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.
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. 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 has implemented an action plan to support employees balancing work and childcare and is providing a guidebook to publicize the social security system, etc., that is available for childbirth and childcare. 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 department in charge explains to employees the process leading up to their return to work and the system to support working and parenting. The seminar is also an opportunity for women to interact with others who have already gone through the process, helping to eliminate the apprehension that some women on maternity leave may have, thereby leading to a successful return to work.
Promotion of Women's Empowerment
For future growth, the Sony Financial Group regards its female employees as valuable human resources. When Sony Life was established, a female sales force was the mainstream in Japan’s life insurance industry. Nevertheless, 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, to propose a wide range of solutions to the diversiﬁcation of customers’ lifestyles as times change and in search of excellent talent with a variety of careers, Sony Life has promoted the employment of female Lifeplanner sales personnel, offering them various kinds of support to expand their areas of activity. For example, Sony Life has promoted a cooperative study program for female Lifeplanner sales employees and implemented programs that enable women to maintain their jobs while also focusing on childcare and nursing care. Thus, Sony Life has concentrated on creating an employee-friendly working environment.
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 ofﬁ ce 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
In addition to training at each Group company, training is jointly conducted at the Group level to encourage everyone to acquire a wider understanding of the Group’s business pursuits 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.|
Education and Training of Lifeplanner Sales Employees
After joining the Company, Lifeplanner sales employees at Sony Life take a three-year B.T.P. (basic training program) to develop the mental attitude, knowledge, skills and conduct required of a Lifeplanner sales employee.
Through B.T.P., Lifeplanner sales employees are educated and trained to communicate to customers the necessity and importance of life insurance, listen to customers talk about cherished ideals, concerns and needs, propose reasonable life insurance that can safely protect them at any time and support customers through all stages of life with high-quality services even after a contract has been made.
Levels of knowledge and skills learned in training are conﬁ rmed by graduation tests conducted every training period. The passing of the graduation test is also a prerequisite for taking other tests such as an assurance sales employee qualiﬁcation examination for handling automobile insurance at Sony Assurance and a banking agency business qualiﬁcation examination for handling mortgage loans, etc., at Sony Bank, providing sales employees with a deﬁnitive base as Lifeplanner sales employees on which they are able to advance their career and grow.
In addition, through OJT activities such as process meetings, role-playing and apprentice ﬁeldwork with ofﬁce managers on a regular basis, Lifeplanner sales employees can connect what they learned in training with practical use. As Lifeplanner sales employees, they are trained to provide a higher quality of service to their customers.