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Diversity, Equity & Inclusion (DEI)

DEI Statement (Enacted and announced in April 2024)

MUFG has positioned Diversity, Equity, and Inclusion (DEI) as one of its key management imperatives. We are committed to creating an organizational and workplace environment where each employee, regardless of gender, disability, nationality, race, age, or sexual orientation, can have fair and equitable growth opportunities, succeed and be their authentic best. We strive to create a culture where each employee recognizes and appreciates each other's differences and strengths, creating new value and driving innovation. We are fully committed to DEI, with the aim of empowering all stakeholders to move towards an inclusive and sustainable future.

DEI Promotion Structure

Three Pillars

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 key stakeholders in respective regions.

In addition, while clarifying DEI in terms of equity (fairness), we are advancing DEI as part of management strategy committed by top management.

DEI Promotion Structure

Compensation System

The executive compensation system is designed not only to achieve short-term performance targets but also to enhance executives' motivation to contribute to the improvement of medium- to long-term corporate value and to support initiatives for transformation. To further promote and embed DEI, we added DEI-related goals to the qualitative evaluation of executive bonuses in the fiscal year 2022. Starting from the fiscal year 2024, we have adopted the ratio of women in management as a performance-linked metric for executive stock compensation.

Evaluation for DEI Initiatives

For evaluation of our DEI initiatives, please refer to “External Evaluation.”

(As of October 2024)
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