Improvement in Employee Engagement

MUFG strives to develop a workplace in which employees can find their job rewarding and improve employee engagement, with the aim of securing its ability to deliver services with higher added value and take on the challenge of transformation on a groupwide basis.

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.

In addition to posts accompanied by transfers, the Bank makes a work experience-oriented job-posting system called Mirushiru available to employees. This lets employees spend about half a day gaining specific knowledge about work of interest. Job Challenge lets employees take on a variety of posts at branches and offices in Japan and overseas as well as at the Head Office, and receives many applications. 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, and Business Specialist (BS) 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.

In the Trust Bank, the Career Challenge System has been established, a program for realizing wishes and declarations related to one's career, which is conducted twice a year. Under this system, we have established a Job Challenge System that allows employees to experience their desired departments and tasks, a Post Challenge System that allows employees to challenge themselves for managerial positions, and an Active Career Challenge System that allows employees to choose their work style with outlook for their career until age 65. We have also introduced an in-house side job system that does not involve transfers, which allow employees to challenge new tasks in different business domains while staying at the current position. As part of our career development efforts, we will continue to create a system that responds to the wishes and willingness of employees to take on challenges.

The Securities  has prepared programs to meet the autonomous career development aspirations of a wide range of employees, from young members to mid-career personnel. In Career Challenge, which encompasses varied job-posting systems, we implement programs including study in Japan and overseas, external dispatch, and a Job Challenge program that lets employees apply for work at departments in the company as well as in different aspects of the business at MUFG Group companies. To promote understanding of each department in the company, we also hold briefing sessions in which employees offer overviews of their own departments.

We are also enhancing opportunities for self-development and support for obtaining qualifications. 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.

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. The Change of Course system enables switching to regional positions and to the Main Career Track (nationwide), as well as to Main Career Track (regional), offering a system that allows more employees to tackle career advancement.

Through the Challenge job-posting system and other means, NICOS also provides opportunities for expanding the breadth of employees' own work and promotes autonomous career development. NICOS will continue working to operate these systems alongside promotions for talented employees who have a spirit of challenge, with the aim of establishing work-life balance.

ACOM provides diverse career opportunities to support employees' career enhancement. For example, fixed-term employees are able to move up to full-time employees, and those who started their career with limited promotion opportunities can change their work course to broaden their opportunities. ACOM also provides periodical opportunities for employees to assess and submit their desired career development plans in order to support their fulfillments.

Within our personnel evaluation system, we have developed a framework for evaluating employees' "challenge" itself, alongside their "stance of supporting challenges by subordinates." We also support the "growth and challenge" of every employee in day-to-day tasks.

To improve employee engagement and secure talented human resources, we have raised wages in fiscal 2023. In conjunction with this, we will also raise the starting salary of new employees from the spring of 2024. While firmly rewarding the hard work of employees during this period of major transformation, the Bank paid lump-sum "transformation and challenge support subsidies" to further back efforts by employees, including self-development and re-skilling.

In addition to raising wages, through childcare allowances, a retirement fund program, an asset accumulation savings program, an employee stock ownership plan, a condolence allowance program, and other forms of economic support, we are constructing an environment that enables work with motivation and peace of mind.

Since FY2007, MUFG Bank 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 local volunteer centers, new employees visit more than 100 welfare facilities for two days in the Tokyo metropolitan area and Yokohama annually until FY2019. Since FY2020, we have switched to an online format and implemented a two-day program from the perspective of preventing the spread of COVID-19 in both welfare facilities and new employees. In addition to their online-based welfare activities, through pre-visit orientations, volunteering opportunities, and post-activity reviews, some new hires concluded that the program was an excellent opportunity to reconsider what they can do as members 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.