Encouraging Diverse Talent to Play an Active Role

In our primary consolidated subsidiaries, the pay gap between male and female workers is as follows.

In the above table, a partial breakdown for regular workers is as follows.

As noted above, a pay gap exists between men and women in our three main companies. In the Bank, in particular, a long history of BS Track hires (General Track) exists centered on women in departments that support counter service and clerical work. Pays in these job categories are relatively low while the number of workers is large, factors that widen the gender pay gap. In addition to the scheduled fiscal 2024 introduction of the Ex System which enables the pursuit of expertise in specific business areas, we plan to revise our personnel system, eliminating the barrier between Main Track and BS track courses in 2025 and establishing a new Professional Track. By doing so, we will further support autonomous career development without restriction by gender or Track classification.

A gender gap also exists in promotions to managerial and senior positions. Acting individually and in concert, the Bank, the Trust Bank, and Securities have supported career development for women by raising KPIs for the ratio of women in management. In 2022, we held a Leaders Forum and executive mentoring program for senior positions. For mid-level positions, we are enhancing the provision of opportunities for career development by launching group joint training and starting an employee-based mentoring program by which women in senior positions train mid-career and junior women as mentors.

Although the gender pay gap in equivalent positions is in the 80 to 90% range, gaps can also be seen caused by differences in working hours, including overtime work and the use of shortened working hours programs. On this point, we believe that measures including the promotion of work style reform and participation by men in childcare will lead to the correction of gender inequalities.

Looking ahead, each of our companies will continue to increase opportunities for women's advancement by expanding the promotion of women to more senior positions and enhancing the flexibility of work systems to correct gender gaps.

 

See "Provision of Flexible Work Styles" for information on initiatives related to work style reform.

The Bank, the Trust Bank and the Securities implement individual programs for mentoring women in managerial and senior positions by executives, and offer support for resolving issues in career development. In training for selected employees, the three companies jointly conduct "WILL ^(note1) Training," which provides complementary opportunities to obtain strategy-building and logical thinking capabilities for playing active roles in more senior positions.

For women not yet attaining managerial positions, we work to develop the next generation of leaders by providing opportunities to consider pursuing management positions through dialogue with women in the same positions and with female managers under the themes of "Career" and "Leadership" in WISH training ^(note2).

We also offer a variety of programs, such as online networking, by which applicants can consult with senior employees about concerns over balancing careers with life events.

In fiscal 2022, we lowered the target years of employment for participation in the executive mentoring program. We significantly expanded the number of eligible persons to about 150. In fiscal 2023, we will further expand the program's target and will accelerate the promotion of women by actively providing female managerial candidates with opportunities to nurture a management perspective from an early stage. In addition, we have established WIN-Japan, an employee community for women using Microsoft Teams, to create an environment where female employees can easily connect and communicate with each other at any time.

The Bank hosts a four-month program designed for candidates for management positions, the Women's Leadership Program, that involves their superiors and supports their growth through assessments and interviews.

We are expanding mentoring programs for women in managerial positions and training for managerial candidates to accelerate personnel development. We conduct training for all female employees in the fifth year of employment to dispel anxieties over career development and life events. We encourage the participants to leverage this opportunity to network with senior employees and foster a career mindset. We also launched the publication "STEP" to introduce the careers of female employees and provide opportunities to learn about diverse careers.

To support each employee’s autonomous growth opportunities, we provide career advice by holding seminars on career planning, follow-up seminars after changing career tracks, and assigning mentors to managerial candidates.

ACOM provides a Career Design Program to help female employees continue working and fulfilling careers. It holds panel discussions by female employees who share their stories about balancing  work and childcare, providing opportunities to consider and overcome the barriers women face in their careers.

In EMEA, they launched the SHEROES community for women at the Vice President level. In cooperation with experts in their fields, members of SHEROES support and encourage each other while working to gain skills for career advancement. Activities include events with guest speakers, CSR activities, book research, participation in major events such as International Women's Day.

To support career continuation, we established programs for re-employing ex-employees who left the company when their spouses were transferred abroad, giving a special leave of absence and changing work locations.

The Bank, the Trust Bank, and the Securities have set a joint goal of achieving a 22% ratio of women in management by the end of March 2024. As the ability to develop and support subordinates in the capacity of division, office, or branch managers is indispensable for employees' career development, the three companies jointly established the MUFG Diversity Management Forum in fiscal 2022, targeting these managers. Human resources officers of the Bank, the Trust Bank, and the Securities are facilitators to engage with external experts and MUFG female officers in a dialogue format. The sessions are required viewing for about 1,200 managers from MUFG divisions, offices, and branches. We intend to continue the Forum as a venue where managers can keenly realize the need to promote and develop female personnel and support for putting such actions into practice.

Every year on March 8, International Women's Day (IWD), designated by the United Nations, events are held worldwide to celebrate women’s achievements in society, economy, culture, and politics and to think about gender equality.

As initiatives to eliminate gender gaps in the world move forward, MUFG, too, is making contributions to gender equality worldwide through our financial products and services, social contribution activities, and corporate climate development.

We held the MUFG Happy TRY Festival in fiscal year 2022. Under the theme of “3 Days of Beneficial Fun, “we held sessions for learning about cancer and health issues faced by women and an event that brought employees and their families together across venues in Tokyo, Nagoya, and Osaka to watch rugby, a sport that embodies the spirit of DEI. The Sessions included talk sessions on the theme of mental and physical health maintenance techniques and self-development by four female officers, an employee roundtable discussion on balancing work with childcare, a fertility treatment seminar planned by employees through an open application system, and a lecture on support for women's health and the promotion of DEI by Sputniko!, an assistant professor of Tokyo University of the Arts and an active artist.

Employees actively carry out volunteer activities. The Women's Initiative Network (WIN), a volunteer organization for female employees, held various online events for all employees in the Americas, alongside local events hosted by sites in Canada and South America.

Under the 2023 International Women's Day theme of "Embrace Equity," we held exchange meetings hosted by European officers as well as webinars on women's mental and health issues, intending to achieve fair and diverse workplaces where all people can demonstrate their true value.

To support DEI efforts in Asia and Europe, we held a panel discussion and seminar by three invited departmental regional managers. To make IWD more familiar, we held an event in which participants wore items in the IWD's emblematic color of purple and sent photos taken in specified poses in a relay email format. We also carried out an event in which employees sent each other e-cards to express gratitude for the achievements and contributions of women and for the men who support women's empowerment.

MUFG clearly prohibits any harassment or discrimination based on sexual orientation and gender identity, aiming to create workplaces where all employees can stay true to themselves, regardless of sexual orientation, gender identity.

Each Group company conducts e-learning and other trainings that include case studies to help them acquire correct understanding and raise awareness to prevent discrimination and prejudice. We publish LGBTQ Handbook for Workplaces, which outlines the attitudes to be taken in the workplace and how to deal with situations that may occur. It has been used mainly by managers of LGBTQ employees. In February 2022, we held a workshop to think about inclusive books and picture books depicting sexual diversity.

The Bank, the Trust Bank, the Securities, NICOS, MUS Business Service MUS Information Systems and Mitsubishi UFJ Information Technology have introduced a same-sex partnership recognition program that regards employees’ same-sex partners as being equivalent to opposite-sex spouses and that allows them to be beneficiary of company benefits such as special paid leave and rent subsidies.

Events that show support for the LGBTQ community are held all over the world every year in June, which has been designated as Pride Month. During June 2023 PRIDE Month, MUFG carried out initiatives to promote understanding of LGBTQ globally and raise awareness of related rights.

In a joint project with Mizuho Financial Group and Sumitomo Mitsui Financial Group, participants viewed a movie depicting the perspectives of LGBTQ persons to learn about the issues they and their families face, and the importance of accepting each individual’s differences and values. About 100 people, including employees of the three companies and their families and friends, attended the event, which was also simultaneously streamed online.

Our DEI, culture, and philanthropy teams joined with the Pride Alliance Employee Resource Network," to hold a PRIDE Month event under the theme "Together with Pride." Anti-Semitism and LGBTQ- or race-based hate speech and violence negatively impacts on productivity and on employee mental health and well-being in the workplace. In an employee-oriented learning session titled "Become an Upstander and An Effective Ally," participants discussed what every individual should do to act as a good ally and to build a safer work environment. Employees also participated in an ERN-sponsored volunteer activity called "God's Love We Deliver (GLWD)," and carried out an initiative to prepare and deliver nutritious and delicious meals to community residents in need of support.

The Pride Alliance Employee Resource Network in Europe is leading various initiatives to create inclusive work environments that empower all workers to take on active roles while expressing their individuality. As an activity for broadening circles of allyship, the Network is calling on employees to note their self-identifying gender pronouns, such as she/her for female and he/him for male, or non-binary pronouns, such as they/them that are not bound by the man/woman framework, in their outgoing email signatures. This initiative has made the existence of varied gender identities and gender expressions visible. It has triggered increased awareness of different gender identities. We also decorated offices with rainbow-colored decorations in celebration of PRIDE Month.

The Bank and the Trust Bank established special subsidiaries that aim to help each employee play a role commensurate with their ability and aptitude, attain job rewards, and contribute to society.

Each Group company endeavors to create a good workplace environment for employees with disabilities. The Bank provided iPads with a voice recognition application for the employees to convert speech into text data and installed warning lights (PATLITE) in the rooms. For visually impaired employees, the Bank introduced text-reader software that converts text on PC into voice. Some employees come to work with their guide dogs.

To promote the health of executives and employees, the Securities opened a massage room at its head office in the fiscal year 2022. They appointed a masseuses with national qualification in anma massage therapy to the position of Health Keeper. They introduced a Health Keeper system to improve employees' health, aid recovery from fatigue, and enhance work productivity through massage treatments and advice on health. They recruit and deploy employees with visual impairments as Health Keepers while creating a working environment where all executives and employees can work under mutual respect and support regardless of presence or absence of disabilities.

MUFG actively supports the creation of workplaces where senior personnel can flourish, continuing to make the most of their wealth of experience and abilities while developing their career. 

In addition to introducing programs to support capacity development and training for considering career development based on diverse values for employees reaching a certain age, we have established a continuous employment system that offers flexible forms of work after retirement to provide stable work opportunities and meet diverse needs.

Today, the MUFG Group has expanded into more than 50 countries around the globe. MUFG is actively promoting local recruitment overseas and approximately 57% of its entire workforce is accounted for by overseas employees (as of May 31,2023). With the concept of " Diversity, Equity & Inclusion", to recruit and develop a diverse range of professionals, it is essential to foster our corporate brand in Japan and overseas so that people will want to work for MUFG.

At MUFG, professional human resources in various fields of specialty leverage their diverse backgrounds and skills in work. Each Group company is actively working to develop human resources through various programs and on-the-job training. However, when entering and developing new businesses, human resources with expertise in new fields, which existing employees might need help to handle, are required. To acquire the necessary human resources, we are promoting mid-career recruitment.