Our Approach to Health and Productivity Management

Basic Policy for Health and Productivity Management

Konami Group strives to establish a relationship with employees in which they can grow together with the company by creating a workplace that enables each employee to maximize their talent. The goal is achieved through our "Health and Productivity Management" practice, which aims to create a healthy and vibrant workplace for employees.

Framework for Health and Productivity Management

Health and Productivity Management Promotion Committee, consisting of Directors of KONAMI HOLDINGS CORPORATION and the Officers responsible for each Business, sets targets for promoting health management, shares current status of employees' health, working hours, specific cases and examines health initiatives on a quarterly basis to achieve the targets. In addition, we have placed an in-house Health Care Center dedicated to supporting and promoting employees' health management and make ongoing efforts to plan and develop measures that maintain and promote the health of our employees, in cooperation with the Human Resources staff in each Business, as well as the Kanto IT Software Health Insurance Association.

Promotion Framework for Health and Productivity Management

*Kanto IT Software Health Insurance Association is one of the largest comprehensive health insurance associations in Japan with 7,136 member companies and 551,231 insured employees (as of the end of February 2021) The Association is currently chaired by KONAMI HOLDINGS CORPORATION's Representative Director, President.

Health and Productivity Management Goals Target
1. Improving Regular Health Check-up Receipt 100%
2. Suppressing Smoking Rate 15%
3. Improving Stress Check Receipt 98%
4. Taking less than 4days of Paid Holidays 0

"Excellent Health and Productivity Management Corporation" Certification

In recognition of its approach to "Health and Productivity Management," KONAMI HOLDINGS CORPORATION has been certified as an "Excellent Health and Productivity Management Corporation (White 500)" for five consecutive years, through a joint initiative with the Ministry of Economy, Trade and Industry (METI) and Nippon Kenko Kaigi. For further details, please see the link below.

Receipt of Regular Health Check-ups

We believe that it is essential for all employees to receive regular annual health check-ups for early detection of illness and evaluation of health conditions by reflecting on any changes to their health on a yearly basis. This is why the company actively encourage its employees to take the examination and have achieved a 100% receipt rate. The Health Care Center plays the key role in ensuring that all employees are examined and encourage those with suspicious symptoms to undergo detailed examinations in order to prevent serious illnesses from occurring.

Inoculations Against Influenza Within Our Offices

We have created an environment in which employees can receive vaccination against influenza by arranging medical personnel to administer inoculations within our offices once a year (fees are fully covered by the Company and Health Insurance Association). For those employees who are unable to receive a vaccination on site, the Company and Health Insurance Association will subsidize the fee in order to improve their vaccination coverage rate.

Mental Health Protection Measures

We have implemented several solutions to support the physical and mental well-being of our employees. These include the establishment of on-site consultation offices staffed by industrial physicians and nurses, and implementation of external Employee Assistance Program (EAP) that provides individuals with counseling services for work or non-work-related matters. We also conduct regular stress checks for early detection and prevention of mental health issues amongst our employees. Moreover, we analyze the results as an organization in whole to help create a pleasant working environment. Although the stress check is voluntary, we achieved 96.4% employee responses in Japanese FY2020, leading to more effective measures to improve the workplace environment.

Promotion to Ban Smoking

As part of our effort to promote employees' health, Konami Group encourages its employees to stop smoking. Major offices are smoke free indoors and we are reducing or abolishing smoking areas outside the buildings as well. Various initiatives including seminars to quit smoking and setting of non-smoking days are offered at offices with high level of smoking to suppressing this ratio.

Promotion of Regular Exercise Habit

In order to create a working environment where each employee can contribute to their health, we have implemented measures such as promoting the use of stairs, participating in walking events held by the Health Insurance Association several times a year (walking competitions at tourist sites and walking events held via smartphone applications), participate in events to encourage physical education such as baseball, tennis, futsal, and hiking, and conducting daily 5 minutes workout sessions.

Promotion to Take Paid Holidays

In line with Workplace Reform that enhance worker's health, we have set the last Friday of each month, as recommended day to take paid holidays. These Fridays have been utilized by many of our employees.
Reluctance to use entitled annual paid holiday has been a long-standing challenge. In FY2018, however, the goal to use 70% of the individual's paid holiday was achieved as a result of the entire Group's target setting and improved operational efficiency.
We strive to achieve a work-life balance by providing a working environment in which employees can easily take their paid holiday and enhance productivity and creativity.

Promotion of Telework During COVID-19

Telework has been promoted as part of our countermeasures against COVID-19.
Specific measures include introduction of a web conferencing system, development of a telework environment by setting guidelines, and deployment of internal notification for employees to telework.
As of May 2021, we have reduced the number of employees commuting to the office by 74.3%.
(This excludes employees who need to work on site out of the business areas that can implement telework)