We are diversifying previously fixed work locations and pursuing more diverse work styles for our employees.
Example initiatives:
・Promoting remote work (use of thin client computers, phones and smartphones for business use, and use of web conferencing tools)
・Implementing work from home programs and utilizing satellite offices
・Introducing shift work and short-term work systems

We are seeking to reform employees’ thinking and behavior to ensure that they perform their work even better, further improving their productivity and strengthening their competitiveness.

We are maintaining the health of individual employees and supporting work-life balance by preventing long working hours.
Example initiatives:
・As a rule, employees must leave work before 19:00
・Finishing times are shared within workplaces using finish time declaration cards to foster awareness of differences in working hours
・Industrial physicians provide one-to-one guidance to employees who work on their computers beyond a certain number of hours

We encourage employees to take paid leave by formulating plans for regular leave in advance, and periodically confirming that employees are in fact taking leave

Targets and Results (the number of annual paid holidays taken)

ESG Data/Reference Material (rate/days of paid leave taken)

We conduct campaigns that encourage and support employees to carry out behaviors and lifestyle habits that improve health (self-care).
Example initiatives:
・Revamping day-to-day lifestyle habits by encouraging use of the Koko Kara Diary, our proprietary app
・Planning health promotion and other campaigns, providing support to employees quitting smoking (subsidies to cover teletherapy expenses), etc.
・Encouraging employees to come to work in sneakers, stair climbing (the 2-Up/3-Down campaign, displaying stickers on staircases showing calories burned), etc.
・COVID-19 vaccination at workplace. Work for vaccination

Creating an environment that promotes lifestyle habits needed to improve health and which prompts employees to acquire greater knowledge and skills on mental health, etc.
Example initiatives:
E-learning, videos featuring top athletes promoting exercise, providing information on lifestyle habits that include physical and mental well-being, diet, exercise, sleep, smoking, and providing health education as part of health consultations and tier-specific training

We have set up a health and productivity management center and an employee consultation office to provide care for the mental health of employees. In addition to carrying out stress checks uniformly across the Group and bolstering mechanisms to prevent mental disorders, we are using the findings of group analysis to establish better workplace environments
Example initiatives:
Preventive activities: training, e-learning, stress checks, health consultations at workplaces
Support for afflicted persons: consultations during rehabilitation
Return-to-work support: preparations for returning to work during recovery periods, etc.

Establishing a system to support the balance between work and treatment of illness or injury*
[Leave system]
・Paid leave (up to 32 days) is granted every year. Up to 20 unused days can be carried over, and employees can take consecutive leave for medical treatment and recuperation
・Up to a total of 65 remaining days of carried over leave can be accumulated, and can be taken as consecutive leave for treatment of personal injury or illness
[Support system]
If an employee faces limitation due to injury or illness, s/he is allowed to work from home, work shorter hours, commute by personal vehicle, etc.
(*) The support system and number of days of leave that can be taken or saved varies depending on the group company and employee classification

MS&AD Holdings operates a uniform Group-wide medical checkup system so that employees can undergo standardized medical exams and analyses. For employees whose exam results require follow-up measures, we provide health guidance and encourage them to undergo further examinations by industrial physicians/nurses.

ESG Data/Reference Material (Consultation rate of medical checkup)

To improve operational efficiency among employees while ensuring their physical and mental health, we are establishing comfortable working environments with due consideration for lighting, circulation, temperature, humidity, noise, and ergonomics.

We conduct monitoring and risk assessments at workplaces in order to put in place the workplace environments needed to prevent falls and other accidents. Group insurance companies that use company-owned vehicles are managing accident rates and ensuring that employees engage in safe driving practices in keeping with the safe driving management rules for company-owned vehicles.

ESG data and reference material (number of workplace accidents)

We periodically conduct opinion surveys of all Group employees. These surveys are used to instill the concepts of the Group’s Corporate Philosophy, Corporate Vision, and Code of Conduct, to confirm whether a sense of Group solidarity is being fostered, and to check whether employees feel satisfaction and a genuine sense of growth with their work.

Targets and results (employee satisfaction)

We have set up a bulletin board on the in-house system where employees can post improvement proposals and other messages. The posted content is then examined by the various head office divisions, who then provide feedback on the proposals.

We periodically arrange opportunities for employees and top-level executives to exchange views so that the employees’ views can be incorporated into company management.