Society

Efforts to prevent severe illness through early detection and treatment

Aisin, in its aim to minimize work time lost to mental health issues, focuses on prevention and early detection. To ensure that supervisors can recognize signs of distress in their subordinates and promptly connect them with company doctors or external parties, we have expanded the scope of line care training participants starting in FY2024. The training is designed to include various case studies that enable supervisors to experience simulated scenarios and help them comprehend the importance of mental health initiatives and translate their understanding into practical action.
To help employees recognize their own stress and promote self-care, we conduct stress checks alongside self-care training, distribute video content, establish health consultation services, and provide occupational physician consultations for those experiencing high stress. In FY2025, we expanded the target audience for self-care training beyond the traditional second-year employees to include newly promoted staff, whose new roles or responsibilities often impose increased mental strain.

Revised criteria for identifying highly stressed individuals starting FY2025

Changed the highly stressed individual threshold from our internal benchmark (5%) to the raw score conversion method (10%) recommended by the Ministry of Health, Labour and Welfare. Increasing the recognized proportion of highly stressed staff promoted greater awareness of stress and facilitated measures for coping.

When using the 5% benchmark: 4.0%

Initiatives for improving the work environment

For workplaces, we provide feedback on stress check workplace diagnosis results and offer individualized support to high-risk workplaces. By linking this to workplace environment improvements, we are advancing the prevention of mental health issues.
As tools to support workplace-led improvement activities, we distribute videos featuring improvement implementation flows and case studies of improvements by factor.
Furthermore, we cross-reference results from employee surveys conducted by HR and legal functions, perform multi-faceted analysis, and implement effective workplace improvement activities.

Prevention of relapses following return to work

We have put in place a return-to-work support program staffed by clinical psychologists and public health nurses to ensure employees can return to work safely and reliably. The return-to-work trial involves employees who have initiated the return-to-work process visiting the company's return-to-work support office. There, they perform tasks not directly related to their job duties during their scheduled work hours, allowing us to assess the recovery of their physical stamina, concentration, and task execution abilities.

	FY2024	FY2025
Returned to work	63％	78％
Leave extended (resumption of focus on therapy)	37％	22％

Recovery assessment results based on return-to-work trial (FY2025)

Early detection and treatment

We follow up on regular health checks with both the workplace and the patient to ensure all employees take part and have maintained a 100% participation rate each year.
As a follow-up to health checkups, we have developed a proprietary system that identifies individuals at high risk for brain or heart disease based on each employee's health check results from the preceding 10 years. Based on the level of risk, we offer guidance through interviews with occupational physicians and implement safety precautions by way of work restrictions. We also emphasize the importance of self-directed health monitoring and strive to avoid aggravating patients’ symptom.

The FY2025 Specific Health Guidance issuance rate reflects the implementation rate as of April 2025

Cancer prevention

In addition to regular health checks, the Health Insurance Society, Workers’ Union, and company provide cost subsidies for various cancer screenings, working to reduce health risks from cancer through early detection.
Colon cancer screening is offered to all employees aged 35 and older during their regular health checkups.
Furthermore, we promote gynecological screenings (cervical cancer and breast cancer screenings) for female employees aged 20 and above. We are increasing the range of eligible medical providers to make examinations more convenient and are also running monthly awareness campaigns for comprehensive health checks and cancer screenings.

Health awareness initiatives

Since FY2022, Aisin has been running its Health Challenge 8 initiative, which aims to broaden opportunities for employees to develop eight good health habits. Thus, we are developing our employees and workplaces to be capable of proactively monitoring and managing their physical and mental well-being.
In FY2025, to support employee health awareness, we published a Health Challenge 8 Newsletter every month. Each year, we issue our TOP Health Declaration and provide feedback on the results of workplace health initiatives. We also promote a health-conscious workplace culture that empowers employees, led by workplace promoters, to proactively engage in health-related activities.
Additionally, as we focus on exercise—an area of Health Challenge 8 with low implementation rates—we collaborated with the Seahorses Mikawa professional basketball team to spur employees' interest in physical activity. This has included distributing exercise videos featuring top athletes, cheerleaders, and professional trainers, and publishing the “Go Beyond. Plus 10.” news service. We are taking a group approach to encourage everyone, including those who enjoy exercise, those who struggle with it, and those who are indifferent, to increase their daily activity by 10 minutes.

Challenge 8 Implementation Rate

Establishing healthy habits

To encourage exercise habits, we cohost a smartphone app–based walking event twice a year with the Health Insurance Society. Last year, 4,985 participants formed teams with colleagues or friends to compete in step count contests.
Additionally, to encourage employees and their families to freely engage in exercise, we held five Style Up Seminars during the year, with 1,246 participants. As health awareness has increased, the proportion of people exercising regularly has expanded.
On the subject of healthy eating, we held two nutrition education seminars annually around the time of the health checks, when health awareness peaks. As a result of careful explanation of the body's mechanisms and examples of actions that will help achieve an ideal physique, nearly all seminar participants showed awareness of behavioral change.
Furthermore, nutritionally balanced meals described in the seminars were offered in the employee cafeteria to encourage sustained health awareness.

Exercise frequency