【参】Sustainability:カテゴリ
Sustainability
H1

Responsibility to Stakeholders

コンテンツ
Human Resources Development

By creating workplaces that allow diverse employees to work comfortably, through measures such as the implementation of Employee Opinion Surveys and providing personnel training from a medium- to longterm perspective, we generate new value from diverse perspectives and aim to enhance of corporate value.

Approach to Human Resources Management

Sony Financial Group regards human resources management as one of the most significant challenges for management, in order to accomplish sustainable corporate growth in this dramatically-changing business environment, with demographic changes and the rapid progress of technological innovation. Sony Financial Group strives to foster an organizational culture that supports a spirit of freedom and open-mindedness, and create an organizational structure where diverse, self-disciplined employees can actively work with motivation. It believes that the personal growth of each employee enables the development and provision of products and services that meet the increasingly diverse needs of society, and will contribute to stakeholders and lead to sustainable growth for Sony Financial Group. In addition, Sony Financial Group facilitates personnel exchanges and joint training among Group companies to create synergies for the Group. To this end, Sony Financial Group conducts annual Employee Opinion Surveys to gauge the awareness and opinions of employees, and grasp the characteristics of each company, disparities in their employees’ awareness, and issues of the entire Group. The causes are analyzed, and improvement measures implemented.

Initiative 1   Initiatives for Human Resource Development

Sony Financial Group has more than 11,000 employees who are actively working in various business domains such as life insurance, non-life insurance, banking, and nursing care and others. Each Group company has established an education and training system from a medium- to long-term perspective, in order to support employee personal growth and career development, and provides compulsory training programs according to job type and position level, as well as elective training programs for skills enhancement and personal development, and others. In addition, Sony Financial Group focuses efforts on the training of management-level employees, who play the primary role in the cultivation of employees, and is continuously strengthening human resource development through the expansion of training programs and others. In addition, Sony Financial Group participates in the leader training programs, female leader training programs and technical exchange meetings provided for the Sony Group’s employees. In this manner, Sony Financial Group works on human resource development, including expanding perspectives, self-transformation and personal network building, through collaboration with Sony Group.

  1. Example of Initiatives at Sony Life
    Lifeplanner sales employees at Sony Life, who account for nearly half of the employees of Sony Financial Group, take a three-year B.T.P. (Basic Training Program) to develop the customer-first attitude and knowledge, skills and conduct required of a professional Lifeplanner sales employee. This B.T.P. is designed to nurture Lifeplanner sales employees to listen to their customers’ cherished thoughts, propose reasonable life insurance to safely protect them at all times, and provide life-long support through high-quality services, even after the contract has been executed. Going forward, we will work to increase the quality of our new employees through strict selection of recruits by strengthening the recruitment process. We will also endeavor to strengthen and enhance education and training, including initial training, through the provision of environments for continual learning such as the introduction of online education, and the monitoring of education and training environments at branch offices.
  2. Example of Initiatives at Sony Assurance
    At Sony Assurance, we have established an inter-workplace exchange program, where employees limited to specific areas can apply, in response to internal job application, to be transferred to another area temporarily, and an in-house job challenge program, where employees can apply to be transferred to another division. By providing employees with experience at new workplaces, we aim to increase their career awareness and motivation, and to revitalize the divisions that receive them through personnel exchange.
  3. Example of Initiatives at Sony Bank

    At Sony Bank, we have implemented a Data Science Boot Camp, where new recruits participate together with senior employees, in order to foster a data-driven corporate culture, and respond to diverse customer needs. We are working to develop human resources who can leverage data science, through study meetings, group work, and presentations held all through the year. We also hold monthly study meetings for all employees, aimed at building opportunities for fellowship and sharing knowledge, where employees share their diverse knowledge and skills.

  4. Initiative 2    Diversity

    Sony Financial Group places significant emphasis on a spirit of diversity, to better address diverse customer value perceptions and needs as well as various changes in the environment, and to generate new value. Based on this approach, Sony Financial Group strives to develop a workplace environments in which diversity is respected and every employee can actively work with motivation, as well as to create opportunities for employees’ personal growth.

    1. 1. Promotion of women’s empowerment
      At Sony Financial Group, we focus on empowering women as a part of promoting ESG and people diversity. We offer career-design training for young female employees, discussion and orientation sessions for employees returning to work after childcare leave (both men and women), and leadership training for female leaders/managers. We also provide management training for the superiors of female employees, with the aim of improving awareness and enhancing their understanding regarding the career development of female employees.
      Also, Sony Financial Group encourages parental involvement of employees, setting a goal that 100% of men and women would take childcare leave. Three major companies in the group have announced a five-year action plans starting FY2021 which defines numerical targets such as the percentage of women in assistant manager or managerial roles as well as reduction in overtime hours to create a comfortable workplace.
    2. Percentage of females in management positions*
      FY2019 12.7%
      FY2020 14.4%

      * The average figures for Sony Financial Holdings (currently Sony Financial Group Inc.), its three main subsidiaries and three nursing care business companies For Sony Life, only head office employees are included

      1. 2. Support for employees to continue working
        Sony Financial Group has established in-house systems designed to support employees who are raising children to continue working, such as childcare leave, special leave, and reduced work hour system. We provide various types of support to employees, such as working primarily by telecommuting, depending on the job characteristics and individual situations of each employee, and allowing employees to take a leave of absence when it becomes difficult to continue working due to the need to provide nursing care for a family member, or transfer of their spouse to a remote location. In addition, even in cases where employees leave work due to uncontrollable circumstances, Sony Financial Group has a re-employment system in place to support a career restart, according to a change of life plans.
      2. 3. Employment of people with disabilities
        Sony Financial Group has been actively promoting the employment of people with disabilities, and such employees are actively working in various fields.
      3. Example of Initiatives at Sony Life
        At Sony Life, we have established a special subsidiary, Sony Life Business Partners. Based on the vision “for a future where people with disabilities can shine in their own way,” this subsidiary aims to ensure that employees always experience growth and fulfilment through work, by encouraging them to respect each others’ individuality, make full use of and extend their abilities, and be imaginative and creative. Sony Life Business Partners is steadily taking on new operations in addition to existing operations, which consists primarily of printing, filing, and data entry contracted out by each department of Sony Life.

      4. Sony Life Business Partners:
        Employees engaged in data entry at a
        communal working desk

        Initiative 3  Work-life Balance

        With an eye toward promoting corporate growth, as well as developing workplace environments in which employees can feel job satisfaction and experience personal growth through their work, while also leading fulfilling lives, Sony Financial Group promotes productivity and efficiency improvement through the active promotion of workstyle reform.

        1. 1. Expanding flexible workstyles and vacation leaves, and promoting the acquisition of vacation leaves
          Sony Financial Group has introduced flexible working hours whereby employees set their own start and finish times according to busy and slow times at work, and several Group companies have abolished core time (times of day when employees must be at work) and are actively promoting a flexible working style, according to their circumstances. We have expanded vacation leave programs by providing accumulated vacation leave and special vacation leave programs, in addition to an annual vacation leave program, and are encouraging the acquisition of annual vacation leave for a five-day continuous period.
        2. 2. Telecommuting and mobile work
          Sony Financial Group is promoting the introduction and expansion of telecommuting and mobile work systems, and supporting all of its employees to secure the time to enrich their lives while improving their work productivity, by expanding the range of eligible employees, diversifying work locations, and facilitating more efficient allocation of time through flexible working hours.
          Amid the COVID-19 pandemic, we further our efforts to protect our employees and create a safe work environment, encouraging staggered work hours and paying allowance to help them establish a work environment at home.
        3. 3. Initiatives for reducing overtime work
          Sony Financial Group strives to ensure appropriate working times, initiating regular communication from human resources divisions to departments with high workloads, confirming appropriate numbers of employees and requesting reviews of work allocation.
        4. Average monthly overtime per employee*
          FY2019 19.64 hours
          FY2020 18.85 hours

          * The average figures for Sony Financial Holdings (currently Sony Financial Group Inc.), its three main subsidiaries and three nursing care business companies For Sony Life, only head office employees are included

        5. Example of Initiatives at Sony Life
          Sony Life has designated every Wednesday as a work-life balance day, ensuring that employees leave work on time through announcements from an executive to encourage them to go home, and turning off floor lights to make it customary to finish work on time. Approximately 90% of employees go home by 6:30 pm on work-life balance days.

    Internal Hotline System

    If executives and employees of Sony Financial Group, as well as temporary employees and the employees of business partners, think that business policies, operating activities or other activities of the companies breach (or could breach) respective laws and regulations, they can report their concerns by choosing and notifying the appropriate hotline desk at Sony Financial Group Inc. or at any Sony Financial Group company or the Sony Group hotline desk.