Company

Company Profile

Automobile OEM

Nissan Motor Co

Total score

Total score : 30
3
0
  • Poor

    0

    20

  • Unsatisfactory

    21

    40

  • Fair

    41

    60

  • Good

    61

    80

  • Excellent

    81

    100

Transparency score
33%
Transparency score: 33%

US$ 104 billion

Total aggregate sales

US$ 8,7 billion

Average monthly sales

20,802

Number of current employees who will die from a NCDs between the ages of 30-70*

*Based on WHO Regional Comparable Estimates

Not Applicable

Total spending on CSR (health and community)

149,388

Total number of employees

Men

88.1%

Women

11.9%

Employee Overlay

Probability of dying from NCDs per country/region

Wellness program

Vision/mission:

To maintain good health or improve their health by tracking physical activity and/or participating in wellness programs. The program is a comprehensive health program designed to not just treat illnesses (or worse, merely the symptoms thereof), but to maintain wellness.

Program activities:

  • The program offers and includes two components – a Consumer Driven Health Plan with a Health Savings Account (HSA) and Health Improvement Programs.
  • Nissan’s LiveWell initiative is built on wellness and prevention. It offers health improvement programs, health incentive activities, education and support. This focus on wellness addresses employee health risks and related medical costs.

Available in:

Nissan North America

Participation:

7,302 Employees and spouses who participated in the annual company-wide Walking Program

Incentive:

To encourage participation in program, Nissan announced it would only make the maximum contribution to employees’ health plans if they participate in three individual programs.

Compulsory/voluntary:

Optional benefits

Costs (money, resources, etc.):

Nissan contributed $24,280,000 to employee HRA and HSA accounts for 2010 and 2011

Below are the funding levels available from Nissan in 2015 for HSA/HRA accounts of employees (and covered spouses) who choose to participate in the Health Incentive Program. The funding levels shown are based on 100% participation: earning 100 Health Incentive Points for you and 100 for your spouse (if covered). Funding is provided quarterly and partial funding is provided for those who earn less than 100 points. No records disclosed from Nissan on how much they spent on setting up the program

Program activities:

The program offers and includes two components – a Consumer Driven Health Plan with a Health Savings Account (HSA) and Health Improvement Programs.

Nissan’s LiveWell initiative is built on wellness and prevention. It offers health improvement programs, health incentive activities, education and support. This focus on wellness addresses employee health risks and related medical costs.

www.winhr.biz/health_wellness

Strategies/advantages:

  • Nissan contributes funding to employees' HSA or HRA medical spending account for out-of-pocket medical expenses.
  • Nissan tries to make participation easy. Signs in the Aramark-managed cafeteria identify healthy fare, and employees at the company’s Franklin headquarters have to walk past the gym to get to the parking garage.

Financial outcome:

  • Nissan has outperformed other major companies in terms of managing annual health care cost increases.
  • Over 95% Employees who earned full or partial Nissan funding in their HRA or HSA account in 2010.

Health outcome:

  • As of 2011, Employees are more conscious of their health, and they’re taking steps to maintain and improve it.
  • Health-risk factors that contribute to chronic diseases and major medical events are declining in five key categories.
  • Based on employee personal health risk assessments (better known as the Personal Health Questionnaire or PHQ).
  • 17,322 (over 95%) Eligible employees and spouses who gained a better understanding of their personal health risks by completing the Personal Health Questionnaire (PHQ) in 2010.
  • 64% PHQ participants who reported that LiveWell resources helped them manage their health.
  • More than 59,000 preventive screening services were provided to Nissan employees and family members through Nov. 30, 2010 (including exams, mammograms and immunizations).

Humanistic and productivity outcome:

17.3% Annual increase in participation for LiveWell disease management programs.

www.winhr.biz/health_wellness

Health screening/assessment frequency:

The wellness program is a year-round activity and employees are encouraged to earn points quarterly. Also includes yearly online health assessment such as a verified Health Screening to measure body mass index, blood pressure, blood glucose and cholesterol, and if the numbers are within the healthy range

Run by (vendors, etc.):

Nissan Livewell's vendors are as follows: Best Doctors, BCBST, Delta Dental, EyeMed, Magellan, Redbrick Health, Healthcare Bluebook, Hewitt Disability Management Alternatives, Mercer Voluntary Benefits , CNA and Vanguard. The program also includes many moving parts and partnerships: St. Paul, Minn.-based StayWell Health Management conducted an overall health survey of Nissan employees; Reston, Va.-based Comprehensive Health Services operates on-site clinics at Nissan facilities; and Florham Park, N.J.-based MediFit operates on-site gyms.

Achievements:

The American Heart Association recognized Nissan North America among its 2010 platinum-level Start. The Nashville Business Journal named Nissan a finalist in its annual Healthiest Employers spotlight in 2010.

Mental Health Care - Employee Assistance Program

Vision/mission:

To give Nissan employees and their family members access to mental-health professionals for consultations, diagnosis and counseling.

Year started:

2005

Location:

Nissan global

Program activities:

Offers specialized care programs that respect employee privacy, such as the yearly “Stress Check,” through which employees receive advice from a doctor via e-mail or letter and covers items bolstering the mental health of individual employees. Nissan promotes mental healthcare through a wide range of approaches.

Nissan has put together a specialized team led by a mental health professional to care for the mental health of employees. In fiscal 2005, in cooperation with external mental healthcare specialists the company introduced the EAP (Employee Assistance Program), a mental healthcare program providing employees with consistent care covering everything from prevention and early diagnosis to treatment and recovery.

Since fiscal 2007 the program has expanded to include production-line workers, giving employees and their family members access to mental-health professionals for consultations, diagnosis and counseling. In fiscal 2011 the company’s mental health training was extended to cover items bolstering the mental health of individual employees. Nissan promotes mental healthcare through a wide range of approaches.

Employees Wellness Programme (EWP) - Nissan South Africa

Vision/mission:

The program offers recommendations, which might assist NSA’s EWP to more effectively address the HIV/AIDS-related needs of lowest strata employees.

Year started:

1999

Compulsory/voluntary:

The program is voluntary

Vision/mission:

In Japan, Nissan has implemented a" Work-Life Balance for Employees" system offering flexible working arrangements to enable employees to effectively balance work with family responsibilities, such as childcare and nursing of elderly relatives.

Year started:

2005

Location:

Nissan Japan

Program activities:

  • Arrangements to help employees of both genders strike an appropriate work-life balance in Japan include “Family Support Leave,” which allows an employee to take time off for a wedding, the birth of a child, child rearing or nursing care; reduced working hours and home-based telecommuting for employees to provide childcare or nursing care; and the establishment of “March Land” daycare centers.
  • The first March Land, at the Technical Center in Atsugi, Kanagawa Prefecture, was followed in fiscal 2012 by daycare facilities at the Global Headquarters and at the Nissan Global Information System Center

Strategies/advantages:

  • Nissan has been recognized by the Japanese government as a corporation actively promoting childcare support, successfully implementing programs to achieve the goals set forth in the action plan of the Ministry of Health, Labor and Welfare based on an April 2005 law outlining measures to support the development of future generations.
  • Since 2011 the company has held “returnee seminars” to help employees make a proactive return to work after childcare leave with the full understanding and cooperation of those around them. Nissan employees also continue to use the internal social networking site “Work/Life Park” for sharing information to support the balance between their career and childcare needs