Activities with Employees
The Sony Financial Group’s corporate philosophy states our commitment to fostering an open corporate culture where employees can freely express their individuality and demonstrate their abilities to the fullest. We consider it essential that all employees actualize their full potential, and thus implement initiatives to create pleasant and productive workplaces, through such means as, for example, the Employee Opinion Survey.
In addition to training at each Group company, training is jointly conducted at the Group level to encourage everyone to aquire a wider understanding of the Group's business pursmits overall. These programs include life-planning courses, explanations of each company's business activities, and workplace tours. Orientation for new graduates and training for employees in their second year are also conducted together as a group.
Sample Programs and Initiatives for the Development of Employees
|Self-development Program||Group training sessions and opportunities to take correspondence courses for employees working independently to develop their skills.|
|Management Skill-development Program||Conducted jointly by Sony Financial Group companies as a part of efforts to improve the managerial capabilities of management-level employees.|
|In-house Inter-departmental Training Program||Work experience in different departments for a certain period of time allowing for better understanding of different operations or to achieve career plan objectives.|
|Training of Global Human Resources||With an eye on overseas business expansion in the future, the Sony Financial Group is conducting initiatives, such as overseas actuary training.|
Training System for Lifeplanner Sales Employees at Sony Life
All Lifeplanner sales employees complete a 36-month program after joining the company in order to develop a customer-first approach, the knowledge and skills required of an insurance and finance professional, and appropriate conduct.
Promotion of Diversity
The Sony Financial Group places significant emphasis on a spirit of diversity, to better address various changes in the environment surrounding customers and their diverse value perceptions and to generate new value from different viewpoints. As the number of employees increases, so does diversity within the Group from a human resources perspective, with a greater number of women, foreign nationals and the mentally and physically challenged within the Group as well as more employees who are dealing with a range of situations, including childcare and nursing care. Various approaches are being applied to address these issues.
The Sony Financial Group promotes initiatives to help balance careers with private lives. Since its establishment, Sony Life has had a system in place that goes beyond what is required by law to enable employees who are raising children to continue working. In June 2016, the company was recognized by the Ministry of Health, Labour and Welfare as a company actively supporting efforts to raise the next generation of children. Moreover, Sony Assurance became the first direct non-life insurer to receive this certification*. Sony Bank implemented an action plan to help employees balance child-raising responsibilities with work, and produced a guidebook to promote widespread awareness of support such as the social security system which can be used by expecting parents for child birth and child-raising. Going forward, by continuing to help employees balance child-raising responsibilities with work, Group companies will remain focused on proactively creating a work environment that is conducive to healthy childbirth and parenting.
* Sony Assurance is the first direct non-life insurer to receive the certification based on a survey by Sony Assurance conducted on August 29, 2012. Only those companies that have received the Kurumin logo certification and have consented to be listed on the Ministry of Health, Labour, and Welfare’s website were surveyed. A direct non-life insurer refers to a Japanese non-life insurer that sells insurance products and provides services directly to customers without relying primarily on an insurance agency.
Initiatives for Fiscal 2020
Each Group company is working to achieve the following targets by March 31, 2021.
|Sony Life||Average monthly overtime per employee 20 hours or less
Percentage of male employees taking childcare leave 13% or higher
|Sony Assurance||Percentage of employees taking vacation leave 75% or higher|
|Sony Bank||Average monthly overtime per manager/supervisor 30 hours or less|
Return-to-Work Seminar for Women on Maternity Leave
Sony Life holds a return-to-work seminar to support women in their careers and their lives as mothers. Nearly all women taking maternity leave successfully return to work after childbirth. In the seminar, the human resources development department provides an explanation of the process leading up to their return to work and the system to support work and parenting. The seminar is also an opportunity for women to interact with others who have already experienced this process, helping to eliminate the apprehension that some women on maternity leave may have, thereby leading to a successful return to work.
"Smart Work Team" Event Regarding Approaches to Work
As the first step in creating a Groupwide work environment where everyone can play active roles, approaches to work were revised from both individual and team perspectives. As a new activity designed to reduce overtime, in October 2016 the Sony Financial Group held the "Smart Work Team" event jointly conducted by all four companies—Sony Financial Holdings, Sony Life*, Sony Assurance and Sony Bank. The event unfolded over a month, with teams from each division and section at each company considering measures to cut overtime under a format best suited to their own operations, and then implementing those measures to boost productivity in terms of time and task. Many of the employees who participated expressed that they gained a new perspective—that cutting overtime on a Groupwide basis and leaving the office at a more reasonable hour was a benefit. Even after the event ended, the measures taken during the event continued, and the idea of revising approaches to work has become entrenched. Going forward, the Sony Financial Group will continue to encourage activities in search for more effective and efficient ways to work.
*Sony Life participants came from the Otemachi and Nakano Sakaue headquarters.
Promotion of Women's Empowerment
For future growth, the Sony Financial Group regards its female employees as valuable human resources and equal to male employees. When Sony Life was established, a female sales force was the mainstream in Japan’s life insurance industry. Regardless, Sony Life took the strategically bold step of deploying male Lifeplanner sales employees at the core of its sales operations. As a result, it achieved growth through the sale of policies tailored to customer needs based on the sophisticated knowledge and consulting capabilities of its life insurance/financial professionals. However, as times changed, Sony Life heightened its efforts to attract female Lifeplanner sales employees, and by 2020, annual recruitment is likely to reach 100, or about twice the current level. Sony Life established the Women’s Empowerment Promotion Department, and not only supports the hiring of female Lifeplanner sales employees but also directs concerted efforts into the creation of a workplace where women can continue to work with peace of mind through, for example, the implementation of programs that enable women to maintain their jobs while also focusing on childcare and nursing care.
Initiatives for Fiscal 2020
Each Group company is working to achieve the following targets for female managers by March 31, 2021.
|Sony Life||Percentage of females in management positions*1 20% or higher
*1 Head office manager, assistant manager
|Sony Assurance||Percentage of females in management positions*2 15% or higher
*2 Assistant manager or higher
|Sony Bank||Percentage of females in management positions*3 15% or higher
*3 Senior manager or higher