Promotion of Diversity, Equity, and Inclusion (DE&I)
Our approach to DE&I
We are promoting diversity, equity, and inclusion (DE&I) by fostering a culture in which each individual can demonstrate their expertise and to play an ongoing active role and grow independently.
Through these initiatives, we are building workplaces where diverse and talented employees gather, respect and welcome each other's different perspectives, enjoy the differences, actively accept diverse viewpoints and thoughts, and openly and actively exchange ideas and opinions in a psychologically safe environment. Thus, we ensure the continuous invention and implementation of new ideas and approaches that further strengthen our organization.
Unless otherwise indicated, the initiatives introduced on this page apply only in Japan and do not apply outside Japan, including to the Bank’s overseas branches, overseas subsidiaries, or employees working for external organizations overseas, with the exception of initiatives related to the development and utilization of global talent. In addition, statistics and ratios relating to DE&I do not include employees of the Bank who were locally hired outside Japan.
Diversity, Equity & Inclusion Book
To showcase our wide-ranging Diversity, Equity & Inclusion (DE&I) initiatives, including those related to women‘s empowerment, inclusion, persons with disabilities, senior employees, nationality, and LGBTQ+ communities, we have created the Diversity, Equity & Inclusion Book. Through the use of engaging visuals, the publication presents our initiatives in a lively and easy-to-understand manner. In addition, by highlighting specific DE&I initiatives, the book aims to showcase employees who are making a difference and to illustrate the evolution of our organization toward a more inclusive workplace.
Advancement of Women
The Bank is committed to advancing women's participation by promoting equal opportunities through measures such as expanding training opportunities, creating an environment that supports diverse and flexible working styles, and fostering changes in awareness and behavior across the organization. In addition, from the perspective of supporting women's return to work, we are also promoting the use of childcare leave by male employees.
Ratio of Women in Management Positions
| Results | Target | |||
|---|---|---|---|---|
| FY2023 | FY2024 | FY2025 | FY2030 | FY2040 |
| 9.1% | 9.6% | 9.5% | 13% | 30% |
Male childcare leave utilization rate
| Result | Target | |||
|---|---|---|---|---|
| FY2023 | FY2024 | FY2025 | 100% | |
| 97% | 108% | 114％ | ||
* Utilization rate in all fiscal years was 100% if excluding cases where leave was taken either side of the fiscal year end
Overview of initiatives to promote advancement of women
Childcare and Nursing Care
The Bank is committed to supporting its employees in balancing their work and childcare responsibilities, as well as achieving a healthy work-life balance. To this end, we are enhancing our systems for infertility treatment leave, shorter working hours for childcare, and various programs for those taking maternity and childcare leave. We have also partnered with employer-led childcare facilities, and we have received certification as a Childcare Support Company (Platinum Kurumin Plus) from the Minister of Health, Labour and Welfare.
Leave Programs and Training Opportunities for Life Events and Other Needs
Promoting Diverse Talent
We also promote the following initiatives to ensure the Bank is an organization where each employee can perform a personally authentic and active role in line with our broader themes related to DEI promotion and social issues.
Active Participation by People with Disabilities
- Video-based and correspondence training to promote understanding
- Introduction of speech recognition software
- Establishment of a consultation desk for employees with disabilities
Supporting Global Talent
- Promotion of local hiring at overseas offices
- Supporting global talent through appointments to management and executive positions at overseas offices
- Enhancing organizational management through the global perspectives of locally hired employees at overseas offices
Promoting Understanding of LGBTQ+
- Internal communications and CDO participation in various events
- Awareness-raising activities, including executives' endorsement of the "PRIDE1000" initiative
- Promoting understanding through video-based training and e-learning
- Sustainability
- Sustainability Management
- Highlights of Initiatives
- Formulation of Purpose of the Bank and Milestones of Sustainable Management
- Philosophies and Policies
- Sustainability Promotion Structure
- Sustainability Advisory Board
- Important Issues to Achieve Our Purpose
- Stakeholder Engagement
- Participation in Initiatives
- Sustainable Finance
- Initiatives for Creating and Visualizing Impact
- Initiatives to Manage Environmental and Social Risks
- Agriculture, Fishery, Forestry Industries, and Regions
- Environment
- Social
- Governance
- Report/Index