Diversity, Equity & Inclusion

Promoting the Achievements of Female Employees

Status of promotion

Our company has a high ratio of female employees, and we have been working for a long time to promote the active participation of women so that many women can make the most of their abilities in various fields. We are currently in the phase of steadily producing and retaining female leaders and developing and appointing female leaders as organizational decision-makers. The percentage of women in management positions is currently around 30%. We are strengthening our efforts to strengthen the female pipeline and secure a pool of talent with the goal of "increasing the percentage of women in executive and organizational leadership positions to 30% by April 2030".

• General Employer Action Plan based on Act on the Promotion of Women's Active Engagement in Professional Life (Japanese Only)

Percentage of female managers in the domestic group (as of April 1, 2024)

• *1
  Total number of directors, auditors, executive officers and specialist officers of Dai-ichi Life Holdings and Dai-ichi Life
• *2
  Total of line managers and line manager-level positions, which are the heads of organizations among the managerial staff of Dai-ichi Life Holdings, Dai-ichi Life, Dai-ichi Frontier Life, and Neo-First Life
• *3
  Total for Dai-ichi Life Holdings, Dai-ichi Life, Dai-ichi Frontier Life, Neo-First Life, and ipet

Developing the Next Generation of Female Leaders

• Succession Plan
  Management in which 30% of candidates for management posts in each department are female
• Cross 1for1 (Dai-ichi Life version of 1on1) with executives
  As an opportunity for directors to see and develop candidates themselves, they regularly conduct 1-on-1s with candidates from departments with which they do not usually have contact
• President's School
  Developing female leaders through top management
• Role Model Exchange Meeting
  Lectures and roundtable discussions by female executives and managers
• Follow-up for new employees
  Individual follow-up with experienced staff for newly appointed branch managers
• Women's Career Advancement School
  Training for the autonomous development of skills for young women around the age of 30

Domestic and Global open recruiting system

In order to support our employees in realizing their careers, we are working to provide opportunities to demonstrate their skills and abilities.
In Japan, we have introduced the “My Career System” to encourage employees to think autonomously and develop their own careers. We offer a wide range of positions inside and outside the group that enable employees to work in diverse fields beyond the framework of insurance.
The number of open positions, applicants, and successful candidates is increasing every year, and the “era of employees choosing their own careers” is becoming a reality.
The Global Job Posting Program was launched in 2022, and employees have been able to take the initiative to apply for opportunities to work globally and demonstrate their expertise across national borders.
By the end of March 2024, 26 positions had been publicly advertised by 8 companies in the Dai-ichi Life Group in Japan and overseas, and 16 people had taken up the opportunity to develop new careers.
This has led to the creation of a corporate culture that supports mutual growth, mutual improvement, and success.

My Career System (Domestic)

Adoption of full remote work

In April 2022, we adopted a full remote work option; 17 employees are trying out this new style of work. Among those whose work is limited to a particular region and does not require a move, employees for whom it is difficult to commute to work within 90 minutes, such as in Tokyo or Osaka, are able to perform work for the headquarters in a fully remote fashion, five days a week, from anywhere in Japan. Also, for those who have chosen short workdays for reasons such as childcare, the elimination of commute time due to remote work could allow them to choose to move to full time. A flexible work style that does not depend on time or location of residence is driving a diverse range of career options.

Career rotations outside our group by leveraging Japanese hometown tax program

As part of our efforts to solve regional issues throughout Japan, we have made use of the corporate version of the Furusato tax system by dispatching employees.
We have dispatched employees to local governments through the corporate version of the Furusato tax system.
We promote cooperation and collaboration with local governments to realize a sustainable society, and dispatch our employees with specialized knowledge and know-how to local governments which equally benefits local communities, employees, and the Company toward a realization of a sustainable society.

Internal and external side jobs

Starting in April 2021, the restriction on side jobs outside the company was lifted. This policy enables the utilization of relevant skills and specialties outside the company and is intended to help in community building. The range of possible outside work is broad, including things like teaching seminars. Currently, many employees are taking advantage of this opportunity. Furthermore, internal side jobs were allowed beginning in December 2020. Each project can advertise jobs; gathering participants from various departments enables collaboration and innovation across department boundaries. Participants who have a chance to work on projects for other departments also get the opportunity to think about their own careers.

*As of June 2023

Efforts to prevent unconscious bias

To maximize and develop an employee's individual skills and abilities, it is necessary to recognize and consciously control any perceived distortions and biases that we see daily. It is essential to overcome unconscious bias and not be steered to assumptions such as gender stereotypes. Therefore, in addition to conducting unconscious bias training for all employees, we also provide an “evaluation error checklist” that makes aware of any unconscious bias during evaluations to implement fair and impartial evaluations.

Efforts to address women's health issues

Various seminars are held each year that address health issues and treatment that are unique to women that may affect their career development. These training sessions and seminars are held to raise awareness and to attain a deeper understanding for themselves and for those employees around them.

< Theme of the event >

• Menstruation and PMS (premenstrual syndrome)
• Menopause in men and women
• Infertility treatment and egg freezing
• Women's diseases (breast cancer, uterine cancer)

Joint seminar with other companies

Dai-ichi Life co-hosted a seminar with the cooperation of other companies on the topic of menopause, which has many symptoms that are common to both men and women. The panel discussion was held by external experts and by management from the co-hosting companies and they spoke about the importance of "an environment where everyone can work comfortably" and creating a "culture where anyone is free to consult." For the wide range of participants, the seminar was a great opportunity to deepen their understanding of well-being work styles and correct health literacy. In addition, we have collaborated with other companies to raise awareness of health issues that are important to society as a whole.

February 2023, a joint seminar with other companies on "Well-being work styles from the perspective of menopause for both men and women"

Dai-ichi Life Woman's Day

In March 2024, we held the Dai-ichi Life Woman's Day event as an event for domestic group companies to promote DE&I, in line with International Women's Day and Women's Health Week.
The lectures and talk sessions, which were held under the theme of "DE&I Promotion and Women's Health Support", discussed the significance of respecting diversity and the need for equity, as well as understanding and supporting women's unique health issues. The event also included a simulated period pain experience^*, which many male employees took part in, allowing them to gain a first-hand understanding of women's health issues.
Through initiatives like this, we are working to promote understanding of DE&I and create a culture of mutual respect, fairness and inclusivity.

• *
  The simulated period pain experience is a simulated experience using the "Perioniod" period pain VR experience device from Osaka Heat Cool Co.

External Recognition

Dai-ichi Life Holdings, Inc. has been selected as a "Nadeshiko Brand" for fiscal 2023, a joint selection by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange of listed companies that excel in promoting the active participation of women.
This is the fourth time that our group has been selected, having been selected as a "Nadeshiko Brand" in 2014 and 2018, and as a "Semi-Nadeshiko Brand" in 2019.
We were recognized for its efforts to promote the active participation of women in the workplace through a combination of "consistent career development support from recruitment to promotion" and "work-life balance support for both men and women that enables dual-income, dual-care households".

Participation in the initiative

We participate in initiatives to promote the advancement of women and communicate in various ways from top management to external audiences.

Declaration of action "Meeting of male leaders to accelerate the success of shining women"		Principles of conduct of the "Association of Male Leaders to Accelerate the Active Participation of Shining Women" supported by the Cabinet Office
30% Club Japan (Japanese Only)		"A global campaign aimed at increasing the proportion of women in key decision-making bodies of companies, including the board of directors, which began in the United Kingdom."
Challenge to 30% in 2030 (Japanese Only)		Keidanren's campaign aimed at forming a movement of top management toward the same goal as 30% Club Japan
"Women's Empowerment Principles WEPs"		Code of Conduct jointly established by the United Nations Global Compact and UN Women
"G20 EMPOWER" Advocate (Japanese Only)		Private sector alliance for the Empowerment and Progression of Women's Economic Representation

Active Participation of Employees with Disabilities

The Dai-ichi Life Group actively employs people with disabilities in order to achieve normalization^*, and approximately 1,000 employees with disabilities are active throughout the group.
In order to promote the employment of people with disabilities and understanding of disabilities, we provide educational training for all employees. In addition, we have set up a consultation service for people with disabilities, and we are working to create an environment where people with disabilities can work with peace of mind, by responding to individual consultations from employees with disabilities.

• *
  normalization: the philosophy that a society in which people with and without disabilities live together in the community, respecting and supporting each other as members of society, is the natural state of society.

Initiatives of Dai-ichi Life Challenged

Dai-ichi Life Challenged Co. Ltd. was established in August 2006 as a subsidiary of Dai-ichi Life and was certified as a special subsidiary in November 2006. Dai-ichi Life Challenged mainly hire those with intellectual and mental disabilities and currently have over 400 employees working in 8 locations. We strive to create a culture where every individual can be entrusted towards personal growth while accepting and supporting each other.

Dai-ichi Life Challenged Co.,Ltd.(Japanese Only)

At Dai-ichi Life Challenged Co., Ltd., we do a wide variety of work in various departments.
The main work is work commissioned by the Dai-ichi Life Group, and is wide-ranging, including data entry using computers, document creation, printing, shipping, and organization, as well as coffee shop and cleaning work for the welfare of group employees. Through work, we are challenging ourselves to develop our skills while making the most of each person's strengths and complementing each other, and also learning new work.

Global Diversity

Group Initiative Task and Global Leaders Committee

With the goal of solving issues that surrounds the Group, the Dai-ichi Life Group has established various task forces (Group Initiative Task Force) consisting of members from each of the overseas Group Companies. These task forces cover a wide variety of topics to engage in Group-wide collaborative initiatives. With our diverse range of global talent and specialties, our Group engages in discussions to solve issues and create value. The Group has also created the Global Leaders Committee comprised of top executives from each Group company as they engage in deep discussions with the goal of further growth of the Group.

Hiring of International Students

We hire newly graduated international students from Japanese educational institutions as part of our proactive efforts to develop global human resources. These employees bring diverse cultural backgrounds and values that enrich the workplace and help us to improve our organization and the Group's international competitiveness.

Other Initiatives

• Global Talent Seeds (GTS) Developing language and business skills to junior employees
• Dispatch of employees overseas for study and training

Global DE&I Summit

DE&I activities vary depending on the environment in each country, but in 2022 we began considering promoting them across the entire group, and as part of this, we have been holding the "Global DE&I Summit" online every year since that year. The second summit, held in October 2023, Summit, over 70 leaders from various countries and companies gathered to learn together on the theme of "inclusive leadership", which is essential for fostering an inclusive culture and promoting collaboration.
In the panel discussion with the CEOs of group companies from the US, Myanmar, and Japan, as well as external lecturers, the participants exchanged frank and open opinions from various perspectives on the elements and challenges of inclusive leadership that each of them emphasized, as well as future initiatives, and many valuable practical examples were shared with the participants. Group discussions were also held with the participants, and lively discussions were held on how to demonstrate leadership in their own workplaces.
As a global company, promoting DE&I is not only essential for creating an environment where each and every diverse employee can thrive, but also for contributing to customers, partners, and local communities through our business. Through the holding of such summits, we will continue to work to promote DE&I across the entire Group.

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.

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.

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

External Recognition

Based on the Law for Measures to Support the Development of the Next Generation, Dai-ichi Life Insurancewe obtained 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.

Usage of various systems

LGBTQ-Friendly

Dai-ichi Life clearly expresses its respect for basic human rights in the Dai-ichi Life Human Rights Declaration . As a part of its efforts to ensure Diversity, Equity & Inclusion, the Company also promotes initiatives to make it a LGBTQ^* friendly company.

• *
  LGBTQ is an acronym that stands for Lesbian, Gay, Bisexual, and Transgender and Queer or Questioning persons, including persons with gender identity disorder.

Dai-ichi Life participates with other companies as a member of the executive committee in “work with Pride” an organization that supports sexual minorities. President Inagaki has also sent a message supporting LGBTQ initiatives.
(Position is as it was at the time of signing)

• *
  Obtaining the highest "GOLD" Pride Index for the 8th Consecutive year

Initiatives to customers

Insurance Beneficiary

If a policyholder wishes to designate a same-sex partner as a policy beneficiary, the designation procedures are easier to follow so long as the policyholder submits a copy of the certification issued under the partnership oath system of local governments.

Initiatives to employees

Full Provision of Information

Dai-ichi Life provides seminars to all employees to promote understanding of LGBTQ individuals.

Establishment of Consultation Desk

Dai-ichi Life has established a system consisting of a consultation desk to respond to individual cases of consultation concerning LGBTQ issues.

Formulation of LGBTQ Policy

In the policies (including the Code of Conduct) that employees are to follow, it explicitly states not to discriminate against others because of their sexual orientation or gender identity.

Extended Application of Leave System

In the Leave system for marriage, childbirth, etc., persons eligible for the system in principle now include the same-sex partners of employees in the same manner in which spouses are, based on objective materials, etc.

Extended Application of Use of Company Housing

In the standards for granting the use of company housing, same-sex partners in principle shall be considered family members, based on objective materials, etc.

Efforts for Experienced Hires

Concierge System

In addition to securing skilled and specialized talent for future business reforms and business development, we are strengthening our mid-career recruitment efforts to promote diversity in knowledge, experience, and way of thinking and to lesson the homogeneity in the company culture. The percentage of mid-career hires in the core generalist positions for the 2023 fiscal year is 49%.
We started to implement a "concierge system" as a follow-up system for new employees. During the first six months after hiring, the "Concierge System" is designed to help mid-career hires resolve any concerns or questions they may have through the use of digital tools such as chat rooms, and to help them better understand the organization. Through these efforts, we will promote the success of mid-career hires in a variety of fields and enhance the strength of the organization.

• Initiatives for Stakeholders