Canon supports initiatives aimed at improving occupational safety and health so that employees can focus on their work with peace of mind.
At Canon, the safety and health of employees form the foundation of our business activities. Adhering to the principle of “management without safety is not management,” labor and management work hand in hand to support safety and health.
Canon has established the Central Safety and Health Committee as its highest body overseeing health and safety. The committee establishes policies and medium-term plans regarding safety and health primarily at Canon companies within Japan, while also promoting the elimination of occupational accidents, the maintenance and improvement of health, traffic safety, fire and disaster prevention, and the creation of pleasant workplaces.
Overseas, mostly at production facilities in Asia, we conduct safety and health activities via the Safety and Health Committee, with consideration given to specific circumstances in each region and at each company.
Canon strives to prevent occupational and health hazards, creating workplaces that allow each employee to maximize their performance.
Specifically, the Central Safety and Health Committee prepared a medium-term (three-year) plan containing the following initiatives for achieving the ideal workplace.
In the past, Canon adopted the Occupational Safety and Health Management System recommended by the Japan Industrial Safety and Health Association (JISHA-style OSHMS), primarily for its production facilities in Japan.
Aiming to improve on that system, Canon intends to launch the Canon Safety and Health Management System, which promotes our own occupational safety and health activities, meets JISHA-style OSHMS requirements, and clearly reflects Canon’s standard and rules. Through this new system, we will work to raise the level of safety and health initiatives throughout Canon by addressing various issues identified through mutual supervision between operational sites and by companywide development of good practices at all operational sites.
The new system will be officially implemented in 2017.
At our production facilities in Japan, we carefully conduct risk assessments according to standard criteria. Based on the results, we conduct follow-up checks with the aim of reducing residual risk.
We are working primarily to prevent serious accidents, such as those involving employees being caught by or pulled into machinery and those that require time off work.
In 2016, we initiated training in machinery-related techniques to deepen employee understanding of the machinery they use in their work and build a structure to promote workplace safety. We also revised Canon’s Machinery Accident Prevention Standards, which focus on the prevention of serious accidents involving employees being caught by or pulled into machinery, to add examples, clarify technical standards and ensure thorough operations.
We will continue a range of initiatives to ensure that no serious machinery-related accidents occur.
We consider accidents that can occur both in work and everyday life, like tripping in a hallway or falling when going up or down stairs to be non-occupational accidents, since they have no specific connection with the type of work an employee does. We are working diligently to prevent such accidents.
One of our objectives for 2016 was to reduce the number of such accidents by improving safety awareness. We collected stories about scares and close calls in the workplace and implemented better practices based on those experiences. We also endeavored to cultivate greater safety awareness among employees and to energize workplace safety activities through various means, including the introduction of periodic workplace patrols.
Through such measures, we will continue working to improve safety awareness of all employees.
|Accidents requiring time off work||13||13||19||25||18|
|Accidents not requiring time off work||133||132||133||110||112|
Canon is working to implement an occupational safety and health management system overseas on the same level as Japan, with a focus on production bases, which are conducting their own activities through local safety and health committees. Three companies—Canon Zhuhai, Inc., Canon Hi-Tech (Thailand) Ltd., and Canon Opto (Malaysia) Sdn. Bhd.— adopted an occupational safety and health management system based on the international standard OHSAS* 18001. Canon will continue to work on advancing the level of its safety and health activities outside Japan through the active exchange of information to strengthen ties with safety and health managers of overseas Group companies.
Canon engages in risk assessment activities, centered on its production bases in Japan. Workplace managers and people in charge of operations and risk assessments undergo group training in advance to learn and enhance their understanding of assessment methods according to consistent Canon standards. By making regular visits to worksites and reviewing assessments, we work to maintain and enhance the risk management system.
Conducting repeated risk assessments in this way enables us to identify operations with a high risk of injury, illness or accident. By taking appropriate measures to mitigate risk and manage residual risks, Canon endeavors to prevent occupational accidents. Among injury risks, we focus particular attention on injuries caused by employees being caught by or pulled into machinery. We have raised this issue within our medium-term plan and take rigorous measures to prevent such risks.
It is also important to prevent risk of illness arising from work that involves exposure to chemical substances. There have been reports of illnesses caused by exposure to chemicals not regulated by the Occupational Health and Safety Law. We respond promptly whenever such laws are revised and introduce systems to uniformly manage chemical substances and aim to be thorough in managing chemical substances across Canon.
Since its founding, Canon has endeavored, based on the principles of “health first” and the “Three Selfs Spirit” to create workplaces where employees can focus on their work with peace of mind. We aim to assist employees in knowing their own health (self-awareness), taking action to improve their health (self-motivation), and continuously managing their progress (self-management).
Canon’s believes that initiatives based on the “health first” principle can lead to a stable workforce and help individual members of that workforce reach their full potential. We therefore consider such initiatives a driving force in the context of company operations and systematically and actively promote health-supported measures.
Specifically, the Central Safety and Health Committee periodically prepares and implements a medium-term plan. The plan includes various types of medical check-ups and stress checks as recommended by government regulations. We have established standards for their implementation, as well as post-measures, and conduct careful, individual follow-up checks as well. To prevent overwork, we coordinate with the health support department and human resources department on appropriate management of working hours. All employees with potential health issues have consultations with and receive instruction from a doctor according to internal standards, and we strive to prevent health issues or respond to them as soon as possible when they occur. In addition to these measures, we give particular attention to the following initiatives:
We also actively collaborate with the Health Insurance Union on effective measures to deal with medical fees, with a focus on preventing any worsening of lifestyle diseases.
To promote comprehensive mental health measures, Canon effectively conducts a variety of programs in Japan that incorporate four care and three prevention guidelines. In recent years, we have conducted stress checks and focused attention on employee and manager education and the training of occupational healthcare staff, including human resource managers.
In 2016, we focused on conducting stress checks and follow-up at all locations in Japan. To apply the revised Occupational Health and Safety Law that took effect in 2015, particular effort went into determining how best to implement the checks, preparing an environment that would facilitate their implementation, and using posters and other media to increase awareness of the system. At the same time, since managers need to have a good understanding of personal information protection and the stress check system, manager training was conducted via e-learning and other methods (97.1% of managers took the training). We also conducted stress checks and follow-up for employees transferred overseas.
In order to strengthen our support of employees taking leave, we reviewed our program for supporting employees’ return to work. Relevant persons coordinate to provide support for an employee on leave from the time they go on leave until a certain time has elapsed after their return to work. With this initiative, we are putting in place a system to promote measures aimed at reducing the number of days of leave and keep employees from needing to take leave again.
In 2017 and beyond, we will continue to nurture employees capable of self-care while also working to create workplaces where employees can work with peace of mind.
|Employee Education||We provide mental health training to employees in their first and second year of employment. This training informs employees about self-monitoring and lifestyle improvement methods, as well as approaches to stress reduction. The training also covers support systems both inside and outside the company. In addition, we hold self-care seminars based on the unique needs of each operational site.|
|Mental Health Training for Managers||We host mental health training for all managers. This training covers methods of communication and points of caution with the aim of reinforcing the importance of managing their own health while also working to create healthy workplaces. We standardized the training curriculum across the Group and offer e-learning to make it easier for managers to participate.|
|Nurturing Occupational Healthcare Staff||We have held mental health skill development training for occupational healthcare staff since 2013 to strengthen their response, support, and teamwork abilities. We conducted this training five times in 2016 with a focus on case studies (one of the five sessions specifically targeted human resource managers). Almost all of the human resource and health support managers at Canon’s operational sites in Japan have received this training.|
Canon Group companies in Japan carry out lifestyle checks during regular annual medical examinations with the aim of preventing lifestyle diseases. Based on the results of these checks, we have set improvement targets for each company in order to help employees improve their health and prevent worsening of lifestyle diseases that may already be present.
In 2016, we focused on helping employees give up smoking and encouraging them to get adequate sleep. As of April 1, 2016, we prohibited smoking on the premises of all Canon Group companies in Japan and encouraged employees to maintain good manners when it comes to smoking in neighborhoods around workplaces. We provided support to employees expressing a desire to quit smoking by conducting group and individual smoking cessation programs and, to improve smoking cessation instruction, provided persons in charge of the programs with additional training. These efforts to reduce the number of smokers are ongoing.
We will continue working to improve employee health through these initiatives.
In terms of cancer-related measures, Canon works together with the Canon Health Insurance Union to conduct primary prevention in the form of raising awareness and encouraging employees to improve their lifestyles, secondary prevention in the form of early detection and treatment, and tertiary prevention in the form of appropriate treatment and assistance with work-treatment balance. Canon also strives to raise awareness of cancer screening and to maintain an environment that makes it easy for employees to undergo screening.
We will continue our efforts to offer ongoing encouragement and support as well as to establish a more effective cancer screening system, helping to reduce the number of employee deaths from cancer and to keep medical fees in check.
Canon conducts various health management programs at Japan at its Group companies outside Japan as part of its health promotion initiatives for employees. Each Group company also actively conducts its own initiatives suited to the characteristics of the company.
|Canon Vietnam||Health consultation with doctor, lecture on women’s diseases, lecture on pregnancy|
|Employee dormitory programs: yoga, karate|
|Canon China||Health information newsletter (issued on the first of each month), lactation room facilities, quarterly health event (stretching, running, etc)|
|Employee Assistance Program services, health consultation with doctor, first-aid training|
|Canon U.S.A.||Lunchtime health event (addressing stress management, sleeping habits, back pain, etc.)|
|Weight Watchers: 17-week weight management course, recipe suggestions, promotion of exercise, consultations|
|10 minute massages: on-site massage therapy by appointment|
|Walking Program: Four-week walking event|
|Canon Virginia (U.S.A.)||Wellness Wednesday (regular event): second Wednesday of each month, themed health promotion program held in company cafeteria (smoking, lung cancer, breast cancer, etc.)|
|Weight Watchers (occasional event): paid 12-week weight loss program. Employees participate in a weekly program held at the company. If they reach their target weight, the company pays half of the participation fee.|
|Canon Opto Malaysia||Lecture by doctor, healthy menu provided at company cafeteria|