Contribution to People

■Formulation of Group Basic Policy on Human Rights

In order to respect the fundamental human rights of all people, we have established the "Group Human Rights Basic Policy" and are committed to respecting human rights.

Group Basic Policy on Human Rights

■Promotion of Work-life balance

We have introduced home-based telework since 2017. We strive to create an environment that accept flexible work styles and aims to further improve work-life balance. We also value systems and events for "family members" including pets, such as congratulation or condolence leave for pets, birthday leave that can also be taken in the month of the pet's birth, no-overtime days on two days a week, and child visitation days.

■Creating a Safe and Secure Workplace Environment

The "Group Human Rights Basic Policy" stipulates that harassment of any kind will not be tolerated, and we are working to prevent harassment. We are working to create a more comfortable working environment for employees by conducting harassment training for not only officers and managers, but also employees, using e-learning programs, and by establishing internal and external reporting channels.

■Promotion of Women's Activities

In the "Group Human Resources Management Basic Policy," we are working to promote the advancement of women by stipulating that we respect each other without regard to gender and provide an environment in which capable human resources can maximize their abilities and play an active role.
In the long term, we aim to achieve a ratio of women in management positions equal to the ratio of women employees in the total number of employees; as of March 31, 2022, the ratio of women employees in the entire group was approximately 60%, and the ratio of women in management positions was approximately 30%.

■Childcare Support

We encourage active use of childcare leave regardless of gender. Almost all women who have given birth have taken maternity or childcare leave, and more than half of the men have taken childcare leave.
In addition, the maximum age of childcare leave can be extended to 3 years old, which exceeds the legally mandated age. After returning to work, employees can continue to use the shorter working hour system until their child completes the sixth grade of elementary school, exceeding the legally mandated limit, thereby helping them to balance childcare and work.

■Employment of People with Disabilities

The Human Resources Department takes the lead in actively promoting employment. After employment, a mentor system is adopted in which a "support person" is assigned to the department to which the employee is assigned as needed, thus creating a support system tailored to the individual situation of the employee.

■Expansion of Spousal Scope

Anicom Insurance's pet insurance policy terms and conditions include "the insured person's spouse" as an "insured person". The term "spouse" includes not only the legally married partner, but also the de facto or same-sex partner, so the policy clearly states that the term "spouse" includes "a person who has not registered his/her marriage but is in a situation similar to that of a de facto marriage and a person who is of the same sex as the person registered in the family register but has substance that is not different from that of a married couple". The employment regulations also clearly state that the scope of spouses eligible for special leave includes partners of the same sex.
Anicom believes that "pets are family, too," and will continue to support diverse family forms regardless of gender.

■Human Resource Development Policy and Internal Environment Development Policy

Article 3 of the "Group Human Resources Management Basic Policy" stipulates the following as the policy for human resources development and internal environment development to ensure diversity.

(Basic Philosophy)
Article 3
(５)Human Resources Development and Skills Development
(ⅰ) Each Group company shall strive to develop human resources and capabilities by providing open and fair educational opportunities at all times, respecting individual abilities and aptitudes, and cooperating and freely competing with each other in order to achieve accelerated growth.
(７) Benefits and Welfare
Each group company shall strive to enhance its benefit programs to meet individual values, lifestyles, and diverse needs as a means of helping employees and their families lead healthy and prosperous lives.

■Employee Development

We always provide open and fair educational opportunities and strive to develop our employees' abilities to become true professional human resources.
We promote a "job rotation system" in which all employees are periodically transferred from one department to another in order to give them a managerial perspective. By experiencing various job areas, employees become able to analyze the business from various angles and eventually become able to talk about management. We believe that all employees become pluripotent cells, and by understanding the overview of the organization, a climate is created in which everyone can have an opinion on management, and it will help the bottom-up of not only individuals but the company as a whole.
In addition, in order for employees to acquire the necessary skills and attitudes at each level, we provide training for new hires, next-generation managers, and managers etc., and we regularly hold "Anicom University" as a self-improvement seminar for employees. The seminars cover a wide range of topics, from the basics related to overall business operations, such as Excel training and the basics of financial statements, to topics unique to Anicom's animal-related activities, such as animal assistance activities and the problem of exotic animal smuggling.

■Strategy of One Patent Per Employee

In order to create an organization that can effectively solve the difficult social issues surrounding sustainability, we are building a system that enables employees to carry out their work based on their own spontaneous spirit of inquiry and mission. We believe that this will enable a diverse range of human resources with different personalities to engage in their work with a free mindset and more seriousness, and further draw out the power of human collective intelligence.
As our unique structure to make this possible, unlike conventional organizations, we are implementing the "Strategy of one patent per employee" so that individual efforts and discoveries made through the performance of their duties will be tied to the existence of each individual, widely recognized and communicated to society, and left behind for the enrichment of society. Through this strategy, we will promote a human resource strategy that will give even more meaning to the existence of each individual employee.

■Awareness-raising activities on pet disaster prevention

●Disaster prevention seminars and events

To raise awareness of pet disaster prevention, we conduct seminars, workshops, and events.

[Achievements (Examples)]

• Event Exhibitions
  September 20-22, 2024: Interpets Osaka – Disaster Prevention Booth
• Seminars & Workshops for Policyholders
  September 1, 2018: 1st Disaster Prevention Class
  August 17, 2019: 2nd Disaster Prevention Class
  November 9, 2019: 3rd Disaster Prevention Class
  March 1, 2020: 4th Disaster Prevention Class
• Seminars & Workshops at Group Hospitals
  September 25, 2022: Disaster Prevention Seminar for Dog Owners
  October 9, 2022: Disaster Prevention Seminar for Cat Owners
• Events with Municipalities & Veterinary Associations
  November 5, 2022: Oita Veterinary Association Disaster Prevention Workshop
  May 25, 2024: Seminar for Chiba Prefecture Animal Welfare Promoters (Speaker)
  October 12, 2024: Saitama Animal Welfare Festival 2024 (Exhibition & Workshop)
  January 18, 2025: Kanagawa Animal Welfare Center Winter Open Day (Disaster Prevention Seminar Speaker)
• Support for Evacuation Drills
  November 6, 2022: Imabari City Pet Evacuation Drill Booth Exhibition
  September 23, 2024: Chigasaki City Health Center – Disaster Prevention Workshop for Dog Owners

●Disaster Prevention Handbook for 15 Animal Species

Anicom Insurance has offered its original "Anicom Disaster Prevention Handbook" since 2018.
Having a handbook that records your pet’s profile and health status can help ensure smooth communication with caretakers and facilitate lost pet searches in case of an emergency.
As the necessary preparations for diaster prevention differ by animal species, we have created handbooks for 15 animal species covered by Anicom Insurance policies. These handbooks are available for download online and are also distributed for free at events.

●Operation of Pet Disaster Prevention Media

Since December 2022, we have been operating the "Animal Disaster Prevention Guide" an owned media program specializing in pet disaster prevention information.
This program's website provides essential knowledge on disaster prevention to pet owners. The information provided not only covers dogs and cats but also exotic animals as well.
During a disaster, many pet owners face the heartbreaking dilemma of whether to evacuate without their pets or risk staying behind. To reduce the number of such situations, the "Animal Disaster Prevention Guide," provides valuable information and raises awareness with the aim to promote a new approach to disaster prevention—one that ensures the safety of both pets and their owners.

■Sympathy Payment for Those Diagnosed with COVID-19 Infection

Anicom Insurance has paid out 50,000 yen in sympathy money per person when a policyholder or insured person of Anicom Insurance's pet insurance policy is diagnosed with COVID-19 infection. This initiative had been launched on April 20, 2020, and by the end of March 2021, 1,078 cases and 53.9 million yen were paid.