Improving Employee Engagement

To enhance employee engagement, we are creating a workplace where everyone can bring their best to what they do and realize their full potential.

To support the autonomous career development of each employee, we have established an internal recruitment system called "Job Challenge", which allows employees to voluntarily apply for their desired roles. In addition to positions that involve transfers, we also offer job experience-based recruitment systems such as "Mirushiru", which allows employees to understand the specific content of a job in about half a day. These programs are utilized according to preferences of individuals. "Job Challenge" enables employees to challenge various positions in domestic and overseas branches as well as headquarters, attracting numerous applications from employees. Additionally, we have established systems such as the "Course Change System" for switching between general and BS positions, the "Remote Transfer System" to accommodate circumstances like a spouse's job transfer or family caregiving, and the "Employee Appointment System" for contract employees, among others. These initiatives pursue corporate social responsibility (CSR) from the perspective of respecting work-life balance.

For overseas employees, we have also established a Global Job Posting Framework, which increases opportunities for assignments not only in their hiring location but also in other locations, including Japan.

As a system to realize employees' career aspirations and declarations, we have established the "Career Challenge System", which is generally conducted twice a year. This system includes the "Job Challenge System", which allows employees to challenge their desired departments or roles, the "Post Challenge System", which enables them to challenge managerial positions, and the "Active Career Challenge System", which offers work style options with a view to working until the age of 65. Additionally, we have introduced an internal side job system that does not involve transfers, allowing employees to challenge new work areas while continuing their current roles. We are committed to creating systems that respond to employees' aspirations and willingness to take on challenges.

To respond to the autonomous career development aspirations of a wide range of employees from young to mid-career, we have prepared various systems. The "Career Challenge", which includes various internal recruitment systems, allows employees to apply not only to internal departments but also to roles across different MUFG Group companies through the "Job Challenge" system. This includes opportunities for domestic and international study, as well as external assignments. To promote understanding of various internal departments, we hold briefing sessions where employees introduce their own departments, and we also emphasize "Mirushiru," a program that allows employees to understand the specific content of jobs they are interested in within about half a day. Additionally, we are expanding opportunities for self-improvement, such as self-development support and certification acquisition support. Furthermore, we have established the "Remote Transfer Request System", which allows location-restricted employees to apply for transfers involving relocation due to reasons such as marriage or a spouse's job transfer. We also have the "Course Change System", which allows employees to apply for a change to a different career track based on their abilities, aptitudes, or changes in their values. These systems support the diverse career development of our employees.

To respond to the autonomous career development aspirations of motivated and capable employees, we conduct the "Challenge Recruitment" twice a year, which allows employees to challenge their desired departments, roles, and even managerial positions. Additionally, the "Course Change System" supports career development that aligns with diverse values and work styles by allowing transfers not only to area-specific and nationwide general positions but also to region-specific general positions.

We are committed to operating systems that promote the appointment of employees who challenge themselves to realize their careers while balancing work and life.

As part of our systems to support career development, we have implemented the "Self-Declaration System", where employees can register their career designs and qualifications, and the "Job Challenge", which allows employees to apply for transfers to their desired departments. We also conduct open recruitment for dispatching employees to business schools. Additionally, we support the autonomous career advancement of our employees by enabling the conversion of fixed-term contract employees to regular employees and allowing course changes from "Limited Positions", which have restricted duties and locations, to "General Positions", which involve various duties and locations.

As part of our support for autonomous career development, we have established a "Self-Declaration" system and an "Open Recruitment System." In the "Self-Declaration" system, each employee can declare their thoughts on their career. The "Open Recruitment System" allows employees to apply for their desired positions. This system is not only applicable to internal transfers but also to external positions and attending graduate school for working professionals. We are focusing on initiatives that respond to employees' aspirations for career advancement.

We provide a "Career Path BOOK" as a resource to help employees think about their careers. By introducing employees who have utilized various systems, training, and self-development programs to enhance their skills and succeed, we aim to visualize career paths.

We are committed to creating an environment where highly specialized employees can thrive by establishing HR systems and compensation schemes that support employees who aim for career development focused on the pursuit of specialization in specific areas of work.

In Japan, to address to employee engagement　and retain skilled talent, the Bank, the Trust Bank, and the Securities have increased wages again in fiscal 2024, as was done last year. In conjunction with this, a share-based compensation plan will be introduced in July 2024 for employees in management positions who meet certain requirements.

In addition to wage increases, we are promoting the creation of an environment where employees can work with vitality and peace of mind through various forms of financial support. These include child allowances, various support funds, retirement benefits, employee savings plans, employee stock ownership plans, and condolence payments.

At MUFG, we aim to create an environment and work style where each individual can work healthily and vibrantly. To achieve this, we have established various systems related to work location, working hours, leave policies, and career challenge opportunities, all aimed at improving employees' work-life balance.

Examples include: remote work, use of satellite offices, discretionary labor system, flexible working hours, hourly paid leave, and internal/external side job opportunities.

Additionally, as part of our efforts to support employees in balancing work and personal life, we have established systems to assist with childcare and caregiving.

At the Bank, the Trust Bank, and MUMSS, we regularly conduct pulse surveys (daily to twice a year) to monitor employees' motivation, health status, and workplace environment. Based on the results, we perform organizational diagnostics. By sharing these results with employees, we facilitate the early detection and resolution of issues, promoting the creation of a healthy and dynamic workplace.

In May 2023, the Bank released a tool called the "Organizational Diagnostic System" for management, which allows for unified monitoring of work conditions and engagement levels across different organizations. This tool is used in discussions at HR management meetings and other forums within the branches to ensure that each employee can work energetically in a healthy and sound workplace environment. We also provide various support data to help understand the actual conditions at each branch and to optimize labor management. Additionally, we plan to expand the provision of data to support the promotion of department-specific engagement enhancement initiatives.