Safety and Health Activities
Aiming to create a safe and comfortable work environment andpromote physical and mental health.
Environment, Safety and Health Policy
We Carrier Group gives top priority to the protection of employees, stakeholders, and the environment. Withconsideration of safety and the environment, we are working on improvements every day to ensure that all
people can work safely and comfortably through socially responsible product design, procurement,
production, sales, and services. In order to achieve goals set forth in this policy, we will promote the following
things.

Employees•

We provide a safe, accident-free working environment for all employees.

•

We will secure the resources necessary to continuously improve and maintain our environmental andoccupational health and safety management systems.

•

We appropriately discuss safety and health initiatives with all employees and support their
participation.

•

Based on fundamental safety measures, we promote individual safety awareness, eliminate hazards
that cause industrial accidents and develop risk mitigation activities.

Environment and local communities•

With minimizing the impact on the environment and local communities, we provide products andservices that comply with relevant laws and other requirements.

•

While we aim to achieve world-class reductions in environmental impact in terms of energy andwater use, waste management and emissions of chemicals into the air, we will promote
environmental activities in close cooperation with local communities.

•

Leverage digital technology to analyze data across the value chain from design to service, for
accurate operational reporting, proactive risk identification and management.

•

Set targets through environmental and occupational health and safety management systems andcontinuously improve performance.

Stakeholders•

We manage our operations to ensure full compliance with all applicable laws, regulations and otherrequirements worldwide.

•We review all business decisions appropriately to reduce impacts, hazards, hazards, toxicity andrisks in terms of environmental, safety, and health.

•We actively encourage and support high-risk suppliers to work on topics such as environmental
initiatives, the safety and health of workers, and social responsibility for business continuity.

•

Our environmental and occupational health and safety management system ensures business
continuity by identifying and managing new environmental, safety, and health impacts, hazards,
toxicity and risks in advance.

The environment and occupational health and safety are shared responsibilities and each employee bears
his or her own responsibility. All employees are required to think for themselves, to detect problems at an
early stage, to report near-misses, accidents, disasters, etc., and to stop work when necessary. We also
recognize and promote these in our daily business activities.
David Gitlin
Chairman & Chief Executive Officer
Carrier Corporation
Adrian Button
Senior Vice President, Operations
Carrier Corporation

Safety and Health Management Declaration
The Nippon Carrier Group has formulated the Safety and Health Management Declaration to further
improve its existing safety and health management activities and to ensure that these activities areunderstood by all from top management to employees. It clearly states the roles employees and theCompany need to play in safety and health management.

"Nippon Carrier Safety and Health Management Declaration"
We promote safety and health management based on the belief that well-being is the foundation of
corporate growth by enabling employees to fully demonstrate their abilities in safety, health, and comfort,
regardless of job type, position, or location.
Employees of Nippon Carrier will•take responsibility for safety and health and act proactively.

•

not only aim for injury and disease-free conditions, but also continue to pursue more comfortable,safer, and healthier working conditions.

To do this•

We work to identify and address issues that hinder safe, healthy, and comfortable working conditions.

•

We value active communication.

•

We respect a good work-life balance.

May 1, 2024
Nippon Carrier Corporation
Toru Kubo, President

The Certified Health & Productivity Management Outstanding Organization 2024
Nippon Carrier has been recognized as “The Certified Health & Productivity Management Outstanding
Organization 2024". This is for six consecutive years since fiscal 2019. Believing that all people involved inour business activities are important management resources for the company, we are fully engaged in
activities to create a lively and vibrant people and organization based on the premise of the safety andphysical and mental health of our employees.
* Health & Productivity Management Outstanding Organizations: Health & Productivity Management
Outstanding Organizations Recognition Program promoted by Ministry of Economy, Trade and Industry and
the Nippon Kenko Kaigi. It aims to develop an environment in which they can be socially recognized as“organizations that consider employee health management from a managerial perspective and work
strategically" by "visualizing" good corporations engaged in health care management.

Occupational Health and Safety Management System（ISO45001）

We acquired Occupational Health and Safety Management System (ISO45001) in January 2021. Since
obtaining OHSAS18001 certification, the predecessor of ISO45001, in 2008, we have been making effective
use of this management system for many years to promote "independent safety management" in which
employees proactively participate in safety and health activities, reduce, and manage the risks of accidents
and illnesses in business activities, and check compliance with laws and regulations in their own workplaces.
Nippon Carrier Group aims to be a company that can deliver trust to customers and other stakeholders bypromoting the health and safety of all employees and creating a comfortable work environment with lessfatigue and stress through the active safety and health activities by employees.

Safety and Health Promotion System
In Nippon Carrier Group, safety and health management activities focusing on a line management from top
management to employees have been conducted at each business site or group company unit.
In addition to fulfilling legal requirements such as holding safety and health committees, each business site
and group company is implementing flexible and proactive initiatives in accordance with work content andprocess risks, such as setting up voluntary specialized committees and departmental and workplacecommittees. Furthermore, at each branch office where different risks from those at the factory are expected,
we conduct activities in accordance with needs such as holding safety and health committee meetings.

Organization of Nippon Carrier Group

Safety
Raising awareness of safety and health
At Nippon Carrier group, top management has established a basic policy. It includes a commitment to healthand safety as a key item, and we deliver the message of our commitment to health and safety to employees.
In addition, at each business site, including offices and branches, during a prayer for safety at the beginningof each month or a morning assembly, heads of the sites convey messages and raise awareness ofbusiness-specific risks.
Commitment to safety
An analysis of occupational accidents within the Nippon Carrier Group reveals that accidents are caused byhuman factors, such as being caught in machinery due to approaching unsafe machinery or equipment,
being caught due to removal or disable of safety fences and guards or falling while walking. Although thenumber of accidents is decreasing, accidents still occur occasionally at manufacturing sites.
In order to prevent occupational accidents among employees, the Nippon Carrier Group implements various
initiatives, such as dual-layered engineering safety measures for machinery and equipment, safety
education, accident risk reduction, workplace improvements, and risk assessments.
Safety-related data
Occupational accident
Changes in the incidence rate (frequency rate)

The frequency rate is an indicator of the rate of occupational accidents (lost work of one or more days) per
million working hours and is used as a guide to workplace safety. A higher frequency rate indicates a higher
number of occupational accidents, and Nippon Carrier’s rate is below the average of all electrical machineryand equipment manufacturers in Japan.

※ All-industry average, manufacturing industry average

Number of accidents at each site
Site

Fiscal 2021

Fiscal 2022

Fiscal 2023

Total

0

0

1 case1 case9 cases

4 cases

4 cases

17 cases

Tsuyama Plant

001 case1 caseKakegawa Dev center

0

0

0

0

Total for Nippon Carrier

9 cases

4 cases

6 cases

19 cases

Head office & branches
Fuji Plant

Safety education
Nippon Carrier Group strives to ensure the competence of employees involved in occupational safety byproviding education and training required for the operation of the Occupational Health and Safety
Management System as well as education based on Industrial Safety and Health Act and related
government and ministerial ordinances and various training courses.
We also provide education tailored to the diverse needs of our employees, including experience-based
safety education to experience disasters through simulation and risk prediction training for traffic accidents.

Disaster risk reduction
Nippon Carrie Group strives to maintain and improve a comfortable working environment to prevent workrelated accidents among its employees. By grasping the current situation at the worksite through numerous
patrols and environmental measurements, we are taking measures against sources of accidents, improving
work methods, and providing education, thereby reducing the risk of accidents for the entire Group. Some ofthem below.
● Wearing of personal protective equipment
We distribute safety glasses to employees engaged in manufacturing and service.
To maintain our health and safety, we also require employees to wear protective equipment such as dust
masks and cut protection guards and thoroughly provide a training on how to wear them correctly.

● Plug-type Ground Fault Circuit Interrupter
We have installed an outlet with an earth leakage breaker to prevent disasters caused by electricity.

● Crash and fall prevention
We have installed safety fences at high places and rivers on our premises to prevent crashes and falls.

● Management of Chemical substances
We respond as needed such as IT-based management of chemical substances used in manufacturing,labeling of SDS (Safety Data Sheet), strict compliance with environmental laws and regulations at eachsite and set up of appropriate workplaces when using organic solvents and specified chemical
substances.
Risk assessment

Risk assessment is a useful method for evaluating and eliminating or reducing potential hazards andhazardous risks not only at the manufacturing site where the hazard has occurred, but also at other sites
where the hazard has not occurred. Extending risk assessment activities to workers level, Nippon CarrierGroup provide educations to enable them to evaluate the risks of potential hazards in machinery, equipment,
and chemical substance management and improve them.
Traffic safety education
At Nippon Carrier Group、for employees who use cars, motorcycles, and bicycles to commute, we regularly
have a check of their fatigue and health condition by a third party and for those who use company cars, wecheck their driver's license and takes measures to prevent accidents by introducing alcohol checkers. We
also regularly conduct "Driving and Traffic KYT" and "Traffic Safety Education" to raise awareness of safe
driving.

HealthCommitment to Health
Nippon Carrier Group is committed to health management with the aim of maximizing the potential of eachindividual employee in the best possible condition thereby ensuring sustainable growth for the company byminimizing situations in which employees, our greatest asset, are absent from work due to illness(absenteeism) or unable to fully perform due to physical or mental illness (presenteeism).
We have incorporated health activities into ISO 45001 promotion targets, setting numerical targets and not
only aiming to minimize absenteeism through activities for employees who already have health problems orrisks (high risk approach), we are also providing all employees with ① a comfortable workplace, ②
opportunities to develop healthy lifestyles according to their life stages, ③ opportunities to become aware ofstress and improve their coping stress (population approach).

Strategy map

Changes in various health management indicators
Goal

2019

2020

2021

2022

2023

Rate of regular
health checkup

100%

99.9%

99.9%

100%

100%

100%

Rate of regularcheckup findings(statutory items)

55.5%

63.7%

65.6%

64.6%

62.6%

68.0%

Number of
employees withwork restrictions
based on the
results of regular
health checkup

0

4

3

3

4

2

Rate of detailed
examination

100%

-

88.0%

85.1%

83.5%

75.3%

Rate of initiation of
specific healthguidance

70% or
more

33.7%

75.9%

90.2%

91.3%

83.2%

Rate of metabolic
syndrome in all
ages

14.5%

14.8%

15.0%

14.6%

14.5%

15.6%

64.8%

59%

84%

82%

Calculating

Cancer screening
rate (stomach)

Cancer screening
rate (large
intestine)

87.6%

90%

91%

90%

Calculating

Cancer screening
rate (uterine
cancer)

44.0%

37%

40%

39%

Calculating

Cancer screening
rate (breast
cancer)

48.8%

40%

46%

46%

Calculating

20% or
less

30.9%

28.0%

27.2%

25.1%

23.7%

Lifestyle② rate ofskipping breakfast

15% or
less

25.9%

25.8%

28.5%

28.6%

24.0%

Lifestyle③ rate ofeating within 2hours before
going to bed

15% or
less

17.9%

15.7%

14.5%

13.8%

28.5%

Lifestyle④ rate ofheavy drinkers

15% or
less

26.0%

25.1%

24.1%

24.0%

16.6%

Lifestyle⑤ rate of5000 steps or lesswalk per day

10% or
less

16.0%

20.0%

21.8%

23.2%

-

Lifestyle①
Smoking rate

Lifestyle⑤ rate of
exercise at least
30 minutes twicea week

24.5%

Lifestyle⑥ rate of
insufficient sleep

25% or
less

24.7%

21.8%

23.1%

24.0%

32.6%

Stress checkexamination rate

100%

97.7%

97.5%

97.7%

98.6%

97.3%

Rate of people
with High stress(criteria values
changed in2023(Old criteria))

--

7.3%

5.6%

5.3%

6.4%

11.2%

Stress check total
health risk score

100 or
less

101.4

96.8

95.6

96.4

97

Rate of leave due
to mental healthproblems

00

1.5%

1.1%

1.1%

1.1%

1.1%

155k yen142k yen

177k yen

173k yenCalculating

Per capita medical
expenses（7.2％）

20.4 years

20.4 years

20.0 years

19.9 years

Calculating

27 hours

25 hours

25 hours

21 hours

Calculating

Average numberof paid leavetaken

16 days

13 days13.7 days

15.1 days

Calculating

Rate of taking
childcare leave
FemaleMale

100% 0%100% 0%100%
2.6%

100% 4.3%

Calculating

Rate of male
employees taking
life support leave(spouse giving
birth)

34.2%

10%

35.9%

47.8%

Calculating

Employment rateof disabled people

2.44%

2.59%

2.67%

2.67%

Calculating

Employment rateof non-Japaneseemployees

4.3%

4.2%

4.0%

4.3%

Calculating

Average length ofservice
Average monthly
overtime working
hours

20 hours
or lessWork
engagement

Increase
YoY+ 1 point+ 2 points+ 1 pointNocomparison
due tochange insurveyResearch
Remodification(2023’svalues to
be taken as
reference)

Health literacy

Increase
YoY

-

-

-

-

2023’svalues aretaken asstandard

Presenteeism

YoY
_

-

-

-

-

2023’svalues aretaken asstandard

54.1

57.3

58.8

61.3

60.1

901~950/ 2328companies

651~700/ 2523companies

551~600/ 2868companies

351~400/ 3169companies601~650/ 3520companies

Healthmanagement level
surveyDeviation value
Rank

Health Management System

Nippon Carrier Group has established a system to provide occupational health services equally toemployees working at all locations across the country and ensures that all employees are aware of thissystem. Health management staff at each site undergo one day of training each year to improve their skills
and work on health management closely with the head occupational physician, contracted occupational
physician, public health nurse, and health manager. The head occupational physician and public healthnurse visit each site from Okinawa to Asahikawa on a regular basis (introduced online services from FY2020) to provide health guidance and health education.
In April 2023, a new cloud-based health management system was introduced, which allows all employees tocheck the results of health checkups on their personal websites and directly contact occupational health staff
for reports on the results of detailed examinations and health consultations.
Health care
Periodic health checkup
In addition to the legally required checkup items, employees of all ages are required to undergo blood tests.
In the workplace health checkup, colon and stomach cancer, abdominal echography, and fundus
examination are conducted using the expense subsidy program of the Health Insurance Association. After
regular health checkup, employees at all locations will receive health guidance in person or online, andindividual health guidance will be provided based on a self-assessment for the health themes of the year.
The themes are "CKD and arteriosclerosis" in 2020, "Osteoporosis" in 2021, "Dental health" in 2022, "Saltintake" in 2023, and "Vascular aging" in 2024.
For foreign technical intern trainees, we have prepared medical questionnaires in Thai and conduct various
medical examinations, stress checks, and health guidance in the same manner as employees. If a fullmedical examination is required, public health nurse and occupational physician repeatedly urge them tovisit a medical institution until the results of the examination are confirmed. For employees with the potential
life-threatening risk, we will take care of them in cooperation with the health management staff based.
41% and 43% of employees who received health guidance (Fuji) rated the results as "very good" and"good," respectively.
Special and Designated Occupational Health Examinations
We conduct health examinations based on the law to employees engaged in hazardous work or shift workand achieve 100% attendance every year.
Measures against Overwork
Employees who work 45 or more hours of overtime per month, including those in managerial positions, aresubject to overtime health checkups. Selected employees whose overtime hour is between 45 and 80 hours

and those who work 80 or more hours of overtime are required to have an interview with an occupational
physician in the following month, and the attendance rate is 100%.
Employees working overseas
The company covers the cost of vaccinations, and the employee will transfer to the new post based on thedecision of the occupational physician beforehand. During stationing, the employee is required to undergo a
medical examination once a year, and health guidance is provided based on the results.
High-risk approach
Work restriction
Occupational physicians will instruct employees with high risk of cardiac and cerebrovascular diseases suchas severe diabetes and hypertension, to restrict their work such as prohibiting shift work, overseas businesstrips, and long overtime work.
Measures against metabolic syndrome: Specific health guidance
Employees who are eligible for specific health guidance are provided with specific health guidance by aspecialist during working hours. In addition, health guidance is also provided by public health nurses to
employees under the age of 40 who have metabolic syndrome (including pre-metabolic syndrome) or are
taking medication.
Support for Balancing Treatment and Employment
When returning to work after medical treatment, a pre-return-to-work interview with an industrial physician,manager, and HR representative is required. If the recovery is insufficient, the employee will work under theconsideration of employment restrictions based on the judgment of the occupational physician. After
returning to work, an interview with the occupational physician will be held on a regular basis, and theemployee will be instructed to work according to his or her physical condition. During the period of sickness
and recuperation, the employee will receive injury and sickness benefits from the health insurance
association.
Population Approach - Creating a Comfortable Workplace Work Style Reform
We conduct "Pulse Surveys" on a regular basis to survey employee engagement. We understand whether
employees are willing to contribute to the company, and each team discusses what the company's
challenges are. While the team works on improvements, the entire company promotes initiatives that make iteasier for employees to work and make their jobs more rewarding.

At our headquarters, we introduced a new way of working called hybrid work, which combines telework andoffice work, in the fall of 2021. The ideal ratio of office work, telework, and other (business travel andvacation) in a 5-day work week is set at 4:4:2, and each employee is encouraged to "plan when, where, andwhat to do" in accordance with his/her work for the week.

I&D Council
Inclusion and Diversity or I&D are strong values at Carrier globally and as same as other regions, I&D council
was launched in Japan. Japan I&D Council has embarked on various initiatives in an aim of making a company
a better place where every employee can feel belonged and be valued equitably by embracing diversity.
In January 2024, Reduce the gap team of I&D held a culture celebration event at the former Kawasaki HQand Fuji factory. They introduced New Year events in different countries. We have many foreign colleagues
who have been working in the company since before.
In February 2024, opinion exchange meetings were held in our branches by Drive Inclusion team of I&D
and female employees. The team started the meeting by asking “When do you feel you are minority at theworkplace?” and the team could learn their honest opinions that they can’t normally speak up.
And “WE” organized the event to commemorate the International Women’s Day this year too. WE
welcomed Ms. Hiromi Inoue, President and Representative Director of IBM Japan Digital Services Company
on March 7. She delivered a seminar under the theme of “Instilling a diverse and inclusive world is the key forbusiness growth”.
Also we introduced mentorship program to develop diversity and establish the support system to promote
employee’s growth in 2023, which resulted in the participation of 31 mentor - mentee pairs as a first phase.
We aim to kick off the second phase in July 2024 and start calling for new members.

Creating a comfortable workplace
Nippon Carrier has created the Comfortable Workplace Guidelines as an index for workplace environment
management.
At the Fuji Plant, we have 38 qualified Class-1 health supervisors.
The representative health managers of the 23 workplaces at Fuji Works, Tsuyama Works, and Kakegawa
R&D Center, as key persons in creating a comfortable workplace, conduct weekly patrol based on
workplace check sheets, periodically measure levels of illumination, noise, and greenhouse gasses, andprovide monthly health education at their own workplaces.
Health education materials and videos are posted on the portal site and used by the Safety and HealthCommittee at each site as well.

FY2023 Themes of Health Education
January

The Story of Cholesterol

February

About Tinnitus

March

Let's Learn about Meteoropathy and Prepare for it

April

Recommendations for Improving the Intestinal EnvironmentMay

Hearing Anti-aging

June

Brain Anti-aging～Prevent Aging Brain"

July

If you drink, know what a Standard drink is.

AugustEffects of Anger Management

September

Be careful not to get Autumn Fatigue

October

Revision of Workers' Accident Recognition Criteria for Mental Disorders Caused by
Psychological StressNovember

Oil and Grease

DecemberPrevent Heat Shock before it happens

WorkplaceHead office
In May 2024, the company changed its name and relocated its head office.
Before the head office relocation, some desks were not equipped with desk monitors, but there were many
requests to install desk monitors to improve work efficiency. After the relocation, all desks were equipped withdesk monitors with movable stands, keyboards, mice, and docking stations to enable comfortable work.

The office is also equipped with numerous conference rooms with different capacities, where large monitors,
cameras, and speakers are permanently installed, so that meetings can be started immediately uponentering the room. There are also seats where one person could concentrate on work, as well as boothsdedicated to web meetings, which made it possible to create an office where people could work by planningwhen, where, and what to do.

Particularly popular with employees is the break room, where they can take a break or enjoy a meal withcolleagues. The break room can also be used as an event venue and is fully equipped with a projector andaudio equipment.

Engineering building e-THIRD at the Fuji Plant
The e-THIRD technical building at the Fuji Plant has attracted attention for its innovative design thatemphasizes employee wellbeing. A comfortable cafeteria, greenery common areas and focus booths aredesigned to enhance productivity and satisfaction of workers. These spaces are intended to reduce stressand promote creative thinking while balancing relaxation and concentration. The e-THIRD also plays a roleas also a testing laboratory utilizing state-of-the-art air-conditioning technology, symbolizing our commitment
to energy conservation and comfort. This environment makes it an ideal office for our employees tomaximize their capabilities and generate innovation.

Cafeteria

Focus booths

Common area

ICT facilities

Measures against smoking
Since 2020, smoking has not been allowed during working hours, and since April 2022, smoking has been
completely prohibited on the premises of all sites. The smoking rate in 2023 was 23.7%, which has
decreased by 7.2% in the five years since 2019.
Heavy manual work improvement projectAt manufacturing department in Fuji plant, we aim to create production lines that are easy to work on withless strain on the body. To this end, we use our own evaluation sheet (Rakuraku Kaizen Sheet) thatincorporates ergonomics to evaluate the physical risks of work movements and work on systematic line
improvements to reduce work with high risk levels.
The activities of this project were presented at the 80th National Industrial Safety and Health Conference
held in Tokyo in October 2021.

Product lifting device
Reduction of lifting work by air cylinder

Improvement of plank-less conveyor
Abolition of transportation of 15 kg plankPopulation Approach - Acquisition of healthy lifestyles according to life stages Stay Healthy CJC!
We have included "Stay Healthy CJC!" (health promotion activities that respond to diversity) in our ISO45001
promotion goals, and have incorporated six lifestyle improvements - diet, exercise, smoking cessation, sleep,
stress management, and drinking - as well as life-work balance into our monthly promotion plans. We carryout these activities, issue health reports by site and check the results of activities.
Employee participation: Health theme report posted on portal site
We are developing educational activities in which employees introduce their own efforts to promote thehealth of themselves and the workplace.
Fiscal year

FY 2021

FY 2022

FY 2023

Number of posts

82 posts

50 posts

57 posts

Online Workshop
Since FY 2022, with the aim for I&D, we have been holding roundtable discussions with related people andgather ideas for health issues and how to address them. In the first session, "Work-Life Balance for
Fathers Employees," nine representatives from each site introduced their before and after experiences
related to child-rearing including a change in their daily life rhythm to go to bed earlier and get up earlier,richer work-related conversation after they started to talk with their children from the same viewpoint, and anincrease in work efficiency which allows them to go home earlier.
In the second session, "Women's Health Management," 13 female representatives from each site
participated. There were voices calling for male supervisors and colleagues to understand menstrual pains
and menopausal disorders, leading to the launch of Women's Health Consultation Service. It has also
received consultations from male superiors about how to be considerate to their subordinates.
The third session was held with the theme of older employees. In the fourth session there was a requestfrom non-Japanese employees for a manual on medical examinations and we created it in response.
In FY 2023, in the first session was entitled "Tips for Improving Stress Tolerance." The employees who haveovercome the experience of absent from work due to mental illness delivered the message saying that they
if speak up to those around you, you will receive help from them.
The opinions raised in the second workshop "Balancing Work and Nursing Care," the third workshop"Working Mom’s Work-Life Balance” and the fourth workshop "Health Promotion for Working Women" led tothe establishment of an in-house nursing care consultation service, enhancement of awareness of menstrual
leave, and the installation of a couch in the women's locker room for use when employees are feeling unwell.

In the first session of 2024 entitled on "Have a Narrow Escape Special", nine employees who have fought
illnesses such as cerebrovascular disease, heart disease, and cancer were introduced, sharing their actions
before and after their battles with illness. They delivered messages to employees such as "Don't beoverconfident about your health," "Listen to the advice of those around you," and " If you feel something iswrong with your health, please visit a hospital."

2023

April

May

June

July

AugustSeptember

Theme

Mental Health

Review and

Mental Health

Review andReview and

Healthy I & D

Awareness andImprove

Awareness

Improve

Improve

Care

Exerciseand CareEating Habits

Drinking and

HabitsTitle

Smoking Habits

Efforts for

UPDATE

Tips forMy Family’s

Encouragement

BalancingCommunication

Condition

ImprovingFavoritefor reducing

Work andThrough

StressMenu to Get

alcoholNursing Care

ExerciseTolerance

Through theconsumption,

Summersobriety, andquitting smoking

Workshop
Number of

7 participants

11 participants

5

5

6

7

6

6

OctoberNovember

DecemberJanuary

FebruaryMarchreferral
cases

Theme

Review and
Improve

Healthy I & D

Healthy I & D

Balance between Work and

Women's Health

Exercise Habits
Title

Do You All

Working Mom’s

Exercise?

Work-Life Balance

Workshop
Number ofreferralcasesChildcare
Health Promotion for Working Women

13 participants
7

6

10 participants9-This initiative received the Excellence award in the corporate category of Ministry of Health, Labor andWelfare's Director-General of the Health Bureau at the 11th Smart Life Project Award “Let's extend healthy
life expectancy!”

Workplace Health Report
We provide a health report containing health KPIs for each workplace in the end of the fiscal year, which
serves as an indicator of their initiatives for a year.

Health education by age group
For employees who reach the ages of 30, 40, 50, and 59 in the fiscal year, we provide online live healtheducation to prevent health problems according to the age. For 50 and 59-year-olds employees, we conduct
a physical fitness test in advance and teach them exercises according to the results.

Employee cafeteria
In recognition of its efforts to improve the food environment for the health of the residents of Shizuoka
Prefecture, the cafeteria at Fuji plant has been certified as a Shizuoka Healthy Side Dish Partner in thecompany cafeteria category. Only two companies in Fuji City have been certified.
Population approach: Stress awareness and coping (mental health)
We thrive to prevent mental health problems among employees, detect them at an early stage, respond
appropriately, and prevent their recurrence after returning to work.
Stress check
We conduct an interview with an occupational physician to high-stress employees who wish to have. In
2023, 31% of high-stress employees requested an interview with an occupational physician, and interviews
were conducted with all those who requested one.
Mental health education
Mental health education is provided at the time of hiring and promotion. Managers receive education once or
twice a year, as well as repeated mental health management training centered on case studies repeatedly.
In FY2022, all targeted 69 employees participated in the training. (100% participation rate)

1on1 Meeting
Managers regularly hold one on-one meetings with each of their subordinates to check on the progress of
their work and share their concerns about work and the workplace as well as individual circumstances that
affect their work.
External telephone and e-mail consultation service
At Carrier's external EAP, external experts provide consultation on all work-related and family-related
concerns and anxieties (aside from health concerns such as career, financial, educational, and nursing careissues are also possible).
Population Approach - Infection ControlAs to a measure against COVID-19 infection, we appropriately reviewed our BCP based on the social
situation and the latest information and disseminated throughout the company.
At Fuji plant, we administered the COVID-19 vaccine to related 1,800 people including our employees aswell as those of subcontractors, temporary staffing companies, and partner companies.

Population Approach - First Aid System At Fuji plant, Tsuyama plant and Kakegawa Development Center we regularly conduct emergency
resuscitation education by employees certified standard first aid. There are currently 114 employees withstandard first aid certification. We also conduct disaster triage training every year to ensure efficient rescue
activities in the event of a disaster.

Standard first aid course

Disaster triage training

Disaster triage training