Health and Productivity Management

To realize MUFG's purpose of " Committed to empowering a brighter future," we believe that the mental and physical health of our employees is paramount in addressing and solving the challenges faced by society, our customers, and all other stakeholders. This belief is the foundation of our common basic policy across the MUFG Group and under the "MUFG Health Management Declaration," we are promoting health management throughout the entire group.

In line with MUFG’s purpose, we follow the principle of striving to empower sustainable development for our customers and society through our business activities.

To make this a reality, we believe that it is essential for each employee to be empowered to thrive and feel rewarded in a work environment that provides a holistic sense of well-being, and that employees and their families can lead healthy and fulfilling lives.

Based on this philosophy, MUFG engages in health and productivity management to enable our employees, who are our irreplaceable assets, to perform at their best and MUFG to contribute to all of our stakeholders and continue to grow as a financial group.

 

Hironori Kamezawa

Member of the Board of Directors, President & Group CEO

Mitsubishi UFJ Financial Group, Inc.

With the Group CHRO (Chief Human Resource Officer) as the promotion leader and the MUFG Human Resources Department as the overall coordinator, we promote health management across the MUFG Group in collaboration with each group company. Each MUFG Group company addresses its own challenges by coordinating efforts among relevant departments, including the HR department, occupational health staff, and health insurance associations.

Health centers, which serve as health management departments, are established in Tokyo, Nagoya, and Osaka. These centers focus on promoting health tailored to regional circumstances, led by full-time occupational physicians and nurses, along with part-time medical professionals. Dedicated nursing staff are assigned to cover respective departments and branches. This includes follow-up on health checkup results and responding to health consultations from employees. Furthermore, we are committed to improving health literacy through various initiatives, such as health management e-learning for all employees, mental health training for both managers and general employees, tiered training for newly appointed branch managers and deputy managers, and health education in age-specific career seminars. In addition, we have established various compensation measures for work-related incidents and clearly outlined the application procedures for employees. Regular internal audits are also conducted to assess compliance and associated risks within the HR department.

In the Employee Consultation Office, in addition to occupational physicians and public health nurses, we have counselors available to support employee health promotion and health consultations. We also utilize external consultation services through our partners. Health checkup data is reviewed by the public health nurses in the Employee Consultation Office, and follow-up is conducted in collaboration with occupational physicians and health insurance associations. To improve employees' health literacy, we conduct health management and mental health training for all employees, as well as tiered health management training during onboarding, for newly appointed managers, internal control officers, and new department and branch managers. Furthermore, we have established systems that support flexible working arrangements, such as promoting the balance between childcare, caregiving, and work. Our goal is to create a workplace that enhances work experience for all employees.

We believe that the mental and physical health of each employee is paramount for them to sustainably contribute to our customers as professionals. With this in mind, we aim to achieve "employee well-being" and "organizational performance (productivity) improvement" through the practice of health management. The Health Promotion Office within the HR department, which includes occupational physicians, public health nurses, nurses, and health keepers, leads these efforts. We work closely with health insurance associations, employee unions, health management promotion officers at each location, and hygiene committees to implement various initiatives. These initiatives include health literacy improvement training on women's unique health issues, No Smoking Days, and the introduction of the Health Keeper system.

In April 2024, we declared our commitment to health management. The HR department, medical office (including occupational physicians, public health nurses, and nurses), and various departments are working together across the company to maintain and promote employee health. As part of self-care initiatives, we have introduced a "Health Promotion Portal Site" where employees can check their health examination and stress check results and gather health-related information. Additionally, we conduct various individual training sessions to raise awareness about the importance of health. These include line care training for all managers, promotion training for newly appointed managers, and training on women's health issues for all employees.

We organize various internal events aimed at promoting health, such as walking events, healthy meal and hobby contests, joint events with our business partners, and smoking cessation challenges in collaboration with the health insurance association. Additionally, to prevent mental health issues, we have established consultation services with occupational physicians and clinical psychologists, and this term, we have introduced avatar counseling using the metaverse.　Furthermore, in addition to mental health management training for new employees and managers, we offer e-learning courses for all employees that address health issues specific to women and the elderly. Our goal is to "support the improvement of each employee's health literacy and establish a workplace environment where they can work healthily and energetically."

We are committed to enhancing health management and health awareness through various initiatives to ensure that each employee can work healthily and for a long time, both physically and mentally. We have appointed one occupational physician for physical health and one for mental health, and we hold monthly health consultation sessions, making it easy for anyone to seek advice. Additionally, we have introduced a health management app for all employees, which allows them to record and view their exercise, diet, and health checkup results. We also organize health age check events during lunchtime to increase interest in health. As part of our regular education and information provision, we conduct self-care training, line care training, and seminars on women's health maintenance and promotion. These efforts aim to improve employees' health literacy.

We believe that it is essential for each of our invaluable employees to be mentally and physically healthy and to perform at their best. To materialize the situation, we firstly ensure the thorough implementation of medical checkups and stress checks in order to identify and address health issues based on the health data obtained from the checkups and stress check and other sources. Additionally, by improving not only health literacy but also the workplace environment, including work styles, we aim to foster behavioral changes in each employee and improve the overall health of the organization. We measure the outcomes of these initiatives by using indicators such as absenteeism, presenteeism, and work engagement, and strive to achieve targets to maximize the performance of each employee and the team.

＜Common to the Bank, the Trust Bank, and MUMSS＞

Number of days absent (absenteeism and leave) due to illness (physical or mental) / Total number of working days of directly employed employees×100

＜the Bank＞

Calculated based on the "quantity and quality of work" and "achievements" over the past month, with normal working conditions set at 100. In fiscal year 2023, 26,493 employees responded (response rate: 85.4%). 

＜the Trust Bank＞

Calculated based on employee surveys (pulse surveys) using the University of Tokyo's single-item measure. In fiscal year 2023, 4,523 employees responded (response rate: 77%). 

＜MUMSS＞

Self-assessment of work over the past four weeks, with normal conditions without illness set at 100%. In fiscal year 2023, 4,928 employees responded (response rate: 94%).

＜the Bank＞

Measured through regularly conducted pulse surveys, assessing the state of "employees actively engaged in their work." In fiscal year 2023, an average of 20,880 employees responded (response rate: 65.6%). 

＜the Trust Bank＞

Measured based on employee surveys (pulse surveys) using questions referencing the Utrecht Work Engagement Scale. In fiscal year 2023, a total of 5,825 employees responded (response rate: 77%). 

＜MUMSS＞

Calculated through the MUFG Group Employee Survey (Willis Towers Watson). In fiscal year 2023, 5,685 employees responded (response rate: 95%).

At MUFG Group companies, we comply with the laws and regulations of each country and region where we operate. We are committed to providing appropriate treatment to all employees, regardless of employment type, by ensuring wages above the minimum wage and enforcing equal pay for equal work. In Japan, we also comply with the Work Style Reform-related laws that came into effect in April 2019. Monitoring items include violations of the 36 Agreement (overtime regulations), compliance with minimum wage laws, and the number of occupational accidents.

In the "Certified Health & Productivity Management Organization Recognition Program" jointly conducted by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi, the following five MUFG Group companies were selected as "2024 Certified Health & Productivity Management Organizations (Large Enterprise Category)," with one of them being selected as a "2024 Certified Health & Productivity Management Organization (Large Enterprise Category (White 500))."