The coronavirus disease 2019 (COVID-19) pandemic that affected Japan remains vivid in our collective memory. Currently classified as a Category 5 virus (for which medical institutions and individuals primarily implement preventive measures independently, without significant administrative intervention such as isolation), COVID-19 infections continue to peak biannually, currently driven by the Nimbus variant, a derivative of the Omicron strain. This situation necessitates ongoing vigilance in infection prevention efforts. While it is well-established that environmental factors, such as proper ventilation, are crucial in mitigating the risk of COVID-19 transmission, it has become evident that variations in individual susceptibility exist; some individuals contract the virus while others do not, even in identical environments. Personal factors, including pre-existing medical conditions, influence this disparity. This narrative review examines personal factors related to general health assessments within the workplace, incorporating data from systematic reviews and meta-analyses, as well as insights from both international and domestic academic societies. Although the strength of evidence varies, factors such as male gender, smoking, alcohol consumption, obesity, inadequate sleep, insufficient physical activity, hypertension, hyperlipidemia, diabetes, and chronic obstructive pulmonary disease have been identified as contributors to the severity and onset of COVID-19, as well as its associated mortality.

Objectives: Promoting diversity in medical schools/university workplaces is a pressing issue. However, the needs of medical school/university workers, including nonmedical staff, remain unclear. This report aimed to identify the specific needs of medical school/university workers to promote diversity using open-ended descriptions. Methods: This cross-sectional survey included 168 individuals who responded to open-ended questions in a questionnaire administered by the Diversity Promotion Office of Fukushima Medical University in July 2021. Data collection included basic demographics, such as sex, age, and affiliation, and an open-ended descriptions of workers’ desired workplace diversity. Open-coding categorized responses into 13 categories. The association between affiliation and these categories was examined using the χ² or Fisher’s exact test. Results: Of the categories, “personnel deployment to optimize existing support” (requiring staffing to make the best use of existing support systems) was statistically prevalent among the workers in administrative offices (p < .001), and “work-life balance in the organization” (promoting diversity in the organization as a whole for a better work-life balance among employees) was statistically prevalent among those in the hospital (p = .002). Conclusions: Considering that many of administrative office workers are women, “personnel deployment to optimize existing support” may reflect the psychological situation of female workers who want staffing to enable them to use support systems appropriately and with ease. Regarding “work-life balance in the organization,” hospital medical staff may have developed a perspective on improving work-life balance and promoting diversity in the organization as a whole because of frequent exposure to information on work improvement measures in professional associations. Implementation of evidence-based diversity policies from the perspective of evidence-based management is essential for Japanese university medical schools.