In April 2018, the KDDI Group announced the "KDDI Group Declaration of Health-Focused Management" and set forth three basic policies.
The KDDI Group will continue to maximize the productivity of each employee by creating an environment in which employees are physically and mentally healthy and motivated to work. We will thereby contribute to the sustainable growth of the KDDI Group and the realization of a sustainable society.
President, Representative Director, CEO
KDDI Group Declaration of Health-Focused Management and Promotion Framework
To promote employee health, the foundation of health management, we work closely with the KDDI Health Insurance Union and the KDDI Workers Union to improve the physical and mental health of our employees.
The Goals of Health-Focused Management
KDDI continues to be a dynamic company where employees can work in good health and with vitality. We set promotion points that serve as health indicators and plans and implements measures to achieve the targets.
KDDI aims to foster an environment and culture where employees can work healthfully and earnestly to maximize individual and organizational performance.
Target for the end of FY2023
|Illness detection rate
|59.8% or less
|26.0% or less
|16.7% or less
|New cases of mental illness leave
|Less than 100
|Comprehensive health risk 120 or higher
Health-Focused Management Strategy
FY2022 Concrete Initiatives
 Reduction of Mental Illness among Employees
■ Interviews with All Employees
In-house counselors conduct interviews to check on their health, jobs, work environment, human relationships, etc. We implement biannual 30-minute one-on-one interviews with each individual, with 100% completion in the first and second halves of the year. After the interview, if signs of mental illness or long working hours are observed, the company responds in cooperation with medical staff and organizational leaders. In addition, we provide feedback of employees' voices to the organization and relevant departments and discuss solutions at the "Workstyle Reform Promotion Committee". Surveys of interviewees were also conducted to improve the knowledge and skills of in-house counselors.
▼Activation of Experienced Employees in the In-house Counseling System
The 'in-house counselors' conducting interviews with all employees are individuals with extensive knowledge and experience, including former line managers and certified professionals . Leveraging the skills and interpersonal abilities developed through their prior experiences, these talents can comprehensively support employees in achieving happiness and well-being, fostering career autonomy and organizational development through counseling. They enable employees to work autonomously and productively. It is also a place where experienced veteran employees can thrive.
-  Such as industrial counselors and nationally certified career consultants.
<Voices from in-house counselors>
- Points of satisfaction
"I feel a sense of accomplishment when I can provide support for employees facing various challenges, helping them approach their work with a positive attitude."
- Skills that can be applied in the job
"I have honed and acquired the company-recommended qualification of an industrial counselor, applying it to interviews, including listening and response techniques."
- Goals for my future career
"I want to support each employee not only mentally but also provide meticulous assistance in their career development."
■ Education to Improve Work Environment
【For all employees】
【For line managers】
■ Mindfulness Training
Four sessions of training on breath meditation as a means to promote self-mental care, conducted in a format of both foundational theory and practical exercises. Degree of satisfaction: 91.8%
The measurement results before and after the training showed an increase in the level of mindfulness, along with confirmed stress reduction and improved concentration.
Method for measuring effectiveness
|Measuring changes in the five factors that assess the level of mindfulness before and after the training.
Measurement target: Employees who participated in all four training sessions
Contents of the five factors
■ Conduct Stress Checks
Employees surveyed in fiscal 2022: 91.4% (fiscal 2021: 88.3%)
Feedback of group analysis reports from in -house counselors to all headquarters.
The target is to have zero departments with comprehensive health risks exceeding 120, establish action plans for improvement, and implement a PDCA (Plan -Do-Check-Act) review at the end of the fiscal year.
Improved from 8.4% to 5.2% compared to 2021.
Comprehensive Health Risk Distribution of Number of Departments
|Number of employees absent from work due to Mental Instability
|Average number of days of leave for employees taking leave due to mental instability
- Presenteeism: "Percentage of productivity loss of high-stress individuals" - "Percentage of productivity loss of non-high-stress individuals"
 Illness detection rate reduction
■ Health Guidance (Before health checkups/After health checkups/Specific health guidance)
Based on regular health exams, KDDI provides health guidance to over 1,000 employees annually who have been found to have lifestyle-related diseases. As a result, the following year's health exams showed improvement in numerical values.
Improvement Status of Detection Rate
Percentage of improvement in findings among those who received guidance prior to the health checkups
■ Sports Events for Health Enhancement Events Using a Health App
Since in 2019, we distribute a health app to our work smartphones.
In fiscal 2022, we are promoting the utilization of our in-house service, the "au Wellness for Biz app".
Taking on the challenge of recording daily walks and height/weight. Also implementing the awarding of health points within the app. Additionally, team entry walking events are regularly held. The number of teams taking part in these events is gradually increasing. The number of employees with exercise habits is steadily increasing.
Walking Event Participation Status
|Number of Teams
|Number of Participants
Bowling Event Participation Status
FY2022 Implementation Period February Number of Teams 43 Number of Participants 270
Status of Improving Exercise Habits
■ Health Seminars
The importance of periodic checkups for breast cancer, which is a health issue particular to women, as well as how to conduct daily self-checkups and how to balance work and treatment if you are diagnosed with breast cancer.
These seminars are held online to help you manage your health.
Participants 90 people
Lifestyle Improvement Seminar
The seminars are held online nationwide to improve employees' health literacy, to improve their own health concerns, and to promote their health promotion efforts.
Information about the seminars is posted on the company's intranet, and employees are able to attend the seminars of their choice.
Status of Lifestyle Improvement Seminars Held Nationwide
Tohoku Area Eating Habits Seminar Tokyo Area Metabolic syndrome breakthrough seminar
Eating Habits Seminar
Headache Prevention Seminar
Southern Kanto Area Eating Habits Seminar
Stress Reduction Seminar
Hokuriku Area Immunity Seminar Kansai Area Exercise Seminar Shikoku Area Sedentary Behavior Seminar
Obesity Reduction Seminar
Kyushu Area Eating Habits Seminar
■ Anti-smoking Initiatives
Quit Smoking Challenge
Start by declaring a quit smoking challenge on a health app.
Employees who successfully quit smoking for three months and are featured in a success story interview will receive health points.
Smoking Cessation Online Program
Interested employees receive subsidized access from the Health Insurance Union to an online smoking cessation program. Nurses support smoking cessation across three months.
Smoking Cessation Support Desk
Information is provided to smokers by medical staff via e-mail.
Additionally, a smoking cessation support desk is available for consultation at any time.
Smoking Rate Trends