Creating an Inclusive Workplace
Enhancement of Management Awareness
Improving the awareness of management is a crucial factor that determines the success of DEI initiatives. We aim to enhance job satisfaction and productivity by fostering an understanding of employees’ diverse values private lives.
Providing Various Training Programs
At MUFG, we provide a wide range of training programs, depending on the circumstances and priorities of each Group company. The Bank, the Trust Bank, and the Securities hold training sessions for newly appointed general managers, managing directors, and directors. These sessions focus on teaching the importance of being aware of unconscious biases and building a team with psychological safety. The goal is to develop organizations and teams where each diverse employee can play an active role. For existing managers, we have created opportunities for them to deepen their understanding of DEI and to engage in self-reflection through e-learning, on-demand video and personnel evaluation, and other programs.
Initiatives of Group Companies
At NICOS, we annually conduct seminars for managers, providing tips on new management styles in response to changing social environments, opportunities for self-reflection on themselves, and training on diversity management practices.
At ACOM, we conduct ‘Leadership Enhancement Training’ to enhance organizational capabilities. This training focuses on strengthening leadership mindset, learning one-on-one skills as a leader, and improving their relationship-building abilities for fostering subordinates’ development.
Embedding DEI into Our Culture
Diversity, Equity & Inclusion Month
The Bank, the Trust Bank and the Securities have designated November every year as Diversity, Equity & Inclusion Month (formerly Inclusion & Diversity Month.) We conduct training programs and workshops at all Group locations in Japan. We have been focusing on trending topics, such as Unconscious Bias and LGBTQ rights, creating opportunities for employees to deeply think DEI as an issue that matters to everyone.
In FY2022, we conducted e-learning sessions and discussions at branches and departments with the theme ‘Psychological Safety.’ Our objective was to create a workplace where employees can bring their authentic self, demonstrate their motivation and abilities, and collaborate in complementing each other's strengths and weaknesses.
Raising Awareness about Unconscious Bias
At MUFG, since FY2019, we have been focusing on raising awareness about unconscious bias. In addition to awareness-raising training for all employees, we also provide training for newly appointed managers to raise their awareness about unconscious bias. In FY2022, we published Unconscious Bias Handbook, which includes guidelines for inclusive expression and language along with a series of columns that allow us to explore about biases through comics.
Initiatives for International Men's Day in Asia
November 19 is designated International Men's Day, a commemorative day to promote gender equality and celebrate men around the world. In the APAC region, we issued a newsletter to promote understanding of the mental health issues faced by male employees, held talk sessions by employees, and provided employees with opportunities to contemplate men’s health challenges and well-being.
Raising Awareness Activities on Black Discrimination Issues in the Americas
In the United States, June 19 has been designated as Juneteenth, a day of freedom, remembrance, and celebration to commemorating the date on which people brought to America from Africa as slaves were emancipated. MUFG Americas also celebrated this day and organized a session to learn about the history of America, as well as the history of Black people and African Americans in the country.
Employee-Driven DEI Initiatives
MUFG provides opportunities for employees to take initiatives in promoting DEI.
We have established an online community where Employees who share similar values can connect beyond their respective organizational boundaries. Participants can freely share information and exchange opinions with each other, and this platform also facilitates voluntary activities among interested members.
・Engaging with other women’s perspective to gain insights and learning.
・Reflecting on one’s career while feeling a sense of connection and solidarity among women.
For those who want to be LGBTQ allies
・Connecting with LGBTQ allies and fostering a sense of unity.
・Participants exchange information and opinions, gaining insights from each other.
For Caregivers balancing work and caregiving responsibilities, as well as those with caregiving experience, and also for their managers and colleagues
・Connect with others involved in caregiving to gain insights and to feel a sense of unity.
・Participants exchange information and opinions, gaining insights from each other.
For working fathers balancing work and family life, as well as expectant fathers preparing for the work-family balance
・Gain insights and perspectives from other men balancing work and family life.
・Nurturing mutual understanding among working fathers while balancing work and family life vibrantly.
■ Mitsubishi UFJ Information Technology
In FY2021, MUIT launched the "Happiness & Engagement Ambassador Activity" with the aim of becoming "Wakuwaku Suru MUIT" - a company where employees feel happy and highly engaged. We addressed themes related to employee needs and areas for improvement or reform, implementing various initiatives through "ambassador" employees selected from the front lines. These initiatives include “Thanks Card" expressing gratitude, system revisions to accommodate diverse work styles, and various programs focused on fostering a "feeling of growth." We aim to create a vibrant company that evolves through employees’ proactive involvement in various initiatives.
■ EMEA Base: Employee Resource Network
Seven employee networks operate in various fields, actively promoting the creation of a workplace environment where diverse employees can thrive.
Employee network supporting employees affected by disabilities.
Employee network working towards achieving gender balance in organization.
Employee network to celebrate LGBTQ+(note) rights and promote understanding among advocates, allies and communities.
Employee network embracing cultural diversity.
Employee network fostering family-friendly workplace initiatives.
Network committed to creating a culture where employees feel a strong sense of belonging at MUFG regardless of their socioeconomic backgrounds.
Network to help to break down silos, encouraging better communication and teamwork across the business.
- General term for sexual minorities, which stands for lesbian, gay, bisexual, transgender, and queer. The "+" means being open to all kinds of diversity
■ Americas Base: Enterprise Resource Group
In Americas, we are working towards creating an inclusive workplace environment where employees, regardless of race, nationality, ethnicity, or any other attributes, can thrive and work comfortably.
Enterprise Resource Group for Hispanic/Latino community.
Enterprise Resource Group for next and diverse generations.
Enterprise Resource Group for African American/Black community.
Enterprise Resource Group to promote Women’s empowerment.
Enterprise Resource Group for Asian American and Pacific Islander community.
Enterprise Resource Group for LGBTQ and Ally.
Enterprise Resource Group for Veterans.
■ Asia: Employee Resource Network
Employee Network for workplace environment improvement.
Employee Network for environmental issues and ESG initiatives.
Employee-led communities across various global regions are actively engaged in initiatives aimed at improving workplace environment and making meaningful contributions to society. In APAC, we launched the employee resource network (ERN) named APAC Kaizen in April 2023. This network aims to improve the workplace environment while reflecting the voices of individual employees. The APAC Green Team community launched in July 2023 is tackling environmental problems and ESG issues, such as paperless operation and reduction of plastic usage in workplaces. Employees participating in the ERN take the lead in identifying issues in the workplace and tackling solutions, working in cooperation with human resources, technology, and other departments of the company. Such efforts have given rise to virtuous cycles that not only improve the workplace environment but also enhance the skills of every participating employee.
