Health Declaration (Declaration on Employee Health)

Health' to realize dreams and ideas with passion.
What inspires us at dip are the "dreams, ideas, and passion" embodied in our company name.
When you have a dream that you want to achieve with all your heart, ideas will naturally come to you, and you will be filled with the passion to give shape to those ideas.
Health is an essential factor in maintaining dreams, ideas and passion.
At our company, which is based on the principle that 'people are everything, people are assets', we not only aim to prevent illness, but also to optimize our physical and mental condition so that we can create and provide better services that will inspire dreams, ideas, and passion. In this way we will realize the happiness of all of our employees and their families.

Hideki Tomita, Representative Director and CEO, dip Corporation

Thoughts and Ideas on Health Management

Our management philosophy is 'people are everything, people are assets', and we believe that employee health management is one of the important factors that directly affects work productivity and employee happiness. It is not only about 'not getting sick', but also about 'becoming more energetic and happier than before'. With this in mind, we have adopted the concept of health management as geared toward 'improving the mind and body'.

By keeping your mind and body in good condition, you will be able to concentrate more on your work, maximize your creativity and performance, and work more vigorously. We believe that fulfilling our work will lead to the satisfaction of our customers and users, as well as to a greater happiness in our personal lives and those of our families.

Key Goal Indicators (KGI) and Key Performance Indicators (KPI) for Health Management

■Productivity Indicators (KGI)

■Physical and Mental Health Maintenance Key Performance Indicators (KPIs)

*The criteria for secondary examination personnel in health checkups have been revised by occupational physicians and public health nurses, and a new set of criteria will be implemented starting in fiscal year 2023.
*Some data for fiscal year 2024 is not included as it will be updated next year.

Occupational health and safety policy

Health Management Promotion System

We have established the Health and Productivity Promotion Committee (Operation Manager: Director of Human Resources and Welfare) to promote health and productivity management initiatives, directly under our Representative Director, President and CEO as the Health and Productivity Manager and CHO as the Health and Productivity Promotion Manager. The Board of Directors, Executive Officers Meeting, and other meeting bodies receive reports regularly from this Committee on the content of its discussions. Each office appoints a Health and Productivity Promotion Leader as a member of this Committee to ensure that health and productivity management initiatives reflect opinions from employees.

Health Status and Required Measures

Since 2021, we have been promoting health management, and this year marks our fifth year. (We have been certified as a Health and Productivity Management Excellent Corporation for four consecutive years since 2021, including three consecutive years as a Health Management White 500 company since 2022.)
The framework and systems for health management are being established, and going forward, we need to verify and enhance the effectiveness of our health investments (changes in awareness and behavior).
In particular, our company is a young organization with 90% of employees under 30 years old. Health risks are lower than the national average, making it difficult to change health-related behaviors. Therefore, we will focus on pre-metabolic syndrome individuals under 40 as our core target. We will strengthen lifestyle improvement programs and encourage participation to increase secondary examination rates and detailed examination rates. At the same time we will reduce the number of individuals with symptoms and the overall metabolic syndrome rate among those under 40.
Furthermore, precisely because women make up half our workforce, we believe addressing women's unique health concerns and providing support—including preconception care—will reduce absenteeism, enhance work engagement, and ultimately increase employee well-being.

Age Group Composition Ratio and Gender Composition Ratio (including temporary and part-time employees)

Health Management Initiatives

dip's health management strategy map is based on the following three initiatives raising health awareness, improving mental and physical health, and creating a healthy work environment.

１．Preventing disease progression (including those under 40 at risk for metabolic syndrome)

Taking action on lifestyle improvement, moderate exercise, and mental health care begins with awareness and interest in one's own health, and recognition of one's current condition. To take action toward lifestyle improvements, moderate exercise, and mental health, it begins with directing your awareness toward your own health, taking an interest in it, and recognizing your current condition.

①Health Checkups, Follow-up Examinations, and Treatment Recommendations for Those Requiring Care

・Health Checkup
We permit employees to undergo medical examinations during working hours and have established a system that allows individuals aged 35 and older to receive comprehensive health checkup screenings beyond those which are legally mandated.

・Recommendations for those who require follow-up consultations and treatment
Once a health checkup is conducted, in addition to the review by the occupational physician, a dedicated public health nurse checks the results of all employees. Based on our own standards, those employees who need a second checkup are encouraged to receive one. Eligible individuals may receive medical treatment during working hours up to twice per year.

②Health consultation by a consultant physician or health nurse
We provide health consultations by an advisory physician in addition to those offered by the occupational physician. Public health nurses also provide guidance on lifestyle, diet, smoking cessation, care for diseases specific to women, and conduct interviews with workers who work long hours (exceeding 70 hours per month).

③ Implementation of the Lifestyle Improvement Program

④Promoting Moderate Exercise

・Walking Program
・Dance Program (Collaboration with a professional dance team)
・Stretching Program
・Basketball Experience with a professional basketball team during Family Day

2. Improving Employee Health Literacy

①Mental Health Measures

・Promoting participation in stress checkups

・Implementation of Workplace Stress Reduction Meetings
Following the stress check, we provide guidance to organizational leaders based on the analysis results to facilitate reflection within their own teams.
Additionally, we conduct customized training sessions for organizations identified as high-stress to improve their workplace environment.

・Training Video Distribution by Certified Mental Health Counselors

② Strengthening Line Care

・Management training (implementation of a reflection program focused on communication (RRT))

・Online training for all employees
We have created an environment where employees can learn necessary information through videos on themes such as disease prevention and support for balancing work and family life so that they can take care of their health and enjoy a long and stable career. (Diseases specific to women, understanding of nursing care systems, etc.)

・Training for newly appointed managers (mental health, etc.)
In order to prevent mental illness, we are striving to improve the level of management knowledge through management training sessions.

・Implementation of 1-on-1 meetings
One-on-one meetings with an external counselor are held semi-annually for those who are interested to help them resolve issues they are facing and achieve their goals.

③ Support System

・Counseling Service for Mental and Physical Health (Mental Health Care)
We have established a system where employees can feel free to seek advice about their problems and concerns. In addition, once a year, we conduct stress checks as stipulated in the Occupational Health and Safety Law to ensure that employees are aware of their own mental condition and to prevent stress-related health problems by identifying stress in the workplace.

・Support Desk for Balancing Nursing Care and Work
The Company is aware that any employee may face nursing care issues and that nursing care is highly specific to an employee's particular circumstances, we believe it is important to provide a place where employees can consult and be given correct and practical information.

・Various Consultation Services

（In-house programs）
・Counseling Service for Mental and Physical Health (Mental Health Care)
We have established a system where employees can feel free to seek advice about their problems and concerns. In addition, once a year, we conduct stress checks as stipulated in the Occupational Health and Safety Act to ensure that employees are aware of their own mental condition and to proactively prevent stress-related health problems by identifying stress in the workplace.

・Consultation Service for Female Employees
A dedicated consultation service for female employees has been set up. We have created an environment where female employees can consult with peace of mind about issues such as working styles and careers, as well as health issues specific to women. Beginning in 2023, we have established a new consultation service for egg freezing and fertility treatment to support a balance between career and life planning.

・Support Desk for Balancing Nursing Care and Work
Considering that any employee may face caregiving challenges, and that caregiving is highly individualized, we believe providing a place for consultation and accurate information is crucial. Therefore, we have established a caregiving consultation desk.

・Installation of Health Care Room
We have a health care room at our head office. At times when a public health nurse is on site, employees can consult with them about their health.

(External Programs)
・Medical Consultation
To support the health of our employees and their families, we have established an external consultation desk staffed by medical professionals that is available 24 hours a day, 365 days a year.

・Consultation Services for Addiction and Mental Health
We have established external counseling services to address issues related to the autonomic nervous system (mental health), prevent alcohol dependence, and address addiction.

3. Women's Health Initiatives by Life Stage

① Implementation of Women's Health Training

Since fiscal year 2023, we have conducted video training on women's health issues, including female-specific diseases and menstrual disorders. Participation exceeds 95% of employees each time. Furthermore, we offer training not only for female employees but also for all employees and managers, deepening understanding of women's health.

②Understanding Preconception Care
We provide video training for employees in their 20s and 30s. Employees with conditions such as anemia, underweight, thyroid disorders, or obesity receive individual outreach and health guidance from our public health nurses.

③Understanding and Promoting the Egg Freezing Cost Assistance Program
As one option to support female employees in balancing their careers and life plans, we have introduced “social egg freezing cost assistance.” The company covers a portion of the costs, making it more accessible. We also provide information on AMH testing (ovarian reserve testing) to help employees consider fertility treatment plans and the necessity of egg freezing.

④Promoting Gynecological Examinations
Female employees aged 30 and above receive company-covered cervical cancer screenings and breast cancer screenings (breast ultrasound). Furthermore, female employees aged 40 and above receive company-covered breast cancer screenings (mammography). This supports early detection and treatment of diseases.

4. A comfortable workplace environment

・Office Spaces That Stimulate Communication
Based on the concept of ‘the most communicative office in Japan’, we have created office spaces that enhance the creativity of our employees and maximize the potential of each individual by promoting active communication. Office spaces are designed with functionality, comfort, creativity, and flexibility in mind, and include standing meeting spaces, office stations for incidental encounters, soundproof spaces for focused work, and a cafe space for refreshment.

・Office space that improves productivity through greening
We have introduced plants in all branch offices to improve productivity, alleviate eyestrain and fatigue, and stimulate communication through greening.

・Installation of Massage Room
A massage room has been set up at the Tokyo Head Office, where professionally qualified healthcare workers provide treatment to help employees recover from physical fatigue and relieve stress. Exercise guidance and seminars by professionals on topics such as stiff shoulders and back pain are also available.

・Installation of Exercise Equipment in the Office
We have installed balance balls and treadmills in all branch offices to encourage exercise in the office.

5. Work-Life Balance

When employees become more aware of their health and their individual conditions, and take action to improve themselves, it is important for the Company to create an environment for sustaining that momentum. Based on communication with management, we are working on initiatives that will help maintain and improve health.

・Granting Annual Paid Holidays at the Time of Hire
We have changed the annual paid leave grant policy from the statutory standard to granting it upon hiring. We aim to keep employees healthy both mentally and physically by enriching their work and personal lives.

・ Reserve Paid Leave System
Annual paid leave expires after two years, but circumstances may make it difficult to take time off. To ensure employees can work with peace of mind, we introduced “Accumulated Paid Leave,” allowing unused leave to be saved and utilized later. This system enables flexible leave for childcare, caregiving, or medical treatment in emergencies. (Maximum balance: 20 days)

・Declaration on 100% Childcare Leave Acquisition by Male Employees
Since endorsing the 2022 “100% Male Parental Leave Declaration,” we have continuously achieved this goal by supporting diverse work styles and the balance between work and childcare.
*Regarding the percentage of men who take childcare leave, based on the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members, the percentage of employees taking childcare leave, etc. and leave for childcare purposes as stipulated in Article 71-6, Item 2 of the Ordinance for Enforcement of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members is calculated.

・Measures Against Long Working Hours
dip aims to build an environment that will permit its employees to continue working in good health in the long term. Efforts are underway at the company to eliminate overwork by reducing overtime in compliance with labor laws. When an employee whose working hours exceed a certain standard is identified, an alert is sent to the management in real time by the attendance system. This fosters an environment in which the management can work on decreasing the working hours of the employee while still striving to improve work efficiency. In the unlikely event of a violation of the agreement, physicians and human resources personnel conduct health care interviews with the relevant employees, and managers are required to submit a report for improvement. In addition, the status of working hours for all employees is reported to the Board of Directors on a regular basis to encourage company-wide improvement and thoroughness.
In addition to the legally mandated interviews, health nurses individually call on employees who work long hours (70 or more hours per month), and health management personnel call on those who exceed predetermined standards and conduct interviews with them.
In addition, while sharing information on overtime hours and annual leave utilization rates across each headquarters and business division, we encourage members exceeding a certain threshold of overtime hours to submit reports. This allows us to identify the causes of long working hours and promote improvement measures to address these issues.

・Health and Safety and Promotion
In accordance with the Occupational Health and Safety Law, regular meetings of the Health Committee (consisting of the general health and safety manager, health manager and safety promoter, specialists, and general employees) are held every month. In addition, this Committee holds discussions focusing on various issues related to health management. The Committee is also responsible for examining matters that require improvement and making recommendations to management.
In addition, the company identifies sources of danger and assesses risks with regard to occupational health and safety, shares them with Committee members, and conducts periodic inspections.
＊Introduction of Occupational Health and Safety Management System - None.

・Clubs
35 interest groups are active nationwide. With new groups launching across diverse genres and regions, our activities continue to expand each year. Interest groups allow staff to build bonds with dip colleagues across departments and generations, broadening their professional scope and knowledge.
Examples of clubs: futsal, baseball, golf, outdoor activities, shogi, DJ, classical music, sauna, spices cooking, among others.

Click here for specific initiatives

Results of Health Management Initiatives

Guidelines for the Health Promotion Management for Business Partners

In 2023, we declared our commitment to building partnerships with the idea that “all of our business partners are important stakeholders for our company”. In order to realize our management philosophy, it is important not only for our company, but also for the entire supply chain to coexist and prosper. We have established these guidelines in the hope of sharing this philosophy with our business partners.

Health management (the term ‘health management’ is a registered trademark of the NPO Health Management Research Institute) refers to the strategic implementation of health management for employees from a business perspective.

*Taken from the Ministry of Economy, Trade and Industry website

External Assessment

■March 2025 Recognized as a "White 500" corporation for practicing particularly excellent health management for the third consecutive years.
In recognition of our health management initiatives, we have been certified as a "White 500" (Excellent Corporation for Health Management in 2025), which is jointly selected by the Ministry of Economy, Trade and Industry (METI) and the Japan Health Council. This is the third consecutive years that the company has been recognized as a White 500, following our selection in 2023.

■December 2024  Recognized as a "Tokyo Sports Promotion Company" for the fourth consecutive years by the Tokyo Metropolitan Government.
For the fourth consecutive year, we have been recognized as a "Tokyo Sports Promotion Company" by the Tokyo Metropolitan Government, which certifies companies that promote and support sports among their employees.

■December 2023　Recognized as a "Sports Yell Company" for three consecutive years.
For the third year in a row, we have been recognized as a "Sports Yell Company" by the Sports Agency, which certifies companies that are making active efforts to implement sports to promote the health of their employees.

Health support for society

Implemented measures to prevent and contain the spread of COVID-19.

■September 2021
Launch of special feature on 'companies with support for COVID-19 vaccination' to provide job seekers with information on companies that incorporate vaccine incentives and work to create a safe and secure environment.

■March 2020
Financial support for part-time workers, temporary workers, contract workers, and other fixed-term workers employed through "Baitoru," "Baitoru NEXT," and "Hatarako-net" in the event that they become infected with COVID-19 and unable to work due to quarantine measures.

Related Media Publications

■2024.3.26
Our staff benefit program on egg freezing (subsidy program to allow staff to freeze eggs) was featured on the TBS news and information program 'THE TIME'.

■2021.12.10
The dip Incentive Project is launched to stimulate Japan’s economy by improving workers’ pay.

■2021.10.4
Suguru Osako is appointed as the dip "Vaccine Incentive Project" ambassador.
Osako talks with dip about their shared thoughts and efforts on the topic of vaccination.

Jobs with vaccine incentives
Vaccine incentives are incentives for those who have been vaccinated against COVID-19. As a part of the dip Incentive Project, we highlight jobs with vaccine incentives to jobseekers so that jobseekers can identify jobs offering incentives to vaccinated individuals. This initiative is aimed at preventing the spread of COVID-19 and supporting healthy work by job seekers. 

https://www.baitoru.com/pdt/incentive/