Diversity, Equity & Inclusion

We promote our initiatives based on the 3 main pillars of “Awareness and Organizational reform”, “Work life management promotion”, and “Enhancement of skill development”.
In particular, we aim to strengthen our pipeline of the next generation of female leaders by proving goal-oriented training by position with the support from our Departments.
With regards to the ratio of female leaders with decision-making ability, we aim to have 30% of our executives be female by 2030 and have 30% of our managers and line managers be female by 2024.
We are implementing various initiatives with this realization in mind.

• Dai-ichi Life Holdings Integrated Report 2023 (2,282KB)

Percentage of Female Managers at the Domestic Life Insurance Group^*1 (as of April 1, 2023)

• *1 Total figures for Dai-ichi Life Holding and domestic life insurance group companies (Dai-ichi Life, Dai-ichi Frontier Life, Neo First Life)
• *2 Managers, Managers of Branch Offices, Deputy Branch Office Heads, etc.
• *3 Senior General Managers, Regional Branch Office Managers, Line Managers, Deputy Branch office managers, Block Sales Managers

Female Manager's Seminar

In order to realize an organization that can create new value, participants learn the roles of a manager and understand the ability to think from a management perspective. Members also become advisors of for participants of the Next Generation Female Leader's seminar for their development.

Next Generation Female Leader's Seminar

By incorporating the paricipants' regular workplace activities and with the support of their managers, they put what knowledge that they had aquired through the training and turn it into practice in their work. Participants get together in small teams and share their workplace practices. Through regular dialogue with their managers, partipants understand various role models and discover their own image of what a manager should be.

In order to support our employees in realizing their careers, we are working to provide opportunities to demonstrate their skills and abilities.
In Japan, we have introduced the “My Career System” to encourage employees to think autonomously and develop their own careers. We offer a wide range of positions inside and outside the group that enable employees to work in diverse fields beyond the framework of insurance.
The number of open positions, applicants, and successful candidates is increasing every year, and the “era of employees choosing their own careers” is becoming a reality.
Further, we have launched a global job posting program, whereby employees can pursue opportunities to work globally and demonstrate their expertise across various countries outside of Japan.
The number and scope of applications have expanded to include Japan, Singapore, India, Thailand, and the United Kingdom for open positions in the United States, Australia, Singapore, and India for participants, leading to the creation of a culture where the Group grows together, enhances each other's abilities, and supports each other's success.

My Career System (Domestic)

(As of April)

In April 2022, we adopted a full remote work option; 17 employees are trying out this new style of work. Among those whose work is limited to a particular region and does not require a move, employees for whom it is difficult to commute to work within 90 minutes, such as in Tokyo or Osaka, are able to perform work for the headquarters in a fully remote fashion, five days a week, from anywhere in Japan. Also, for those who have chosen short workdays for reasons such as childcare, the elimination of commute time due to remote work could allow them to choose to move to full time. A flexible work style that does not depend on time or location of residence is driving a diverse range of career options.

As part of our efforts to solve regional issues throughout Japan, we have made use of the corporate version of the Furusato tax system by dispatching employees.
As of April 1, 2023, we have dispatched a cumulative total of 61 employees to 58 local governments through the corporate version of the Furusato tax system.
We promote cooperation and collaboration with local governments to realize a sustainable society, and dispatch our employees with specialized knowledge and know-how to local governments which equally benefits local communities, employees, and the Company toward a realization of a sustainable society.

Starting in April 2021, the restriction on side jobs outside the company was lifted. This policy enables the utilization of relevant skills and specialties outside the company and is intended to help in community building. The range of possible outside work is broad, including things like teaching seminars. Currently, many employees are taking advantage of this opportunity. Furthermore, internal side jobs were allowed beginning in December 2020. Each project can advertise jobs; gathering participants from various departments enables collaboration and innovation across department boundaries. Participants who have a chance to work on projects for other departments also get the opportunity to think about their own careers.

* As of June 2023