Strengthening the management platform, including FinTech, talent development and women's advancement
First written in FY2016. 10 of 17 entries say "Advanced", first in FY2017-Q2. Latest entry: FY2026.
No other company in this theme has enough history to compare yet.
- FY2026AdvancedAnnual report
「From the perspective of accelerating the enhancement of corporate value by making employees the driving force, the company has set an employee engagement score of 52.0 (FY2028) as a KPI in its new medium-term management plan.」
Regarding human capital management, the company set an employee engagement score of 52.0 for FY2028 as a KPI and is advancing recruitment, placement and development linked to its 4 business strategies. - 2026-05-15AdvancedManagement Planning
「社員の戦略的配置や自律的キャリア形成等による専門性向上を通じ、企業価値を最大化。」
4つの事業戦略に連動した採用・配置・育成と自律的キャリア形成を人的資本経営の中心に据えている。 - FY2025AdvancedAnnual report
「Percentage of women in management (%) 19.8 Rate of male employees taking childcare leave (%) 100.0 Gender pay gap (%) 66.8」
The human capital and diversity metrics were updated. Women accounted for 19.8% of management, and the rate of male employees taking childcare leave was 100%. The company is approaching its target of a 20% share of women in management in April 2026. - FY2025-H1Increase in the proportion of female officersAnnual report
「29 men, 8 women (women's proportion of officers: 21.6%)」
As a human capital and diversity metric, the share of women among officers was updated to 21.6%. - FY2024AdvancedAnnual report
「Percentage of women in management (%) 18.4 Rate of male employees taking childcare leave (%) 100.0 Gender pay gap (%) 66.1」
The company updated its human capital and diversity metrics and set a target of achieving a 20% share of women in management by April 2026. - FY2024-Q2Increase in the proportion of female officersAnnual report
「30 men, 7 women (women's proportion of officers: 18.9%)」
Women accounted for 18.9% of officers. The human capital and diversity metrics were updated. - FY2023AdvancedAnnual report
「Women accounted for 17.5% of management, the rate of male employees taking childcare leave was 100.0%, and the gender pay gap was 64.1%.」
The company disclosed the percentage of women in management, the rate of male employees taking childcare leave and the gender pay gap, thereby providing specific human capital and diversity metrics. - FY2023-Q2Increase in the proportion of female officersAnnual report
「31 men, 6 women (women's share of officers: 16.2%)」
The share of women among officers was 16.2%, up from 13.8% as of the previous quarterly disclosure. - FY2022AdvancedAnnual report
「In addition, with regard to the promotion of work-style reform and enhanced governance, the company promoted diversity management by increasing the percentage of women in management and achieving a 100% rate of male employees taking childcare leave; encouraged employees to develop their careers independently by expanding the range of courses available under the Career Challenge Program (internal recruitment); and promoted the development of human resources in digital services, market operations and other strengthened and growth areas.」
The company increased the percentage of women in management, achieved a 100% rate of male employees taking childcare leave, expanded internal recruitment and developed human resources in growth areas. Women accounted for 17.6% of officers. - FY2022-Q3Decrease in the proportion of female officersAnnual report
「31 men, 5 women (women's share of officers: 13.8%)」
The share of women among officers was 13.8%, down from 14.2% in the previous disclosure. - FY2021-Q2Decrease in the proportion of female officersAnnual report
「30 men, 5 women (women's share of officers: 14.2%)」
The share of women among officers was 14.2%, down from 16.6% in the previous disclosure. - FY2020-Q2AdvancedAnnual report
「31 men 30 , 6 women 6 (women's share of officers: 16.6 %)」
The company disclosed that women accounted for 16.6% of its officers. This was up from 15.1% in FY2019. - FY2019AdvancedAnnual report
「28 men, 5 women (women's share of officers: 15.1%)」
The share of women among officers rose from 13.8% in the previous disclosure to 15.1%. - FY2019-Q3Change in the proportion of women among officersAnnual report
「31 men, 5 women (women's share of officers: 13.8%)」
The company disclosed that women accounted for 13.8% of its officers. This changed from 14.7% in the previous disclosure. - FY2017AdvancedAnnual report
「In particular, for diversity management, the Bank established the Diversity Promotion Department in July 2016 and advanced initiatives including activities by the Diversity Committee, headed by the Representative Executive Officer and President and focused on promoting women's advancement, and Diversity Forums aimed at fostering awareness across the organisation.」
The Diversity Promotion Department was established in July 2016, and committee activities and forums were launched. - FY2017-Q2AdvancedAnnual report
「New title and position Executive Officer Corporate Staff Division General Manager, Diversity Promotion Department Former title and position Executive Officer Sales Division General Manager, Tokyo Area Headquarters Name Makino Yoko (牧野 洋子) Effective date of change 1 July 2016 29 men and 5 women (women's percentage of officers: 14.7%)」
A female executive officer was appointed General Manager of the Diversity Promotion Department, and the proportion of women among officers was disclosed as 14.7%. - FY2016First statedAnnual report
「We will strengthen our management platform by enhancing IR activities and the IR framework, addressing FinTech (the integration of finance and IT), promoting talent development, and advancing diversity management (utilising a diverse workforce), with a focus on promoting women's advancement.」
The Bank identifies IR as a listed company, technology initiatives, talent development and diversity as measures to strengthen its management platform.