HOME > Sustainability > Our Stakeholders > Efforts to Employees > Efforts to Promote Diversity and Improve Competitiveness

Efforts to Promote Diversity and Improve Competitiveness

MUFG believes that higher employee satisfaction is reflected in work performance, and leads to increased customer satisfaction. We also believe that employees' job fulfillment is reflected in society and at home, fostering better communities. Based on these beliefs, we listen to employees' ideas to create more fulfilling workplaces.

Realizing Our Corporate Vision

With 150,000 employees in over 50 countries, MUFG is committed to sharing its Corporate Vision among all employees in Japan and overseas and conducts education and training to ensure it is put into practice.

We regularly produce Corporate Vision and Principles of Ethics and Conduct DVDs, encouraging employees to take them to heart through viewing and discussions at individual bases of each group company.

In addition, through various types of training (for new company directors, new branch managers, new line managers and new employees), we set aside time for people at each role in the organization to think about their role in achieving the Corporate Vision.

These objectives also apply to the recruiting process, where we assist university students in their understanding of MUFG companies through the MUFG careers website, collaborative recruiting events, and introductory DVDs and other materials, explaining the MUFG Corporate Vision.

Enhancing Training ProgramsBankTrust BankSecuritiesNICOSACOM

Each Group company is developing training programs in order to ensure that employees can provide high-value-added services to customers with a high-level of motivation and expertise.

Bank of Tokyo-Mitsubishi UFJ (the Bank)

The Bank defines human resource development as "personal capacity + skills and expertise ⇒ achievements and contribution." In other words, an employee begins with personal capacity, adding skills and expertise gained as a professional to attain high levels of achievement and contribution on a medium- to long-term basis.

While human resource development is based on reinforcement through daily work, in order to bolster the personal capacity of employees, training is implemented on a company-wide basis according to rank. In addition, skills-training programs are provided for each division, with the aim of raising the level of employees' skills and expertise, which are necessary in order to provide superior financial services. Furthermore, a full palette of self-enrichment support systems is offered to all employees, providing them with opportunities for independent learning at every growth stage. The Bank believes that enhancing these training and self-enrichment programs helps employees enhance their personal capacity, skills and expertise, providing the support they need to grow as employees.

As well as enhancing training systems, in order to improve day-to-day working experience. The Bank strives to cultivate an environment of fostering human resource development within the workplace. Starting with management training, the company is working to create a culture of cultivating people and reinforcing the organization through systems of assigning managers to young employee development and an expanding the mentorship system.

Mitsubishi UFJ Trust and Banking (the Trust Bank)

To cultivate true professionals who inspire confidence in customers, the Trust Bank provides training tailored to each individual's position, rank and occupation. Through its Personnel Development Program in each field of business, the company conducts practical job rotation and carries out training for the specific work responsibilities of each division. In addition, the Trust Bank is expanding the range of educational opportunities for employees seeking to independently develop their careers through the "MUTB Business School," self-enrichment seminars, dispatch outside the company, support for obtaining qualifications and various other educational support programs.

Mitsubishi UFJ Morgan Stanley Securities (the Securities Business)

In order to cultivate human resources that possess both "superior personal capacity" and a "high level of professionalism," the Securities Business is placing emphasis on OJT, which encourages growth through work experience, and actively implementing training according to rank and occupation, and providing support for employees to better themselves professionally. In the training according to rank, the Securities Business works to ensure thorough adherence to the Corporate Vision and the Principles of Ethics and Conduct and strengthen management functions. In the training according to occupation, the Securities Business works to improve the skills and expertise required from each business division in order to continue to provide customers with high-grade services. Moreover, the Securities Business is also focusing its efforts on supporting independent career development by enhancing support systems for self-betterment and qualification acquisition for all its employees.

Mitsubishi UFJ NICOS (NICOS)

The reinforcement of our personnel is the starting point for everything, and we are establishing and promoting personnel cultivation systems that link job rotation and personnel educational activities (training and OJT) with the career path development of our employees. Specifically, we are pursuing initiatives that encourage sustainable growth, including enhancing work experience through job rotation (new missions), improving management capabilities, and increasing opportunities to strengthen thinking power and study specialized skills.

In addition, we are making efforts to proactively change the awareness and behavior of each employee through such means as developing specific measures by rank and objective.

ACOM

In order to develop employees who embody ACOM's corporate philosophy of "Customers First," "Creative and Innovative Management," and "the Spirit of Human Dignity," ACOM is implementing various types of training, including on-the-job training, rank-specific training, and selective training.

Additionally, ACOM is actively carrying out measures to support the independent career development of its employees, such as offering e-learning and correspondence educational programs as well as providing support for the acquisition of official certifications.

Preparing Ourselves for GlobalizationBank

Bank of Tokyo-Mitsubishi UFJ (the Bank) plans and conducts numerous types of training to strengthen its human resource cultivation on a global basis. For example, the company provides leadership training to future managers who have been hired as overseas employees. The "Relationship Managers Academy" is a global program for young and mid-tier employees, and the "Global Analyst" program is in place for new graduates hired overseas. Also, the Global Rotation Training Program (GRTP) provides employees hired overseas with the opportunity of on-the-job training for one year in another country and, so far, has attracted over 140 participants. By providing more opportunities for employees from any country, geographic area or culture to develop their skills, the Bank is engaged in developing human resources including employees hired overseas who respond to the increasingly globalized needs of our customers.

Career Development Support ProgramsBankTrust BankSecuritiesNICOS

Each group company has put in place systems that allow employees to change their particular occupation or career track, as well as in-house job-posting systems that let employees apply for different jobs that they want to try.

Bank of Tokyo-Mitsubishi UFJ (the Bank)

In order to support independent career development of each and every employee, the Bank has created an in-house recruiting system that permits employees to apply for the position of their choice. They can apply for a variety of posts at branches and offices in Japan and overseas as well as at the Head Office. Many employees have responded when job openings are announced several times a year. The Bank has also added CSR approaches as a company that respects the work-life balance. For example, by offering a system to allow changes in career track between Main Career Track, Main Career Track (specific) and Area Specific (AS) tracks; a Relocation Posting System combined with consideration of circumstances such as job transfer of a spouse, or the need to care for a family member; and a system that allows non-permanent staff including contract employees to become regular employees.

A Global Job Posting Framework is also in place for overseas employees, recruiting for internal positions on a global basis. This system enables employees including those employed in Japan to work at locations beyond the country in which they were employed.

Mitsubishi UFJ Trust and Banking (the Trust Bank)

The Trust Bank implements in-house recruiting twice a year, in principle, through systems that give employees the leeway to realize their own career development aspirations through Job Challenge (an in-house recruitment system) and the Post Challenge system for managerial-level employees. As part of the Job Challenge system, the Trust Bank offers the Global Challenge Course for employees to transfer to overseas offices and domestic offices that require foreign language ability. There have been cases of employees hired as area-specific employees transferring to overseas offices to take on new responsibilities at branches and offices. As part of the Bank's efforts to help employees build their careers, the Bank created the Active Career Challenge System, putting in place a framework whereby employees can choose how they want to work until the age of 65. Going forward, the Trust Bank will continue to develop systems in response to employees' own motivation and desire to challenge themselves.

Mitsubishi UFJ Morgan Stanley Securities (the Securities Business)

To the answer the ambitions of a wide range of employees, from young to middle-aged, to develop their careers on their own, the Securities Business offers various opportunities, including the Job Challenge program, which provides a chance to engage in a different aspect of the business, domestic and overseas study trips, and external placements. In addition, the Securities Business provides opportunities for self-study as an additional means to support employee career development. The Securities Business has also established a system that allows employees to request a transfer to a different position that is necessitated by marriage or the transfer of a spouse to a different location, in addition to a system that allows employees to request a switch to a career track different from their current one due to reasons such as a change in their personal capabilities and level of suitability or in their sets of values. In these ways, the Securities Business is providing continuous support for the career development of its employees.

Mitsubishi UFJ NICOS (NICOS)

NICOS also offers broad opportunities for employees who have the desire to use their skills to the utmost, by starting to offer the new Regional Main Career Track in FY 2014, which involves no job transfers. Their system to allow changes in career track lets employees challenge themselves for career advancement by adding the Regional Main Career Track to existing Regular Service and Main Career options. Going forward, NICOS will actively hire talented employees with a desire to change career tracks and strive to put in place systems that emphasize work-life balance.

Corporate Citizenship ProjectBank

Since FY 2007, Bank of Tokyo-Mitsubishi UFJ has included volunteer work in the training programs for new employees. By having them participate in volunteer activities in the local community, this program aims to help employees become aware of their roles as members of society. This experience also allows new employees to adopt the basic attitude of serving society and proactively offering what they can to people and society in general.

Under this hands-on training program, called the Corporate Citizenship Project in cooperation with the Tokyo Voluntary Action Center and other volunteer centers in Tokyo, new employees visit more than 100 welfare facilities in two days in the Tokyo area and Yokohama. Through pre-visit orientations, volunteering opportunities, and post-activity reviews, new hires concluded that the program was an excellent opportunity to reconsider what they can do as a member of society. Others have mentioned that the volunteering experience aided them in understanding the importance of considering circumstances from someone else's point of view. Just as importantly, the program allows newly-hired employees to recognize their significance as members of society.

At MUFG, our vision for promoting diversity is "Enlighten, Encourage, Empower-Work together as a Group to exceed customer expectations."

Currently, customer needs are becoming more and more diverse. Through such means as recognizing each other's differences, leveraging the diverse personalities of individuals, and unleashing the various ideas and dynamism of the human resources within the MUFG Group, we will continue to exceed the expectations of our customers and engage in various initiatives.

Forging a Corporate Culture that Accepts Diversity

Publishing the Diversity Report

MUFG publishes its diversity report in order to create a workplace where people of different backgrounds accept each other's differences and can work in a lively and active manner. This report contains a message from management and introduces case studies from group companies.

Bank of Tokyo-Mitsubishi UFJ has been publishing a diversity report for the three years since 2012; MUFG began publishing the report in 2015 with the aim of promoting diversity and inclusion groupwide.

[Previous editions]

[Mitsubishi UFJ Morgan Stanley Securities (the Securities Business)]

Evolution circular for employees evolution

Evolution circular for employees evolution

To promote awareness among all employees, in 2014 the Securities Business began publishing Evolution, a twice-annual circular about employee progress.

The publication aims to promote employee understanding and foster the corporate culture along a variety of themes, including "about diversity," "reviewing working styles," "women's careers, "LGBT," "nursing" and "active child-rearing men and understanding bosses for subordinate's work-life balances."

"Working style reform and The Act on Promotion of Women's Participation and Advancement in the Workplace" was featured in the latest issue.

Response to Globalization

[Global Inclusion & Diversity Forum]

GDIF 2016 (London)

GIDF 2016 (London)

In order to foster diversity on a global basis, Inclusion & Diversity executives of each region have been meeting regularly since 2010 to share strategies and ideas and discuss synergies and opportunities for future cooperation.

[MUFG holds Global Diversity & Inclusion Forum]

Yvonne Corpuz, Global Chief Learning Officer at the bank leading the forum as the facilitator

Yvonne Corpuz, Global Chief Learning Officer at the Bank leading the forum as the facilitator

Team discussion at forum held in Osaka

Team discussion at forum held in Osaka

MUFG provides opportunities to Group employees to deepen their understanding of diversity and globalization through discussions among employees with different nationalities, generations, gender and fields of expertise.

In September 2015, the forums were held in Tokyo, Nagoya and Osaka with approximately 200 participants in total. With 20 employees from Bank of Tokyo-Mitsubishi UFJ outside of Japan, participants in groups actively exchanged their opinions on the topic of "Selecting team members to achieve maximum results" in each preferred language, such as English, Chinese and Japanese.

Through these discussions, participants gained a better sense of how diversity leads to enhance our teamwork.

Actively Promoting Female Employment and Career DevelopmentBankTrust BankSecuritiesNICOS

As a numerical target*, MUFG aims for women to occupy 20% of management positions in Japan by March 31, 2018. MUFG has also set targets for the proactive promotion of women in its individual companies. As of March 31, 2017, women accounted for 19.2% of people in management positions at MUFG.

As part of this initiative, in June 2016, for the first time in Japan, a women was appointed as an executive officer (General Manager of Corporate Consulting Services Division) at Mitsubishi UFJ Trust and Banking. In June 2017, for the first time in Japan, a woman was appointed as executive officer (General Manager of Retail Branch Management Division) at Bank of Tokyo-Mitsubishi UFJ.

  • *Combined target for Bank of Tokyo-Mitsubishi UFJ, Mitsubishi UFJ Trust and Banking and Mitsubishi UFJ Morgan Stanley Securities

Targets for and Status of the Promotion of Women at Key Companies (Japan)

    Mar-15 Mar-16 Mar-17 Target*
Bank of Tokyo-Mitsubishi UFJ Executive Officer 0 0 0 At least 1
General Manager 4.9% 4.5% 5.5% At least 6%
Chief/Senior Manager 10.9% 14.2% 16.6% At least 14%
Managerial Staff 16.4% 18.1% 20.1% At least 22%
Mitsubishi UFJ Trust and Banking Line Management 4.3% 6.1% 7.0% Approximately 8%
Managerial Staff 19.3% 20.5% 21.5% Approximately 22%
Mitsubishi UFJ Morgan Stanley Securities Section Manager Class or Above 62 71 77 At least 120
Assistant Manager Class or Above 9.3% 10.9% 11.9% At least 13%
Mitsubishi UFJ NICOS Managers and Team Leaders (Equivalent to Assistant Manager) - 17.8% 19.7% At least 25%
  • *As of March 31, 2018 for Bank of Tokyo-Mitsubishi UFJ; as of March 31, 2019 for Mitsubishi UFJ Trust and Banking; as of March 31, 2021 for Mitsubishi UFJ Morgan Stanley Securities, as of March 31, 2022 for Mitubishi UFJ NICOS

[Bank of Tokyo-Mitsubishi UFJ (the Bank)]

The Bank set new targets in April 2015, prompting proactive promotion at corporate branches , overseas and in headquarters management, which had been previously been slow. To close the gap with the management stratum, the Bank began hosting round-table discussions with executives, thereby cultivating the image of their own careers leading to management positions. Furthermore, in addition to career training and mentoring support for women in fiscal 2016, the Bank is putting in place systems to offer further support for female career development.

[Mitsubishi UFJ Trust and Banking (the Trust Bank)]

Training seminar

Training seminar

To make better use of women in various areas of business and foster an increase in the number of women in management positions over the medium to long term, the Trust Bank formulated a new action plan in March 2016. We systematically offer opportunities for career development assistance that focuses on training for the purpose of helping to chart career paths that anticipate future promotions to management positions.

As part of this assistance, we commenced the Women's Leadership Program in FY 2016, which targets female employees that are expected to take on management roles in the future. In addition to providing training to female employees themselves, this program also solicits the involvement of supervisors in supporting the growth of female employees over a year-long period.

In addition to this program, we hold seminars that explain management roles and round-table discussions that provide a chance for networking. We also provide opportunities for interaction between female employees with different job types.

[Mitsubishi UFJ Morgan Stanley Securities (the Securities Business)]

The Securities Business has systematized training for female employees and proactively supports their career development.

Panel discussion at training session for managerial candidates

Panel discussion at training session for managerial candidates

Type Objective
Career training for young women To formulate a career vision and ease concerns related to life events and career
Training for female management candidates To cultivate leadership awareness and motivation and introduce role models
Training for female managers To reinforce management skills and support network-building

During training for management candidates in 2016, female managers at four Mitsubishi Group companies were invited to take part in a panel discussion. These companies also dispatched employees for external training with the purpose of strengthening their management skills and establishing external networks.

In addition, the Securities Business held training with the full participation of upper management to foster the development of female employees, which included role-plays targeting superiors with topics such as supporting the career development of employees raising children and fostering ambition, providing learning opportunities both for employees and their superiors.

[Mitsubishi UFJ NICOS (NICOS)]

In May 2016, the Diversity & Inclusion Office was established in the Human Resources Department of NICOS. As a basic policy, this office promotes initiatives that aim to realize a work-life balance for highly motivated female employees and create an organization where women can grow and flourish on their own initiative.

In an effort to listen to the opinions of employees regarding diversity and career development, NICOS held interviews and round-table discussions (implemented 40 times with a total of 200 participants).

In December 2016, NICOS held the Diversity Management Seminar, which targeted corporate officers and heads of regional offices, thereby facilitating a deeper concern and understanding toward diversity. After the seminar finished, the importance of diversity was shared with the managerial ranks at each managerial office. Additionally, in February 2017, NICOS held Career Training for Women, which aimed to enhance the skills and capabilities of ambitious and gifted female employees and create a group of candidates for management positions.

Moreover, on a trial basis, NICOS is implementing the Mentor Program with the purpose of supporting those who wish to change career tracks and raising the awareness of managerial candidates toward top-ranking positions.

  • Round-table discussion

    Round-table discussion

  • Training

    Training

  • Training through the mentor program

    Training through the mentor program

Career advancement training for women in our major companies

  Title Details
Bank of Tokyo-Mitsubishi UFJ Executive roundtable/workshop Designed for upper management to increase contact with executives and strengthen their awareness as members of upper management through access to executives' broad perspectives as managers
WILL training Designed for middle management to provide awareness of the differences between men and women and training in how to cultivate the necessary skills and mindset, along with a management perspective, for future action
Mentoring program Designed for those in management positions seeking future promotions to receive advice from a career standpoint and support from a spiritual standpoint via provided mentors
Mitsubishi UFJ Trust and Banking Women's Leadership Program Designed for female employees seeking to take on management roles to heighten their aspirations for management positions
Career planning training Designed for officers to encourage taking a long view when it comes to their career and foster an awareness of tacking the issues associated with career growth while maintaining a balance with life events
Career advancement seminar Designed for a broad range of female employees to offer advice on how to think about their future careers via presenting a variety of examples for careers both in and outside the company
Mitsubishi UFJ Morgan Stanley Securities evolution premium forum A program designed for female employees seeking to take on management roles to provide support for their development over a year-long period through training and meetings while also soliciting the involvement of their supervisors
evolution forum Designed for female managerial candidates to instill an awareness of and desire for leadership roles and introduce appropriate role models
evolution career forum Designed for young, female employees to formulate a career vision and alleviate life event and career-related uneasiness
Mitsubishi UFJ NICOS Career Training for Women Provides opportunities to female candidates for management positions to learn such important matters as taking a positive approach to pursuing their careers.
The Mentor Program Appoints mentors for those who wish to change their career track and female candidates for management positions to provide advice from a professional and career standpoint and to offer support from a mental health standpoint.
  • WILL training

    WILL training
    (the Bank)

  • Career advancement seminar

    Career advancement seminar
    (the Trust Bank)

  • evolution career forum

    evolution career forum
    (the Securities Business)

Acquisition of Certification Based on the Act on Promotion of Women's Participation and Advancement in the Workplace

[Mitsubishi UFJ NICOS (NICOS)]

Eruboshi certification Mark

On May 30, 2017, NICOS was designated as superior company based on Act on Promotion of Women's Participation and Advancement in the Workplace, acquiring the a level-two Eruboshi certification. The certification is given by the Minister of Health, Labour and Welfare to companies undertaking superior initiatives to promote the active role of women.

Employing Persons with Disabilities BankTrust BankSecurities

Within the group, employees with disabilities are actively working in various offices. The group works closely with employees to match their duties to each individual's skills and aptitudes. At Bank of Tokyo-Mitsubishi UFJ, Mitsubishi UFJ Trust and Banking and Mitsubishi UFJ Morgan Stanley Securities, these employees leverage their individual skills and experience to provide sales and other support at headquarters and branches.

Percentages of Employees with Disabilities at Principal Companies (Japan)

  Bank of Tokyo-Mitsubishi UFJ Mitsubishi UFJ Trust and Banking Mitsubishi UFJ Morgan Stanley Securities
Percentage of employees with disabilities* 2.20% 2.22% 2.28%
  • *As of April 2017

[Bank of Tokyo-Mitsubishi UFJ (the Bank)]

Workplace environment at a special-purpose subsidiary

The Bank has two special subsidiaries, MU Business Aid Co., Ltd., and MU Business Partner Co., Ltd., which promote the hiring of people with disabilities. These companies are hiring many people with disabilities to work on bank operations on an outsourcing basis.

[Mitsubishi UFJ Trust and Banking (the Trust Bank)]

The Trust Bank works with special subsidiary Ryoshin Data, to create employment for persons with hearing and other disabilities. Employees with disabilities are engaged in a wide range of operations, including data entry and the digitalization of various documents.

In addition to hiring, Ryoshin Data is recognized for its forward-looking initiatives, such as training, internships, and company tours. In FY 2016, it was acknowledged as a company contributing to the efforts of the Tokyo Metropolitan Board of Education.

The Trust Bank works with special subsidiary Ryoshin Data Co., Ltd., to create employment for persons with hearing and other disabilities. Employees with disabilities are engaged in a wide range of operations, including data entry and the digitalization of various documents.

Continued Employment of Retirees BankTrust BankSecuritiesNICOSACOM

Recognizing the increasing diversity of employees' life planning, and to support workers who wish to remain active after passing the mandatory retirement age, group companies have introduced systems for ongoing employment of qualified employees who wish to remain employed with the company.

MUFG recognizes respect for basic human rights as an important management theme, and has established the Principles of Ethics and Conduct and compliance manuals.

Basic Policies and Initiatives

MUFG recognizes respect for basic human rights as an important management theme, and has established the Principles of Ethics and Conduct and compliance manuals as part of its efforts to eliminate discrimination and create friendly work-places. We declare that, in the spirit of human respect, we shall not discriminate against people or violate human rights on the basis of race, nationality, beliefs, religion, gender, sexual orientation, gender identity, or other grounds. More specifically, in group subsidiaries we have established human rights awareness promotion entities, which conduct awareness-raising trainings for executives and employees of every rank, and work to promote the correct understanding and appreciation of the human rights issues by each and every employee.

In addition, each company offers a place where employees can consult with professional staff about harassment-related behavior in the workplace, including sexual harassment and abuses of power. With this arrangement, we show no tolerance for this type of behavior and aim to prevent it.

Consultation Systems at Group CompanyBankTrust BankSecuritiesNICOS

Bank of Tokyo-Mitsubishi UFJ (the Bank)

The Bank has established a Counseling Room in its offices in Tokyo, Nagoya and Osaka. All employees, including temporary staff, can consult the Room about human rights issues such as sexual harassment and other abuses of power. The Room also visits branches and offices for in-person interviews, and carries out human rights awareness activities as part of efforts to create friendly workplaces.

Mitsubishi UFJ Trust and Banking (the Trust Bank)

The Trust Bank has established a Human Rights Awareness Promotion Office in the Personnel Division. All employees, including temporary staff, can consult the Office about human rights issues such as sexual harassment and other abuses of power in a variety of ways, including in person, over the phone, or via e-mail. The Office also carries out human rights awareness activities as part of its efforts to create friendly workplaces.

Mitsubishi UFJ Morgan Stanley Securities (the Securities Business)

The Securities Business has started hotlines both inside and outside of the company to receive and handle consultations from employees about human rights issues such as sexual harassment and other abuses of power in the workplace, and also has offered trainings for all employees.

Mitsubishi UFJ NICOS (NICOS)

NICOS has established a telephone consultation center in the Compliance Supervising Department and an external telephone consultation center as help lines to receive and handle consultations from employees about human rights issues such as sexual harassment and abuse of authority in the workplace.

Human Rights Awareness Slogan BankTrust BankNICOS

The three companies Bank of Tokyo-Mitsubishi UFJ, Mitsubishi UFJ Trust and Banking and Mitsubishi UFJ NICOS (NICOS) are actively engaged in human rights awareness activities, each year calling for suggestions for human rights awareness slogans for the Japanese Bankers Association and the Industrial Federation for Human Rights, Tokyo. In connection with Human Rights Week (December 4 to 10, every year), NICOS made a broad appeal for slogan ideas from executives, employees and their families, with the aim of securing a solid foundation of a corporate culture of respect for human rights and a pleasant and discrimination-free workplace. Six slogans are awarded in the company-three each in the employee and family categories.

(As of August 2017)

top