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Diversity, Equity & Inclusion (DEI)

Diversity, Equity & Inclusion (DEI)

DEI Statement

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 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.

DEI Promotion Structure

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.

Evaluation for DEI Initiatives

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

(As of April 2024)
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