The MS & AD Insurance Group believes that providing all employees with opportunities to grow and demonstrate their abilities through their work will improve corporate competitiveness. The Medium-Term Management Plan calls for securing the human resources to support the implementation of strategies, as well as creating an environment in which employees can flourish. We will create an environment in which our employees feel fulfilled and can work independently and enthusiastically, and foster a climate in which they are challenged to create new value. In addition, we will promote the diversification of the decision-making layer and promote the spread of inclusive organizational management that draws on the knowledge, experience, and values of diverse human resources to inform organizational decision-making.

In conjunction with the basic strategies, we will close the gaps necessary to execute them and increase employee engagement, thereby achieving sustainable improvement in corporate value.

【Human resource strategy linked to basic strategies】

We are taking actions such as clarifying the skills required to execute the basic strategies, expanding human resource investments such as reskilling and recurrent training, and securing professional human resources and promoting their active roles including the recruitment of external human resources, thereby building an optimum human resource portfolio.

Aiming to develop human resources who will lead the CSV × DX strategy, we are implementing digital human resource development programs. For all employees, we are systematically improving skills in both “business” and “digital” aspects based on our in-house certification system and educational programs for digital human resources. For employees in high-level roles, we implement our Group’s unique digital human resource development programs through partnerships with universities and other institutions and work to improve their skills.

Aiming to develop human resources capable of managing overseas entities and suitable for one of the world’s leading insurance and financial groups, we are implementing global human resource development programs. To improve our international awareness and global business skills, we have established a system in which employees in Japan and other regions of the world interact with each other and work hard to improve their skills.

We will expand the use of our open recruitment system (post-challenge program), which allows employees to transfer to a position or department of their choice to develop their career. We are also providing more opportunities for self-directed career development.

We conduct management that changes the mindset and fosters a culture, which in turn encourages people to tackle challenges and draws out and utilizes the motivation of employees. By providing training for management and operating meetings with supervisors and subordinates, we will ensure that a culture of taking on challenges without fear of failure takes root and engage in challenging tasks.

We use working from home as a routine form of work. We are conducting business operations that efficiently combine working from home with working at offices and business operations such as working remotely that enable employees to work anywhere. We will also expand opportunities to improve and utilize skills by relaxing restrictions on side and second jobs. Regarding paternity childcare leave, we are working to raise the percentage of people taking leave to 100% and increase the duration of leave to four weeks.

Implementing a completely location-free call center system (ADI) (In Japanese only)

Initiative to promote one month childcare leave for male employees (MS) (in Japanese only)

In order to develop an environment whereby employees of all kinds can fully demonstrate their individual abilities, create new innovations, and contribute to enhancement of corporate value, we have incorporated the perspective of “Equity” into “Diversity & Inclusion (D&I)” and are now promoting it as “DE&I (Diversity, Equity & Inclusion)”.

Diversity & Inclusion

Our Group issues a D&I Promotion Report and makes it publicly available on our official website. This report presents the directions the Group has taken toward D&I, the projects being pursued by Group companies toward their common goals, and introduces specific D&I measures being implemented at individual Group companies.

＜Content of the Diversity & Inclusion (D&I) Promotion Report＞

・Message from Group CEO
・D&I Promotion by the MS&AD Group
・Current Group Figures
・Target Numbers
・Initiatives and Systems for Promoting Career Development for Women

・Work-life Balance (Systems and Initiatives to Help Employees 
   Keep Working) 
・Career Development for Global Human Assets
・Career Development for People with Disabilities, LGBTQ Support,
　and Career Development for Seniors
・Career Development for Diverse Human Assets and Inclusion 
   Initiatives
・Establishing Environments for Promoting D&I
・Message from the Executive Officer

・History of Key Awards Received from the Government 

For promotion of female participation and career advancement, we will increase opportunities for women to play active roles while developing pipelines, with the aim of attaining our Group’s goals by the end of FY2030. In addition, we will select young employees based on their abilities in order to accelerate assignment to general manager/manager positions and appointment to line manager posts.

We have been striving to realize an inclusive society in which a variety of people can play active parts by supporting Paralympic sports. Initiatives taken thus far include fostering and supporting athletes who are actively engaged in competitions, co-sponsoring Paralympic sports organizations, and attending competitions around Japan to cheer on the participants. In this context, we have been employing abled and people with disabilities athletes, many of whom take part in the Olympics, Paralympics, Deaflympics, world championships, and other international competitions in order to create an environment in which people are able to dedicate themselves to both work and sports.

*MSI and ADI has already received Company in Good Standing certification, “Eruboshi” Certification.

Keeping working employees healthy is essential, not only to improve their quality of life (QOL) but also to realize our Groupʼs Corporate Philosophy. Our Group provides venues that enable diverse personnel with a wide range of values to work together, and we promote work style reforms that will increase productivity while making workplaces more amenable and work more satisfying, thereby creating health-and-safety-conscious working environments in order to maintain and improve the physical and mental health of all employees.

We have been promoting business operations such as efficient combination of telecommuting and physical attendance, remote working, etc. at any location. In addition, we plan to provide more opportunities for improving and utilizing skills through easing of restrictions on side business and by-business activities. Regarding paternity leave, we are targeting an acquisition rate of 100% and 4-week leave.

We are working to maintain and improve the physical and mental health of employees and to create better working environments

We are striving to ensure safety-conscious workplaces with the Group insurance companies in Japan setting up industrial health committees in accordance with the Occupational Health and Safety Act. The committees investigate/deliberate on matters pertinent to preventing health hazards and maintaining/improving health each month

We think it is vital that all employees understand the direction in which the company wishes to proceed and that working environments are created in such a way that the employees can maximally apply their enthusiasm and skills to helping the company along its course, and we are arranging various opportunities for communication among employees to this end. We also incorporate opinions expressed by employees in to our efforts to improve corporate management and upgrade the quality of our products/services.