Building a Friendly Working Environment

We are conditioning work environments and augmenting measures of support so that employees will be able to work energetically while striking a good balance with their private-life activities.

To assist male employees who prize a good work-life balance and want to be actively involved in childcare, Aioi Nissay Dowa instated Papa Preparation Leave, a provision for leave so husbands can prepare for impending childbirth by their wives. The husband is given one day of the week before the scheduled day of birth off with pay, to allow him to support the family as the father beginning before the birth of his child.

MSI instated Ikumen leave, a provision to support male employees who positively take part in childcare. The husband is given a total of three days before or after scheduled day of birth off with pay and the leave could be acquired during the period of 6 months after the birth.

MSI and MSI Kirameki Life provide "Leave for nursing" and "Temporary retirement for nursing". "Leave for nursing" allows employees to leave up to 5 days (in case one in the family requires nursing care) every fiscal year to look after his or her family who are in need of attendant to go hospital etc. "Temporary retirement for nursing" allows employees to leave up to 365 days with tenure of office, encourage those motivated employees to work after the nursing.

Aioi Nissay Dowa and Aioi Life introduced a programme of reduced working hours for nursing, or a maximum one year leave for nursing with rehiring of employees for those who retired for nursing.

Aioi Nissay Dowa offers provisions for a change of place of employment entitled "Ai Move". The provisions enable area-specific employees* to move and continue working for the company instead of quitting when they are compelled to move for reasons such as the transfer of their spouse or care for aged parents. The new provisions are helping to support employees’ work-life balance as well as to stem the efflux of first-rate personnel.

* Area-specific employees: employees who are not subject to transfer entailing a change of residence

In fiscal 2006, MSI introduced provisions for a change of place of employment. The provisions enable area-specific employees* to move and continue working for the company instead of quitting when they are compelled to move for reasons such as the transfer of their spouse or the marriage.

* Area-specific employees: employees who are not subject to transfer entailing a change of residence

The MS&AD Insurance Group thinks it is important that female employees can challenge the works and roles in larger fields of activities with utilizing their advantage and characteristic. That leads to the growth of employees and growth of company.

MSI, Aioi Nissay Dowa, and MSI Kirameki Life established a professional team and it assists the career development, good work-life balance of female employees and breed workplace environments to support.

MSI established a team called Team WITH for workplace assimilation of physically challenged to provide educational support and to build a workplace support system.
The members of Team WITH engage in dialogue with superiors and the challenged themselves in the workplace, and take action such as preparation of a manual for workplace assimilation. Once a year, they conduct training for employees with hearing impairments. In fiscal 2010, they provided training on the themes of "Lecture of successful experience by employee having hearing difficulties"and "seminar of insurance products".

We think performance of expected roles and achievement of results during limited hours and improvement of work-life balance heightens the employee's sense of fulfillment and their growth. MSI and MSI Kirameki Life encourage its employees to go home early in August, November, and February, which it has designated as months for creation of margin, and treats Wednesdays and Fridays throughout the year as no-overtime days.
Each company also hold meeting twice a year for creation of margin.

Aioi Nissay Dowa conducts “Eco-revolution(ER campaign)” which enables the compatibility between innovation of work and work styles, improvement of productivity. In ER campaign, the whole company and each workplace engage in the "innovation of business operation", and promotes going-home-early and acquiring the consecutive leave, which contributes to the Innovation of work styles for the employee's refreshment and improvement in work-life balance.

*1 Indication of only categories with at least 100 employees. However, average number of days of all employees consists of all categories.

*2 Figures for special days off are totals for summer vacation and other days off.

*1 Indication of only categories with at least 100 employees. However, average number of days of all employees consists of all categories.

*2 Figures for special days off are totals for summer vacation and other days off.

The MS&AD Insurance Group strives to breed workplace environments facilitating energetic work by all employees in good physical and mental health.

MSI conducts medical checkup by dividing employees into two categories(*) by age, and the consultation rate has become 99.5% at MSI. It supports employee's health care with emphasis on follow-up, such as a secondary inspection (reexamination / progress inspection and the thorough examination), health guidance, medical treatment recommendation, etc. based on these results of a medical checkup.
And it conducts consultation investigation to the employees beyond a certain period of operating time of computer, and is carrying out medical interviews by a doctor to the required employee.
* (General Medical Checkup) for employees below the age of 35
   (Total Medical Checkup) for employees over the age of 35 (complete medical checkup)

Aioi Nissay Dowa conducts medical checkup by dividing employees into three categories(*) by age. Industrial physician checks the result of medical checkup and it is carrying out medical follow up from the health-care-administration center to the required employee.
And it conducts meeting with Industrial physician to the employees beyond a certain period of operating time of computer, and is carrying out medical follow up from the health-care-administration center to the required employee.
* (complete medical checkup) for employees over the age of 35
   (complete or general medical checkup) for employees between the age of 30 and 34
   (general medical checkup) for employees below the age of 35

The MS&AD Insurance Group strives to create workplace environments facilitating energetic work by all employees in good physical and mental health.

We have established health management centers and employee consultation offices (or officers). The entire group is making efforts to see that employees throughout the Group have access to mental health care of uniform quality. The health management centers are staffed with full- and part-time industrial physicians and industrial nurses, and stay with the employee over the entire process from initial consultation to reinstatement in the workplace.

Although they are ready for consultation on any matters, the employee consultation offices emphasize support for reinstatement in the workplace, and work in collaboration with the health management centers.

MSI provides separate training in mental health care led by full-time industrial physicians and nurses as well as the head of the employee consultation office in each layer, division, and region.
In addition to the training, the company added a mental health manual to its website and started e-learning system using this manual. Its website displays a stress checking system employees can use to easily ascertain their own stress level and take steps for their own care. The full-time industrial physicians and nurses regularly make the rounds of workplaces to learn of the employee health status and workplace environment. If necessary, they also offer guidance and advice for improvement.

In its e-learning system, Aioi Nissay Dowa has incorporated issues related to mental health and is implementing them.
The Personnel Department provides training about mental health in the context of programs for newly appointed line section heads and line department managers. In addition, the company has constructed a setup for ready consultation by employees about mental health, by intranet display of contact information for the in-house consultation center and outsourced consultation organ.

In MSI's setup for health management and follow-up services, employees experiencing difficulties are instructed to get a proper diagnosis of their condition by the physician in charge, and industrial nurses regularly check their condition during their rehabilitation. In the period of recovery, it also furnishes follow-up services for reinstatement in the workplace based on cooperation between the health management center and the employee consultation office.

In Aioi Nissay Dowa, in order to assist to maintain the routine of life style during the leave and follow up for reinstatement in the workplace, employees on medical leave are asked to submit records of daily life to consultation center and through the meeting between consultation center and the employee’s superior is held once in 2 months. It checks their condition and furnishes follow up service for reinstatement in the workplace.