Health Management

Basic Approach

The ANA Group proclaimed the ANA Health Frontier Declaration in April 2016 based on the belief that ensuring employees' health, safety and a comfortable work environment are the foundation of a company's activities.
The declaration focuses on managing health, disease prevention, mental health, safety and health of employees, as well as establishing indicators regarding lifestyle diseases and monitoring progress.

ANA Group Health Frontier Declaration

The ANA Group places the highest importance that each employee has a healthy mind and body, and can engage in his or her work with energy and passion. The ANA Group companies, employees and health insurance association work as one to proactively improve both employees' quality of life (QOL) and corporate value, by creating an environment that supports long and healthy careers. This concept reflects the ANA Health Frontier Declaration, established on the belief that employees' health, safety and a comfortable work environment are the foundation of a company's activities.

  1. *1.QOL:stands for Quality of Life, and refers to the quality of life based on health.

The ANA Group aspires to become the world's leading airline group, by taking steps to achieve a brighter future as a corporate group that can grow sustainably together with society.

ANA Group Occupational Safety and Health Policy

  • The ANA Group will promote the prevention of accidents on the job, as well as maintain and improve the mental and physical health of employees.
  • We will improve health and safety by implementing various measures and management systems (PDCA cycle).
  • We will respect laws and regulations, and raise employee awareness through occupational health and safety education.

Shinya Katanozaka
President & CEO, ANA Holdings Inc.

Implementation Structure

ANA Group companies, employees and the health insurance association are working together to promote health and safety across the ANA Group. In addition, ANA Holdings executives have been appointed a Chief Wellness Officer (CWO) to be responsible for promoting health management in the Group, and each Group company has elected a Wellness Leader (WL). The Group's health management policies, promotion status, issues and other matters are presented and reported to the Group Management Strategy Meeting which is attended by directors. Matters of importance are also reported to the Board of Directors.

In addition to promoting public health awareness measures for employees, ANA actively communicates our health initiatives through internal communications, lectures and on our website..

Major Initiatives

Important Themes

We will implement the PDCA cycle for health and safety by focusing on the following:

  1. Health Management Initiatives
  2. Disease Prevention Initiatives
  3. Mental Health Initiatives
  4. Safety and Health Initiatives

1. Health Management Initiatives

To promote health and safety across the group, we first identified the scope of medical examinations to be conducted in the Group and established an environment for effective health care. Specifically, we developed a list of tests to be included in annual medical checkups across the Group and standardized the evaluation criteria so that all employees can be evaluated equally.
To offer day-to-day health care for ANA Group employees, we established eight Group healthcare facilities primarily at airport operation companies in addition to the existing ANA Healthcare Center.

Group Healthcare Facilities / Healthcare Center

Chitose Group Healthcare Facilities, Narita Group Healthcare Facilities, Tokyo Group Healthcare Facilities, ANA Healthcare Center, Chubu Group Healthcare Facilities, Kansai Group Healthcare Facilities, Osaka Group Healthcare Facilities, Fukuoka Group Healthcare Facilities, Okinawa Group Healthcare Facilities

Chitose Group Healthcare Facilities, Narita Group Healthcare Facilities, Tokyo Group Healthcare Facilities, ANA Healthcare Center, Chubu Group Healthcare Facilities, Kansai Group Healthcare Facilities, Osaka Group Healthcare Facilities, Fukuoka Group Healthcare Facilities, Okinawa Group Healthcare Facilities

2. Disease Prevention Initiatives

Disease prevention is crucial for a long and healthy career, and ANA implemented the following initiatives:

Lifestyle Diseases Prevention

To prevent lifestyle diseases, each Group company has established health care indicators to be achieved by 2020. These include Body Mass Index (BMI), ratio of smokers, and ratio of people with the risk of metabolic syndrome.

Cancer Prevention

We are working with the health insurance association to promote and raise awareness of cancer prevention by implementing e-learning programs for all Group employees. In addition, we have added colorectal cancer testing (one of the leading causes of death in Japan) to health checkups.

Women's Health Measures

Breast ultrasonography was added to annual medical checkups to help with early diagnosis of breast cancer, which is found in one in eleven women. In fiscal year 2016, self-exam gloves were distributed to female employees during the Breast Cancer Awareness Month (October). In fiscal year 2017, breast exam models that enable people to touch and feel lumps and cavities were distributed to each region to encourage self-exams.
In fiscal 2018 and beyond, we will continue to promote initiatives for all Group employees, including promoting a mutual understanding of gender health issues through e-learning modules conducted four times a year and by holding seminars with external lecturers.

3. Mental Health Initiatives

We have appointed an ANA Group Mental Health Adviser (psychiatrist) to help establish an environment for implementing mental care initiatives and are holding seminars (conducted online for all Group employees approximately 10 times each year) to help managers achieve an understanding of mental health. We are also offering online courses on self-awareness so that employees across the Group can recognize and address their own stress levels.
In response to regulations issued in December 2015 requiring that corporations conduct stress checks, the ANA Group worked together to develop and implement a system for conducting stress checks.
In addition, we have been proactively addressing new health issues, through methods such as distributing e-learning resources that summarize recent findings on coronary heart disease and holding seminars on self-care for four times in total.

We will continue to proactively develop initiatives to improve the mental health of employees through activities such as enhancing communications in the workplace.

Mental Health Seminar

4. Safety and Health Initiatives

The ANA Group Exercise program was developed to enhance safety and health. By doing these daily exercises, employees can feel refreshed and improve their health, and additionally attain a heightened awareness of occupational accident prevention.
We will continue to develop Group-wide safety and health activities to help create an environment where employees can be healthy, happy and fulfilled.
In November 2019, we also introduced a health promotion application, MY HEALTH WEB, for all Group employees. In addition to consolidating the dissemination of health-related information in this app, we are encouraging the development of healthy exercise habits by holding web-based walking competitions using the app.
We will continue to develop safety and health activities across the Group in order to create a healthy and vigorous work environment.

Implementation of Occupational Health and Safety Activities

The ANA Group is making concerted efforts to ensure the occupational safety and health of its employees in accordance with the ANA Group Occupational Safety and Health Policy declared by the President of ANAHD.
In developing occupational health and safety measures, we are aware of the PDCA cycle and take care to ensure that the measures are effective by grasping the current situation and discussing it with all related parties.

Audits Related to Safety and Health

In order to prevent occupational accidents, it is necessary to prioritize safety and stability. For this reason, the secretariat conducts voluntary inspections of ANA Group companies to ensure that they are taking appropriate measures that align with Japan's Labor Standards Law and the Industrial Safety and Health Law. Each company is working to prevent occupational accidents through the early detection of issues and continued improvement through voluntary inspections.

Other Themes

Initiatives in Response to the COVID-19 Outbreak

In fiscal 2020, ANA adopted a number of initiatives to counter the impact of the coronavirus on physical and mental health. In a questionnaire survey conducted by the Health Management Office, many employees said that they lacked exercise, had neck, shoulder, and back pain, and felt anxious about their mental health. This made responding appropriately to changes in their living and working environments an urgent issue for ANA.
The ANA Group took various measures to maintain and improve the health of all Group employees, even during the Coronavirus pandemic.

  • Web walking contest (held outdoors after the conclusion of the quarantine period)
  • Dietitian-led food seminars (Held online)
  • Seminar on "Flexible Muscle Formation - Building a Body that Prevents Injury" (Held online)
  • Mental seminar on the Coronavirus pandemic disaster (Held online)
  • Mental seminar on the Coronavirus pandemic (E-learning)
  • Special meals for Yasai (831) Day, etc.

We will continue our efforts to prevent the spread of the Coronavirus and to promote health.

Seminar on "Flexible Muscle Formation - Building a Body that Prevents Injury" (Held online)
Information on 831 (Yasai) Day events

Analysis of Health-Related Information

The ANA Group is examining the results of health checkups and other information (through data processing) to better understand the health issues and characteristics of employees so that we can respond effectively to these issues.
In compliance with the relevant laws and regulations regarding personal information, we are analyzing health checkup results, and the mental impact of the Coronavirus pandemic and are studying how to use this data to maintain and improve the health of our employees.

Employee Occupational Safety and Health Education

ANA Group holds a number of seminars For Group employees to prevent occupational accidents and promote employee health. We made it easy for employees to attend seminars because we believe that it is important for every employee to raise awareness of safety and health and to maintain a state of constant awareness.

FY2020 Major Training Programs
Theme Contents Number of times implemented Number of participants
1. Emphasizing Flexibility to Prevent Injury Encouraging participants to stretch and so that they are more injury resistant formation 6 times 233
2. Recurring training for health supervisors Providing supervisors with the latest health and legal policies. Once 190
3. Seminars on mental health To promote the mental health awareness during the Coronavirus pandemic. 12 times 1300
4. Seminar for new employees To promote understanding of basic matters related to occupational safety and health in addition to health management among new employees Once 60
5. Smoking Cessation Seminar To encourage people to quit smoking by focusing on the global trends surrounding tobacco and the economic aspects of continuing to smoke Once 70

Activities to Promote Health Management

We proactively communicate to our stakeholders about our health management initiatives and how they lead to the continued sustainable growth of the ANA Group.

Production of English Versions of ANA Group Exercises

The ANA Group has been focusing on spreading exercise to its teams across the globe and has produced an English version of the "ANA Group Gymnastics" video.

The Japanese version of "ANA Group Gymnastics" was produced so that each employee can work with a smile on their face as they stay healthy both mentally and physically.

In addition to preventing occupational accidents and increasing communication, the exercise programs have helped foster a sense of unity within the ANA Group.

  • ANA Group Gymnastics sessions are also available on YouTube, opening them up to a wider audience.

Results of Initiatives

In order to promote the ANA Group's Health policies, we set up issue-based indicators, and are circulating the PDCA cycle to improve the indicators. To assess the impact of our management initiatives, we are analyzing data on absenteeism*2 and presenteeism*3 as health-related costs.

  1. *2.Absenteeism: Individuals who are absent from work, take leave, arrive late, or leave early due to physical or mental health problems.
  2. *3.Presenteeism: A condition in which an employee's performance declines due to physical or mental health problems, even though he or she attends work.
  1. Employee Health Issues
  2. Changes in Employee Health Status
  3. Loss/Impact of Health Conditions

1. Employee Health Issues

Presence of Lifestyle-Related Diseases

  • The rate of lifestyle-related diseases is increasing rapidly among men in their 40s and among women in their 50s.
  • Since lifestyle-related diseases can lead to complications if they worsen, we are trying to raise awareness of the need to change lifestyle habits as early as possible, rather than waiting until they worsen.

男性10代 非生活習慣病93.9%、生活習慣病6.7% 男性20代 非生活習慣病98.0%、生活習慣病2.0% 男性30代 非生活習慣病94.3%、生活習慣病5.7% 男性40代 非生活習慣病78.9%、生活習慣病21.4% 男性50代 非生活習慣病55.7%、生活習慣病44.3% 男性60代 非生活習慣病45.6%、生活習慣病54.4% 男性65代以上 非生活習慣病38.2%、生活習慣病61.8% 女性10代 非生活習慣病96.6%、生活習慣病3.4% 女性20代 非生活習慣病98.2%、生活習慣病1.8% 女性30代 非生活習慣病96.1%、生活習慣病3.9% 女性40代 非生活習慣病92.1%、生活習慣病7.9% 女性50代 非生活習慣病73.9%、生活習慣病26.1% 女性60代 非生活習慣病60.0%、生活習慣病40.0% 女性65代以上 非生活習慣病38.9%、生活習慣病61.1%

Distribution of BMI

  • 70% of both men and women were of normal weight.
  • While 20% to 30% of men were obese and this number tended to increase with age, 20% to 30% of women were underweight. Low body weight is not only bad for back pain, but can also cause anemia (tiredness and lethargy) as well as risks during pregnancy and childbirth, thus confirming the importance of working to achieve proper body weight.

1万人に対して、低体重は男性362人、女性3,186人、標準体重は男性7,270人、女性8,955人、肥満は男性3,055人、女性409人

About Smoking

  • The smoking rate tended to be higher in "Aviation ground support" for men and "Aircraft maintenance" for women. The categories of "Diversified" , "Airport ground support", and "Aircraft maintenance" for males in particular were above the national average, so we will take further action.

喫煙率は航空運送が男性22.9%、女性4.7%、多角化等が男性36.8%、女性8.9%、航空地上支援が男性43.6%、女性6.9%、航空機整備が男性38.2%、女性10.2%

Based on the above, we aim to set indicators related to "BMI," "smoking rate," and "metabolic syndrome," as well as to improve mental health-related conditions. An indicator based on the number of "physical complaints" from the stress check was set, and these four points were defined as health management indicators.

Click here for health management index environmental and social data

  • The "≦" indicates a smaller or equal value.
  • The "<" indicates less than or equal to.
  • The "=" indicates equality.
  • The "÷" indicates division.
  • BMI ratio: Percentage of people with a BMI of 18.5 ≤ BMI < 25 (BMI = weight in kg ÷ (height in m)2)
  • Smoking rate: Percentage of smokers
  • Metabolic syndrome rate: Percentage of people aged 40 and over who meet the criteria for metabolic syndrome diagnosis
  • Applicable rate of body complaints: Percentage of people with three or more body complaints

2.Changes in the Health Status of Employees

Across the entire ANA Group, the rate of physical complaints has decreased. Other indicators have remained unchanged.
In ANA, the smoking rate and physical complaint rate are steadily decreasing.

ANA Group, Male (as of April 2020)
Index 2016 2017 2018 2019
BMI Appropriate Ratio 70.6 68.9 67.7 67.6
Smoking Rate 28.7 28.3 28.8 27.3
Rate of Metabolic Syndrome 16.2 16.7 15.8 15.2
Body Complaint Rate 29.3 24.1 26.2
ANA Group - Female (as of April 2020)
Index 2016 2017 2018 2019
BMI Appropriate Ratio 71.1 71.9 72.7 73.4
Smoking Rate 4.5 4.6 6.5 5.2
Rate of Metabolic Syndrome 0.9 1.8 2.0 1.5
Body Complaint Rate 48.7 33.5 41.3
ANA individual company - Male (as of April 2020)
Index Target Value 2017 2018 2019
BMI Appropriate Ratio 70.0 70.2 72.9 72.5
Smoking Rate 20.0 19.1 17.2 16.7
Rate of Metabolic Syndrome 10.0 10.7 18.2*4 12.9
Body Complaint Rate 18.3 23.5 21.4 20.6
ANA individual company, female (as of April 2020)
Index Target Value 2017 2018 2019
BMI Appropriate Ratio 80.0 72.0 72.6 73.0
Smoking Rate 4.0 3.9 3.7 3.1
Rate of Metabolic Syndrome Maintenace of the status quo 1.3 1.6*4 1.0
Body Complaint Rate 37.3 44.6 41.9 37.6
  1. *4.Some definitions of indicators have been changed since FY2018. (Old standard for FY2018 results: male 11.1 female 1.4)

3. Loss and Impact of Health Conditions

Most of the health-related costs are losses due to presenteeism (reduced employee productivity).

Health-related costs per capita are shown in the graph below.

健康関連コストの割合はプレゼンティーズム89.6%、医療費6.2%、アブセンティーズム3.0%、傷病手当金1.1%。

  • Health-related costs per capita are shown in the graph below, calculated for the 30,338 survey respondents who answered both the absenteeism and presenteeism questions (Q1 and Q2).
  • Medical expenses are calculated from fiscal 2017 data.
  • Presenteeism = [Presenteeism loss ratio] x [Annual per capita income (salary & bonus) in FY2017].
  • Absenteeism = [Absenteeism (days)] x [Daily income per capita (annual income divided by 365 days) in FY2017].
  • Absenteeism = [Absenteeism (number of days)] x [Daily income per capita in FY2017 (annual income divided by 365 days)] ・Injury and sickness benefits = [Injury and sickness benefits per capita in FY2017] x [Number of persons subject to analysis (15,560)

External Evaluation

As stated in the ANA Group Health Management Declaration, we believe that ensuring the safety and health of our employees and creating a comfortable work environment are the foundation of our corporate activities. In addition, we are also working to reform the way we work by promoting remote work and will continue to accelerate these efforts.

External evaluation (FY2020)
Awards and Recognition Logo Implementing body
Health and productivity White 500 Nippon Kenko Kaigi
SPORTS YELL COMPANY Japan Sports Agency
tokyo sports promotion company certification program Tokyo Metropolitan Government
External evaluation (FY2019)
Awards and Recognition Logo Implementing body
Health and productivity White 500 Nippon Kenko Kaigi
SMART LIFE PROJECT Ministry Health Labour and Welfare Japan Sports Agency
SPORTS YELL COMPANY Japan Sports Agency
tokyo sports promotion company certification program Tokyo Metropolitan Government
beyond2020 my best program Cabinet Secretariat
External evaluation (FY2018)
Awards and Recognition Logo Implementing body
Health and productivity White 500 Nippon Kenko Kaigi
SPORTS YELL COMPANY Japan Sports Agency
tokyo sports promotion company certification program Tokyo Metropolitan Government
Rubella zero project Japan Association of Obstetricians and Gynecologists 
External evaluation (FY2017)
Awards and Recognition Logo Implementing body
Health and productivity Ministry of Economy, Trade and Industry, Japan Exchange Group
Health and productivity White 500 Nippon Kenko Kaigi
External evaluation (FY2016)
Awards and Recognition Logo Implementing body
Health and productivity White 500 Nippon Kenko Kaigi
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