Health and Productivity Management

Health and productivity management is the strategic practice of considering employee health management from a managerial perspective, with the aim of improving corporate productivity, business performance, and corporate value.

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Vision of Promoting Mental and Physical Health

MOL aims to become the world leader in safe quality, establish a sound, energetic, innovative organization, and develop the MOL Group into "an excellent and resilient organization", by supporting the mental and physical health of every employee. To achieve these objectives, the group believes it essential that the company, in cooperation with all executives and employees strive to maintain and build up their mental and physical health and create a comfortable, enjoyable workplace environment. We are not only developing based on laws and regulations of countries and regions where we do business and international treaties related to seafarers, but also organizational system that enables us to respond to emergency situations such as accidents and disasters, and ensures that all group members work together to move forward with various initiatives to maintain and enhance our health.

In FY2021, we established our "Declaration on Health and Productivity Management" as a guideline to promote group-wide health management, and an opportunity to position the promotion of every employee's health as an important management issue, instill and promote health management among our group employees, and the awareness of every employee.

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Organizational System to Promote Health and Productivity Management

The Career and Wellness Team in the Human Capital Management Division plays a key role in promoting MOL Group Health and Productivity Management, in cooperation with staff comprising of occupational health physicians, internal medicine physicians,occupational health nurses, psychiatrists, certified psychological counselors and a masseur, working in collaboration with various concerned parties including the health insurance society. The team also plans and implements effective programs to promote the health of employees working at sea in cooperation with the Operational Safety Committee. Information on health management promotion is shared throughout the company, both office workers and seafarers, through the Council for Health Management Promotion, and is also quarterly reported at the Executive Committee and the Board of Directors, who are responsible for the oversight of health management initiatives.

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Expanding to/Collaboration with Group Companies

As we promote consolidated management, we respond not only to non-consolidated MOL employees, but also to the group companies when it comes to occupational safety and health management. We will develop the corporate infrastructure to increase health and productivity, which can be shared among MOL Group companies; review, implement, and verify the effects; and continually improve measures according to the needs of group companies. Specifically, we provide stress check tests and tie-ups with medical service companies, hold regular workshops to gain HR management expertise, and conduct HR assessments to strengthen our group-wide HR management.
In addition, we maintain and improve the health of seafarers of foreign nationalities who serve aboard our operated vessels through informational activities for manning companies around the world and foster a strong awareness of safe operation and safety culture, strengthening MOL's organizational structure for safety.

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External Evaluation

MOL has been designated as a Certified Health & Productivity Management Outstanding Organization (Large Enterprise Category) for the seventh year in a row, and it has been named to the "White 500," a list of the top 500 enterprises in the program, administered by Nippon Kenko Kaigi (Note) for the third consecutive year.

The program recognizes organizations, including large and small/medium-sized enterprises, that practice excellent health management based on their efforts in line with health management issues facing communities and health promotion initiatives. In the 2024 Health Management Survey (Large Enterprise Category), MOL was ranked in the top 500 out of 3,869 enterprises that underwent a comprehensive assessment. MOL is the only company in the shipping industry named to the "White 500."

(Note) Nippon Kenko Kaigi is an organization that takes practical action, in collaboration with private organizations and with full administrative support, to ensure longer, healthier lifespans and to provide appropriate medical care, targeting individuals in Japan, a country facing a dramatically advancing aging society with a low birthrate. The organization aims to encourage workplaces and communities to achieve specific measures to overcome health-related challenges in collaboration with private organizations, e.g., economic associations, healthcare associations and insurers, and municipalities.

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Expected Outcomes and Initiatives in Health and Productivity Management

As a foundational support for the sustainability challenges of 'Safety & Value' and 'Human & Community' in the group management plan 'BLUE ACTION 2035', we strategically engage in health and productivity management to enhance corporate value and achieve the group vision.

• Safety Vision
• HC Vision

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Health Challenges

We address health challenges by managing the risks of lifestyle-related diseases and maintaining and improving mental health for seafarers and office workers by effectively coordinating three initiatives:

• The working environment
• Physical health
• Mental health

We are expanding a comprehensive network to leave no gaps in our support.

• The working environment
  Creating an environment that supports individual success.

  

• Physical health
  Cycle of Maintaining health

  

• Mental health
  Comprehensive care based on assessment.

  

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Targets

(a) Health-related targets

All employees aim to proactively work to promote their own physical and mental health, with a strong consciousness of their personal responsibility for their health. This approach is intended to increase the number of employees undergoing periodic health checkups and stress tests, which provide opportunities for them to evaluate and monitor their level of physical and mental health.
In addition, we aim to reduce smoking and in turn reduce the risks of various smoking-related diseases and prevent passive exposure to smoke.

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(b) Industrial accident-related targets

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Health-related Quantitative Data

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Initiatives to promote employee health

Health Administration Center

In December 2023, coinciding with the renovation of the headquarters building, the medical office was relocated and renewed. The space was expanded to approximately 1.4 times its previous size and the offices for medical professionals and occupational health staff were updated to be more spacious and conducive for their work. Additionally, rooms for consultations and examinations with employees were added, improving convenience.
In March 2024, the medical office will undergo organizational restructuring to expand health management functions and strengthen the system, leading to the establishment of a Health Administration Center. The center will consist of three specialized departments: 'Health Support Dept.', 'Occupational Health Dept.', and 'Mental Health Dept.' By deepening the expertise of each department and simultaneously strengthening inter-departmental collaboration, we are building a system to more effectively and meticulously implement health initiatives.

Health Support Dept.

• In-house Clinic
  

  

  As a corporate clinic, we have two consultation rooms, a treatment room, and a laboratory. Four doctors (including three part-time) and two nurses provide internal medicine outpatient services. In 2023, we introduced electronic medical records to improve the efficiency and convenience of medical services, and in 2024, we began issuing external prescriptions that can be filled at outside pharmacies. The clinic serves as a place where employees can easily consult and receive examinations for minor physical discomforts, health concerns, and seasonal symptoms such as hay fever. It also supports the health maintenance of employees who need long-term consultations and prescriptions for lifestyle-related diseases and their precursors.
• Health Consultation
  Nurses (also serving as occupational health nurses) are available for health consultations. Employees who cannot visit the clinic, such as those working overseas or seafarers on leave, can have online consultations.
• Acupuncture, Moxibustion, and Massage Room
  

  

  The Health Administration Center features a massage room, where employees can receive massage, acupuncture, and moxibustion treatment from a licensed therapist. Some employees complain of disorders such as shoulder stiffness and backaches caused by long hours at their desks, poor posture, and a lack of exercise. The therapies available in the massage room not only address problems such as stiff shoulders and aching backs, of course, but also help employees recover from physical exhaustion and improve blood circulation, which in turn keeps them refreshed and more productive. The busy employees can take advantage of a 15-minute short course during their spare time.In addition, massage room therapy of one hour a month is considered a working hour, so employees don't have to sacrifice an hour of pay to maintain their health and well-being.

  No. of employees receiving therapy in the massage room:

  2021	2022	2023
  240	352	476

Occupational Health Dept.

Two occupational health physicians and two occupational health nurses (also serving as nurses) work closely with HR department representatives to meticulously manage employee health maintenance. Beyond compliance with the Industrial Safety and Health Act, they play a significant role in implementing health loop initiatives that start from primary prevention. This includes conducting internal seminars by occupational physicians and occupational health nurses, collaborating with the MOL Health Insurance Society, and planning and promoting the company's health management strategies. Additionally, by coordinating with the Health Support Dept and the Mental Health Dept within the Health Administration Center, they are equipped to provide swift and effective care to employees with high health risks.

• Follow-up of health check results
  Aiming for a Medical Checkup Rate of 100%
  Occupational health physicians review the medical checkup results of employees working in the Head Office as well as overseas expatriates, those on loan to group companies in Japan, and seagoing employees, and provide thorough follow-up for employees who need re-examination and treatment.(e.g., 59.4% of employees aged 40 and over maintained proper weight in FY2023) In addition, managers are obliged to get a full medical checkup, and as with other employees,occupational health physicians check their results and provide thorough follow-up as necessary.
  In addition, occupational health physicians and occupational health nurses conduct detailed analysis of the results of annual health checkups (e.g., 58.0% of employees aged 40 and over maintained their proper weight in fiscal 2022). The results of the analysis have also been reported by occupational health physicians to the Health Management Committee (Health Committee) and health insurance societies, and are used to share health issues in our company and develop future health measures.
• Support for Balancing Treatment and Work:
  For employees with chronic illnesses, those returning to work after taking leave due to illness or injury, and employees with high health risks, occupational health physicians and occupational health nurses conduct regular consultations to support them in balancing their treatment and work responsibilities.
• Interview/Guidance for Those Putting in Long Hours
  MOL checks the overall health conditions of employees who work over a certain number of hours and self-reported fatigue or uneasiness about their health, through interviews with occupational health physician, and also relies on interviews with clinical psychologists to gauge their stress levels.
  Expatriates receive monthly questionnaires about their working conditions, and occupational health nurses use the results to provide necessary advice and follow-up. We also monitor working hours by division in addition to providing expert follow-up on health issues facing target employees. The general managers of divisions where target employees work also cooperate closely with the Human Capital Management Division as necessary on measures to improve the working environment.
• Health Guidance
  

  Occupational health nurses support not only employees in the Head Office who have health concerns, but also those on loan to group companies in Japan and overseas, providing health and nutrition advice by email. In collaboration with occupational health physicians, internists, and occupational health nurses, the guidance helps raise the health awareness of each employee.

  Number of employees who received health guidance at the Health Administration Center after the group medical checkup:

  2021	2022	2023
  184	182	189

Mental Health Dept

We have established a "C-room" in the Health Administration Center, which includes a reception area, waiting room, office space, meeting room, and three rooms for consultations. A team consisting of two psychiatrists and four certified psychological counselors work together, adhering to confidentiality obligations while appropriately collaborating with the department of the relevant employee and Human Capital Management Division.

Our mental health initiatives can be divided into three main categories: individual response, organizational analysis, and education and training.
We strive for a cyclical approach in which information gained from individual responses and organizational analysis is utilized in education and training, and information gathered through education and training opportunities is utilized in individual responses and organizational analysis.

• Individual response
  In addition to mental health counseling for employees who voluntarily request counseling, we have established our own framework for various interviews. We are able to provide early consultation and early response to problems before they become more serious, by increasing the number of daily contacts between employees and professionals.
  • Mental health counseling
    These interview times are available to employees who voluntarily request a consultation. Interviews with a certified psychological counselor (50 minutes/session) are available on Mondays, Tuesdays, Wednesdays, and Thursdays, and can be reserved freely via the company intranet. In-person and online options are also available. We respond not only to health-related concerns, but also to a wide range of workplace and personal issues. We often consult with subordinates and colleagues regarding support, and play a logistical role in mental health care among employees. In addition, when a medical judgment is necessary, such as a decision on whether or not the patient can work or the progress of treatment, a psychiatrist will meet with the patient (30 minutes/session) to discuss the situation.
  • Interviews with employees who work long hours
    For the objective of mental health care for employees working long hours, an interview with a certified psychological counselor is mandatory in addition to an interview with an occupational health physician. (For details, see the section "Initiatives to Promote Employee Health: Interviews and Guidance for Employees Who Work Long Hours" at the top of this page.)
  • Health Management Interview
    Interviews (20 minutes/session) are held for all new hires and career employees. Interviews are conducted by a certified psychological counselor with the objective of checking the degree of adaptation to the new environment and the stress level of the situation. For office workers , the program is conducted approximately three months after assignment, and for seafarers , it is conducted before and after disembarking from the vessel for the first time.
  • Internal return-to-work programs
    We provide return-to-work support (rework program) for employees on leave due to mental health issues in the Head Office building. Custom-made programs tailored to each individual's condition and situation are created and implemented by a certified psychological counselor under the direction of a psychiatrist. The rework period also provides an opportunity to develop a system of cooperation among the individual, the Human Capital Management Division, the workplace, and the specialist, and follow-up is conducted in close cooperation after the employee's return to work.
  • Crisis intervention
    In the event of an emergency or accident, psychiatrists and certified psychological counselors provide advice and suggestions on measures deemed necessary from the perspective of mental health care, and work with related departments to respond to the situation.
• Organizational analysis
  With the aim of utilizing the real voices of employees and internal circumstances for mental health measures, information related to individual and workplace stress is analyzed by certified psychological counselors after processing it into a form that does not identify individuals, in an effort to understand the current situation and formulate measures that are in line with current needs. To prevent information bias, we proactively gather information through interviews and training opportunities, as well as through hearings focused on specific themes and specific workplaces. Stress checks are also independently analyzed in-house by a certified psychological counselor, who interprets the figures based on internal circumstances and develops countermeasures.
• Education and training
  A certified psychological counselor is in charge of education and training based on the position and role of the target audience and the subject matter. In addition to disseminating general knowledge related to mental health, such as self-care and mental health training (line care), we also hold discussions with Human Capital Management Division based on our daily awareness of problems and the results of organizational analysis, and try to create training materials based on our unique issues and internal circumstances at the time.

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Initiatives in collaboration with external medical institutions

Free Dental Checkups

We provide free dental checkups for employees at the time of their annual medical checkups in cooperation with dental clinics close to the Head Office. These periodic checkups help prevent gum disease and ensure that cavities and other problems are addressed before they become major issues, and help keep employees' teeth healthy.

No. of employees receiving dental treatment:

2021	2022	2023
26	34	34

Dental Check-ups in HQ building

The Mitsui O.S.K. Lines Health Insurance Society started offering free dental check-ups in the headquarters building in 2024. This has enabled more employees to undergo dental check-ups than before.

In-house Flu Vaccinations

We provide flu vaccinations for MOL Group executives and employees in the Head Office. We will provide opportunities for even more to receive them, thus maintaining a healthy workplace during flu season.

Vaccination Coverage (Approximate)

2021	2022	2023
924	878	803

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Smoking Cessation Initiatives

The Health Administration Center provide smoking cessation services with subsidies for purchasing nicotine patches. Additionally, employees can access external smoking cessation support services through the Mitsui O.S.K. Lines Health Insurance Society's health programs.

Elimination of smoking areas
Smoking areas in the Head Office have been eliminated and smoking has been banned entirely from the end of FY2021.
In addition, the 22nd of each month has been designated as a "No Smoking Day" to promote employee health and to raise employee awareness of the issue by internally posting notices about the company’s no-smoking policy.

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Initiatives in Collaboration with the Employee Cafeteria

Health Management Through Meals

In April 2024, a new employee cafeteria opened.
The employee cafeteria "Rhine Toranomon" was renewed and reopened as a coworking cafeteria where people can gather from morning to night.
For lunch, we collaborate with nutritionists to provide nutritious meals that are rich in vitamins, proteins, and dietary fiber, helping employees maintain their health and work energy. The menu includes a wide variety of options such as Japanese and Western dishes, noodle dishes, and other international cuisine, along with the availability of numerous salads and side dishes. A hearty ingredient-rich soup and the "MOL Salad", a dish that offers a nutritious mix of vegetables, nuts, legumes, fruits, and protein from meat or fish, are popular as healthy menu items. Additionally, healthy rice options such as konjac rice and five-grain rice are available, and a "500 kcal Menu" (a combination of staple, main, and side dishes totaling under 500 kcal per meal) is introduced daily, contributing to the promotion of employee health.

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Holding Health Seminar based on Health Care Questionnaire

MOL has conducted a questionnaire-based health care survey since 2018 to determine the needs of employees when it comes to creating a healthy work environment where everyone can work with vigor and enthusiasm.
We regularly conduct questionnaire surveys to circulate the research, verification, and PDCA cycle, depending on the objectives, such as recognition of information, improvement of health literacy, productivity, and improvement of medical checkup data.

[ Short-term Evaluation ]

(1) Subjective symptoms
* Top 5 health concerns

(2) Health Literacy of Employees (Alteration of Attitudes)
* Consciousness Smokers' motivation to quit

As part of our health measures, we analyze employees' health issues based on the questionnaire, and provide lectures that promote improved health.

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Health and Productivity Management Training Program

MOL provides training programs such as "self-care" and "line care" of staff related to health and mental health, which vary according to career path. We aim to ensure a more effective level of training by providing knowledge related to adult-onset diseases and illnesses specific to women, and with programs including preventative measures presented by occupational health physicians,occupational health nurses and certified psychological counselors.

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Reduction of overtime working hours

MOL implements the following measures to reduce overtime working hours.

• Checking overtime working hours by prior notice of when work ends and checking office entry and exit times with attendance records/PC logs. Using a questionnaire about working conditions to determine the number of hours worked by executives/managers.
• Reflecting evaluation of executives/managers who oversee their members' overtime hours.
• Working to improve management skills, mainly centering on labor- management issues, through training programs for management positions, etc.
• No-overtime days each month.
• Implementing the Workplace Reform Project (Improving work efficiency by free addressing of headquarters, cross-divisional communication space, use of ICT tools such as web conference software)
• Reducing and streamlining routine tasks.

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Establishing More Consultation Desks

• External consultation
  MOL has established external consultation desks to address issues related to "harassment," "mental health," and "lifestyles" in cooperation with external institutes, with the goal of making sure that employees know they are not facing their problems alone. Depending on the situation, employees who contact these consultation desks will receive a response from professionals such as counselors, doctors, lawyers, certified tax accountants, and financial planners. Adding to their peace of mind is the fact that their privacy is strictly protected. These services are available not only to executives, employees (including contract, part-time, and temporary employees) but also to their families. They can receive advice online, by phone, or in person.
• Career Counseling
  In cooperation with external institutes, MOL established a consultation desk specialized in career-related issues. It helps employees identify their career targets and communicate more effectively with colleagues and managers. This helps motivate employees and foster healthy communication by promoting employees' self-awareness of their own strengths and weaknesses and helping them identify issues to address and clarify their goals.

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Other Initiatives

Measures to Prevent Harassment

MOL also focuses on measures to prevent harassment. We established the Declaration of Harassment Prevention in November 2020 with the aim of eradicating harassment of all types and accelerating the push to create a workplace that is completely free of harassment. Therefore, a work environment where everyone can enjoy mutual respect and value one another is indispensable.

We provide harassment-prevention training programs tailored to different employee career paths and bring in outside experts to train MOL Group management personnel. The MOL Group also cooperates with supervisory personnel to take appropriate measures in response to harassment, and provides an external advisory desk, which is available for group executives as well as employees and their families.

MOL Group Declaration of Harassment Prevention

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Initiatives on Seafarer Health

MOL is committed to achieving the world's highest standards of safety and quality, with both land-based and sea-based operations working to achieve the "Four Zeros"(Note) and other targets. Becoming "the world leader in safe operation" can only be achieved with the health of each and every employee. Below, we will focus primarily on crewmembers' health initiatives.

(Note) "Four Zeroes" means zero serious marine accidents, zero oil pollution, zero fatal accidents, and zero serious cargo damage, and are numerical targets set by MOL for safe operation.

Increasing KPI awareness, Deepening analysis

MOL cooperates with the IT division to analyze data on incidents and injuries, with to objective of increasing internal awareness of KPI including Lost Time Injury Frequency (LTIF) and promoting deeper analysis.

Safety Education

• Safety Campaign
  The "Safety Campaign" is an annual event to foster a culture of safety, in which crewmembers onboard MOL Group-operated vessels and shore-based employees exchange opinions on safety-related initiatives.
  In recent years, the event has been held online and we continue to work together to raise safety awareness on land and at sea.
• Safety Conference
  Attended by crewmembers on leave, MOL officers and employees, and executives and employees of Group companies such as ship management companies and manning companies. The conference has been held in our group's major seafarer suppliers, including Japan, since 2007.
  It is designed to raise the safety awareness of each and every employee by discussing actual accidents and occupational injuries, and sharing information on the causes of accidents and measures to prevent recurrence.
• Safety Experience Training
  As a part of our initiatives on "eradication of industrial accidents," we have designed safety training designed to improve capabilities to foresee risks. Introduced in FY2012, the training has been taken not only by crewmembers but also by land-based officers, employees, and new employees.

Comprehensive Management of Physical Condition - A Healthy Crew is a Safe Crew -

An industrial physician reviews the results of crewmembers' medical checkups and advises them on how to maintain their physical and mental health, before they embark on a vessel.
We also strive to manage the health of crewmembers by carrying out alcohol testing just before their watch duty onboard and periodically conducting drug tests, as the health of the crew must form the unwavering foundation of safe operation.
We distribute Safety Alerts related to incidents and injuries among our operated vessels. In addition, we occasionally distribute information related to illness and mental health (Health Care Info) in cooperation with occupational physicians and counselors in the Health Administration Center.

“MOL Body FIT Exercise”

As a part of our measures for safe operation, MOL developed the unique "MOL Body FIT Exercise" with the objective of preventing workplace accidents aboard MOL Group vessels, while also reflecting our investment in ensuring safety. We have promoted the spread of the exercise program as an onboard daily routine since 2014.
In addition to stretching-based pre-work flexibility exercises, these exercises are designed to strengthen muscles, strengthen the trunk and lower limb muscles, and improve balance, thereby reducing the risk of falls and other problems.
The exercise program was named the "The Best Practice Award of Seafarers Onboard Safety, 2016 MLIT" by Japan’s Ministry of Land, Infrastructure, Transport and Tourism (MLIT), which recognizes outstanding efforts by shipowners and other concerned parties to prevent occupational accidents among seafarers serving on Japanese merchant ships.

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Transition of Industrial Accidents

MOL implements activities on land and at sea to prevent industrial accidents by taking measures according to the workplace environment.

Labor accidents
Click here for "No. of Industrial Accidents"

[At sea] Lost Time Injury Frequency (LTIF)
(*): 0.5 or less (since FY2020)

(*) The number of industrial accidents occurred per 1 million man-hours(our company uses boarding time as the denominator). In the past, it targeted the total of work-related injuries and illnesses that forced a crewmember to go ashore, but as of FY2015, the LTIF standard was made stricter, and the total includes injuries and illnesses that prevented crewmembers from returning to work, on the day they occur, even if they did not have to go ashore.

MOL believes that the health of every employee is the first step to realize our vision of "becoming the world's highest level of safety culture," which is an essential part of our business, and prevention of onboard work accidents is an important issue. We strive to prevent such incidents through our initiatives on seafarer health.
We raised our LTIF targets from 0.7 → 0.5 to promote a higher level of safety.