Wellness Charter/ Promoting DE&I / Human Resources Development

Tokio Marine Group believes that for us to further improve the quality of our products and services worldwide, we must develop all of our motivated and talented employees to the maximum of their potential regardless of gender, age, nationality, disability or any other attributes. Specific initiatives pertaining to the group-wide promotion of diversity, equity and inclusion (DE&I) include eliminating the gender gap, creating a workplace in which older employees and persons with disabilities can take active roles as well as promoting employment regardless of nationality or race and facilitating mid-career recruitment and development of employees with diverse experience.

Tokio Marine Group defines diversity and inclusion as below. This definition serves as the basis of various initiatives toward DE&I.

Tokio Marine Group has formulated the DE&I Vision based on four important elements consisting of Attract, Empower, Develop/Promote and Retain, which we will strive to realize through our DE&I initiatives. In conjunction with “Our People,” which expresses Tokio Marine Group’s philosophy on human resources, we will make a group-wide commitment to DE&I and evolve our initiatives toward the attainment of DE&I. Through the realization of Attract, Empower, Develop/Promote and Retain, we aim to become a truly inclusive global insurance group.

Tokio Marine Group established the position of Group Chief Diversity, Equity and Inclusion Officer (CDIO) and Diversity Council in April 2021 to accelerate DE&I-related initiatives and create an environment that enables all Group employees to leverage their diverse backgrounds and fully exercise their capabilities. Chaired by the Group CEO, the Diversity Council is positioned as an advisory body that directly reports to the CEO. Led by the CDIO, council members representing the domestic and international companies of the Group discuss important DE&I-related topics.

Human Capital Report 2024PDF(P.57)

Tokio Marine Group regards the promotion of DE&I as its growth strategy, with the Group CEO communicating this at many different meetings and seminars. For details, please refer to the following report.

Human Capital Report 2024PDF(P.58)

Eliminating the gender gap is a group-wide issue. For many years, we have been actively promoting the creation of a workplace environment and the development of our human resources, aiming to enable every female employee to develop her career in self-directed ways and take on leading roles in a broader range of fields.

Aside from initiatives undertaken individually by Group companies, Tokio Marine Group as a whole is providing a variety of opportunities for female employees. In pursuit of the elimination of the gender gap, Tokio Marine Group Women’s Career College (TWCC) was opened in 2019 as the place of learning for every female employee of Tokio Marine Group companies in Japan. The college is intended to enable them to think independently about their careers, achieve self-improvement and develop their careers in a self-directed way. By the TWCC’s fifth year, fiscal 2023, a total of 380 employees had participated. In the fifth year, the TWCC held six sessions, and participants delved into the difficulty and joy of what they considered to be success and worked on concrete action plans. In the final class, they had a dialogue session with officers of the Company. It became an opportunity for participants to promote DE&I in both a top-down and a bottom-up manner. As a result of these initiatives, more than 500 women are currently holding management-level positions and playing active roles at Group companies in Japan. Tokio Marine Holdings has two female directors, one Audit & Supervisory Board Member and two executive officers, while Tokio Marine & Nichido has one female director, two Audit & Supervisory Board Members and five executive officers. Both companies are integrating diverse views into their corporate management.

Human Capital Report 2024PDF(P.50)

Women In Sales Empowerment (WISE), a committee supporting the empowerment of women on the front lines of sales in the United States, was established in May 2021. It is advancing initiatives for DE&I. The committee believes it is important to provide opportunities for people to have face-toface meetings about human resource development and career support. Every year, not only members of WISE but also executives and senior divisional leaders from all over the United States gather in Philadelphia for a three-day event. By being exposed to the in-depth knowledge of leaders and inspired by like-minded colleagues sharing the same goals and concerns, participants seek to learn and expand their human networks to continue their career development.

Human Capital Report 2024PDF(P.50)

As the TMK Pride Network, Tokio Marine Kiln (TMK) organizes many different events to disseminate LGBTQ+ culture. In 2023, TMK teamed up with a local non-profit organization to hold an event to enable people to learn about LGBTQ+ history. TMK’s plans for 2024 include activities such as training and quiz sessions about LGBTQ+ issues, donations to charities and making employees’ blogs public. Organizing interactive events significantly helps enhance employees’ understanding of LGBTQ+ issues within Tokio Marine Kiln.

Human Capital Report 2024PDF(P.52)

Tokio Marine Group is engaged in efforts such as the continuing employment and personal development of older employees, which lead to the sustainable growth of the Group as a whole and the empowerment of these employees.

Aiming to “solve societal challenges by promoting employment of persons with disabilities and creating supportive working environments to contribute to the realization of an inclusive society where everyone can live with a sense of security,” Tokio Marine Group is promoting the employment of persons with disabilities at Group companies and working to raise consciousness of normalization. For details, please refer to the following report.

Human Capital Report 2024PDF(P.52)

Tokio Marine & Nichido Systems has made offices barrier-free and hired people with physical disabilities as IT engineers. In this way, the company improves its workplace environment from both tangible and intangible aspects. The company set up a massage room on the administrative floor to employ people with visual impairments to provide massages to employees. Since September 2009, the company has been employing people with disabilities to provide services, including at the internal Smile Cafe and the Smile Office Service which provides general administrative services such as the production of name cards, printing documents and digitalizing paper documents. In this way, the company has been actively committed to promoting normalization and helping persons with disabilities enjoy a good quality of life.

Smile Cafe is a place where employees can relax and every day a total of about 400 colleagues come to the cafe or buy from the cafe’s cart that comes to their workplaces. It also sells bread and sweets made at a nearby welfare facility. The company accepts applications for one-day clerk positions and provides opportunities to work with its members to sell goods at a cafe or using the cafe cart, with the goal of extensively deepening employees’ understanding of people with physical disabilities.

In the Smile Office Service, members independently exercise their ingenuity while working and are relied upon by their fellow employees.

By having general employees and members with disabilities work together, synergetic effects are being created in terms of cheering up each other and enhancing work satisfaction.

Tokio Marine & Nichido Systems (Japanese Only)

The insurance business is referred to as a “people’s business.” Everything about the business comes out of the trust built by people, including employees. Confident that maximizing the power of people will lead to the realization of Tokio Marine Group’s purpose of protecting customers and societies in times of need, we have worked to invest in people and develop human resources since the Group’s establishment. The commitment remains unchanged. We squarely face the maximization of the power of people by seeing people as the driving force for growth.

The concept of human capital management is rapidly becoming widespread. In relation, the trend toward disclosing information about human capital management is accelerating. In the future, it is expected that our stakeholders will refer to information related to human capital in many different situations.

Amid this trend, we have published Human Capital Report 2024 in the hope that communicating our views on and commitment to human capital management, without omission, will help stakeholders understand us more deeply.

To date, we have presented information about human capital in our integrated annual reports and sustainability reports. We believe that the publication of a report specifically on human capital will increase stakeholders’ understanding of Tokio Marine Group’s view on people and specific initiatives.

Our approach to people is set forth in “Tokio Marine Group – Our People.” Based on this concept, we will systematically develop and drive engagement with all of our diverse people group-wide, in order to become a global insurance group, thus increasing the value of human capital that contributes to the realization of our purpose. For details, please refer to the following report.

Human Capital Report 2024PDF(P.1, P.22)

The Company’s goal is to solve societal challenges through our business activities with our purpose at its core and in turn increase our corporate value. In order to agilely respond to and solve increasingly complex societal challenges, the capabilities of the Group’s more than 40,000 employees in Japan and internationally are a key factor for our success. We will therefore invest in and further develop human capital to remain a “Good Company” that is truly needed and trusted by customers and local communities 100 years from now. For details, please refer to the following report.

Human Capital Report 2024PDF(P.1, P.22)

The insurance business, which constitutes Tokio Marine Group’s founding business, is a people’s business. People and the trust built by people are the source of all our competitiveness. We believe in the power of people and seek to develop human resources that can think on their own, act quickly and keep growing.

For example, Tokio Marine & Nichido aims to be a company where all employees continue to grow and formulates its human resources development policy from dual perspectives of “individuals” and the “organization.” Leveraging the synergy between these perspectives, the company is working to help each employee improve faster.

Specifically, Tokio Marine & Nichido thoroughly aligns the career visions of individual employees, what they want to become and their strengths and weaknesses. This is done based on the human resources development cycle that uses regular interviews throughout the year between supervisors and their subordinates as milestones. While assigning challenging roles that lead to the growth of respective subordinates, the company provides continuous support for their growth and follows up on their progress.

In assigning roles, Tokio Marine & Nichido indicates the importance of addressing social problems through its business. When setting goals, the company goes back to Tokio Marine Group and considers specific actions to provide value that leads to the resolution of the issues faced by customers and local communities and ensures that these goals reflect a consideration of each employee’s role and that it is persuasive to the employee. As a result, bonuses are determined by employee performance, including the solution of societal challenges.

Tokio Marine & Nichido also creates and provides an extensive range of programs related to human resources development, including broad training opportunities and e-learning and other learning tools, both of which respond to employees’ diverse needs and career visions. The company has also established a variety of systems, such as the Project Request System and Job Request System, to support employees’ aspirations.

Human Capital Report 2024PDF(P.9, P.36-40)

Tokio Marine Group values dialogue with employees about overall management, personnel measures and workplace environments and leverages the feedback to improve its management.

It takes a cross-departmental culture of connecting people from many different backgrounds as a team to engage the more than 40,000 employees of the Group in Japan and overseas to solve societal challenges with enthusiasm and a sense of unity. At Tokio Marine Group, the CEO spearheads the effort to convey our purpose as chief culture officer (CCO). For details, please refer to the following report.

Human Capital Report 2024PDF(P.42-45)

Enabling each employee to improve and maximize their capabilities demands a workplace environment where people are highly engaged and can remain satisfied with their jobs. Tokio Marine Group companies are highly regarded by external stakeholders for their efforts for greater engagement. For details, please refer to the following report.

Human Capital Report 2024PDF(P.54-56)

Amid the increasing importance of overseas business, Tokio Marine Group considers it essential to build a human resources base that supports development into a global insurance group through the hiring and developing of diverse human resources at Group companies around the world. To achieve this goal, we formulated a global human resources strategy and have been promoting various measures on an ongoing basis since 2012.

In fiscal 2023, the Tokio Marine Group Leadership Institute (TLI) was established as our unique organization for human resources development, with the Group CEO serving as its head. It functions as the core, linking recruitment, skill development, appraisal and staffing throughout the Group with the aim of consistently and continuously producing human resources to lead the Group’s integrated management for future generations. For details, please refer to the following report.

Human Capital Report 2024PDF(P.10, P.26, P.31)

To expand the talent pool, we provide employees with many training opportunities, including global training (short-term overseas dispatch) for Tokio Marine & Nichido employees (third-year employees) taking the Global Course, which started in fiscal 2012, and overseas trainee dispatches. A specialized department in charge of global human resources was established at Tokio Marine Holdings to steadily promote these measures. At the same time, the company regularly holds the Global Human Resources Conference by gathering human resources department managers of major Group companies to discuss measures to strengthen cooperation among human resources departments, human resources development common to the Group, personnel strategies and other matters. Going forward, the company will continue to promote the global human resources strategy while actively incorporating the opinions and requests of Group companies around the world.

The environment surrounding Tokio Marine Group has been undergoing rapid changes, including technological advancements, globalization and demographic shifts. Consequently, it has become increasingly important to accurately capture these highly uncertain changes in the external environment and reflect them in corporate management. As a system to stably develop management personnel with high levels of expertise and management capability to respond to such significant changes on a global scale and drive the Group’s management, Tokio Marine Holdings introduced a new personnel system in April 2019. Under the system, we have been promoting group-wide talent management of such personnel and continually providing a variety of transnational training programs.

Tokio Marine & Nichido endeavors to secure diverse and capable human resources that can play active roles globally regardless of gender, nationality or whether they are new graduates or mid-career employees.

Tokio Marine & Nichido will continue to engage in a broad range of recruitment activities in an effort to secure excellent and competent human resources, and at the same time provide opportunities for participants to explore societal challenges and new solutions through workplace experiences and exchange with employees, and contribute to the development of future generations. For details, please refer to the following report.

Human Capital Report 2024PDF(P.37)

Tokio Marine Group has been striving to transform working styles with the aim of driving sustainable growth of the Group and employees by having diverse human resources work with high productivity.

Tokio Marine Group implements initiatives to pursue highly productive working styles, such as increasing the flexibility of work rules. The time freed through these initiatives will be effectively used by each employee for personal growth and lead to the creation of higher added value. In this way, we seek the sustained growth of both employees and the company. For details, please refer to the following report.

Human Capital Report 2024PDF(P.35)

Women play active roles in more domains, and more women continue their careers after marriage and while caring for children. Tokio Marine Group provides many different programs, such as childcare leave, to help employees balance work and childcare so that they do not have to give up their careers and can feel secure when giving birth and raising their children. For details, please refer to the following report.

Human Capital Report 2024PDF(P.66)