The Yamaha Group believes that one of the most important management issues is ensuring the health and safety of our employees. In 2009, the Yamaha Group created the Group Health and Safety Management Policy and we aim to continually enhance the level of our health and safety.
Health and Safety
- Yamaha Group’s Basic Policy and Framework on Health and Safety
- Formal Labor Agreement Concerning Safety and Health
- Preventing Occupational Accidents
- Maintaining and Ensuring Employee Health
- Ensuring the Safety of Employees Stationed/Traveling Overseas
- Results of External Evaluations
Yamaha Group’s Basic Policy and Framework on Health and Safety
Yamaha Group’s Basic Health and Safety Policy
Group Safety and Health Management Policies
This policy sets for the Yamaha Group's basic philosophy regarding health and safety, recognizing that ensuring the health and safety of everyone involved in Yamaha's business activities constitutes the foundation of those activities, that all employees should work together to promote the formation of a healthy, safe, and comfortable working environment, while also maintaining our health and safety management standards with respect to our customers.
Health and Safety Management Structure and Activity Guidelines
The Yamaha Group created the Industrial Safety and Health Committee, which is headed by the Director in Charge of Industrial Safety and Health. Committee members include business office managers, representatives of worksite supervisors, and representatives of major Group companies. The committee promotes a variety of policies related to managing health and safety.
At the start of each fiscal year in April, Yamaha Corporation and Yamaha Group companies regularly hold a Group-wide Health and Safety Convention. At the convention, there is a general overview of health and safety activities in the previous fiscal year, confirmation of policies and activities for the current fiscal year, and targets for occupational accident prevention are set. Approximately 500 people, including company representatives, labor union representatives, and representatives from each division and Group company, participated in the Group-wide Health and Safety Convention held in April 2017. In addition, each company attending the Convention introduced examples of activities relating to health and safety and shared information in order to prevent accidents.
Fiscal 2018 Action Plan
- Occupational safety: Enforce "Safety Must Be Prioritized Over Everything"
- Traffic safety: Enforce elimination of accidents largely attributable to negligence and defensive driving
- Health management: Improve health management and the workplace environment in order to work safely
Formal Labor Agreement Concerning Safety and Health
The formal labor agreement that Yamaha Corporation has with the labor union sets forth that "The Company must take all necessary measures to ensure safe, healthy conditions at its factories and improve its work environments while union members must uphold all rules concerning safety and health. The company and union shall also work together to improve union members’ knowledge of safety and health." The agreement also establishes provisions concerning issues such as the Safety and Health Committee, dangerous and injurious work, medical examinations, and accident compensation.
Preventing Occupational Accidents
The daily work of the Yamaha Group entails the possibility of occupational accidents, particularly with regard to production activities, from operating equipment and machinery, processing products, and handling various raw materials.
The main injuries incurred in the Yamaha Group are cuts, scrapes, getting caught or entangled in factory equipment, machinery, etc., and falling, etc. In fiscal 2017, there were 44 accidents requiring time off of work and no work-related deaths.
|Group companies in Japan*2||2.08||3.19||1.90|
|Group companies overseas||1.02||1.46||1.19|
- *1 Frequency = number of work related deaths/injuries ÷ total man hours×1,000,000
- *2 The Yamaha Group updated its statistical method for counting the total number of accidents irrespective of their gravity from fiscal 2014. We are aiming to target “from zero accidents to zero danger” through thorough safety measures that include minor accidents.
- *3 Revised after recalculation
The Yamaha Group positions risk assessment as a fundamental activity for preventing occupational accidents before they happen and the Group continues to engage in activities to predict risks and dangers. Risk mitigation activities particularly focus on assessing risks with regard to work and surrounding environments where the work is performed, while putting in place measures corresponding to the degree of risk. Currently, the Yamaha Group continues to provide education on, and ensure the implementation of, risk assessment at Group companies and production sites in Japan and overseas.
Safety patrols are conducted at Group companies under the guidance of the Health and Safety Management Lead Office (Human Resources Division, Yamaha Corporation), which oversees Group-wide health and safety management. Patrols are carried out at applicable bases chosen every year, allowing all sites to be visited over a three- to four-year cycle.
- These patrols took place at one base in Japan and one base overseas in fiscal 2017 (previous years' patrol numbers are shown on the Social Data page).
Content of Safety Patrols
- Health and safety level checks following a health and safety management analysis table (approximately 170 items focusing on the clarification of health and safety management systems and policies, and the status of regulations and standards established)
- Workplace inspections to check health and safety and to correct and provide guidance on problematic areas
Self-directed Health and Safety Diagnosis
Meanwhile, the Group’s non-production companies in Japan carry out a self-directed health and safety diagnosis,*3 which is in line with the compliance policies and based on the number of employees. Based on the results of the diagnosis, Yamaha Corporation health and safety managers provide feedback and give support for improvement measures.
- This diagnosis was carried out at 16 sites in fiscal 2017 (previous years' implementation numbers are shown on the Social Data page).
- *3 A diagnosis used for self-evaluation of approximately 150 items to be understood to ensure compliance and make efforts to improve personal health and safety.
Establishing and Standardizing Group Rules
Yamaha Corporation has, since 1977, gradually established rules relating to people and their surroundings such as employees’ attitude towards health and safety, a basic code of conduct, and equipment safety standards. These have been compiled into handbooks and portable cards, etc. and distributed to employees. With the aim of further standardizing these rules throughout the entire Yamaha Group, we conducted a large-scale revision in fiscal 2016. At present, we are continuing to compile new rules in multiple languages and promote awareness and implementation.
Maintaining and Ensuring Employee Health
The Yamaha Group provides support for employees to look after their own health, for reasons that include improving work productivity.
In addition to diligently offering general health checkups, mandatory under Japanese law, Yamaha uses health checkups as opportunities to try to prevent lifestyle- and work-related diseases. In fiscal 2017, the Yamaha Group offered statutory stress evaluations and, for Group employees eligible for health checks in the vicinity of the headquarters, we carried out group education explaining the stress check program. Additionally, we petitioned employees to help us meet our goal of achieving a 100% checkup completion ratio for regular health checkups, while also taking thorough follow-up measures based on checkup results. In fiscal 2017, Yamaha Corporation and the Yamaha Group had 99.8% and 95.7% checkup completion ratios respectively, while an industrial physician*4 passed a decision on the best place for the particular employee to work in 100% of cases for Yamaha Corporation and 99.7% of cases for the Yamaha Group.
- *4 Workplace decisions by industrial physicians: based on Article 66.4, 5 of the Industrial Safety and Health Act, the Company is required to seek the opinion of an industrial physician regarding health checkups for eligible employees.
In order to ensure that workers remain mentally healthy, Yamaha is promoting mental health activities based on the policies of Japan’s Ministry of Health, Labor and Welfare. Specifically, by operating a return-to-work support program that connects industrial physicians, nurses, and contracted psychiatrists working in coordination with an external Employee Assistance Program (EAP)*5 counselor, we halved the rate at which workers took a subsequent leave of absence, compared with the period prior to adopting the program.
- Training for managers, supervisors and new recruits through an internal industrial physician and counselors
- Operation of a return-to-work support program that connects occupational health and safety staff, supervisors, managers, and HR personnel
- Operation of a mental health counseling desk staffed by psychiatrists and clinical psychologists from outside medical institutions
- Operation of a counseling desk provided by outside institutions through an external Employee Assistance Program (EAP).
- *5 Program provides counseling to employees and their families for mental health issues, helps employees return to the workplace after leave for mental illness, and utilizes external specialists such as ones that offer health-related training for managers in charge of with employees working under them.
No Smoking Policy
Yamaha Corporation makes it a top priority issue to protect the health of workers and implement smoking countermeasures. At health checkups since 1998, we have continued to advise employees to stop smoking, while, in April 2011, we began prohibiting smoking throughout the premises during work hours. As a result of these initiatives, the percentage of smokers among all employees declined from 36.2% in 1998 to 14.2% in 2016.
Going forward, we will aim to further reduce the ratio of smokers by reducing the number of smoking areas inside the premises, thereby preventing passive smoking, and continue to provide individual support to quit smoking. These efforts are also being rolled out at our Group companies in Japan and the rate of smokers at Yamaha has been low compared to the nation-wide rate. Data on comparisons of smoking rates for the Group and smoking rates for Japan as a whole are shown on the Social Data page.
Health Support for Employees Stationed Abroad
For each Yamaha Group employee stationed overseas, we have an industrial physician send an email specifically relating to that individual containing personalized health advice in light of results of the annual regular health checkup. Moreover, in fiscal 2014, we started holding health consultations and interviews with employees stationed overseas at production sites in Indonesia. Information gained from the interviews is used to improve the health and environmental aspects of employees stationed overseas.
Ensuring the Safety of Employees Stationed/Traveling Overseas
The Yamaha Group believes that the safety of employees working inside and outside Japan is paramount and is taking various steps to prevent accidents and incidents before they occur.
In order to ensure the safety of employees that are stationed overseas and that go overseas on international business trips, measures are being carried out from the perspective of prevention and emergency response in the event of an accident. Information concerning dangers in each country and region is gathered from sources such as Japan’s Ministry of Foreign Affairs, private security companies, employees stationed at overseas Group companies, and those who have returned from abroad. It is then analyzed and distributed internally in the form of reminders and business trip regulations. Safety-related education is also provided to employees prior to being dispatched overseas, while their families also receive separate education programs.
Furthermore, for those taking international business trips for the first time, an orientation is held that covers safety education, including basic knowledge and measures to handle emergencies while abroad.
|Content||Target||Frequency||Number of participants|
|Training prior to assignment overseas||For employees||9 sessions||30 employees|
|For employees’ families||6 sessions||16 people|
|Overseas business trip orientation||For employees such as those going on an overseas business trip for the first time||4 sessions||60 people|
Results of External Evaluations
Certified as Health and Productivity 2017 (White 500)
In February 2017, Yamaha Corporation was certified under the Health and Productivity (White 500) certification system hosted by the Ministry of Economy, Trade and Industry/Japan Health Conference.
This system certifies those companies that consider employee health management in its management and work strategically to achieve it. In the “Large Company Section” categorized by Yamaha, 500 companies will be selected by 2020. Yamaha was evaluated on its measures for reducing long working hours and efforts at the promotion of work-life balance in addition to the regular health check, mental health, and measures to prevent passive smoking.