Encouraging Diverse Talent to Play an Active Role

We are expanding roles for employees with disabilities by establishing special subsidiaries that offer suitable work options. Currently, about 1,400 employees with disabilities are playing an active role within MUFG and the Group's employment rate is 2.48%^(note) in Japan (as of June 1, 2021).

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 supporting their own career development. For employees who have reached a particular age, we have introduced training and programs to facilitate skill development with the aim of supporting future career development based on diverse values. For motivated employees above retirement age, we have established a continuous employment system with flexible work arrangements to provide stable work opportunities and respond to diverse employment needs.

Today, the MUFG Group has expanded into more than 50 countries around the globe, and approximately 52% of its entire workforce is accounted for by overseas employees (as of May 31,2021). Based on the concept of "inclusion & diversity", which is one of MUFG's priority issues, in order to recruit and develop a diverse range of professionals, it is necessary to foster our corporate brand both in Japan and overseas so that people will want to work for MUFG.

MUFG is expanding opportunities for employees to play an even more active role by operating a market-standard and globally uniied human resources platform for title management, employee evaluation, wage determination and other human resources practices.

Also, as more and more employees with diverse backgrounds join, we began implementing job-level based training programs on a global basis to ensure all Group members understand the MUFG Way and embrace a shared culture. For example, we provide

the Global LEAD Program targeting those in managing director or similar positions with a variety of experiences from different countries and regions where the group operates, to help such individuals acquire essential leadership knowledge as well as necessary perspectives and in-depth expertise on global operations. In addition, in the Three-month Intensive Program for working-level employees, participants from overseas facilities will receive on-the-job training in the form of business trips

to other regional departments for three months. This not only fosters the development of the participating employees, but also fosters the mindset of the employees at the host sites to work globally.

These efforts are helping to increase the motivation of employees hired overseas, while at the same time expanding the talent pool, thereby promoting competition within the company and creating a virtuous cycle that will lead to the realization of a stronger organization. Today, a growing number of individuals hired overseas have been promoted to managerial posts. For example, 13 of these individuals, including three women, have assumed executive officer positions at the Bank (as of March 31, 2021).

The MUFG clearly expresses the Group's commitment to creating productive work environments where everyone can feel comfortable, and that prohibits harassment and discrimination on the basis of sexual orientation and gender identity.

MUFG Human Rights Policy Statement

MUFG Bank, Mitsubishi UFJ Trust and Banking, Mitsubishi UFJ Morgan Stanley Securities, Mitsubishi UFJ NICOS, MUS Business Service, and MUS Information Systems have introduced a same-sex partnership certification program that regards employees' same-sex partners as being equivalent to opposite-sex spouses and that allows them to be beneficially of company benefits such as special paid leave and rent subsidies.

Each company is working on initiatives to increase productivity and promote a healthy work-life balance, such as introducing telecommuting system, staggered working hours, flexible time system, and non-territorial offices.