To promote the Group management in order to cope with changes in the global environment, it is important to promote teamwork among individual employees with diverse skills and values. The Group believes that giving all ambitious employees the opportunity to grow and demonstrate their talents through their work will lead to the augmentation of its competitive strength.

The Number of Employees

FY 2016: Number of employees (Unit: People, as of March 31, 2017)

Hiring of New Graduates

Under the concept of "Tough Spirits, Big Heart", MSI conducts people-centered hiring practices in accordance with the basic policy that stipulates open, equal, and fair recruitment. We aim to hire human assets(*) who have an international perspective and can create a new era with their own creativity and initiative.
To become a company staffed by cheerful and dynamic employees supporting customers with the utmost effort, ADI has been engaged in recruiting activities under the slogan of “What inspires you?” The company seeks to hire highly-enterprising persons of diverse and noteworthy individuality features regardless of their nationality and gender.


(*) Human assets: At the MS&AD Insurance Group, in the spirit of valuing the individual, we refer to our employees as "Human assets" rather than "Human resources."


Internship activities underway<br/><br/>
Internship activities underway

MSI implements a MSI internship program, from the standpoint of nurturing human assets in collaboration between industry and academia. By completing this program, participants can experience the social significance of non-life insurance, as well as the work of the sales department and the damage claim support department. In fiscal 2016, approximately 2,300 students participated in the program nationwide.MSI contributes to the growth of the students by providing the medium and long-term type internship of group work type, site acceptance type etc. (max 15 days).
ADI has been conducting two types of internship programs comprising: 1) Letter of Challenging Task by Boss, a planning-based internship under the theme of Telematics Insurance; and 2) Boss Bag Carrier, a practical work experience-based internship involving a full-day accompaniment service with a sales business unit manager or branch manager. The Boss Bag Carrier program is aimed to allow the intern to gain an in-depth understanding of the significance and appeal of property and casualty insurance through workplace experience. The fiscal 2016 internship programs were participated in by a combined total of 547 students.

Sponsorship of the Nikkei Career Challenge Program Organized by Nikkei Inc.

With the Excellence Award Winner Team<br/><br/>
With the Excellence Award Winner Team

In 2015, we sponsored the Nikkei Career Challenge Program organized by Nikkei Inc. This event aims to improve the employment outlook for university students. In the two-month program, students work in teams to tackle challenges set by the companies. The challenge set by the MS&AD Insurance Group was to "create a new service the MSI Group will provide for society in 2020." Advisers were selected from each of the Group companies (MSI, ADI, MSI Aioi Life, Mitsui Direct General, and MSI Primary Life) to provide the necessary information and advice for tackling the challenge, and to encourage the growth of participating students.

Promoting the Career Development of Women

The MS&AD Insurance Group considers it important that female employees take on challenges and bigger roles in the workplace by utilizing their own advantages and characteristics. This leads to the growth of both the employees and the company. MSI, ADI, MSI Aioi Life established a professional team and they assist the career development, good work-life balance of female employees and create workplace environments that can support this. In July 2011, the MS&AD Insurance Group established a joint declaration for promotion of female employees and has been conducting activities to support women in their career aspirations.

[Joint Declaration]

We will actively work to realize the vision of the "Next Challenge 2017," aiming for our new growth without limiting ourselves.


(1) In support of career development, we will enhance our knowledge and provide opportunities to broaden our field of vision.

(2) In support of balancing our work with life, we will implement measures to assist ambitious employees to continue working while meeting other life commitments.

(3) In support of creating a productive workplace atmosphere, we will foster an environment that encourages women to take challenges.


On the basis of the joint declaration, specialist teams within the domestic Group insurance companies have posted the goals for our actions jointly and advanced our approaches.
As a result, there are now 551 women in managerial roles across the five Group insurance companies, with women making up approximately 7.1% of all management positions (compared to 5.5% in the last fiscal year)
Furthermore, in April 2015, ADI saw the inauguration of its first female executive officer.
The MS&AD Insurance Group will carry on in fiscal 2017 to promote the success of women.

Training for Female Leaders for the Next Generation

Since fiscal 2010, the "seminar for women" has been held, targeting about 100 female employees who have been candidates for female leaders for the next generation in domestic Group insurance companies. By providing opportunities to understand the expanding women's roles, we support the career development of our female staff who challenge themselves.
MSI is expanding the number of female employees who can aim for a management position, by administering the "MSI Female Leaders School" for management position candidates to master business knowledge and leadership skills, such as management skills, and administering the “MS Mind-up Female School” for young employees. ADI fosters next-generation female leaders by holding the "Career Up Seminar" for assistant section managers to promote exchange with female managerial staff who can act as role models.

Number and Share of Management Positions Occupied by Women

Number and share of management positions(*) occupied by women (As of April 1 following the end of each fiscal year, figures in parentheses indicate number of positions)

(*) The number of women in positions of manager or higher

Support for Diverse Work Styles

Provisions for Change of Place of Employment

MSI and ADI have 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, the marriage or care of parent. This provision is 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

Rehiring Program (Rehirement of Employees who Retired for Personal Reasons)

MSI has a personnel system for re-hiring former area-specific employees who left the company on account of life event such as marriage, childbirth or care of parent, and makes it easier for highly motivated previous female employees to reapply after finishing childcare. For female employees of the same industry, the same policy has been applied to make the best use of their experience by offering them better terms.
ADI has a "re-hiring system of retired former employees" which is provided to those former employees who retired/resigned due to certain life events during their working career (childbirth, child rearing, family care spouse's transfer, etc.(*) when they can return to work. This system can put the former employees' knowledge and skills to better use again.
Mitsui Direct General has introduced a “re-hiring system based on applications,” in which former employees can return to the position at the time of resignation by application within a certain period of time after resignation for employees who have to resign against their will due to childbirth, child rearing, family care, spouse’s transfer, etc.


(*) Part of the events is limited to area-specific employees.

Diversity Management Selection 100

Diversity Management Selection 100
Diversity Management Selection 100

MSI and ADI were honored with the Diversity Management Selection 100 award by the Ministry of Economy, Trade and Industry due to high recognition given to their efforts on diversity promotion and female empowerment.

Global Human Asset Utilization

The Group has a network covering 47 countries and regions throughout the world, employs more than 9,000 people at its overseas subsidiaries and affiliates, and has created systems to promote mutual exchanges between Japan and various locations in the world. Aiming to make the most of the abilities of employees with diverse backgrounds, personalities, and ideas so that it can augment its own capabilities for responding to dynamically changing markets and elevate its competitiveness, the Group is endeavoring to utilize human assets in a manner that surmounts national borders.

Employment of Persons with Disabilities

Group companies continue to engage in hiring activities to expand and anchor places of employment for persons with disabilities. They are also adapting workplaces into friendly environment and developing duties performed by persons with disabilities. At the end of fiscal 2016, the share of persons with disabilities among the workforces of domestic Group insurance companies exceeding the minimum employment rate (2.00%) required by law.

Support for Employees with Disabilities

MSI established a team called Team WITH(*) to promote assimilation of persons with disabilities into the workplace by giving educational support and creating support systems. "Team WITH" provides consultations and interviews employees with disabilities, implements questionnaire surveys for them and their bosses, and provides manuals to improve the working environment. An annual seminar is held for hearing-impaired employees in order to boost the level of skills necessary for business and promote exchange between employees with the same disability.




To further expand the employment of persons with disabilities, ADI, works toward realizing a disabled worker-friendly workplace environment. It has been striving to recruit such persons in earnest through efforts to: 1) hire them by using nationwide Hello Work placement offices as a key means; 2) pursue a local community-focused recruitment model; 3) establish disabled worker-dedicated workplaces; and 4) recruit para-sports athletes. Starting from FY2014, the company began to actively hire para-sports athletes, based on the assumption that: 1) it would assist their sports activities by providing athlete career subsidies and giving them work exemption to a certain extent for game participation and enhanced training; and 2) the company would continue to employ them even after they retire from sports. Moreover, in an effort to better understand persons with disabilities, the company entered into an official partnership agreement with the Japanese Para-Sports Association and other organization, thereby pursuing endeavors to assist para-sports activities.

Employment for the Elderly

MSI and ADI have a rehiring program for employees who have reached retirement age. The program allows employees to continue exercising their talents by applying their experience and skills. Employment contracts can be renewed in accordance with such factors as the company's operating needs and the nature of the job, enabling employees to work until a maximum age of 65. Under the program, several work options are offered by job types, number of working days, and work hours so that a variety of working patterns are available to choose from. As of April 2017, the number of re-employed retirees (total of new hires and continued employees) was 540 at MSI and 438 at ADI, respectively.

Consideration for LGBT

To respect the human rights of LGBT employees, a gender minority group, and develop a workplace environment friendly to them, the company revised its personnel affairs system and employee welfare scheme, widening the scope of leave granting and allowance payment, which was applicable to an employee with a spouse, to include an employee with a same-sex partner.
Moreover, the company installed multi-purpose toilets mainly at large offices, running facilities that could be used easily by all employees regardless of gender and whether there was any disability.
In addition to ensuring that employees better understand LGBT, we will seek to improve our awareness about the LGBT issue through group-wide training on awareness-raising about it with the aim of fostering a corporate culture that respects diverse values.

Achievement of Work-Life Balance

Work Style Reforms

In October 2016, MSI have been committed to Work Style Reforms and is working on rectifying long working hours. In addition to efforts aimed at correcting long work hours, we are focused on creating an improved work environment as we remain conscious of the diversity of our employees and raise productivity.
Specifically, from the perspective of Improving Productivity, Reforming Awareness of Individuals and Managements, Reducing Waste and Inefficiency, and Support of a Variety of Work Styles, we are improving the working environment sequentially. We set up a Work Style Reform Promotion Team composed of members of each department of the headquarters within human resource department, and the team is responsible for supporting the various initiatives on the front line and invite the opinions of each workplace.
MSI has been using thin-client PCs since October 2016, which allows a variety of work styles, including work from home and work from remote locations. Also, from April 2017, we decided to set 7 pm as the normal time to end the work day (except for inevitable reasons), and as a company we began to work together to reduce the amount of total working hours. We will promote investment for self-growth and enhancement of lifestyles by proceeding with the change to time-efficient way of working through work style reforms and actively utilizing the time generated by this and vacation hours. ADI launched a project across divisions for corporate culture reform and has set up Work Style Reforms as a pillar of its efforts, and aims to realize a company where bright and healthy employees fully support customers.
As promotion of Work / Life Balance that enriches both work and private life, we ensure to leave the company at 7 pm (the early going home day of the week is 6 pm) and introduce a planned grant system for annual paid holidays. Moreover, we are promoting improvements in the workplace environment, along with active promotion of vacation acquisition and work efficiency improvement efforts.
In addition, we are working to diversify where we work from home by effectively utilizing the newly introduced system, aiming at a style of work in consideration of improvement in productivity. We are working to entrench this new environment through the dissemination of easy-to-understand materials (manga) to company employees.
At the same time, we are also working on establishing the educational system to become a trusted and accepted employee, and invigorating events that enhance the unity of the workplace.

Support for Employees Raising Children

Building a Working Environment while Raising Children

MSI holds a seminar for employees scheduling to take a childcare leave to prepare them to be successful when they return to work and provides an environment which allows e-learning to be available at home during childcare leave, in an effort to support employees' performance after their leave. In addition, dedicated childcare operators partnering with the company call the employees six months and three months before the month that their childcare leave is due to end, providing support for employees by checking on the situation of their childcare activities(*), and providing information about nursery schools.
To further strengthen support for female employees who hope to work actively after childcare leave, ADI launched the Childcare Career Support Project, in which interviews before both taking and maturity of childcare leave are set mandatory, as well as introduced the Working Mother Meeting, which offers a venue for communication among female employees who return to work from childcare leave, thus helping to ease various worries and encouraging them to think about their future work styles. Additionally, as a support of creating a raising children friendly environment, corporate-led nursery facility has become newly available since June.
On-site nursery facility (Narimasu, Itabashi-ku, Tokyo) set up by ADI can be used by employees of MSI, MSI Aioi Life, and Mitsui Direct General in addition to those of ADI. Furthermore, each of the MS&AD Group companies, in a tie-up with childcare-related business operators, provides a program under which discounts can be enjoyed for admission fees, annual membership fees, and usage charges when using day nurseries, babysitters, etc. to help employees raise their children, as a unified Group.


(*) Activities of guardians that enroll their children in the nursery schools

Posting of Substitutes for Employees on Childcare Leave and Provisions for Shorter Hours

To make it easier for female employees who are going to give birth to take childcare leave, MSI has their substitutes work with them starting three months before the maternity leave, to get fully accustomed to the duties. In the shorter working hour system, working hours can be selected from six types which include flextime and rotating shift systems.
ADI has in place a substitute employee scheme so that a female employee moving closer to giving birth can smoothly hand over duties when taking childcare leave. The company’s shortened time work system, which allows an employee to freely cut short his/her work hours in units of 30 minutes up to two hours a day, is one that is developed better than required under laws, authorizing an employee with a child up to elementary school third grade to use the system. In addition, an employee is allowed to use a scheme in which to take paid leave in units of hours and one in which to work in shifts (to be chosen from among four patterns) on account of providing childcare.
MSI Aioi Life operates a system that posts substitutes from before an employee goes on childcare leave. Furthermore, it has also enabled a 30-minute unit setting under its shorter working hour system, and made it possible for employees to utilize this system in tandem with the flextime and rotating shift systems.
Mitsui Direct General, MSI Primary Life also operate the "Posting of substitutes for employees on childcare leave".

Leave for Daddy Activities/Leave for Daddy-to-be

MSI provides employees (male employees) who have not taken childbirth leave a paid leave of five days from the date the childcare leave starts. The company supports male employees to participate in childcare, by sending eligible employees e-mails encouraging them to take this five-day "leave for daddy activities".
ADI has introduced a spouse birth-giving preparation holiday scheme, in which an employee is allowed to take a one-day paid holiday within the week to the day before the scheduled date of birth-giving by the spouse. Moreover, the company sends e-mails calling for taking leave to the employee who has a new-born child and his superior, and thereby supporting involvement of male employees in childcare. Moreover, it is actively exchanging information with other companies by joining the Ikuboss Alliance hosted by Fathering Japan, a non-profit organization.
For an employee who has not taken his childbirth leave, Mitsui Direct General changes the first five days of childcare leave to paid one. The company sends e-mails calling for taking leave to the employee who is eligible for leave and his superior, and thereby supporting involvement of male employees in childcare. Moreover, it is also possible to take two-day paid leave at the time of childbirth by spouse.
MSI Aioi Life has introduced a leave system "Ikumen leave" for men to assist childcare in order to support male employees to proactively participate in childcare. It is possible to take the paid leave for three days in total before and after the expected delivery date, or within six months after their spouse gives birth.

Support for Family care

Care Leave, Temporary Resignation for Family Care

We have established a support system that enables employees to continue working while caring for a family member.
MSI, MSI Aioi Life and Mitsui Direct General have introduced temporary leave systems, and temporary resignation systems for employees who are giving care for relatives. Leave systems for family care allows employees to leave up to 5 days (in case one in the family requires family care) every fiscal year to take care of his or her family who are in need of attendant to go to hospital etc. Temporary resignation for family care allows employees to leave up to 365 days with tenure of office, encourage those motivated employees to work after released from family care.
MSI has introduced a care aid service provided by the NPO "Sea Care," which provides support for balancing work and care for parents. In this way, MSI provides assistance to employees who are shouldering the burden of providing family care.
ADI allows shortened work shifts and work hours so employees can provide nursing care. The company has in place a nursing-care leave scheme as well as a nursing-care work suspension scheme for leave of up to one year. In addition, it offers a system for retiring employees who have retired for nursing reasons. As one of its employee welfare schemes, the company put in place the WELBOX Nursing Care Menu program, which: 1) provides an environment in which to deliver consulting service on nursing care, information on facilities and intermediary service nursing care round the clock and 365 days a year; and 2) gives a price discount on nursing care goods (from supplies to wheelchair) as well as a nursing care subsidy, among other service offerings.


Moreover, to allow a person faced with a nursing care requirement to address the situation in a composed manner without panicking, the company released an AD-version nursing care handbook titled “Yakudatsu Hon” (Useful Book), a book outlining nursing care in a way that enables even a first-time nursing care provider to readily understand the service.

Implementation of Family Day (Company Tour for family)

MSI holds Family Day, where families who support our employees are invited to the workplace, in order to deepen their understanding about the company and the workplace, and exchange with members of the workplace. By increasing communication at the workplace, this event has led to the creation of a more lively and active working environment.


ADI held a family day event at nine outposts in Japan as the company aimed to become an enterprise staffed by cheerful and dynamic employees supporting customers with the utmost effort. This event consisted mainly of visits to workplaces with the goal of vitalizing intra-company communication and helping employees achieve a good work life balance. Among other activities was a wheelchair basketball experience session.

Family Environment Seminar
Family Environment Seminar
Exchange of business card
Exchange of business card