Encouraging Diverse Talent to Play an Active Role

At MUFG, we believe that sustainable growth requires every employee, regardless of gender, to fully utilize their abilities and thrive in their own unique way. Additionally, increasing the ratio of women in management is a particularly important issue for incorporating diverse perspectives and values into management and organizational operations without gender bias.

MUFG has set medium- to long-term numerical targets for the ratio of women in management. Under the commitment of top management, we are promoting the further advancement of female employees and the elimination of the gender gap through training and awareness activities which not only includes the female employees themselves, but also for their managers and colleagues.

At the Bank, the Trust Bank and the Securities, we have set a joint numerical target to achieve a 27% ratio of women in management positions in Japan by the end of March 2027. This target aims to reflect diverse perspectives and values in areas closer to management, serving as a milestone towards achieving a 30% ratio of women in management by 2030.

As of the end of March 2024, the ratio of women in management positions in Japan at the Bank, the Trust Bank, and MUMSS stands at 22.3%. Each group company is also formulating action plans to further promote the advancement of women and is working towards achieving these targets.

For female employees to thrive in their own authentic ways, it is crucial to support not only their careers but also their ability to balance life events and health issues. Additionally, mutual understanding and support within the entire organization and workplace, including managers and colleagues, is essential. At MUFG, we offer a wide range of programs to support women in the workplace at various career and life stages. These programs are designed from the perspectives of both "female employees themselves" and "the organization and workplace," as well as "career support" and "work-life balance support."

At the Bank, the Trust Bank and the Securities, we provide mentoring by executives primarily for female employees in managerial positions to support them in resolving career development challenges. Additionally, we jointly conduct a training program called “WILL Training”^(note1) for selected employees, which offers opportunities to complement skills such as strategic planning and logical thinking, aimed at enabling participants to excel in higher positions.

For female employees below managerial level, we offer “WISH Training”^(note2), focusing on themes such as career development and leadership. This program emphasizes the development of the next generation of leaders by facilitating dialogues with female employees in similar positions and women in management role models who aspire to executive and managerial roles.

Furthermore, we provide various programs, including online networking opportunities where employees can consult senior colleagues about balancing career and life events.

At MUFG, we have established various systems and programs to support employees in balancing their careers with childbirth, childcare, caregiving, and fertility treatments. Additionally, we offer re-employment and leave programs, as well as location change options, for employees who need to relocate domestically or internationally due to a spouse’s transfer or solo assignments, thereby supporting the continuation of their careers. For more details, please refer to our Work-life Balance Support.

Recognizing that the development and support from department and branch managers are crucial for employees’ career development, we have been conducting the “MUFG Diversity Management Forum” since the fiscal year 2022. This forum targets approximately 1,200 department and branch managers from the Bank, the Trust Bank, and MUMSS. Through presentations by top management, including the CEO of MUFG, and discussions with external experts and department and branch managers who practice diversity management, the forum aims to help managers understand the necessity and benefits of promoting women’s advancement in corporate management and organizational operations, and to encourage them to implement these practices in their respective areas.

To ensure that every employee understands the challenges and concerns women face and to create a workplace where everyone can work authentically and vibrantly regardless of gender, MUFG implements various initiatives. These include publishing a Q&A guide for discussing women's unique health issues in the workplace, hosting seminars on International Women's Day (IWD), and conducting training sessions during DEI Month. Through these efforts, we aim to foster a culture that supports the advancement of women. For more details, please refer to our initiatives for Creating an Inclusive Workplace.

We are undertaking initiatives to address and rectify gender pay Gap. For more details, please refer to the section 5 "Employee Status" in the Securities Report for the fiscal year ending March 2024.

① Gender Ratio Disparities in Job Categories

② Low Proportion of Women in Senior Positions

③ Differences in Working Hours Between Genders

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.

The Bank, the Trust Bank, the Securities, NICOS, MUS Business Service MUS Information Systems and Mitsubishi UFJ Information Technology, we have introduced a "Same-Sex Partnership Recognition Program.” This system recognizes employees' same-sex partners as equivalent to spouses, allowing them to access internal benefits such as leave and housing allowances. Additionally, we have established consultation services for employees to discuss various issues. For transgender employees undergoing gender-affirming surgery or hormone treatment, we offer leave options to support them in balancing their medical needs with their work commitments.

To ensure a proper understanding of LGBTQ and to foster mutual respect among colleagues, we provide training sessions and distribute handbooks on LGBTQ topics and unconscious bias to our employees. Additionally, we aim to make allies of the LGBTQ community visible within the organization and raise awareness of LGBTQ individuals by creating and distributing original rainbow-colored straps to supportive employees. We also establish internal communities where allies can connect with each other.

During "Pride Month" in June, when events supporting LGBTQ rights are held worldwide, we conduct various initiatives across our global regions to deepen understanding and respect for LGBTQ rights.

To realize a society where everyone can live proudly and authentically, regardless of sexual orientation or gender identity, we have been sponsoring and participating in "Tokyo Rainbow Pride"^(note) every year since 2018. Our involvement includes setting up online booths, posting on social media, and having volunteer employees participate in the Tokyo Rainbow Pride Parade. Additionally, since 2022, we have been collaborating with Mizuho Financial Group and Sumitomo Mitsui Financial Group across corporate boundaries under the banner of the "PRIDE Project." This collaboration involves jointly hosting LGBTQ awareness events for employees and disseminating information to promote understanding and support for the LGBTQ community.

MUFG aims to realize an inclusive society where every individual is respected and supported, regardless of disabilities. Across our group companies, we continuously implement various initiatives to ensure that employees with disabilities can work in a secure environment, take on roles that match their abilities and aptitudes, and find fulfillment in their work.

At MUFG, we are expanding opportunities for employees with disabilities by creating workplace environments that accommodate their specific needs and establishing special subsidiary companies. Across MUFG, approximately 1,400 employees with disabilities are thriving in their roles. As of June 1, 2024, the employment rate of people with disabilities within our domestic group stands at 2.68%^(note).

Each Group company endeavors to create a good workplace environment for employees with disabilities.

At the Bank, we provide various accommodations for employees with disabilities to ensure they can work effectively and comfortably. For employees with hearing impairments, we distribute iPads equipped with voice recognition apps that convert spoken information into text, and we install emergency warning lights (PATLITE). For employees with visual impairments, we have implemented screen reader software that converts text on a computer screen into speech. Additionally, some employees work with guide dogs.

At MUMSS, we introduced the Health Keeper system in the fiscal year 2022 and established a massage room at our headquarters. The Health Keepers are certified "Anma Massage Shiatsu Practitioners" with visual impairments. They provide massage therapy and health advice, contributing not only to the health promotion, fatigue recovery, and productivity improvement of employees but also to the creation of a workplace where everyone respects and supports each other, regardless of disabilities.

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.

MUFG is committed to creating a workplace where senior talent can continuously thrive by leveraging their extensive experience and capabilities. We support autonomous career development and provide opportunities for employees to maximize their potential.

For employees reaching a certain age, we have introduced training and development programs to help them consider career formation based on diverse values. Additionally, to provide stable employment opportunities and meet various needs, we have established a flexible employment system that allows for continued employment beyond the retirement age.

MUFG operates businesses in over 40 countries worldwide. We actively promote local hiring overseas, and as of the end of March 2024, approximately 63% of our total employees are locally hired in international locations. We strive to create a workplace environment where each employee in our global regions can respect and leverage their differences while thriving. Additionally, we aim to enhance our corporate brand both domestically and internationally so that talent from various countries will aspire to work at MUFG.

We place talent in key positions at our overseas locations without distinction between locally hired employees and Japanese expatriates from Japan. To expand our pool of international talent, we provide training opportunities to a wide range of generations, integrating both locally hired employees and those hired in Japan.

At MUFG, professionals with diverse backgrounds and skills are actively engaged in various specialized fields. While each group company is committed to actively developing talent through various training programs and on-the-job training (OJT), the expansion and launch of new businesses often require immediate expertise in new areas. Therefore, we actively recruit external talent and conduct specialized hiring based on business domains.