Developing and Utilizing Diverse Human Resources

The Tokio Marine Group’s philosophy on human resources has been positioned as “Tokio Marine Group – Our People.” Based on this philosophy, we are working on the strategic development of diverse human resources, both in Japan and overseas, toward the realization of a global insurance group. The Group’s overall human resources development and utilization are managed by the Group Chief Human Resources Officer (CHRO), while the Board of Directors and Management Meeting of each Group company monitor the individual implementation status.

Tokio Marine Group - Our People

Our people are the most important asset of our Group and a key driver of our Good Company vision.

We aim to attract and retain the best talent in every aspect of our business to ensure we deliver safety and security to our customers and their communities

Our people bring passion and a challenging spirit to their endeavors and we provide them opportunities for career development and ongoing personal growth.

Our people embody diversity and we value inclusion as a truly global company. We work hard to create a business environment where we can achieve our full potential as we continue our endless journey to be a Good Company.

Fair Personnel System and Management

Tokio Marine Group aims to enhance employee satisfaction and motivation through a fair personnel system and management. The Group also endeavors to realize a corporate culture in which all employees respect human rights through various initiatives such as human rights training.

Enhancing Productivity and Corporate Value

Tokio Marine Group works to enhance employees’ job satisfaction and motivation mainly through a fair personnel system. Moreover, we respond to changes in the environment and ensure appropriate management of personnel and labor risks. Through these initiatives, we strive to increase productivity and corporate value.

The environment surrounding Tokio Marine Group, in particular, 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 secure management personnel with high levels of expertise and management capability to respond to such significant changes on a global basis, Tokio Marine Holdings introduced a new personnel system in April 2019.

Raising Employee Satisfaction Levels

Tokio Marine Group has created a group-wide platform for the implementation of a Group employee attitude survey once each year. In fiscal 2018, the survey was given to 5,158 employees in 16 companies with individual companies such as Tokio Marine & Nichido and Tokio Marine & Nichido Life conducting the same initiatives. Although employee satisfaction levels were high on the whole throughout the Group, we are aiming to further boost employee satisfaction by reflecting opinions of employees regularly gathered by each company in general management and personnel measures and by providing feedback related to organizational management.

Sound Labor-Management Relations

In Tokio Marine Group, Tokio Marine & Nichido and other Group companies conduct good-faith negotiations and discussions with labor unions on a wide range of topics, from payroll, personnel systems and occupational health and safety to management policies, to achieve sound corporate growth and maintain and improve various working conditions of union members.

Development of Human Resources

The power of our people is the driving force for realizing our vision, “To Be a Good Company.” The Tokio Marine Group Spirit has been built up by overcoming numerous adversities and constantly taking on challenges since our earliest days that focus on the five areas of taking on challenges, openness and dynamism, customer orientation, social contribution (contribute to society and people) and a global perspective. This spirit has been passed down over the generations and even now is the starting point for individual ideas and the source of human resources with a high sense of purpose who boldly take on challenges. In addition, based on the Tokio Marine Group Spirit, we have fostered over many years a nurturing culture in which both the person doing the guiding and the person being guided grow and develop. We are working to spread and pass down this nurturing culture to the entire Group with the aim of having our Group companies around the world work together on the development of human resources.

Aiming to be the Most Successful Company in Japan Where People Can Grow and Develop

For Tokio Marine Group, people and the trust built up by those people are the source of all our competitiveness, and thus human resources development is an extremely important theme. Each Tokio Marine Group company is building skill development programs and personnel systems appropriate for the characteristics of their respective businesses based on the Tokio Marine Group Spirit. As an example, Tokio Marine & Nichido aims to be the most successful company in Japan where people can grow and develop in order to become a company which provides customers with a sense of security, is selected by customers and constantly grows, as stated in its mid-term business plan. We are also creating a framework within our corporate systems that supports self-help in order to meet the idea that each employee has the desire to grow.

Specifically, Tokio Marine & Nichido regularly conducts interviews between supervisors and their subordinates so that each employee can realize his or her own career vision. In the interviews, employees share what they want to become and their strengths and weaknesses, and challenging roles are assigned that lead to the growth of respective subordinates. The year-round dialogue between supervisors and subordinates concerning on-the-job training (OJT), off-the-job training (Off-JT) and planned self-development efforts seeks to enhance each employee’s competencies (in behavior and thinking).

In addition to a wide range of correspondence-based training activities, including Rank-Specific Training, Optional Training, Specialization Training and e-Learning services, Tokio Marine & Nichido actively sends young employees to short-term overseas training programs and to business schools and law schools in Japan and abroad, universities in non-English-speaking countries and other institutions to develop personnel who possess a broad perspective, international sensibilities and a high degree of specialized knowledge.

Human Resources Development Cycle (Tokio Marine & Nichido)

Framework for Year-Round Human Resources Development : OJT Off-JT・Self-development / March-April Human resources development meeting / April-May Share organizational vision First interview of fiscal year/ June Self-assessments / August-December Human resources development meeting / October Evaluation of competencies / October-November Interim interviews / As required Revision of goals subsequent to interim interviews / December-January Feedback on results of multifaceted observations / February- April Promotion Appointment of leader class / February- April Review interviews / March-April Evaluation of competencies and results / June Competencies and results Feedback

Job Request System

Tokio Marine & Nichido provides employees with opportunities to choose their jobs to realize their own career vision. The company has introduced the Job Request System to support employees in building their careers and to help strengthen the independence of employees based on choice and self-responsibility. It is a key personnel system for maintaining and expanding the energy of employees by allowing them to apply for jobs they want to try. In particular, locally based employees in jobs not subject to relocation can take on the challenge of a new job in a different location, or continue working after changing localities due to reasons such as marriage or a spouse’s relocation, by applying through the Job Request System (U-turn and I-turn transfers*).

In addition to the Job Request System, the company offers employees the opportunity to declare their wishes regarding job transfers and future career visions from the perspective of putting the right people in the right jobs based on their career visions and transfer wishes.

*U-turn and I-turn

U-turn transfers An application type transfer in which employees in jobs not subject to relocation can take on the challenge of new jobs outside the traditional framework with a temporary relocation on the condition that they must return to their original localities.
I-turn transfers An application type transfer in which employees in jobs not subject to relocation can continue working after changing localities due to reasons such as marriage or a parent’s or spouse’s relocation. Employees are able to relocate while maintaining their position in the company at the same level of compensation.
  • *Not all employee relocation requests are approved.

Utilizing Diverse Human Resources

Tokio Marine Group believes it essential that motivated and capable employees who possess a diverse sense of values should exert their capabilities to the full extent, regardless of gender, age, nationality, disability or other attributes, to improve the quality of the products and services that it provides to customers worldwide. Specific initiatives pertaining to the promotion of diversity and inclusion group-wide include encouraging female employees to take active roles, creating a workplace in which older employees with a wealth of knowledge and experience can take active roles and promoting the employment of persons with disabilities.

Diversity Policy

Tokio Marine Group believes the power of its people is the driving force for realizing its vision of becoming a “Good Company.” For the insurance business, which is said to be a “people’s business,” the people involved and the trust created by those people are the source of our competitive advantage. We will promote diversity on a global basis to maximize the potential and facilitate the active participation of some 40,000 employees worldwide regardless of gender, age, nationality or disability, and strengthen our competitive advantage.

Tokio Marine & Nichido Diversity and Inclusion Promotion System

Promoting Diversity and Inclusion

Based on the Tokio Marine Group Corporate Philosophy of “Tokio Marine Group will continue to build an open and dynamic corporate culture that enables each and every employee to demonstrate his or her creative potential,” every company in the Group respects human rights and encourages diversity in gender, age, nationality and other aspects. The Group also welcomes individuals with diverse values to bring them together to achieve even greater results.

As an example of accomplishments in promoting diversity, Tokio Marine & Nichido earned the Diversity Management Selection 100, an award sponsored by the Ministry of Economy, Trade and Industry (METI). For this award, METI selects and commends “companies that have raised corporate value through diversity-oriented management.” Tokio Marine & Nichido earned this award based on high regard for its efforts such as enabling numerous women to continually take active roles by helping protect motherhood, enhancing systems for supporting child rearing and transforming the overall roles of employees, and for promoting the employment of persons with disabilities while raising consciousness of the principle of normalization.

As a recent example, we held the TOKIO MARINE GROUP DIVERSITY FORUM in November 2017 and again in November 2018 with the theme “unconscious bias” aimed at fostering a corporate culture that can draw out the potential of diverse personnel to the greatest extent possible and further promoting diversity and inclusion. Some 120 people took part in the forum from Tokio Marine Group companies.

Group discussion at the TOKIO MARINE GROUP

Going forward, Tokio Marine Group will continue to implement various initiatives that lead to diversity and inclusion promotion.

Empowering Female Employees

Tokio Marine Group regards the promotion of diversity and inclusion is synonymous with its growth strategy, and the Group CEO has been stressing the importance of such efforts at various meetings and seminars via a top management message. With the Diversity & Inclusion Promotion Team established within the Human Resources Department taking the lead, we are also accelerating our initiatives to promote the active engagement of female employees. At Tokio Marine Group consolidated companies in Japan, we aim to provide customers with products and services that achieve even greater customer satisfaction by further empowering and promoting the growth of female employees in keeping with the Group’s Corporate Philosophy. For this purpose, we provide a variety of opportunities to every female employee at each Group company for autonomously building their careers and empowering them in an even wider range of fields. For instance, an association of Group companies in Japan holds seminars on promoting female empowerment and Majikira discussions (a venue for discussing serious topics in an open, frank and creative manner) for female employees in different occupations and work environments. Participants get an insight into diverse values and philosophies, providing the opportunity to think about and increase awareness of their own careers.

Tokio Marine Holdings was selected as a “Nadeshiko Brand” in fiscal 2018, the fourth time following fiscal 2013, fiscal 2015 and fiscal 2017, in recognition of group-wide efforts to empower women and performance in terms of results. Further, the president announced his advocacy of a declaration of action stating that a group of male leaders dedicated to empowering women would accelerate the active participation of women who shine as well as the vision of the 30% Club Japan established in May 2019.

Tokio Marine & Nichido Career Service and Tokio Marine & Nichido Risk Consulting were granted “Eruboshi” certification by the Minister of Health, Labour and Welfare in April 2016 and January 2017, respectively, as outstanding companies in terms of conditions related to promoting the active participation of women. The certification has three stages depending on the number of assessment items fulfilled and both companies received the top certification.

Goals and Specific Measures for Empowering Female Employees

In seeking to achieve a state in which women commonly participate in every decision-making process, Tokio Marine & Nichido has set the target of increasing the ratio of female employees in sub-leader positions (chief or higher positions) to more than 50% in its action plan formulated pursuant to the Act on the Promotion of Female Participation and Career Advancement in the Workplace.

As specific efforts, Tokio Marine & Nichido has incorporated “promotion of female empowerment” as a theme in management-level training and included the creation of an organization in which diverse human resources can play active roles as an assessment item of the Role Challenge System (internal assessment system). In 2015, we became a member of the IkuBoss Alliance, and through IkuBoss seminars, we continue to raise awareness.

As for the development of female employees, Tokio Marine & Nichido, with its fundamental three-pronged approach of setting expectations, conducting training and providing opportunities, assigns female employees responsibilities based on their individual career visions, provides year-round OJT, implements job rotation between departments and offers selection-based training programs such as an area course career plan training program, thereby creating an environment that allows women to take on challenges according to their willingness and abilities.

Results of Activities to Promote Active Roles for Female Employees

As a result of these initiatives, the number of women in management-level positions (excluding executive officer) rose from eight in 2004 to 258 in 2019 at Tokio Marine & Nichido, marking approximately a 30-fold increase. There are also a large number of women taking on active roles as managers on the frontline of sales and claims services. The company will continue to promote such efforts and expects the female manager rate to be more than 30% in 2030.

A strong push is also being made to appoint women to executive positions. At Tokio Marine & Nichido, there are three female directors as of 2019 (including one managing director). Other Group companies in Japan already have about 10 women in executive positions. In addition, one of the four Outside Directors and one of the three Outside Audit & Supervisory Board Members at Tokio Marine Holdings are female, while two of the three Outside Audit & Supervisory Board Members at Tokio Marine & Nichido are female in order to ensure that a more diverse range of opinions is reflected in management.

Promoting Active Roles for Older Employees

Tokio Marine Group considers actively promoting the continued employment of older members to be an important management issue in maintaining the sustainable growth of the Group as a whole. In addition to encouraging continuous self-advancement and changes in consciousness and behavior on the part of employees themselves, the Group intends to provide fields of activity in which employees can utilize their past experience and strengths to generate new added value while maintaining high levels of motivation.

Promotion of Global Human Resources Strategy

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.

Pillars of Tokio Marine Group Global Human Resources Strategy

  • 1.Develop Global Leaders
  • 2.Develop highly professional human resources for each function in line with expertise
  • 3.Expand the base of the global talent pool
  • 4.Establish systems and infrastructure to spread the Company’s Corporate Philosophy

For “Develop Global Leaders,” we are implementing a number of measures aimed at development that include training for Global Leader candidates selected from Group companies worldwide. In addition, Tokio Marine Group started the Global Job Rotation Program in fiscal 2011 from the perspective of actively utilizing motivated and capable overseas local talent. These and other initiatives are being undertaken to develop and utilize highly professional human resources for each function in line with expertise.

The Group also provides a variety of development opportunities with the aim of broadening the horizons of this group of global human resources. This includes short-term overseas training programs for Global Course third-year employees of Tokio Marine & Nichido, which started in fiscal 2012, and the dispatch of overseas trainees.

A specialized department to take charge of global human resources was established at Tokio Marine Holdings to steadily promote this initiative. At the same time, the Company regularly holds the Global Human Resources Conference by gathering the 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 develop concrete measures while actively incorporating the opinions and requests of Group companies around the world.

Promoting the Employment of Persons with Disabilities

Aiming to broadly accept persons with disabilities and to become a corporate group in which diverse personnel work enthusiastically, Tokio Marine Group is promoting the employment of persons with disabilities at Group companies and working to raise consciousness of normalization. Tokio Marine Business Support Co., Ltd., a special subsidiary based on the Disabled Persons Employment Promotion Law, is supporting Group development by providing services that include administrative support, printing and logistics.

Promoting the Employment of Persons with Disabilities through a Special Subsidiary

In January 2010, we established Tokio Marine Business Support with the aim of promoting the employment of persons with intellectual and developmental disabilities, and in March 2010, the company was the first in the non-life insurance industry to be approved as a special subsidiary under the Disabled Persons Employment Promotion Law (328 employees as of June 1, 2019).

A total of 183 employees with disabilities (as of June 1, 2019), mainly persons with intellectual and developmental disabilities who are considered to have fewer employment opportunities among persons with disabilities, are working at the Tokyo head office and at the Nagoya, Osaka and Kyushu branch offices. These employees are supporting Group companies by performing such operations as data input and processing, document enclosure and shipping and printing. In the collection and destruction of confidential documents, one of its operations, the company has introduced a wet-type shredder that dissolves paper with water rather than by cutting, and by doing so, is simultaneously assuring information security and protecting the environment.

Further, employees with disabilities started selling coffee as part of a welfare program to Tokio Marine & Nichido employees in 2017. Marking the second year of activity in 2018, the company has increased the number of cafés to broaden the field of activities for persons with intellectual and developmental disabilities. Based on its corporate philosophy to 1) be an organization that provides support instead of being a support recipient, 2) be a company in which employees can have their dreams and take pride in, and 3) expand opportunities for taking active roles, the company is focusing on creating an environment in which employees can work enthusiastically with a sense of satisfaction. It also intends to become a company in which everyone can grow through work while keeping a sense of gratitude and remaining considerate to others.

Aiming to be a Company in Which All People Respect and Support Each Other

Tokio Marine & Nichido Systems has actively been seeking to promote normalization for persons with disabilities by making areas barrier free, hiring physically challenged persons as IT engineers and having visually impaired persons provide in-house massage services.

From September 2009, the company has been running the internal café, Smile Café, and Smile Office Service, which provides general administrative services such as producing name cards and making printouts through persons with intellectual disabilities. Smile Café is used by around 400 people every day and is a place where employees can relax. It also sells bread and sweets made at a nearby welfare facility. Smile Office Service is expanding the types of work it handles every year and has gained the trust of employees.

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

Reform of Working Styles

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

Initiatives in Pursuit of Highly Productive Working Styles

Tokio Marine Group is pushing ahead with various initiatives in pursuit of highly productive working styles in order to provide even higher added value to customers.

As examples, Tokio Marine & Nichido and Tokio Marine & Nichido Life initiated Go Go Challenge Day (employees finish work at 5:30 p.m. once per week) and Season Challenge (all lights off and employees finish work at 8:00 p.m. for one month four times a year) so as to establish the custom of each employee controlling his or her own work hours independently. In doing so, the company aims for all employees to carry out these working practices.

In addition, we allow the use of a dedicated app that enables the confirmation, sending and receiving of company email from the individual’s mobile handset when on the move or with a client. From an infrastructure perspective, we provide company mobile handsets depending on the nature of the work, and from a system perspective, home and mobile working are given as options to all employees. We aim to ensure that diverse personnel can work at high productivity levels by establishing an environment in which people are free to choose work location and work times.

By encouraging each employee to effectively utilize the extra time created through these initiatives for personal growth (higher motivation to work, better health and enriched life) and linking their personal growth to higher added value we provide to customers, we aim to achieve sustainable growth of both the Group and employees.

Personnel Systems Enabling Diverse Employees to Work with Independence

To support the realization of diverse working styles for each employee, Tokio Marine Group companies have established a range of systems including the introduction of a system enabling employees to flexibly change daily working hours (working hours free choice system) as well as childcare and nursing care leave, volunteer work leave and special consecutive paid holidays. In particular, Tokio Marine & Nichido aims for 100% of employees to take special consecutive paid holidays, which allows them to take five consecutive days off for any reasons. In addition, the working hours free choice system is being utilized by at least 10% of all of our employees on a single month basis.

Through these systems, each employee has the ability to choose the best working style to fit the circumstances he or she has been placed in. This has enabled us to create an environment in which employees with diverse values and a variety of experiences, including childcare and nursing care, can continue to make a meaningful contribution. In addition, we give consideration to flexible working arrangements through I-turn transfers*, Tokio Marine & Nichido’s job request system.

  • *I-turn transfers: An application type transfer in which employees in jobs not subject to relocation can continue working after changing localities due to reasons such as marriage or a parent’s or spouse’s relocation.

Support for Balancing Work and Childcare

Tokio Marine Group supports the balance between work and childcare at each Group company. In recognition of proactive initiatives for employees’ childcare support, Tokio Marine & Nichido, Tokio Marine & Nichido Life, Tokio Marine Millea SAST, Tokio Marine & Nichido Risk Consulting, Tokio Marine & Nichido Systems and Tokio Marine & Nichido Medical Service were granted the Next Generation Certification (Kurumin) subsequent to accomplishing the General Business Owner Action Plan based on the Next Generation Nurturing Support Measures Promotion Law by the Minister of Health, Labour and Welfare. Of these companies, Tokio Marine & Nichido and Tokio Marine & Nichido Systems have been accredited with the Platinum Kurumin for introducing and utilizing systems that support both work and childcare and maintaining these efforts at a high standard.

Tokio Marine & Nichido has established the “mama & papa career advancement support system” as a system backing the growth of employees wanting to work and advance their careers while raising children. Specifically, we have set up systems that go above and beyond what is mandated by law and support measures realizing a smooth return to work as well as a good balance between work and childcare. The number of people using these systems is increasing every year.

2018年認定 くるみん 子育てサポートしています

Tokio Marine & Nichido

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Tokio Marine & Nichido
Tokio Marine & Nichido Systems

  • A special paid leave system up to 2 weeks before maternity leave in excess of legally required minimum
  • A childcare leave system up until the child turns one year and two months, as a general rule, that may be extended up to two years depending on circumstances
  • A shortened work hours system that can be used from pregnancy to the end of the fiscal year when the child is in the third year of elementary school
  • A paid parental leave for 5 days from the start of parental leave in excess of legally required minimum
  • A paid paternal leave up to 7 days before the spouse gives birth in excess of legally required minimum
  • Introducing a system allowing the viewing of company information from home during childcare leave
  • Implementing a telecommuting system for all employees
  • Holding seminars and opinion exchange meetings for system users and their superiors and partners

In recognition of these systems and the company’s other proactive initiatives for employees’ childcare support, Tokio Marine & Nichido has received the following awards thus far.

Date Sponsor Category Award
January 2012 Nagoya City System of approving and awarding companies promoting the active participation of women in Nagoya City in fiscal 2011 Excellent Award
October 2014 Ministry of Health, Labour and Welfare “Family-friendly Enterprises Category” of the 2014 Equal Employment/Work-Life Balance Promotion Enterprises Commendation Minister’s Excellence Award
July 2015 Gunma Prefecture System of certifying dynamic “G Companies” in Gunma Prefecture in fiscal 2015 Gold certification
October 2015 Kobe City System of commending enterprises encouraging active engagement of both male and female employees in fiscal 2015 Selected by Kobe City as an enterprise encouraging active engagement of both male and female employees
April 2016 Osaka City System certifying leading companies in empowering females in Osaka City Selected as a 2-star Ikumen certified company
January 2017 Aichi Prefecture System certifying companies empowering females in Aichi Certified by Aichi Prefecture as a company empowering females
July 2017 Nagoya City System certifying companies promoting a good work/life balance in Nagoya Certified by Nagoya City as a company promoting a good work/life balance
February 2018 Gunma Prefecture System of certifying dynamic “G Companies” Gold certification in Gunma Prefecture Outstanding award for being an excellent workplace for fiscal 2017
April 2018 Iwate Prefecture System certifying companies empowering females in Iwate Certified by Iwate Prefecture as a company empowering females
February 2019 Toyohashi City System certifying and awarding companies supporting childcare in Toyohashi City Certified by Toyohashi City as a company supporting childcare