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Health and Productivity Management Declaration

Health and Productivity Management Basic Policy

Contribution to the mental and physical health of each individual, vibrant daily life, and society

Message from the President

We are a machine tool manufacturer that has sincerely tackled challenges at manufacturing sites and continuously developed unique technologies ahead of the curve since our founding in 1898.
We are expanding our business with the mission statement "Through total and consistent Monozukuri (making things) service, Okuma aspires to contribute to the business of customers throughout the world who create value and thus bring happiness to all people who journey together with us."
To achieve our mission, we believe it is important to maintain and promote the mental and physical health of our employees who are the wellspring of innovation, and to create environments where they can feel a sense of fulfillment and growth in their work, and work safely and energetically with peace of mind.
Our aim is for each employee to be in good mental and physical health and to grow while co-creating value for customers and sharing the joy of contributing to society in order to become indispensable for society through the resolution of issues in manufacturing.

*"Health and Productivity Management" is a registered trademark of the Non-Profit Organization Kenkokeiei.

Okuma Corporation Representative Director, President Atsushi Ieki
Okuma Corporation
Representative Director, President
Atsushi Ieki

Health and Productivity Management Declaration

Okuma will create environments where each employee is in good mental and physical health and can energetically work and lead a fulfilling life, feeling a sense of fulfillment and growth.
We declare our commitment to Health and Productivity Management in order to contribute to society through the power of manufacturing services.

October 1, 2025
Okuma Corporation Representative Director, President
Atsushi Ieki

Health and Productivity Management Promotion System

In our Safety and Environment Council, the CHRO participates in management of the PDCA cycle. Their responsibilities include maintenance and promotion of occupational safety and health, decision of policies for creating pleasant working environments, planning, and implementation of measures.
In our Safety and Health Committee, a subordinate organization of our Safety and Environment Council, workplaces, health insurance associations, cooperating associations, labor unions, and industrial physicians collaborate and promote Health and Productivity Management, based on the recommendations from the ESG Promotion Office.

Health and Productivity Management Promotion System

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Health and Productivity Management Strategy Map

It presents initiatives that address management challenges to be solved through Health and Productivity Management, along with the expected effects for realizing our corporate philosophy and purpose.

Health and Productivity Management Strategy Map

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Indicators of Health and Productivity Management

Management index FY2021 results FY2022 results FY2023 results FY2024 results FY2025 goals FY2028 goals
Presenteeism *1 (%) 19.2 19.4 18.7 18 15
Absenteeism*2 (days) 3.2 3.8 3.7 3.6 3.3
Work engagement*3 (score) 2.2 2.2 2.3 2.4 2.7
Number of participants in health-related training and seminars (persons) 82 85 74 265 300 500
Ratio of periodic health checkup examinees (%) 97.2 97.5 99.7 99.8 100 100
Rate of employees who maintain a normal weight [over age 40] (18.5 ≤ BMI < 25 %) 62.3 63.2 62.9 60.0 61.0 65.0
Smoking rate (%) 13.6 14.8 14.5 13.0
Stress check participation rate (%) 92.0 94.2 96.8 98.6 100 100
Ratio of high-stress employees (%) 19.8 20.4 19.4 17.9 17.0 14.0
Average number of paid holidays taken per year (days/person/year) 11.6 13.7 14.2 13.5 15.0 18.0
Return-to-work rate after maternity leave or childcare leave (%) 100 100 100 100 100 100
Rate of paternity leave acquisition (%) 28.3 42.0 74.0 76.0 78.0 80.0

*1 Presenteeism = 100% – SPQ. The SPQ (Single-item Presenteeism Question; single-item version of the University of Tokyo) is calculated as the average of all employees’ responses to the following stress check question:
"On a scale from 1% to 100%, where 100% is the best job performance you could have at your job if unimpeded by sickness or injury, how would you rate your overall job performance on the days you worked during the past four weeks (28 days)?"

*2 Absenteeism is calculated as the average of all employees’ responses to the following stress check question:
"How many days did you take sick leave in the past year?"

*3 Work engagement is calculated as the average of all employees’ responses to the following two stress check items:
"At my work, I feel bursting with energy"
"I am proud of the work that I do."