| MUFG’s recognition |
 Empowering diverse talents to inspire one another will facilitate the creation of new concepts and ideas and the transformation of employee modes of behavior, enabling MUFG to transform its corporate culture and deliver new value that surpasses the expectations of customers and society as a whole, while it will also contribute to inclusion of diverse individuals. |
|---|---|
 Developing a resilient organization and society capable of empowering diverse talents with differing sense of values is essential to flexibly adapting to a time of rapid changes. |
Main Initiatives
Promoting Diversity, Equity & Inclusion (DEI)
MUFG positions DEI as one of 10 issues to be given priority within sustainability management.
Our efforts began in 2006 with the launch of a dedicated department to enhance women’s job satisfaction. From 2010, we expanded the scope of our initiatives to encompass the promotion of inclusion and diversity, intending to enhance job satisfaction for diverse employees, not women alone. In 2018, the Bank, the Trust Bank, and the Securities began to cooperate to promote DEI groupwide. Also, DEI promotion teams globally have been working on DEI issues specific to each region. Since 2023, we established three common key DEI pillars; “Gender equity”, “Learning and Development” and “Embedding DEI into our culture”, and we are accelerating a variety of DEI initiatives globally, in close collaboration with the CHROs in respective regions.
In addition, while clarifying DEI in terms of equity (fairness and equity), we are advancing DEI as a management strategy under commitment by top management.
Thinking on DEI
MUFG is striving to build an inclusive organization, where employees with diverse backgrounds and values can thrive and empower each other to perform at their best, and are given equal opportunities for growth and development, irrespective of gender, disability, nationality, race, age, sexual orientation or other attributes. We believe that diversity in the workplace at MUFG can spark “chemistry” by respecting to each other’s differences and by leveraging each other’s unique strengths.
Moreover, this will encourage the employees to generate new ideas and adopt new modes of behavior and, in turn, foster an open-minded corporate culture and the creation of new value that transcends the expectation of customers and society. We therefore consider that promoting DEI is essential to achieve our purpose "Commitment to empowering a brighter future."
Compensation System
MUFG’s compensation system for Executives is aimed at ensuring the achievement of short-term performance targets and intended to better incentivize these individuals to contribute to a medium- to long-term improvement in corporate value and encourage them to take on the challenge of driving innovation.
In FY2022, we added DEI targets to qualitative assessment indicators for determining the amount of bonuses vis-à-vis the execution status of the recipients’ duties to facilitate management efforts to promote and secure the robust employee understanding of DEI.
Raising the Target for the Ratio of Women in Management in Japan from 20% to 22%
At the Bank, the Trust Bank and the Securities, our joint numerical goal is to raise the ratio of women holding positions of line manager or higher to 22% in Japan by the end of March 2024. (note) This goal aims to reflect diverse perspectives and values into areas closer to management. It marks a milestone in achieving a 30% ratio of women in management in the medium-to long-term. In addition to the joint numerical targets of the three companies, each company has set its numerical targets to promote the appointment of female employees.
As of March 31, 2023, the ratio of female managers in the Bank, the Trust Bank, and the Securities (combined in Japan) was 19.6%.
- Ratio of women in line manager or higher positions.
Encouraging Male Employees to Participate in Childcare
The Gender Pay Gap and Initiatives to Eliminate It
■ The Gender Pay Gap
| The pay gap between male and female workers (%) (note1) | |||
|---|---|---|---|
| All workers | Regular workers | Non-regular workers | |
| MUFG Bank | 49.6 | 52.7 | 58.7 |
| Mitsubishi UFJ Trust and Banking | 63.2 | 62.7 | 84.5 |
| Mitsubishi UFJ Morgan Stanley Securities | 57.4 | 57.4 | ー(note2) |
- For the categories of regular, non-regular, and all workers, percentages are calculated as (average annual pay for women) ÷ (average annual pay for men).
- There are no non-regular workers at the targeted companies.
| The pay gap between male and female workers (%) | |||||
|---|---|---|---|---|---|
| By Course | By qualification | ||||
| Core Officer | Business Specialist (BS) Track/Regional Track | Management level | Managerial Staff | Non-Managerial Staff | |
| MUFG Bank | 65.9 | 91.8 | 87.2 | 82.0 | 81.2 |
| Mitsubishi UFJ Trust and Banking | 62.7 | ー（注） | 89.4 | 83.1 | 89.1 |
| Mitsubishi UFJ Morgan Stanley Securities | 77.5 | 114.3 | 81.7 | 81.3 | 89.6 |
- Core Officer only at targeted companies.
■ Main Factors behind the Gender Pay Gap, and Future Initiatives
Promoting Understanding of LGBTQ
MUFG clearly prohibits any harassment or discrimination on the basis of sexual orientation and/or gender identity, aiming to create workplaces where all employees can stay true to themselves, regardless of sexual orientation, gender identity, etc.
Through initiatives such as providing training opportunities, publishing a handbook, and introducing a same-sex partnership recognition program, we are promoting understanding of LGBTQ within MUFG and are also working to raise awareness of society in cooperation with other financial institutions.
Active Participation of People with Disabilities
- The employment rate in Japan is calculated from the number of employees with disabilities at the Bank, the Trust Bank (for these two companies, special subsidiaries and the Group companies to which the exception rule applies are included), the Securities, NICOS and ACOM using the statutory formula set in the Employment Rate System for Persons with Disabilities
Active Participation of Senior Personnel
Nurturing Global Human Resources
Today, the MUFG Group has expanded into more than 50 countries around the globe, and approximately 57% of its entire workforce is accounted for by overseas employees (as of May 31,2023). Based on the concept of " Diversity, Equity & Inclusion", in order to recruit and develop a diverse range of professionals, it is necessary to foster our corporate brand both in Japan and overseas so that people will want to work for MUFG.
MUFG is expanding opportunities for employees to play an even more active role by operating a market-standard and globally unified human resources platform for title management, employee evaluation, wage determination and other human resources practices.
External Evaluation
Promotion through Financial Functions and Social Contribution Activities
Issuance of Gender Bonds by Krungsri (Bank of Ayudhya)
Krungsri (Bank of Ayudhya), our Partner Bank in Thailand, has issued social bonds (gender bonds) to support the financial needs of women entrepreneurs.
Proceeds from the bond issuance are used to finance women-led small and medium-sized enterprises in Thailand. Through the issuance of these bonds, the bank provided opportunities for the underserved women in SME segment to access financial services and contributed to the development of the fast-growing social bond market in Asia.
Donations for Supporting Women's Health
As part of our efforts to support women's health, MUFG donated 30 million yen to the Japanese Society for Fertility Preservation (JSFP) with the aim of spreading correct knowledge of breast and cervical cancers for early detection and prevention measures.
Also, for International Women’s Day on March 8th, we hosted a seminar for employees about cancers specific to women to deepen their knowledge of women’s health, concerning issues such as cervical cancer, breast cancer, HPV vaccination, and fertility preservation.
The venue was decorated with mimosa flowers, which are the symbol of International Women’s Day, and participants were given colorful macaroons, conveying the image of diversity.
In the future, MUFG and its executives and employees will undertake a variety of initiatives to help our customers, local communities and society, and the next generation make healthy and diverse life choices.
