Disclaimer: The views expressed in this article are those of the author and do not necessarily reflect the views of the Economic Times – ET Edge Insights, its management, or its members

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Olympus has always been more than just a workplace for its employees. It is a place to learn, teach, share, explore and debate. Everyone here is entitled to a progressive and flourishing career with ample venues to enhance their skills, showcase their achievements and receive continuous guidance from leadership.

We have always prioritized a safe and healthy work environment with special emphasis on an optimum work-life balance. Equality, Diversity, and Inclusion form the foundation of our organizational ethos that promote mutual respect and a sense of belonging amongst colleagues.

We believe that creating a workplace environment in which its employees can work in good health and with vitality is a prerequisite for advancing the company’s various activities. To support this, Olympus established the Olympus Health Declaration in April 2018, which proclaims management’s commitment to firmly support maintaining and promoting the health for its employees and their families. Among those measures, Olympus is working to establish and strengthen a health various support programs on enhancement of the physical and mental framework of its worforce during normal business time as well as in emergency situations like and health guidance in response to changing workstyles during the Covid-19 pandemic.

These efforts were recognized with the prestigious “White 500 Company for Outstanding Health and Productivity Management” certification for the year 2022 by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi (Japan health council). Olympus will continue to actively develop health management measures aimed at achieving its corporate philosophy, giving priority to the health of the employees—and their families—who are vital to supporting those activities.

Throughout the covid-19 pandemic, Olympus across the globe only had two things on their priority list- wellbeing of their employees and families and unhindered services to the healthcare community. Measures were taken to ensure that all critical services continued with minimal hinderance whilst mandating highest levels of personal safety conditions. As a company, we have taken a measured approach in our return to a post-COVID work environment – one which has been guided by key COVID-19 metrics as well as recommendations from agencies like the CDC who are best positioned to provide science-backed recommendations in situations like these.

As a key proponent of healthy organizations, we are constantly aiming to improve our internal work culture to ensure optimum employee wellbeing. Through focused initiatives spearheaded by global management, we make sure that each employee across all our locations across the world has a voice and feels appreciated and represented. In fact, organizational Health is one of the eight Transform Olympus Priority Initiatives, which is established to improve the ability of an organization to realize better alignment, stronger execution, and faster renewal.

Programs including change management, employee education, skill management, leadership training etc. are routinely executed across all global offices and enable everyone to realize their top potential. Olympus also gauges popular employee sentiment & happiness index through internal surveys managed by certified third party vendors. In addition to all this, there are regular workshops on our code of conduct, compliance, ethics, and diversity & inclusion.

Our core values of Integrity, Empathy, Long-term View, Agility, and Unity have become our way of life both during and outside working hours. These values are shared among all global Olympus employees and are reflected in everything we do at Olympus. They are the very values that will let us realize Our Purpose of “Making people’s lives healthier, safer, and more fulfilling.

Disclaimer: The views expressed in this article are those of the author and do not necessarily reflect the views of the Economic Times – ET Edge Insights, its management, or its members