Social Responsibility

Diversity, Equity & Inclusion

DE&I Statement Promoting the Achievements of Female Employees Active Participation of Employees with Disabilities Global Diversity Work-Life Balance

LGBTQ-Friendly Efforts for Experienced Hires

Work-Life Balance

Dai-ichi Life strives to promote work-life management of our employees based on two pillars - the Improvement of work-life support systems and the promotion of flexible work styles and creating an environment in which our employees can work with enthusiasm. Further, from fiscal year 2022, for the promotion of having our male employees taking on a more active role in childcare with their partners, Dai-ichi Life has set a company goal of 100% of our employees who will become expecting fathers take paternity leave for a minimum 1 month cumulatively. In addition, we hold seminars to promote awareness and provide educational materials on taking childcare leave and provide communication tools for managers and team members.

Promotion of flexible workstyles

Reduction of total working hours

A target time of for the end of the working day (bottom line target)
Planning a “Work Smart Day” once a week month (no-overtime day)
Planning a “Blue Sky Day” at least once a month (starting the workday at 10am or finishing at 3pm)
Automatic PC shutdown by 8:00 pm
A minimum 11-hour interval between workdays

Promotion of various types of leaves

Target of acquiring 70% of annual paid leaves
Taking at least one paid leave day per month on average (ensuring the acquisition of 5 annual paid leave days)
Acquisition of a “Connect holiday” (a combination of paid holidays with National holidays and / or weekends)
QOL (Quality of Life) leaves (e.g. attending children's school events, fertility treatment, volunteering, undergoing health checks, etc.)
Hourly paid leaves
Establishment of WLM (work-life management) indicators to visualize working hours, paid leave utilization rate, telework utilization rate, etc. for each organization

Promotion of diverse working styles

Utilization of teleworking
Utilization of flextime and staggered working hours
Introduction of casual dress code
Approval of side-jobs outside of the company
My Career Preparation Leave (As a measure to enable flexible career development, employees can take unpaid leave for up to three years. Employees can acquire deeper skills and career development by entering full-time graduate school, etc. Also applicable to truly unavoidable family circumstances such as devoting oneself to infertility treatment over the medium to long term)

Enhancing support systems for balancing childcare and work

* below are our own support systems and systems that exceeds what is required by law.

Support from pregnancy to birth

Prenatal and postnatal leave (100% paid leave for 6 weeks before and 8 weeks after childbirth)
Maternity leave (up to 5 days per month can be used as paid time for pregnancy-related ailments such as morning sickness and hospital visits)
Leave when spouse gives birth (3 paid days granted when spouse gives birth)
Grandchild birth leave (3 paid days granted upon the birth of a grandchild)

Childcare support

Childcare leave (until the end of April or end of October, whichever comes first a month after the child turns 1 year and 6 months old; depending on the situation, this can be extended until the child turns 2 years old)
Child support / Childcare leave (up to 12 days (paid leave) per fiscal year can be taken to tend to a child not yet enrolled in elementary school)
QOL improvement leave (paid leave granted for the purpose of improving one's quality of life such as attending a child's school event)
Reduction of working hours and exemption from overtime until a child graduates elementary school
Subsidy for childcare support service expenses

Support for men participating in childcare

Promoting the goal of 100% of male employees to take childcare leave for a total of 1 month or more
Up to 20 days paid leave are granted for each child when taking childcare leave
“Pre-papa seminars” held for male employees and their partners
Held “Ikuboss seminars” for management-level employees
Shared stories of male employee's experiences of childcare leave on the company intranet

The promotion of male employees taking childcare leave

From fiscal year 2022, we have been working towards the goal of having 100% of our male employees take a cumulative total of at least one month of childcare leave. We are implementing initiatives that go beyond legal requirements, such as raising awareness through “pre-papa seminars” so that our male employees can proactively engage in childcare and housework, submitting written childcare leave plans, and granting up to 20 days of paid leave. We also hold “Ikuboss seminars” for management-level employees, share experiences of male employees who have taken paternity leave on our Intranet, and work towards creating a workplace environment where diverse employees can support each other through understanding and collaboration.

Acquisition rate, Number of days acquired

* 5 companies in Japan (Dai-ichi Life Holdings, Dai-ichi Life, Dai-ichi Frontier Life, Neofirst Life, and ipet)

Other work-life support systems

Nursing care support

Nursing care leave (a total of 730 days can be taken from the start date of each person requiring care)
Nursing care support leave (up to 12 days (paid leave) per fiscal year can be taken to accompany hospital visits or care for to a person in need of care)
Reduced work hours and exemption of overtime for nursing care

Medical treatment support

Medical leave
Leave systems for the purpose of fertility treatment (QOL Improvement leave / My Career preparation leave)

Other support measures

Transfer system for regional employees due to family reasons (Family transfer system)

External Recognition

Based on the Law for Measures to Support the Development of the Next Generation, we have received the “Platinum Kurumin Plus Certification” from the Ministry of Health, Labor and Welfare. The “Platinum Kurumin Plus Certification” is a newly established system in April 2022.
Based on the Act on Advancement of Measures to Support Raising the Next-Generation of Children, the certification was granted in recognition of the company's high level of childcare support and its efforts to create a workplace environment that facilitates work and infertility treatment.

Support of balancing work and infertility treatment

Introduction and awareness of support systems for work-life balance

A leave system used for infertility treatment, annual paid leave taken by the hour, a flextime system, teleworking system among other systems were all informed through the company's “Work-Life Support System Handbook”

Promotion of the understanding of infertility treatment

Seminars and training on the theme of infertility treatment was conducted for all employees
Voices of employees who have experienced infertility treatment was posted on the company's intranet as a message as a company that supports work-life balance

Establishment of an in-house consultation desk

A work-life balance support consultation desk was established to create a system where the person in charge can respond to employee inquires on an individual basis

Usage of various systems

	FY2021	FY2022	FY2023
Employees taking childcare leave	1,560	1,545	1,329
Rate of employees return after childcare leave (office workers)	95.0%	95.2%	97.0%
Number of employees working reduced hours for childcare	491	506	536
Number of employees utilizing childcare service subsidies	3,287	2,901	2,827
Number of employees utilizing “Family Transfer System”	63	59	60
Number of employees taking nursing care leave	197	214	144
Average monthly overtime hours (office workers)	5.2 hours	5.4 hours	5.5 hours
Average number of days of paid annual leaves taken	13.6 days	14.7 days	15.3 days
Average acquisition rate of annual leave	70.1%	75.4%	78.7%
Rate of male employees taking childcare leave	92.3%	100%	100%