Basic Concept
The T&D Life Group has positioned “3. Respect for Human Rights” as a key principle of the Group CSR Charter. The Charter clearly states that the T&D Life Group will respect human rights, and make efforts to enlighten all its employees on human rights; the T&D Life Group will respect the individuality of all its employees, ensure a safe and rewarding work environment, and develop its human resources; and the T&D Life Group will respect privacy and strictly control and protect personal information.
Moreover, the T&D Life Group has advanced efforts to nurture a corporate culture where diverse human resources can feel job satisfaction and reach their potential. Each Group company has revised its personnel and compensation systems, introduced work-life balance support programs and formulated action plans for promoting the active participation of women.
The implementation of the two pillars of the initiatives for promoting work-life balance and for promoting the active participation of women, are beginning to bear fruit in many different forms.
[2015] All three of the Group's life insurance companies obtained the “Platinum Kurumin” mark as being companies that support the raising of children
The Group's three life insurance companies received certification as specially certified companies meeting the criteria of the Act on Advancement of Measures to Support Raising Next-Generation Children.
Received the Ikumen Company Award 2015 from the Ministry of Health, Labour and Welfare (Daido Life)
Daido Life received the Ikumen Company Award 2015 in recognition of its efforts as a company to improve operations by proactively encouraging men to balance child-raising and work.
Key measures of the Group and three life insurance companies
The T&D Life Group has disclosed action plans for promoting the active participation of women and targets for promoting female employees to management positions. The ratio of female managers has been steadily increasing.
Action Plan
Ratio of female managers (Total of the three companies)
For the Job Satisfaction and Growth of Every Individual
Expanding fields of activity through group personnel exchanges
People grow by tackling new work. Experiencing work at other Group companies brings new awareness and fosters growth.
Number of exchanges
| 2013 | 2014 | 2015 | ||
|---|---|---|---|---|
| Number of participants | 17 | 28 | 39 | |
| Men | 3 | 8 | 18 | |
| Women | 14 | 20 | 21 | |
Introducing the industry's highest levels of short- and long-term nursing care leave
Systems were revised to provide even greater support to employees supporting families.
Key Revisions
| Expansion of leave periods: | |
| Long-term nursing care leave: | From one year to three years |
| Short-term nursing care leave: | From five days a year (10 days when caring for two or more family members) to 30 days |
| (April 2016) | |
- * Administrative staff (excluding temporary staff)
Use of telework to offer a more flexible workstyle
Today, over 200 employees use the working from home system introduced in 2014. Employees make use of it to reduce the burden of child and nursing care, and to improve work efficiency.
In recognition of this effort, Daido Life was designated one of the “Top 100 Telework Pioneers” by the Ministry of Internal Affairs and Communications. (April 2016)
