Human Rights Awareness
Human Rights Initiatives
The Dai-Ichi Life Human Rights Declaration (Three Pillars of the Human Rights Declaration) was established in 1986. Matters concerning human rights can also be found in the Code of Conduct for executives and employees in order to improve the awareness of employees towards human rights.
With this background, in May 2014 Dai-ichi Life announced its participation in the United Nations Global Compact (UNGC), a UN framework for the UN and corporations to achieve sustainable together. We will continually endeavor to develop employees that always think of others and take action in any situation based on a correct understanding and awareness of human rights.
|Three Pillars of the Human Rights Declaration|
|Dai-Ichi Life respects basic human rights and makes efforts to foster freedom under the rule of law, equality, and a spirit of mutual aid.|
|Dai-Ichi Life works to create employees that are not only corporate citizens, but first and foremost outstanding members of society.|
|Dai-Ichi Life works to educate human resources so that they can correctly understand the corporate social responsibility and act accordingly.|
|Code of Conduct|
A Human Rights Awareness Promotion Office composed of Executives, General Managers, and Managers has been established at the head office and Human Rights Awareness Committee has been established at all departments and branches in order to promote awareness of human rights throughout the Company.
Human Rights Awareness Promotion System as of April 2017
- ●Head of Human Rights Awareness Promotion Division (executive in charge of personnel)
- ●Directors (17 persons including relevant general managers from the head office)
- ●Secretariat (15 persons including relevant mangers from the head office)
Human Rights Awareness Training
We recognize the importance of persistent and repeated training in deepening proper understanding and awareness of human rights issues and tying these into daily activities.
In fiscal 2016, we held training programs that covered the themes of anti-discrimination against Burakumin, promotion of normalization, harassment prevention, and promotion of understanding of LGBT, which included training by affiliation targeting all employees as well as training for Human Rights Awareness Committee members, and training for newly hired employees.
Human Rights Awareness Training
|Held In||Training Program||Participants|
|April 2016||Training for Newly Hired Core Positions||287|
|April 2016||Training for Newly Hired Office Manager Trainees||74|
|April 2016||Training for Newly Hired Life Professionals||525|
|April, July, October 2016, and January 2017||Training for Newly Hired Customer Consultants||119|
|May and June 2016||Training for Human Rights Awareness Committee Members||400|
|May 2016||Management Training||259|
|June 2016||Human Rights Training for Head Office Document Preparers||39|
|July 2016||Training for Human Rights Staff at Subsidiaries||26|
|August and September 2016||Selected Unit Office Manager Training||221|
|June and September 2016||Human Rights Training for Managers (Kansai)||140|
|June and September 2016||Human Rights Training for Managers (Tokyo)||2,668|
|February 2017||Expatriate Employee Training||34|
|March 2017||Training for New Unit Office Managers||168|
|March 2017||Training for New Deputy General Managers of Branch Office and CS Promotion General Managers||22|
|5 times per annum||Departmental Human Rights Training||All employees|
The Company is a member of the Tokyo Industrial Federation for Human Rights, and also actively participates in workshops held by government agencies and organizations in an effort to contribute to human rights awareness.
Initiatives to prevent sexual harassment and power harassment
Training to prevent sexual harassment and power harassment is conducted in the various training programs including training by affiliation as we strive to prevent these forms of harassment.
In addition, the booklet “Vision and Rules” carried by all executives and employees and various manuals state the policies and initiatives related to sexual harassment and power harassment, as well as a contact point for related inquiries as part of our efforts to make employees aware of these issues.
Special efforts have been made to establish a system that allows people to feel reassured in consulting about these issues by assigning three women employees to the sexual harassment contact point so that quick and appropriate action can be taken.
In addition, steps have been taken to ensure the protection of the privacy of people who make consultations and training and education is being conducted so that consultation and cooperation concerning such matters does not result in prejudicial treatment.