- Home >
- Social Responsibility >
- About Employees >
- Diversity, Equity & Inclusion : Promoting the Achievements of Female Employees
Diversity, Equity & Inclusion
Promoting the Achievements of Female Employees
Status of promotion
Our company has a high ratio of female employees, and we have been working for a long time to promote the active participation of women so that many women can make the most of their abilities in various fields. We are currently in the phase of steadily producing and retaining female leaders and developing and appointing female leaders as organizational decision-makers. The percentage of women in management positions is currently around 30%. We are strengthening our efforts to strengthen the female pipeline and secure a pool of talent with the goal of "increasing the percentage of women in executive and organizational leadership positions to 30% by April 2030".
Percentage of female managers in the domestic group (as of April 1, 2024)
| Total | Male | Female | % of female employees | |
|---|---|---|---|---|
| Executive Officer*1 | 73 | 63 | 10 | 13.7% |
| Organization Head*2 | 1,205 | 975 | 230 | 19.1% |
| Managers*3 | 3,772 | 2,654 | 1,118 | 29.6% |
- *1 Total number of directors, auditors, executive officers and specialist officers of Dai-ichi Life Holdings and Dai-ichi Life
- *2 Total of line managers and line manager-level positions, which are the heads of organizations among the managerial staff of Dai-ichi Life Holdings, Dai-ichi Life, Dai-ichi Frontier Life, and Neo-First Life
- *3 Total for Dai-ichi Life Holdings, Dai-ichi Life, Dai-ichi Frontier Life, Neo-First Life, and ipet
Developing the Next Generation of Female Leaders
-
Succession Plan
Management in which 30% of candidates for management posts in each department are female -
Cross 1for1 (Dai-ichi Life version of 1on1) with executives
As an opportunity for directors to see and develop candidates themselves, they regularly conduct 1-on-1s with candidates from departments with which they do not usually have contact -
President's School
Developing female leaders through top management -
Role Model Exchange Meeting
Lectures and roundtable discussions by female executives and managers -
Follow-up for new employees
Individual follow-up with experienced staff for newly appointed branch managers -
Women's Career Advancement School
Training for the autonomous development of skills for young women around the age of 30
Accommodating diverse work styles
Domestic and Global open recruiting system
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.
The Global Job Posting Program was launched in 2022, and employees have been able to take the initiative to apply for opportunities to work globally and demonstrate their expertise across national borders.
By the end of March 2024, 26 positions had been publicly advertised by 8 companies in the Dai-ichi Life Group in Japan and overseas, and 16 people had taken up the opportunity to develop new careers.
This has led to the creation of a corporate culture that supports mutual growth, mutual improvement, and success.
My Career System (Domestic)
| Fiscal 2021 | Fiscal 2022 | Fiscal 2023 | |
|---|---|---|---|
| Number of job postings | 222 | 301 | 369 |
| Number of applicants | 302 | 371 | 411 |
| Number of successful candidates | 93 | 141 | 153 |
Adoption of full remote work
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.
Career rotations outside our group by leveraging Japanese hometown tax program
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.
We have dispatched employees to 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.
Internal and external side jobs
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.
| Fiscal 2021 | Fiscal 2022 | Fiscal 2023* | |
|---|---|---|---|
| Internal side jobs | 10 | 51 | 96 |
| External side jobs | 106 | 209 | 293 |
* As of June 2023
Efforts to prevent unconscious bias
To maximize and develop an employee's individual skills and abilities, it is necessary to recognize and consciously control any perceived distortions and biases that we see daily. It is essential to overcome unconscious bias and not be steered to assumptions such as gender stereotypes. Therefore, in addition to conducting unconscious bias training for all employees, we also provide an “evaluation error checklist” that makes aware of any unconscious bias during evaluations to implement fair and impartial evaluations.
Efforts to address women's health issues
Various seminars are held each year that addresses health issues and treatment that are unique to women that may affect their career development. These training sessions and seminars are held to raise awareness and to attain a deeper understanding for themselves and for those employees around them.
【Theme of the event】
-
Menstruation and PMS (premenstrual syndrome)
-
Menopause in men and women
-
Infertility treatment and egg freezing
-
Women's diseases (breast cancer, uterine cancer)
Joint seminar with other companies
Dai-ichi Life co-hosted a seminar with the cooperation of other companies on the topic of menopause, which has many symptoms that are common to both men and women. The panel discussion was held by external experts and by management from the co-hosting companies and they spoke about the importance of “an environment where everyone can work comfortably” and creating a “culture where anyone is free to consult.” For the wide range of participants, the seminar was a great opportunity to deepen their understanding of well-being work styles and correct health literacy. In addition, we have collaborated with other companies to raise awareness of health issues that are important to society as a whole.
February 2023, a joint seminar with other companies on “Well-being work styles from the perspective of menopause for both men and women”
Dai-ichi Life Woman's Day
In March 2024, we held the Dai-ichi Life Woman's Day event as an event for domestic group companies to promote DE&I, in line with International Women's Day and Women's Health Week.
The lectures and talk sessions, which were held under the theme of "DE&I Promotion and Women's Health Support", discussed the significance of respecting diversity and the need for equity, as well as understanding and supporting women's unique health issues. The event also included a simulated period pain experience*, which many male employees took part in, allowing them to gain a first-hand understanding of women's health issues.
Through initiatives like this, we are working to promote understanding of DE&I and create a culture of mutual respect, fairness and inclusivity.
- * The simulated period pain experience is a simulated experience using the "Perioniod" period pain VR experience device from Osaka Heat Cool Co.
External Recognition
Dai-ichi Life Holdings, Inc. has been selected as a "Nadeshiko Brand" for fiscal 2023, a joint selection by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange of listed companies that excel in promoting the active participation of women.
This is the fourth time that our group has been selected, having been selected as a "Nadeshiko Brand" in 2014 and 2018, and as a "Semi-Nadeshiko Brand" in 2019.
We were recognized for its efforts to promote the active participation of women in the workplace through a combination of "consistent career development support from recruitment to promotion" and "work-life balance support for both men and women that enables dual-income, dual-care households".
