SocialPromote Work Style Reforms

Surpassing our Traditional Framework

In order to promote a method of working that will enable us to grasp the needs of our ever changing society and clients, create solutions that fit with the times and create new distribution channels, Marubeni will be taking on a number of new initiatives beginning in the fiscal year ended March 31, 2019 that will operate from the standpoints of “Human Capital”, “Mechanisms” and “Time.”

Human Capital×Mechanisms×Time

“Human Capital”

The personnel who will be responsible for the future of Marubeni must not only be professionals in a particular product field, but should also be able to grasp the social and customer issues with a multifaceted perspective that goes beyond the scope of the business, and have the mindset to imagine a solution by taking full advantage of the platforms, that is, the diverse business infrastructure of the Marubeni Group. Therefore, the measures outlined below have been initiated to promote the development of such human capital.

“Marubeni Academia”

This is a place where Marubeni Group employees from around the world with diverse, global experiences and personalities are brought together to think about and discuss innovation. The goal is to generate practical innovation through intensive thought and discussion.

“External Personnel Exchange Program”

This is a program targeting employees who are future candidates for management and executive positions at Marubeni. The employees are dispatched to leading companies in various industries, such as finance, consulting firms, and manufacturing, to spend several years on the front lines working to achieve results. In addition to building a network of connections outside Marubeni, this will also promote the development of personnel with an outside perspective, and the ability to identify the values/functions that have not been successfully delivered thus far, and to use this perspective and ability to develop new businesses.

“Triangle Mentor”

Three people of different ages and from different departments form a trio and regularly engage in bi-directional communication to promote forming of connections that transcend the organizations and generations, sharing of experience, mutual understanding of different values and ways of thinking, and building of a foundation for new employees.

“New Business Attire Guidelines “Self-Biz””

As an initiative to foster a culture of thinking and acting for oneself, “Self-Biz” has been introduced. This is a policy of allowing each employee to select the business attire that they personally feel is appropriate, based on clear guidelines defining the minimum requirements, but discarding the old categories of business vs. casual.


The following measures are being implemented as the mechanisms to promote the creation of innovation that transcends the vertical mindset of a specific product or business.

“Business Model Canvas”

This is a mechanism to visually present the Marubeni Group operating assets and business models, and share it with all employees to encourage new value and asset synergies and the creation of new businesses.

“Idea Box”

This mechanism enables all Group employees to contribute proposals related to business improvements and new business ideas.

“Innovation Sessions”

For those wishing to learn the processes of creating innovation, this is a program including about four months of field work during which a total of five days of sessions are held about once per month. Each participant creates a new business proposal from scratch, and learns the way of thinking for creating innovation from the issue discovery process, and the method for formulating projects.


No matter how well you have prepared the people and mechanisms, without time it is not possible to start something new. For this reason, the following initiatives are being conducted.

“Business Improvement Project”

A comprehensive review is being conducted on in-house business practices, looking at issues such as reduction of internal paperwork requirements.

“15% Rule”

The measure makes it possible for employees to allocate up to about 15% of their work hours in activities aimed at developing businesses that will help to increase the value of the Marubeni Group. The rule aims to create an environment for each employee that facilitates the search and discovery of new solutions for customers and society, by making use of the Marubeni Group networks, business models, knowhow and personnel.

“Work Anywhere”

“Work Anywhere” was adopted to encourage each employee to achieve even greater quality, speed and volume of output through providing more workplace such as working home and working from satellite offices, and more effective time utilization, and eventually to raise the performance of the entire organization.

Furthermore, we are pursuing improved productivity and promoting more efficient use of time through measures such as incentives to work in the early morning like breakfast services and additional overtime pay.

Employee Health

Marubeni Group Health Declaration

The Marubeni Group has established the Marubeni Group Health Declaration based on the Marubeni Group Basic Policy on Occupational Health and Safety, as follows.

Marubeni Group Health Declaration

Employees are a vital asset for the Marubeni Group, and their health is of paramount importance. The Group has therefore positioned maintaining and promoting employee health as a top management priority.
The Marubeni Group supports employees’ success by working to create an environment where each individual can autonomously and proactively take steps to maintain and promote his or her health. These efforts will lead to the growth of the Marubeni Group.

Marubeni Health Promotion Structure

Marubeni has established the Marubeni Health Promotion Structure, under the responsibility of the director in charge of the Human Resources Department. The system promotes health and productivity management through the coordination of four groups: occupational physicians (Internal Medical Clinics), the Health Insurance Association, the Human Resources Department, and health and productivity management promotion officers selected from among the Company’s employees. Representatives of these groups meet at a Health Management Promotion Meeting to review health management measures and discuss future initiatives. The Health Management Promotion Committee, which is made up of representatives from occupational physicians (Internal Medical Clinics), the Health Insurance Association, and the Human Resources Department, meets twice a year to discuss health projects of the Health Insurance Association and various health management initiatives, and other matters relating to occupational health and safety.

Marubeni Health Promotion Structure

In addition, a legally mandated Health Committee is chaired by the Chief Health and Safety Supervisor (General Manager of the Human Resources Department) and comprises members including health and productivity management promotion officers in each Business Division and the Corporate Staff Group; the Internal Medical Clinics (occupational physicians); and representatives of the labor union and the Health Insurance Association. The committee meets once a month to discuss various issues including health management and health and productivity management initiatives, improving the working environment, measures to tackle long working hours, and countermeasures for occupational accidents.

Marubeni Health Project

Under the Marubeni Health Project, we will continuously roll out various initiatives based on four key themes:

  1. Improving health literacy
  2. Strengthening countermeasures against cancer and lifestyle diseases
  3. Strengthening mental health measures
  4. Strengthening initiatives for maintaining and promoting women’s health
1. Improving health literacy

In cooperation with the Health Insurance Association and occupational physicians, Marubeni conducts initiatives to improve employees’ health literacy.

Measures (Initial fiscal year) Overview
Setting and announcement of index for health (FYE 3/2020) Set and announced focus health indicators as “Marubeni Health Project Indicators”. Used indicators for discussing integrated measures based on regular reviews.
Participated in actions of companies promoting measures against cancer (FYE 3/2020) Encouraged cancer testing by distributing pamphlets and displaying posters.
Introduction of health management app (FYE 3/2020) Improved health literacy of employees and their families effectively using health management app.
Introduced an app for health consultation / doctor and hospital referral (FYE 3/2020) Conducted consultations on disease symptoms and health in chat-format and referrals to doctors and hospitals according to the individual’s wishes.
Conducted a diet program based on intestinal flora testing (FYE 3/2020) Conducted a diet program tailored to each individual based on intestinal flora testing.
Walking events (FYE 3/2019) Held walking events in conjunction with health management app. Held in-house award presentation.
Strengthening of efforts to achieve 100% participation in regular health check-ups (FYE 3/2019) Focused efforts on ensuring participation in legally mandated regular health examinations, which play a significant role in early discovery and treatment of disease. Recommended participation to every employee yet to have a health check-up to achieve 100% participation every year.
Strengthening of initiatives to provide healthy menu options at staff cafeterias (FYE 3/2019) Held a health promotion campaign, provided special menu options in support of blood donors, and labeled nutritional information, among other measures.
Conducted health seminars (FYE 3/2018) Conducted seminars on various topics including sleep, oral healthcare, meals, etc. by outside experts to raise all the employees’ awareness of health.
2. Strengthening countermeasures against cancer and lifestyle diseases

Among our measures to maintain and promote health, we focus intensively on countermeasures against cancer and lifestyle diseases, which include the following.

Measures (Initial fiscal year) Overview
Introduced tumor marker tests (FYE 3/2021) Added tumor marker tests to the regular health check-ups for employees who are 35 years old or older and supported the early detection of cancer.
Expansion of cancer screening subsidy (FYE 3/2021) Expanded screening subsidies for prostate cancer, cervical cancer, and breast cancer to support early detection.
Strengthening of smoking cessation measures (FYE 3/2019) Expanded subsidies for smoking cessation therapy, began smoking cessation therapy program at our Internal Medical Clinics, and ran smoking cessation campaign.
Strengthening of measures for employees eligible for Specific Health Guidance (FYE 3/2019) Provided health and nutrition guidance from occupational physicians, public health nurses, and registered dieticians at our Internal Medical Clinics, not only for employees aged 40 and above, who qualify for Specific Health Check-ups, but also for younger employees. Increased guidance participation rate by sending health examination recommendations from the Human Resources Department to eligible employees.
Participation in trial program using IoT for type 2 diabetes (Ministry of Economy, Trade and Industry; PRISM-J) (FYE 3/2019) Provided information to target individuals about participation in a clinical study using IoT on preventing the exacerbation of diabetes.
Sleep apnea syndrome treatment program at Internal Medical Clinics (FYE 3/2018) Started sleep apnea syndrome screening and treatment at our Internal Medical Clinics.
Three-month Intensive Program (FYE 3/2018) Ran a program aimed at improving lifestyle and exercise habits.
The program involves eight lectures and workshops, and aims to eliminate metabolic syndrome through guidance on daily meals and exercise.
Introduced fully subsidized brain checkups (FYE 3/2016)
and full-panel medical checkups (FYE 3/2015)
Fully subsidized full-panel medical checkups for employees in the fiscal year in which they reach ages 35, 40, 45, 50, and 55, as well as brain checkups for employees in the fiscal year in which they reach ages 45, 50, and 55.
(Implemented ongoing partial subsidy for full-panel medical checkups for employees aged 35 and over, other than at the ages specified above.)
Also began offering fully subsidized full-panel medical checkups and brain checkups for employees who have retired at the mandatory retirement age.
Enhancement of health guidance from registered dieticians (FYE 3/2011) Established a system for registered dieticians to provide specialist diet management and guidance, etc., at our Internal Medical Clinics.
Enhancement of health guidance from public health nurses (FYE 3/2009) Established a system for public health nurses to provide individual health guidance and consultations, etc., at our Internal Medical Clinics.
Introduction of H. pylori testing (FYE 3/2009) Added H. pylori test to health examination to enhance early detection of and treatment for diseases such as stomach cancer.
Introduction of Hepatitis B and Hepatitis C testing (late 1990s) Added viral hepatitis testing to health examination to enhance prevention and early detection of cirrhosis and liver cancer.
Smoking cessation measures (late 1990s) Implemented full indoor smoking ban at Tokyo Head Office and Osaka Branch, and introduced designated smoking areas at other branch offices.
Implemented smoking bans or designated smoking areas at overseas offices, in accordance with local laws and regulations.
3. Strengthening mental health measures

Marubeni has recognized mental health as an important issue for improving occupational health and safety, and is taking the following measures for employees and their families.

Measures (Initial fiscal year) Overview
Introduction of support services to assist people who have had mental health issues returning to work (FYE 3/2019) Provided support for the return to work of people who have had mental health issues through counseling before and after returning.
Expansion of employee assistance program (EAP) services; promotion of service use; trial counseling (FYE 3/2019) Offered counseling sessions on a trial basis to all new employees and newly appointed junior managers in order to raise awareness of EAP services and strengthen self-care and line care.
Also, provided self-check and mental health study programs and articles on the intranet to promote accurate knowledge and awareness regarding mental health care and to assist employees in monitoring their own mental condition.
Stress check tests (FYE 3/2017) Conducted stress check tests for employees at all offices in Japan and overseas (including employees on assignment), also covering offices where there is no legal requirement.
Introduction of EAP services (FYE 3/2007) Established consultation desk at our Internal Medical Clinics and in the Human Resources Department. Established external counselor consultation desk, available to employees and their families on a 24-hour, year-round basis.
Expansion of examination times for mental health outpatients at Internal Medical Clinics (FYE 3/2007) Increased number of examination times for mental-health related outpatients from one to two a week.
Mental health care-related training (FYE 3/2007) Conducted training related to mental health care for new employees, line managers, employees posted overseas and their families.
Created and distributed a manual with information about mental health care and consultation desks.
4. Strengthening initiatives for maintaining and promoting women’s health

Marubeni recognizes maintaining and promoting women’s health as an issue to be addressed, and will strengthen the following initiatives going forward.

Measures (Initial fiscal year) Overview
Introduced tumor marker tests (FYE 3/2021) Added tumor marker tests to the regular health check-ups for employees who are 35 years old or older and supported the early detection of cancer.
Expansion of subsidies for cervical and breast cancer screening (FYE 3/2021) Expanded subsidies for cervical and breast cancer screening and supported the early detection of cancer.
Women’s health maintenance and promotion literacy seminars (FYE 3/2019) Held seminars by external experts to increase awareness of all employees with regard to maintaining and promoting women’s health.
Establishment of dedicated health consultation desk for women (FYE 3/2019) Established a consultation desk for women’s health issues.
Dissemination of articles on “Women’s Health Maintenance and Promotion” to all employees (FYE 3/2019) Used Company-wide notification system to spread knowledge about maintaining and promoting women’s health to all employees.


Marubeni Health Project Indicators
Item Target
Rate of getting regular health check-ups (Workers in Japan) 100% each year
Rate of getting regular health check-ups (Overseas workers) 100% each year
Implementation rate of Specific Health Guidance Year-on-year increase
Rate of employees undergoing Specific Health Guidance Year-on-year decrease
Smoking rate Year-on-year decrease
Rate of employees undergoing stress check tests 90% or more each year

The implementation rate of Specific Health Guidance and the rate of employees undergoing Specific Health Guidance apply to employees who are 40 years old or older.

Employees to undergo Specific Health Guidance are determined by the abdominal size (85cm or higher for men, 90cm or higher for women or by BMI (Weight kg/(Height m2)) (25 or higher), in addition to other measurements such as blood sugar, lipids, and blood pressure.

Other Initiatives

Management of Working Hours and Encouraging Use of Vacation Time

The Marubeni Group has established guidelines for the management of working hours to enable working styles that ensure the health and safety of employees, as well as the Company’s sustainable growth through improved productivity. The guidelines specifically call for working hours to be properly ascertained from the perspectives of observing labor-management agreements under Article 36 of the Labor Standards Act, eliminating long working hours, and properly managing working hours. The guidelines also call on those in management and supervisory roles outside the scope of working hour management to track working hours to ensure occupational safety (i.e. health management). In addition, Marubeni holds individual interviews with departments that consistently register long working hours and takes steps to reduce chronic long working hours.
Marubeni encourages employees to maintain and promote their health, and seeks to ensure employees have the mental health and good physical condition to efficiently produce high-quality results. To this end, in addition to annual paid holidays, the Company also offers its own unique special leave systems, such as all-season special leave, family support leave, and recharge leave. Every employee is encouraged to concentrate fully on work during work hours, and to take the time to fully relax during vacation periods.

Participation in the “Work Style Reform Action Plans”

Marubeni participates in the " Work Style Reform Action Plans " implemented by Keidanren. The " Work Style Reform Action Plans " is a voluntary action plan established by member companies to accelerate work style reform.
We are working to deepen and sustain our work style reforms by setting quantitative targets toward (1) reducing long working hours, (2) encouraging employees to take advantage of annual paid leave, and (3) promoting flexible work styles.

Establishment of Internal Medical Clinics

The Internal Medical Clinics at the Tokyo Head Office and Osaka Branch play an important role in promoting health management. At the Tokyo Head Office Internal Medical Clinic, specialist departments for internal medicine, dermatology, radiology, neuropsychiatric, and dental services are available for employee consultations at any time. Regular annual and specified health examinations are conducted by the Internal Medical Clinics, and based on the results, employees can receive follow-up services including re-testing and other treatment for lifestyle diseases, as well as health guidance from an occupational physician, public health nurse or registered dietician.

Initiatives on Global Health Issues

Marubeni is expanding its business globally, with business sites in 67 countries/regions around the world.
HIV/AIDS, tuberculosis, and malaria are serious problems in some of these countries/regions.
Marubeni adopts a proactive approach to these and other global health issues. We take appropriate and timely measures against infectious diseases such as HIV/AIDS, tuberculosis, and malaria, overseas and in Japan.
Overseas, we strive to collect information and understand the situation regarding the outbreak and spread of infectious diseases in collaboration with occupational physicians, based on information provided by the WHO and local authorities, and on-site surveys. Employees and their families receive health examinations prior to travel overseas, as well as vaccinations against infectious diseases that pose a risk at overseas postings. Furthermore, when employees based in Japan travel to areas where there is a high risk of infection, they are given appropriate cautions and business trips are restricted if necessary.
In Japan, we offer vaccinations against influenza to all employees, and our Internal Medical Clinics offer vaccinations against infectious diseases such as measles, rubella, and mumps. Furthermore, the Health Insurance Association subsidizes employee vaccinations at external medical institutions.

Support for Overseas Assignees and Their Families

Currently, there are approximately 900 Marubeni employees and around 900 of their family members living overseas on assignment from Japan. Ensuring the health of employees and their families is essential for enabling overseas assignees to perform at their best.
Before and during overseas assignments, we conduct health examinations and training for employees and their families to get an accurate appraisal of their health status and raise their awareness about disease prevention and health maintenance. We place particular emphasis on health examinations in order to achieve prevention and early treatment of diseases, and in addition to the legally mandated examination for employees assigned overseas, we require each employee to undertake annual health examinations during their assignments. We aim to achieve 100% participation by following up on employees who have not had their examinations. We also offer annual health examinations and examinations after repatriation to accompanying family members. If health examination services are not available at the assignment location, our system for subsidizing travel to a nearby area with advanced medical facilities or to Japan ensures employees’ peace of mind. We encourage both employees and their families to consult with occupational physicians regarding examination results and their daily health status.
We have systems in place to transport people to a nearby area with advanced medical facilities or Japan in the case of an emergency so that they can receive the necessary treatment. We also partner with specialist organizations to provide nursing care support for employees’ family members living apart from them in Japan.

Initiatives on Crisis Management

We recognize that people at every business site of the Marubeni Group in Japan and overseas are exposed to various risks, including acts of terrorism, natural disasters, civil unrest, robbery, traffic accidents, aviation accidents, injury, and disease. In particular, we have positioned crisis management at overseas locations as a highly important Company measure. When an incident occurs, we make the safety of employees and their families our primary concern. As such, we strive to foster everyday awareness of crises, and we have established a permanent Overseas Crisis Management Headquarters that is able to respond immediately should a crisis occur.
Specifically, the Overseas Crisis Management Headquarters has prepared a manual summarizing crisis management measures, such as initial actions to be taken in the event of a crisis, and conducts crisis management training for employees who are assigned overseas and their accompanying family members. We have a system in place for gathering and analyzing the latest public security information from areas around the world and share it with the relevant people. When an incident occurs, the Headquarters solely controls related information about the incident coordinating with overseas offices to make and implement appropriate judgments and countermeasures.

Occupational Accidents

Marubeni strives to prevent the incidence of occupational accidents. In the event that an accident does occur, we ensure that it is promptly reported to the Human Resources Department in every case. Accidents are also reported to the Health Committee, and every effort is made to prevent recurrence.
Accidents and incidents at Marubeni Corporation or any of its Group companies are reported as appropriate through the compliance incident reporting channel. Depending on the nature of the incident, we carry out follow-up investigations and checks and implement measures to prevent recurrence.

Targets ・ Zero fatal accidents
・ Zero lost-time injuries