Under its medium-term management plan “Vision 2021,” the MS&AD Insurance Group is positioning initiatives for the creation of management platforms that enable employees to play active roles as the support for putting into practice of stories of value creation. At the same time, the Group is working on human asset* training and diversity & inclusion as sources of the Group's comprehensive strength.

* With the idea that each and every member of the MS&AD Insurance Group is valued, we used the term “human assets” instead of “human resources.”

Diversity & Inclusion

To enhance the Group's comprehensive strength, under the executive officer in charge of diversity & inclusion, we work to create the management platforms, so that employees with various backgrounds, individuality and a sense of values are able to maximize their abilities and actively demonstrate those abilities.

Promoting the career development of women

The Group actively promotes women, and with 613 women in management positions and a ratio of female managers now at 9.9%,* their numbers are steadily increasing each year. To foster female managers we are holding training sessions and seminars on an ongoing basis and working to improve their leadership skills and awareness of career advancement. In addition, each Group company will continue to provide environments in which women are able to continue to work and actively participate after and during life events, such as childbirth and child rearing.

* The five domestic Group insurance companies + the holding company (as of April 2018)

Promoting career development of global human assets

Overseas employees participating in a program in Japan.
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Overseas employees participating in a program in Japan.

Possessing a network covering 47 countries and regions, the Group employees at its overseas bases number approximately 9,000 people. To train specialists equipped with an abundance of cosmopolitan sense and expertise, the Group has created systems to promote mutual exchanges between Japan and its various locations throughout the world.

Systems

Content

System for training overseas Secondment system

  • Training system for studying international business skills, languages, etc., at overseas subsidiaries, local insurance companies and universities
  • Secondment system to obtain MBA
    No. of employees who participated in system in fiscal 2017: 55

Global trainee system

Headquarters employees are given work experience at overseas bases, and employees of overseas bases can gain work experience in Japan for short periods.
No. of employees who participated in system in fiscal 2017: 67 headquarters employees and 51 overseas employees.

Headquarters postings for overseas base local employees

A system for temporarily posting overseas local employees to the headquarters in Japan.
A total of 78 overseas local employees had engaged in business at the Group’s headquarters in Japan up to and including fiscal 2017

Employment of people with disabilities

In June 2018, we established a subsidiary, MS&AD ABILITYWORKS Co., Ltd., to promote the employment and active participation of people with disabilities.
Group companies are also promoting the hiring of para-athletes (sports athletes with disabilities) and providing support for their activities as athletes.

Total number and ratio of domestic employees* with disabilities in fiscal 2017

Ratio of domestic employees with disabilities

Number of employees with disabilities

2.37%✓

719人✓

* The five domestic Group insurance companies + the holding company used per employee/year* (as of June 2018)
The ✓ symbol for fiscal 2017 figures indicates a third-party assurance from KPMG AZSA Sustainability Co., Ltd.

 

TOPICS

Employee Satisfaction

To connect the power of diverse employees to the Group’s comprehensive strength centered on the Group’s Mission, Vision, and Values, we are conducting awareness surveys of all Group employees.

Indicator Fiscal 2016 Fiscal 2017
Score* Target Score*
Employee
satisfaction
(pride, job
satisfaction)
Level of pride or
job satisfaction
4.4
points
Same or
higher level
compared
with previous
fiscal year
4.4
points
Employee
satisfaction
(working
vigorously)
Level of feeling free
and lively at workplaces
regardless of gender
and age
4.2
points
Same or
higher level
compared
with previous
fiscal year
4.3
points

* All-employee average on a six-point scale

 

 

Promoting Diversity & Inclusion,
Building a Solid Foundation to Generate Innovation

Naomi Motojima <br/>Executive Officer in charge of<br/>Diversity & Inclusion
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Naomi Motojima
Executive Officer in charge of
Diversity & Inclusion

As we promote Diversity & Inclusion (D&I) throughout the Group, each Group company takes joint ownership of initiatives and works to provide mutual encouragement. Although we have endeavored thus far at individual Group companies to establish environments in which employees can continue to work and participate, going forward we will strive for greater heights by leveraging the diversity of the Group. Eliminating "unconscious bias" is also important. We must recognize our preconceived notions, such as the belief that "demanding work is men's work," and consciously change our behavior. Women with the preconceived notion that managerial positions are demanding tend to hesitate when offered the opportunity for promotions, but serving as leaders of small projects, for example, to gain experience in decision-making ought to lower the psychological barriers for women when accepting managerial positions. The most important aspects are, however, an environment in which a diverse range of employees can express their own opinions under their own initiative and a corporate culture in which everyone can state their objections without fear. It is my firm belief that this type of environment will serve as a foundation for generating innovation and will help the Group to grow. D&I is not a matter that is to be advanced solely by the HR Department. Instead, it is something that we will labor, contemplate, and act on together so that every department throughout the Group can undertake this challenge as their own.

Human Asset Development

Envisioning ideal employees as those “who learn and think by themselves, take up challenges and continue to grow,” the MS&AD Insurance Group educates and supports its staff through measures such as training, OJT and self-education programs.

Groupwide human asset development

While conducting collective training sessions that are shared by the Group, human asset exchanges within the Group, and an exchange training system (trainee system), we are working on improving the skills of our human assets throughout the Group.

Fiscal 2018 Collective training session for newly hired employees from<br/>eight group companies
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Fiscal 2018 Collective training session for newly hired employees from
eight group companies

Development of professional human assets

To respond to changes in the social structure, such as advances in digitalization and exposure to new risks, we are systematically cultivating human assets with specialized skills and those capable of excelling on the world stage.

Fiscal 2015

Fiscal 2016

Fiscal 2017

Number of actuaries*

86

94

100

* Number of professional actuaries employed by the MS&AD Group with specialized skills for making full use of probability, statistical and other mathematical techniques used in product development, risk management, and other processes (as of April 1 of the subsequent fiscal year).

Work-Style Reform and Health Management

To enable our diverse employees to continue working while responding flexibly to life events, we are promoting “Work-Style Reform” that will be beneficial to health, make working easier and increase the sense of job satisfaction as well as enhance productivity. We are working on improving the workplace environment and installing systems that allow employees to work flexibly, such as by deploying thin-client PCs so that they can work from home.
We will also encourage employees to take allotted time off and promote self-development during the created time.

Days of paid vacation used per employee/year*

Fiscal 2015

Fiscal 2016

Fiscal 2017

15.7 (Day)

15.7 (Day)

16.0 (Day)

*Average number of vacation days acquired by all employees with respect to “regular/carryover vacation days” as well as “special vacation days”

 

 

Such initiatives received high praise

  • Awards for Enterprises and Workplaces with Pleasant Working Environments and High Productivity, “Highest award (Minister of Health, Labour and Welfare Award”) (Mitsui Sumitomo Insurance [MSI])
  • 10th Work Life Balance Awards (First prize) (Organizer: Japan Productivity Center, Work-Life Balance Promotion Council) (Aioi Nissay Dowa Insurance [ADI])
  • Certified as an Excellent Enterprise of Health and Productivity Management under the large enterprise category (White 500) (Holding company, MSI, ADI)