help realize LIXIL’s Purpose to “make better homes a reality for everyone, everywhere.”

Our Governance

In Japan, under the direction of the CEO, who also oversees the health and productivity management initiatives, our operational sites, human resources department, occupational physicians, company nurses, and the LIXIL Health Insurance Society work together to establish systems to maintain and enhance employee health.

Our Chief People Officer, who is also responsible for promoting health and productivity management, reports to the Board of Directors at least once a year on progress toward the company’s health and productivity targets as well as any issues encountered and measures implemented. The officer also receives advice from the directors when appropriate.

Health and productivity management promotion framework

Our Targets and Progress

Strategy Map

Having identified health issues that can lead to the solution of management issues, we have created a strategy map for health and productivity management that stipulates key measures and indicators to solve those issues.

Strategy Map

Click to enlarge

Priority Measures

We set FYE2025 targets for key indicators relating to employee health, health awareness, and behavioral change based on the strategy map. Following this, we comprehensively analyzed and assessed the risks based on the data and identified challenges below as a result of this process in order to enhance the initiatives taken to achieve these targets.

Health and productivity management challenges

• Information disclosure to stakeholders
• Health and productivity management promotion frameworks
• Employee participation rates for each measure
• The rate of health guidance implementation
• The level of awareness of women’s health issues

We believe that solving these challenges will help strengthen our fundamental health and productivity management efforts and enhance our existing initiatives. Hence, we decided to focus on the following specific measures in FYE2024.

FYE2024 priority measures

1. Laying the groundwork for effective health and productivity management

• Conduct education and awareness-building activities for employees
• Strengthen communication with stakeholders (sharing information and ensuring effective cooperation)
• Increasing the availability of onsite company nurses and broadening support measures to meet specific individual needs and circumstances

2. Committing to proactive information disclosure

3. Implementing and enhancing ongoing initiatives

• Actively encourage thorough medical checkups and pursue initiatives designed to increase uptake of more detailed specialist examinations (more persuasive advice from company nurses to go for a medical examination, encourage stronger adherence to health guidance)
• Support for mental health care: Pursue determined initiatives to improve the ratio of employees undergoing stress checks, offer training, etc.
• Support for women's health: Expand the Self-Care Leave system and encourage its use, communicate information, and offer related training, etc.

Health and Productivity Management Key Indicators: Targets and Progress

Key outcomes in FYE2024

• A record high 97.3% of employees underwent an annual stress check*
• To increase the rate of employees receiving thorough examination, we have expanded the eligibility scope of Self-Care Leave to ensure that more employees will take paid leave for the “follow-up hospital visits required due to the result of health checkups conducted by the company (including comprehensive medical checkups that require further examination).”

* We conduct annual stress checks based on the Simplified Occupational Stress Check Form recommended by Japan’s Ministry of Health, Labour and Welfare for all employees working at LIXIL Corporation and its subsidiaries that have adopted a similar HR system. Any employee who marks a high level of stress is encouraged to go for a private consultation with an occupational physician.

Learn more about the Simplified Occupational Stress Check Form (A new page will open) >

As of May 31, 2024

Scope: LIXIL Corporation.

Targets: Directly hired employees including senior employees aged 60 and over, contract employees, part-time employees working at least 20 hours a week, and seconded employees.

*1 One of the indicators that measures the “treatment continuation rate” performance indicator in the Health and Productivity Management Strategy Map.

*2 An indicator for evaluating the “absenteeism” outcome indicator in the Health and Productivity Management Strategy Map. Calculated using the formula: Number of days claimed by the LIXIL Health Insurance Society for injury or sickness ÷ (enrolled employees x number of calendar days). Enrolled employees in FYE2024: 17,356 employees at LIXIL Corporation.

Our Initiatives

Not only do we conduct annual surveys to help us understand and evaluate the latest status of our health and productivity management, but we also promote priority measures to solve identified issues and pursue initiatives that will help create fundamental platforms for maintaining employee health.

Health and Productivity Management Survey

We conduct annual health and productivity management surveys of all employees^*1, with the FYE2024 survey achieving a response rate of 95% (20,458 responses).

We also work hard to evaluate and improve each individual measure based on the survey results. For example, in the FYE2023 survey, respondents’ understanding of health and productivity management scored at less than 50%, so we implemented training for managers and all employees, regularly communicated health-related information through our company social media platform, and pursued other awareness-building activities. As a result, that particular response rate improved by 4.9 points in the FYE2024 survey. The survey also showed an improvement in health literacy^*2 scores.

*1 Scope: LIXIL Corporation and its domestic subsidiaries that have introduced the same system as LIXIL Corporation.
Target: Directly hired employees including senior employees aged 60 and over, contract employees, part-time employees, and seconded employees.

*2 The ability to acquire, understand, and effectively use and act on necessary information about health and medical care.

* A phenomenon in which, despite being physically present, an employee is unable to perform productively due to physical or mental health problems.

Health Education and Awareness-Building Activities

We offer comprehensive e-learning programs for all employees to learn primarily about our health and productivity management policy, mental health, disease prevention, and specific ways to improve daily habits. For managers, we also conduct education specifically on team health management.

Health education programs conducted in FYE2024

Scope: Directly and indirectly hired employees in Japan at LIXIL Corporation and its domestic subsidiaries (including part-time).

* New employee and new manager training sessions were only conducted for directly hired employees (including part-time).

In FYE2024, we revised our training materials aimed at improving employee health literacy, and subsequently received positive feedback through post-training surveys for both all-employee training and manager training.

Comprehensive health-related e-learning (for all employees)

• 92% of participants said they would use the lessons learned in the training to better manage their own health

Training for managers: Health management of team members

• 97% of participants said they would apply the training lessons to help manage employee health in the workplace

In addition to these training opportunities, we also share information and videos on health maintenance from company nurses every two months, and make other efforts to create workplaces where each employee can be proactive in improving and maintaining their own health.

Expanding Support Measures Tailored to Individual Needs and Circumstances

Since FYE2023, we have been increasing the number of company nurses to help enhance our systems for providing direct support to employees. As of April 2024, we had a total of 19 company nurses stationed at each of our factories and other sites to provide the appropriate support according to the specific needs and circumstances.

We have also established a helpline offering mental and physical health advice where LIXIL company nurses provide professional support on individual cases by phone or email. In addition, the LIXIL Health Insurance Society has established a system that enables employees to consult with external physicians and public health nurses via phone, website, or in person through the mental and physical health support line about health, medical care, childcare, nursing care, and other issues.

Furthermore, we provide support for employees who have taken temporary leave due to illness through our Return to Work Program in which HR, senior managers, occupational physicians, and company nurses work together to care for employees on temporary sickness leave and follow up on their progress and wellbeing after they return to work.

Providing Support to Address Health Issues Unique to Women

Health ＆ Fitness Promotion Events

Controlling Infectious Diseases

To help prevent the spread of infectious diseases, we distribute free medicines to members of the LIXIL Health Insurance Society and subsidize the cost of flu vaccinations. We also work very hard to implement measures to prevent the spread of infection and to alert employees of any risks. Such measures include posting guidelines on how to respond to COVID-19 and a handbook summarizing preventative measures against COVID-19 and other infectious diseases on the company intranet.

External Recognitions and Memberships

METI Health and Productivity Certification

Sports Yell Company

Participation in Kenko Kigyo Kai

We believe that maintaining and enhancing workers’ health should not be the responsibility of a single company and its activities, but is a challenge that all working people should address together. LIXIL takes part in Kenko Kigyo Kai, an organization that shares health management best practices with an aim to enhance active and effective health promotion activities in society at large.

In FYE2024, LIXIL joined the Women’s Health Subcommittee and participated in a total of six subcommittee meetings. In the subcommittee meetings, we shared information and explored issues relating to our systems designed to address women’s health issues and workplace environments. We also investigated and considered measures on how to increase internal understanding, acceptance, and uptake of Self-Care Leave by women for menstruation or other reasons.