Health-Oriented Management

TAIYO YUDEN Group, through the pursuit of creating the workplace where the employees can work with a sound mind in a sound body, has been increasing the vitality and productivity of the company, in order to realize much higher corporate value.

TAIYO YUDEN Group: Health-Oriented Management Declaration

As one of the principles comprising our Management Philosophy, we uphold "Employee Well-being", to promote the physical and mental health of employees as the management issue with the purpose of letting every employee be able to work with vigor, satisfaction and fully demonstrate their unique characteristics and abilities in their respective workplaces. To reach this goal, we will establish an organizational system to support employees and raise their awareness toward health promotion, thereby helping them and their families to lead fulfilling lives.

Katsuya Sase
Representative Director,
President and Chief Executive Officer

Organization for promoting Health-Oriented Management

Under the control of Representative Director, President and Chief Executive Officer, our company is creating the principles for health promotion and focused policies mainly taking the lead by Officer in Charge as Health-Oriented Management Promotor and Health-Promotion Section as Department specialized in Health Promotion. The principles and policies are examined in Health-Promotion Committee held semiannually and they are shared in the company. Each site, collaborating with its Safety and Health Committee, is promoting specific efforts based on the characteristics of the site.

Increase more employees working with enthusiasm
～Improving Work Engagement～

One of the materialities of the Medium-term Management Plan 2025 defines "safety, health-oriented management, and work style reform" as key social issues. In particular, as part of efforts to promote health-oriented management, we endeavor to boost the energy and enthusiasm of employees, using work engagement as a key indicator.
In order to reduce the number of employees on long-term leave and those in poor health, we have established five health indicators, "Focus 5," and are implementing initiatives to help employees acquire healthy habits.

*1

Indicator of positive and satisfying mental condition related to the work of on individual employee
*2

Key Performance Indicator for specific process needed for achieving target
*3

Key Goal Indicator for evaluating ultimate target on regular quantity

Indicators and Targets for Health Promotion (TAIYO YUDEN)

Based on our mid-term plan, we have established set five indicators referred to as "Focus 5" and have been promoting health initiatives with the goal of increasing the number of employees who have adopted good lifestyle habits.
Fiscal year 2025 marks the final year of our current mid-term plan. Of the Focus 5 indicators, two—"Non-Smoking" and "Exercise"—achieved their respective targets.
In the next mid-term plan, we will continue to advance health initiatives centered on Focus 5, with the aim of achieving further improvements.

Definition		Target	FY2025
Diet	Ratio of employees with BMI 18.5 or more and less than 25	65.3%	64.3%
Non-smoking	Ratio of employees with no smoking habits	83.3%	83.6%
Exercise	Ratio of employees with exercise habits	28.7%	30.7%
Sleep	Ratio of employees able to take enough rest by sleeping	78.3%	60.9%
Stress	Ratio of employees not applied for "High stress"	86.3%	85.2%

Focus 5 and Health Date (FY2025)

The correlation between the Focus 5 indicators and data on health showed that the higher the number of applicable indicators, the less abnormalities during health examination and the less ill health during stress checks.

Number of applicable Health Examination Result and Focus 5

normality　abnormality This is a graph of the number of Focus5 hits/pieces with and without abnormality, ranging from 0 to 5. 0: 100% with abnormality. 1: 86.8% with abnormality, 13.2% with normality. 2: 80.0% with abnormality, 20.0% with normality. 3: 67.2% with abnormality, 32.8% with normality. 4: 47.7% with abnormality, 52.3% with normality. 5: 40.4% with abnormality, 59.6% with normality.

This is a graph of the number of Focus5 hits/pieces with and without abnormality, ranging from 0 to 5. 0: 100% with abnormality. 1: 86.8% with abnormality, 13.2% with normality. 2: 80.0% with abnormality, 20.0% with normality. 3: 67.2% with abnormality, 32.8% with normality. 4: 47.7% with abnormality, 52.3% with normality. 5: 40.4% with abnormality, 59.6% with normality.

Number of applicable Physical examination results from stress checks and Focus 5

good condition　usual　bad condition

This is a graph of the number of Focus5 items/items that fall into the category of 0 to 5, with the percentage of people in good condition/usual/bad condition. 0: 92.3% in bad condition, 7.7% in usual. 1: 70.2% in bad condition, 25.0% in usual, 4.8% in good condition. 2: 52.7% in bad condition, 36.3% in usual, 11.0% in good condition. 3: 33.0% in bad condition, 41.9% in usual, 25.0% in good condition. 4: 20.2% in bad condition, 39.6% in usual, 40.2% in good condition. 5: 17.0% in bad condition, 36.5% in usual, 46.5% in good condition.

Implemented measures (FY2025)

Indicator	Main measures	Implementation status, etc.
Meals	1) Mechanism for continuous cafeteria reform Cafeteria committee meetings with cafeteria suppliers (registered dietitians, etc.), relevant departments, and employee representatives were regularly held. Menu innovations that contribute to employee health and enhance satisfaction were implemented. 2) Implementation of dietary habit improvement events To encourage awareness and improvement of dietary habits, initiatives such as distributing "salad packs" and "hearty soups" were implemented. In addition, vegetable intake measurements were implemented across all sites.	2) Results of Dietary Habit Improvement Events Number of participants who consumed salad packs: Approx. 2,311 Number of participants who consumed hearty soups: Approx. 776 Number of participants who measured vegetable intake: Approx. 1,200 Behavioral improvements after measuring following vegetable intake measurement: 1. Continued improvement efforts: 38% 2. Temporary improvement efforts: 21%
Non-smoking	1) Strict smoking ban on premises at all times Since April 2021, smoking has been prohibited at all times across company premises. Since then, awareness-rasing activities such as thorough dissemination of rules and displaying posters associated with World No Tobacco Day were consistently implemented. 2) Implementation of Quit Smoking Support The "Quit Smoking Support" program was changed to "always accepting applications" in FY2023, resulting in an increase in the number of employees taking on the challenge of quitting smoking.	2) Results of Quit Smoking Support The FY2025 Quit Smoking Support is currently in progress. Since 2019, Approx. 80 people have successfully quit smoking.
Exercise	1) Health Promotion Seminar Simple exercises and goal-setting to encourage behavioral change for those who do not have a regular exercise routine or who are unsure where to start were introduced. In addition, lectures on exercise-related dietary habits were conducted by the in-house health nurse. 2) Motor Function Assessment (Lower Limb Muscle Strength and Balance Assessment) "Motor Function Assessment Session" to help participants establish regular exercise habits were implemented. Lower limb muscle strength and balance were assesed, along with quick tips from certified health and fitness instructors. Photo-illustrated materials were also distributed to help participants perform simple exercises at home. 3) Walking Promotion Campaign Through video contents, the benefits and tips of walking, an essential part of daily life, were introduced.	1) Results of Health Promotion Seminar Number of participants: 36 Satisfaction rate: 100% Regarding making goal-setting habit: 97% responded that it "helps establish the habit" 2) Results of Motor Function Assessment (Lower Limb Muscle Strength and Balance Assessment) Number of participants: 406 Satisfaction rate: 97% Motivation to improve behavior^: 91% Whether this event motivated them to improve their lifestyle habits 3) Results of Walking Promotion Campaign Number of viewers: 437 Satisfaction rate: 94% Motivation to improve behavior^: 90% Percentage of positive responses regarding changes in attitudes toward walking
Sleep	1) Sleep Seminar Hosting Seminars on the the fundamentals of sleep for new employees and those experiencing sleep-related challenges were held. For new employees, the seminars covered the importance of sleep and strategies for managing shift work. For employees facing sleep-related challenges, the seminar included additional topics such as the sleep environment (room conditions, bedding, etc.) . 2) Implementation of Sleep Improvement Projects Projects targeting employees who are not able to achieve sufficient rest through sleep, who are focusing on "stress (autonomic nervous system) " and "building a body conducive to better sleep"^* was implemented. Participants underwent autonomic nervous system assessments and experienced practical training to learn effective methods for improving sleep quality.	1) Results of Sleep Seminars Number of participants: New employee-77 / Employee-214 Satisfaction rate: 85% Action Implementation Rate: 73.5% * Respondents who stated they took action after attending a sleep seminar. 2) Results of Sleep Improvement Projects Number of participants: 100 Sleep Improvement Rate^: 49% Participants who showed an improvement of 1 point or more on the Pittsburgh Sleep Quality Index. Percentage of employees people who can rest through sleep: 28% (0% at the start of the project)
Stress	1) Implementation of Feedback to Each Department and High-Risk Departments Feedback to each department based on group analysis results from stress checkes were provided. In addition, criteria for high-risk departments were established. For such departments, more detailed feedback along with recommendations for improving the workplace environment were provided. 2) Implementation of Stress Checks for Employees Assigned Overseas From FY2023, stress checks for employees assigned overseas have also been implemented. The procedures following implementation are essentially the same as those in Japan. 3) Self-Care Seminar Hosting Seminars that provide fundamental knowledge to help employees better understand and manage their own stress were held.	1) Feedback Status to Each Department and High-Risk Departments "Line Care Training" has been recommended for high-risk departments (implemented from FY2024) 2) Follow-up Measures for Stress Checks on Employees Assigned Overseas Surveys and individual interviews were conducted with employees identified as high-risk during overseas assignments. 3) Results of Self-Care Seminars Number of participants: 28 Satisfaction rate: 96% Changing Attitudes Toward Self-Care: 100% * Participants who experienced a shift in their awareness of self-care as a result of the seminar.
Others	1) Implementation of Measures for Women's Health Issues Fundamental knowledge regarding health issues specific to women, as well as opportunities to reflect on their own physical well-being through e-learning, were provided for female employees. 2) Implementation of Measures for Alcohol consumption and Liver Function Seminars on alcohol consumption and liver health, raising awareness of the relationship between irregular lifestyle habits and deterioration of liver function, etc. were conducted. 3) Implementation of Measures for Eye Strain E-learning programs on eye strain, including knowledge and preventive measures, along with confirmation tests were offered. 4) Implementation of Measures for Hay Fever Seminars on hay fever led by an occupational physician were held. The topics included the relationship between hay fever and presenteeism, as well as the mechanisms and treatment methods, etc. 5) Track Record of Infectious Disease Prevention Measures Seasonal influenza vaccinations were administered on company premises during working hours, with financial assistance provided. Eligible individuals included all current employees, including temporary and dispatched workers, who wished to receive the vaccination.	1) Results of Measures for Women's Health Issues Number of participants: Approx. 750 (About 90% of our female employees) Intention to take action on women's health issues in the future: 94% 2) Results of Measures for Alcohol Consumption and Liver Function Number of participants: Approx. 20 Understanding rate: 100% 3) Results of Measures for Eye Strain Number of participants: Approx. 120 4) Results of Measures for Hay Fever Number of participants: Approx. 50 Satisfaction rate: 98% 5) Results of Infectious Disease Prevention Measures In-house vaccination rate: 62%

Item		FY2023	FY2024	FY2025
Work Engagement^*1		2.30	2.28	2.28
Higher is preferable	Regular Health Check Rate	100.0%	100.0%	100.0%
	Varied special health check Rate	100.0%	100.0%	100.0%
	BMI suitable (18.5 or more and less than 25) Person Ratio	63.1%	64.4%	64.3%
	Nonsmoking Rate	82.9%	83.4%	83.6%
	Ratio for employees with Exercise habits	27.9%	28.2%	30.7%
	Ratio for employees able to take enough sleep	60.5%	60.4%	60.9%
	Ratio for employees able to have motivation for improving life habits^*2	79.2%	77.2%	79.9%
	Ratio for employees improving life habits^*2	32.5%	33.6%	37.7%
	Ratio for taking Stress Check	90.1%	91.4%	93.6%
	POS (Perceived Organizational Support)^*3	-	2.83	2.81
Lower is preferable	High-stress person ratio by Stress Check	15.5%	15.8%	14.8%
	Ratio for employee's conscious of bad physical condition	32.8%	33.5%	33.3%
	Presenteeism^*4	-	23.3%	23.6%
	Ratio for absenteeism (Absence due to personal injury/illness)^*5	0.9%	1.3%	0.4%

*1

Cited from Brief Survey Results of New Occupational Stress
*2

Cited from the results of the answer of Q21 in Specific Health Examination Questionnaire
*3

Calculated based on responses to the following question from an Employee Engagement Survey (response rate: 90%):
"My company supports employees in working energetically and maintaining healthy lives." (4-point scale)
*4

The Presenteeism is calculated based on SPQ (Single-Item Presenteeism Question) using the responses obtained through stress checks. Calculation formula: 100 minus the average of the responses.
*5

Non-occupational illness and injury leave rate (applicable to all employees).

Health Promotion Initiatives

Measures Against Lifestyle-related Diseases
～Collabo-health with Health Insurance Association～

Rising risk of lifestyle-related disease and health care costs is the major challenge that cannot be avoided. Our Health Insurance Association has lowered the target age for Specific Health Check and Specific Health Guidance from the statutory age of 40 or older to 35 or older in order to encourage people to take a greater interest in their own health before the age of 40 and to prevent lifestyle-related diseases at an early stage.

For implementing Specific Insurance Guidance, nursing-job person in Health Control Room of our company is closely involved. Also, as a whole company, by cooperating with interview implementation we are making efforts to keep environmental improvement where the targeted employees are able to participate inside the company. Having efforts as background, as for Specific Insurance Guidance, implementation ratio of our company is greatly exceeding 55.0% required by the country.

TAIYO YUDEN Health Insurance Activity (FY2024)

Target: TAIYO YUDEN employees aged 40 and over in Japan

1. Implementation rate of specific health checkups	99.1%
2. Implementation rate of specific health guidance	67.3%
3. Percentage of people eligible for specific health guidance	19.2%

Data source: 1,2.

Health Scoring Report for FY2025 (Results for FY2024) Taiyo Yuden Co., Ltd.
(Ministry of Health, Labor and Welfare. Nippon Kenko Kaigi. Ministry of Economy, Trade and Industry)

1,2,3.

Health Analysis Report 2024 Taiyo Yuden Co., Ltd.
(Taiyo Yuden Health Insurance)

Measures Against Mental Health
～Follow-up After Implementing Stress Check

Our company is regarding the employees applied to "High Stress Person" and also not to hope to take interview guidance by doctor as "High Risk Person" to have them supported. For High Risk Person as target person for normal insurance guidance, nursing-job person in Health Control Room will make a contact. In the case of hoping to have insurance guidance, nursing-job person will make interview based on the situation and give guidance for counseling or a series of interview on a regular (irregular) basis. For High Risk Person making efforts to confirm work-site environment and current physical condition.

Smoking Countermeasures
～Promotion by Collaboration with Health Insurance Association～

According to strengthening laws for passive smoking and Health-Oriented Management Declaration of our company, we are promoting smoking countermeasures in cooperation with Health Insurance Association from 2019. Arranging environment maintenance team for smoking site, public awareness team for making employees informed or have awareness, and quit-smoking team for conducting follow-up for the persons hoping to quit smoking, and setting the first goal as "No smoking in the site all day", we have been promoting activities with domestic group companies.
We had made step-by-step promotion: Prohibiting cigarette sales from vending machine, enlightenment events in honor of World No-Tobacco Day, installing banners and displaying no-smoking poster, holding no-smoking seminar, distributing leaflets in the place of Regular Health Check, lending books related to no smoking, no-smoking support with incentive, and reached the goal of "No smoking in the site all day" from April, 2021 as planned.
At present, for Enforcement and continuous maintenance of rules, we are conducting regular site patrol and making result reporting to Safety and Health Committee and quit-smoking support. The smoking rate in FY2024 was 16.6%, while it was 23.4% in fiscal 2019.

Acquisition of Certification (TAIYO YUDEN)

White 500 for Outstanding Health and Productivity Management

We have been acknowledged for 6 consecutive years since 2021 by Japan's Ministry of Economy, Trade and Industry in its Health and Productivity Management Organization Recognition Program for our strenuous efforts toward overcoming regional health-related challenges and promoting health-conscious activities led by the Nippon Kenko Kaigi.

Excellent Corporation for the Promotion of Food Education

This program was established in 2025 to recognize companies that provide healthy meals for their employees and actively implement and assess initiatives aimed at improving dietary habits. We are honored to have received certification in its inaugural year.

Sports Yell Company

We were certified as a Sports Yell Company for 6 consecutive years since 2021 by the Japan Sports Agency in recognition of our wide-ranging activities for encouraging employees to engage in exercise and sports.

Gunma Prefecture's Partner Company for Cancer Prevention and Control

In 2021, we were certified by the Gunma prefectural government for our efforts on cancer prevention and control, particularly for raising awareness in the workplace of the importance of undergoing cancer screening tests and incentivizing employees to do so, as well as for creating an environment to enable employees with cancer to continue working while receiving treatment.