Kuriyama Jidosha Kogyo Promotes "Daily Mental Care" with 98.4% Stress Check Implementation Rate and Monthly Supervisor Interviews

Beyond merely conducting stress checks, the company is promoting mental care through daily dialogue.

These initiatives are being advanced by Kuriyama Jidosha Kogyo Co., Ltd. (President and CEO: Tomohiro Kuriyama; hereinafter, Kuriyama Jidosha Kogyo), which has bases in Tokyo, Chiba, and Kanagawa. The company sells, buys, rents, and sells parts for used trucks, aiming for a sustainable society by providing environmentally friendly vehicles and promoting recycling.

■ 98.4% Stress Check Implementation Rate: Nearly All Employees Participate, System Established

Kuriyama Jidosha Kogyo Co., Ltd. conducted stress checks for all employees, achieving an implementation rate of 98.4%.

Stress checks are a system mandated annually under the Industrial Safety and Health Act, aiming to visualize employees' stress levels and prevent mental health issues.

The company positions this system not merely as a compliance measure but as an important indicator for improving the workplace environment.

■ Monthly Supervisor Interviews Institutionalized to Create Continuous Dialogue Opportunities

The company generally conducts monthly individual interviews (approximately 15 minutes) with supervisors for all employees.

This is institutionalized as a regular dialogue opportunity to understand work status and conditions, functioning as a platform for continuous communication.

■ One-Hour Interviews Also Available Depending on Situation: Flexible Response for Individual Optimization

Interviews are not limited to formal operations but are flexibly adapted to the situation.

Depending on the need, interview times are extended for dialogues lasting about an hour, and interviews with supervisors from different locations are also conducted, adapting to individual circumstances.

In addition to regular interviews, a system is in place to respond to individual consultations as needed, emphasizing communication tailored to each employee.

■ Management Involvement: Building an Organization that Enhances Psychological Safety

The company also undertakes initiatives to reduce psychological distance, such as individual outreach by management and the creation of casual dialogue opportunities.

Through these daily interactions, the company promotes the creation of an environment where employees can feel at ease to consult.

■ Linked to SDGs Enhancement Actions: Building a Continuously Evolving Organization

These initiatives for employees are also linked to the philosophy of the SDGs.

The company is also committed to promoting the SDGs, and some of its internal measures are related to the concepts of "Good Health and Well-being (Goal 3)," "Decent Work and Economic Growth (Goal 8)," and "Partnerships for the Goals (Goal 17)."

As part of these efforts, "Enhancement Actions" are set, and themes are reviewed every six months.

This initiative is one of the continuously promoted measures, and information has been disseminated both internally and externally.

One of the current themes, "Share problems early and create a workplace environment where people can help each other," is an initiative that aligns with the philosophies of SDGs Goals 3, 8, and 17, from the perspectives of employees' physical and mental health, ease of work, and team mutual support.