Numerical targets for women’s advancement and diverse working styles
First written in FY2023. 1 of 3 entries say "Reframed", first in FY2024. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「Target: Expand the roles of female employees and increase the number assigned to corporate divisions by 60 Fiscal 2025 result: 43 people Raise the average length of service of female employees to at least 80% of that of male employees 77.6%」
For the fiscal 2024–fiscal 2026 action plan for women's advancement, the fiscal 2025 results disclosed were an increase of 43 people in assignments to corporate divisions and an average length of service for female employees equal to 77.6% of that of male employees. - FY2024ReframedAnnual report
「Planning period: 3 years from 1 April 2024 to 31 March 2027 Target: Expand the roles of female employees and increase the number assigned to corporate divisions by 60 Raise the average length of service of female employees to at least 80% of that of male employees」
After presenting the results against the previous targets for women's advancement and flexible working arrangements, the new action plan for fiscal 2024 through fiscal 2026 set targets of increasing the number of women assigned to corporate divisions by 60 and raising the average length of service of female employees to at least 80% of that of male employees. - FY2023First statedAnnual report
「Plan period: three years from 1 April 2021 through 31 March 2024. Targets: increase the proportion of newly appointed women in managerial positions to at least 30%; increase to at least 30% the proportion of all employees using telework or staggered working hours.」
The bank first systematically disclosed three-year targets for women’s advancement and flexible working arrangements, including a 30% target for newly appointed women in managerial positions and a 30% target for employees using telework or staggered hours.