Work-Style Reform and the Advancement of Women's Participation
First written in FY2018. 6 of 7 entries say "Advanced", first in FY2019. Latest entry: 2026-07-31.
- 2026-07-31AdvancedGovernance
「We have begun considering the introduction of performance-linked compensation.」
The consideration of performance-linked compensation for employees, disclosed in a timely disclosure, was reiterated in the integrated report and positioned as a human capital initiative alongside wage increases and improved employee engagement. - FY2026AdvancedAnnual report
「To improve work engagement, in addition to wage increases of 5% or more, including base-pay increases, for 4 consecutive years, we expanded initiatives including the internal recruitment programme Career Challenge, which creates opportunities to take on challenges, and voluntary participation-based training. As a result, the engagement score improved by 2 points year on year to 76 points.」
Following 4 consecutive years of wage increases of 5% or more and the expansion of Career Challenge and other initiatives, the engagement score improved from 74 points to 76 points. - FY2025AdvancedAnnual report
「To address the economic environment, including rising prices, improve employee engagement and secure outstanding talent, we have implemented wage increases of 5% or more, including base-pay increases, for 3 consecutive years.」
In addition to work-style reform and the promotion of women's advancement, wage increases of 5% or more, including base-pay increases, were implemented for 3 consecutive years. - FY2023AdvancedAnnual report
「Our group has adopted a policy of wage increases of 5% or more for fiscal 2023. The planned increase at each company is as follows: our company, 6.3%; 肥後銀行, 5.2%; 鹿児島銀行, 5.8%; and 九州デジタルソリューションズ, 5.8%.」
In addition to work-style reform and the promotion of women's advancement, human-resources initiatives became more concrete through the policy of wage increases of 5% or more in fiscal 2023, revisions to personnel systems, and the creation of specialist career and professional positions. - FY2020AdvancedAnnual report
「Since fiscal 2020, we have been actively using telework, including working from home, both to achieve more flexible working arrangements and from a business continuity planning perspective in preparation for disasters and emergencies.」
Work-style reform progressed from morning-oriented, interval and staggered working hours to the use of telework, including working from home, from fiscal 2020. - FY2019AdvancedAnnual report
「We introduced morning-oriented working hours to improve productivity, interval working hours to support employee health, and staggered working hours that respect employees' lifestyles. As part of work-style reform through the use of ICT, we are also advancing technical research into telework environments and, in February 2019, began trialling and verifying a peep-prevention system using facial-recognition technology, the first such application in the financial industry.」
Work-style reform became more concrete through the introduction of morning-oriented, interval and staggered working hours, as well as the trialling and verification of a system using facial-recognition technology. - FY2018First statedAnnual report
「We are also actively pursuing initiatives to achieve work-life balance through work-style reforms and to promote women's advancement, creating a workplace where employees can work with energy and enthusiasm.」
Work-life balance and the promotion of women's advancement were identified as measures for creating a workplace where employees can work with energy and enthusiasm.