As Japan’s birthrate declines and its society ages, securing an adequate workforce to enable our company to stay in business has become a major issue.
Keeping working employees healthy is essential not only to improve the quality of life (QOL) of the employees themselves but also to realize the MS&AD Insurance Group’s Corporate Philosophy. Our Group provides venues for diverse personnel with a wide range of values to work together and pursue work style reform that will increase productivity while making their workplaces more comfortable and their work more satisfying, and creates health- and safety-conscious workplace environments to maintain and improve the physical and mental health of all employees.

Work style reform is being implemented across the board by diversifying work locations and hours, restructuring employee roles, and adopting creative approaches to prevent long working hours. Our Group has been promoting work style reform since fiscal 2016. We are working to reduce working hours through measures such as leaving work before 19:00 as a general rule, encouraging employees to take leave and streamlining operations. We are also seeking to improve productivity by improving the level of expertise of each employee and implementing management practices that make use of the employees’ diverse abilities. As response to COVID-19 pandemic in fiscal 2020, many employees worked from home and worked shifts that allowed them to change their hours as necessary. Employees also took paid half-day or hourly leave. Going forward, we will continue to promote flexible working styles that make efficient use of time and place.
Diversification of work locations/hours |
We are diversifying previously fixed work locations and pursuing more diverse work styles for our employees. |
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Restructuring of roles |
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. |
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Prevention of long-term working hours |
We are maintaining the health of individual employees and supporting work-life balance by preventing long working hours. |
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Encouraging employees to take paid leave |
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) |
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We are working to maintain and improve the physical and mental health of employees and to create better working environments.
Support to improve health |
We conduct campaigns that encourage and support employees to carry out behaviors and lifestyle habits that improve health (self-care). |
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Improving health literacy |
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. |
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Mental health care |
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 |
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Support systems for balancing medical treatment and recuperation |
Establishing a system to support the balance between work and treatment of illness or injury* |
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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.
Uniform Group-wide medical checkup system |
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) |
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Establishment of a suitable working environment |
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. |
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Prevention of workplace accidents |
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) |
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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.
Employee satisfaction surveys Employee Satisfaction |
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.
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Mechanisms to make use of employee opinions in improving operations |
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. |
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Dialogue with executives |
We periodically arrange opportunities for employees and top-level executives to exchange views so that the employees’ views can be incorporated into company management. |
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- White 500 organization (large enterprise category) for the fourth consecutive year under the 2021 Certified Health & Productivity Management Outstanding Organizations Recognition Program (MSA Life)
- 2021 Certified Health & Productivity Management Outstanding Organizations Recognition Program (AD, MD, MSP Life, InterRisk)
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Sports Yell Company by the Japan Sports Agency (MS, InterRisk)
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Sports Yell Company by the Japan Sports Agency for the fourth consecutive year (AD)
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2021 Sports Yell Company (MSP Life)