Health and Productivity Management
Message from the Top Management on Our Health and Productivity Management Policy
Representative Director, Chairman
Masashi Miyamoto
Representative Director, President
Chief Executive Officer (CEO)
Abdul Mullick
At Kyowa Kirin, our Health and Productivity Management focuses on creating an environment where employees actively engage in maintaining and enhancing their health.
For Kyowa Kirin to bring smiles to patients, it is imperative that our employees themselves embody smiles and well-being themselves. The physical and mental health and vitality of our employees are crucial as the foundation for realizing our vision toward 2030 of creating and delivering ‘Life-changing Value’.
In addition to motivating and providing health programmes to our employees to foster their smiles and health, we embody the spirit of ‘Care for Others’ and ‘Inspire Others’. By putting these principles into action, we aim to become a ‘Super Team with a Shared Vision’ and collectively contribute to the well-being of people around the world.
Kyowa Kirin Group Declaration of Health Promotion
The Kyowa Kirin Group declares it will promote the health of its employees with the aim of enhancing their lifelong quality of life.
While employees make spontaneous efforts to improve their own health, the Group aspires to promote its employees' health from a preventive perspective, aiming for a higher level of health.
The Group implements measures to motivate each and every employee to take actions for improving their health, and to help them sustain such actions.
Conceptual Framework of the Kyowa Kirin Group's Health and Productivity Management
Policy and Strategy
In May 2015, the top management issued “ Kyowa Kirin Group Health Promotion Policy”, and under the leadership of the top management, we launched the “Kyowa Kirin Group Wellness Action 2020” through collaboration between Kyowa Kirin health insurance associations and the company (“collaborative health”). Currently, both parties are collectively working on the “Kyowa Kirin Group Wellness Action”.
By encouraging employees of the Kyowa Kirin Group to work with a sense of excitement and Wellness Action (behavioral transformation) in order to realize our vision, we will contribute to the company and society in addition to reducing their own health-related risks and realizing a wellness life.
Governance
Representative directors and CPO are responsible for promoting health management. Under their direction and orders, the General Manager of the Human Resources and General Affairs Department and the Health Team of the Human Resources and General Affairs Department (including Chief industrial physician, medical professionals, etc.) promote specific activities as the secretariat for health management and Wellness Action. The activities are being carried out in collaboration with Kyowa Kirin health insurance societies. In addition, each business site has a Collaborative Health Promotion Committee member, who serves as the management promotor for these activities. Members of the Collaborative Health Promotion Committee collaborate with industrial physicians, public health nurses, and labor union to implement measures suited to the characteristics of each site.
The progress achieved with regard to the initiatives is discussed and monitored at the Executive Committee and the Risk Management Committee/Compliance Committee.
Specific Initiatives
Kyowa Kirin Group's Health and Productivity Management
At Kyowa Kirin, as part of our Diversity, Equity & Inclusion (DE&I) initiatives, we are committed to fostering a workplace environment where everyone can feel secure and thrive while being their authentic selves. As one of our key focus areas, we actively promote the empowerment of women. As part of this effort, we position “women’s health support” as an essential foundation that enables everyone to fully realize their potential. In addition to advancing women’s health support as a priority initiative within our Wellness Action framework, we have developed a dedicated strategic roadmap focused on women’s health and are strengthening our efforts accordingly.
Wellness Action (Numerical Targets) Progress
We monitor progress across the company and at each business site and continuously evaluate and improve our initiatives by creating opportunities to share key issues with management.
You can see this table by scrolling horizontally.
| Category | Indicator | Definition | 2023 | 2024 | 2025 |
|---|---|---|---|---|---|
| Ultimate Goal | Work Engagement | Calculated from applicable items in the stress check survey | 2.7 | 2.69 | 2.72 |
| Presenteeism | How would you rate your overall performance over the past four weeks? (Absolute presenteeism based on the WHO-HPQ) |
63.91 | 63.97 | 64.8 | |
| Absenteeism | Percentage of employees absent, on leave, or retired due to illness or injury | 1.7% | 1.7% | Calculation in progress | |
| Vitality Score | Percentage of positive responses to the statement: "I view the health and well-being of my colleagues, myself, and those around us as personally relevant, and we actively encourage one another and enjoy taking action" (Wellness Action survey) | 77 | 69 | 66 | |
| Physical Health | Smoking | Ratio of employees who smoke | 3.7% | 4.9% | 4.4% |
| Exercise | Participation rate in the walking campaign | 86.2% | 87.2% | 83.8% | |
| Average number of steps in the walking campaign | 5,885 steps | 5,233 steps | 5,218 steps | ||
| Percentage of employees with an exercise habit (exercising at least twice a week for 30 minutes or more each time) | 33.3% | 30.2% | 28.6% | ||
| Diet | Participation rate in the dietary campaign | 19.2% | 50.9% | 48.2% | |
| Periodic Health Checkup Attendance Rate | Attendance rate for periodic health checkups | 100% | 100% | 100% | |
| Healthy Weight Maintenance Rate | Percentage of employees maintaining an appropriate body weight based on periodic health checkup results | 70.2% | 70.9% | 66.2% | |
| Secondary Health Checkup Attendance Rate | Rate of attendance at secondary health checkups (detailed examinations and follow-up examinations) among employees classified as post-checkup action level 3 under our follow-up guideline, excluding those judged by the occupational physician as not requiring a medical visit | 98.0% | 96.4% | 93.9% | |
| Occupational Physician Consultation | Implementation rate of occupational physician consultations for employees classified as post-checkup action level 3 under our follow-up guideline | 100% | 100% | 100% | |
| Responsible drinking awareness | Percentage of employees who are non-drinkers or low-risk drinkers (AUDIT score below 8) | 79.2% | 78.2% | 78.8% | |
| Mental Health | Mental Health | Stress check participation rate | 97.2% | 97.2% | 97.4% |
| Percentage of high-stress employees | 7.9% | 8.5% | 8.6% | ||
| Working environments | Leave | Average number of leave days taken throughout the year | 18.3 days | 19.6 days | 16.9 days |
| Lost-Time Injury Frequency Rate | Frequency rate: the number of occupational injury casualties resulting in lost work time per 1 million total actual working hours, indicating the frequency of incidents | 0.09 | 0 | 0.14 |
Our Initiatives
We promote health and prevent disease through both group-wide initiatives and site-specific programs across our organization. We leverage employee health check data and health score reports in collaboration with our health insurance association to support and enhance employee well-being.
Examples of Group-wide initiatives
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Exercise Initiatives (Walking Campaign, SmileWalk – a Corporate Social Responsibility Program)
Since its launch in 2021, this initiative has helped increase both participation rates and average daily step counts by introducing programs that encourage friendly competition among employees. In 2025, we further expanded the initiative under the concept of “connecting individual health promotion to broader social contribution.” As part of this effort, we implemented Smile Walk, a social contribution program through which we make donations to organizations working in the fields of society, healthcare, and future generations.
Action for Food and Nutrition Campaign ("Asuken" Meal Challenge)
The "Asuken" Meal Challenge is a Kyowa Kirin–specific initiative designed to support employee health promotion by encouraging improvements in dietary habits through the AI-powered nutrition management app, Asuken.
The program is structured around key health check indicators, with themed initiatives implemented throughout the year, including metabolic syndrome (April–May), hypertension (June–July), dyslipidemia (August–September), and diabetes (October–November).
By logging their daily meals, employees can visualize their dietary habits, helping them to reflect on and improve their lifestyles. Some participants have reported that the initiative has increased their awareness of daily food choices and encouraged ongoing behavioral change.
In addition, athletes from the Kyowa Kirin table tennis team also utilize the Asuken app as part of their daily condition management.
Internal Program Features of the "Asuken" Meal Challenge
- The Asuken app is pre-installed on all company-issued smartphones for all employees.
- Employees utilize the AI-powered nutritional analysis function (premium mode) to assess their dietary intake.
- The program is actively promoted to employees identified as requiring health guidance following regular health checkups, with support provided by occupational health physicians (Head Office, Chugoku-Shikoku Branch, and Kyushu Branch).
- Various related initiatives have been conducted, including a vegetable-rich burrito distribution event, “Veggie Check” measurement sessions, and self-check programs for high LDL cholesterol.
Key Health Initiatives
- We have enhanced our regular health checkup program by adding tests that exceed legal requirements (e.g., biochemical tests and cancer screening).
- We implement programs aimed at preventing the worsening of health conditions among high-risk individuals.
- We provide lectures and seminars on a wide range of health-related topics.
- We offer mental health counseling services and training programs through occupational health professionals.
- We provide discounts for sports club memberships to encourage physical activity.
- We offer financial support for smoking cessation, including medical treatment and prescribed medications.
- We support disease prevention through initiatives such as comprehensive health checkups, seasonal flu vaccinations, and Helicobacter pylori eradication.
- We support employees undergoing cancer treatment while continuing to work, as well as those returning to work after extended sick leave.
- We provide health seminars, including sessions focused on sleep improvement.
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We have established multifunctional wellness spaces for rest, communication, exercise, and short naps at our office and manufacturing sites.
Women’s Health and Well-being
Starting in fiscal 2025, we have introduced an e-learning program on women’s health support for all employees, using International Women’s Day as a key milestone. Through this initiative, we aim to deepen understanding of women-specific health issues, promote the dissemination of accurate knowledge in the workplace, and foster mutual understanding among employees. These efforts contribute to creating a work environment where women can continue to work with confidence and peace of mind.
- Participation rate in 2025 e-learning: 95.3% (Men: 97.4%, Women: 90.9%)
Activities Beyond Company Boundaries
- As part of the Kyowa Kirin Group Wellness Action, KKC requests customers visiting its facilities to refrain from smoking on company premises.
- KKC introduces its health and productivity management initiatives at briefings for business partners across the supply chain.
Evaluation and Continuous Improvement
Each initiative is reviewed and evaluated both quantitatively and qualitatively at corporate strategy meetings and other occasions.
Through these health-related initiatives, we aim to minimize health risks, promote a positive and productive workplace, and contribute to addressing management challenges.
Health investment and expected effects
Challenges in Our Smoking Cessation Initiatives
Although Kyowa Kirin is a pharmaceutical company guided by its management philosophy of “striving to contribute to the health and well-being of people around the world,” the employee smoking rate was higher than the national average.
To address this issue, the company has promoted smoking cessation initiatives, recognizing that the health, well-being, and happiness of employees and their families are essential to realizing its management philosophy.
Positive Outcomes of Our Smoking Cessation Initiatives
- Each employee, including non-smokers, is encouraged to view smoking cessation as a personal issue and take proactive steps toward improvement.
- A top message promoting smoking cessation has been communicated to raise health awareness among employees and further encourage behavioral change.
- Continuous support is provided by top management, business site leaders, and human resources departments.
- Smoking-related policies have been implemented in a phased manner (no-smoking days → no smoking during working hours → no smoking during working hours and on company premises).
- Smoking status is regularly monitored, and progress is shared across the organization.
- Collaboration with the health insurance association has been strengthened (employee communication is managed by business divisions, while smoking cessation subsidies are provided by the health insurance association).
Challenges in Exercise Initiatives
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Encouraging broad participation in exercise initiatives across all employees has been a challenge, due to differences in health awareness and interest, the need to balance work responsibilities with physical activity, and the influence of workplace culture.
Under the Wellness Action framework, we have established clear, practical, and achievable targets—such as participation rates in walking campaigns and average daily step counts—at levels that all employees can relate to and take ownership of.
Positive Outcomes of Our Exercise Initiatives
- Reviewing lifestyle-related data and setting more relatable and accessible targets for employees has contributed to behavioral change.
- Sharing best practices across business sites has strengthened collaboration beyond individual locations and activated initiatives throughout the organization.
- The campaign has been implemented in collaboration with the health insurance association (with employee communication managed by the company and app operations handled by the health insurance association).
- Incorporating social contribution elements that contribute to building a better society has further motivated employees to engage in behavioral change.
- Through these walking initiatives, the perception of “exercise = walking” has become established among employees.
Challenges in Our Food and Nutrition Initiatives
- For many employees with busy work schedules, meals are an important source of enjoyment. While they understand the importance of healthy eating, it can be difficult to translate this awareness into actual behavioral change.
- It is therefore important to foster a culture in which employees begin by recording even a single meal as a first step.
- In addition, depending on job roles, some employees may not always have access to company-issued smartphones, which can make it difficult for them to participate.
Positive Outcomes of Our Food and Nutrition Initiatives
- The introduction of the AI-powered Asuken app on company-issued smartphones has encouraged more employees to become mindful of their health while enjoying their meals.
- By simply recording meal images, employees can easily understand their nutritional intake and gain greater awareness of their dietary habits and nutritional balance in daily life.
- Furthermore, the app has been used as a tool for health guidance, contributing to the maintenance of a healthy body weight.
External Recognition
In the Health and Productivity Management Survey conducted by the Ministry of Economy, Trade and Industry (METI), Kyowa Kirin has been certified as a 2026 Certified Health and Productivity Management Organization for meeting the required standards.
The company has received this certification for ten consecutive years since the program was established.
- *1:The Certified Health & Productivity Management Organization Recognition Program endeavors to highlight outstanding enterprises engaged in efforts to advance health and productivity management and thereby aims to organize an environment in which such enterprises are able to gain enhanced public recognition, e.g., from employees, employment seekers, related enterprises and financial institutions, as organizations engaging in strategic health and productivity management efforts for maintaining their employees' health from a management perspective. Certifications under the program began in 2017.
In the Shokuiku (food and nutrition education) Best Practice Awards Program conducted by the Ministry of Agriculture, Forestry and Fisheries (MAFF), Kyowa Kirin was recognized as a 2026 Excellent Shokuiku Practice Organization in recognition of its efforts to promote healthy dietary habits among employees.
