Human Resources Initiatives Supporting Work–Family Balance
First written in FY2016. 7 of 9 entries say "Advanced", first in FY2017. Latest entry: FY2026.
11 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「・Women to account for at least 40% of new appointments to management positions (fiscal 2025 actual: 45.7%) ・At least 90% to undergo follow-up examinations based on the results of health checkups and other examinations (fiscal 2025 actual: 92.2%) ・At least 20% to engage in regular exercise (fiscal 2025 actual: 21.5%)」
The bank disclosed fiscal 2025 results for its existing D&I and health management KPIs: 45.7% for women newly appointed to management positions, 92.2% for the follow-up examination rate, and 21.5% for the exercise rate. The rate of male bank employees taking childcare leave or equivalent leave remained at 100%. - 2026-05-27AdvancedGeneral Meetings of Shareholders
「We invested ¥100 million over fiscal 2025.」
The company disclosed its actual annual investment in human-resource development for fiscal 2025. - FY2024AdvancedAnnual report
「・Women to account for at least 30% of new appointments to management positions (fiscal 2023 actual: 31.1%) ・At least 90% to undergo follow-up examinations based on the results of health checkups and other examinations (fiscal 2023 actual: 94.7%) ・At least 20% to engage in regular exercise (fiscal 2023 actual: 20.2%)」
For human capital and D&I metrics, the bank disclosed actual results of 31.1% for women newly appointed to management positions, 94.7% for the follow-up examination rate, and 20.2% for the regular exercise rate. - FY2023RaisedAnnual report
「Metrics and targets through fiscal 2030: (1) Appointment of female bank employees to management positions: women to account for at least 30% of new appointments to management positions. *The target is at least 40% from fiscal 2025 onward. (2) Male bank employees taking childcare leave or equivalent leave: rate of male bank employees taking childcare leave or equivalent leave, at least 100%. *The initial target was 80%, but it was revised upward to 100% under the medium-term management plan beginning in fiscal 2023.」
For its D&I targets, the bank raised the target rate of male bank employees taking childcare leave or equivalent leave from 80% to 100%. Women are to account for at least 30% of new appointments to management positions, rising to at least 40% from fiscal 2025 onward. For the year, it disclosed a female management ratio of 14.9% and a male childcare leave uptake rate of 100%. - FY2022AdvancedAnnual report
「As KPIs to be pursued through fiscal 2030, we established two targets: women accounting for at least 40% of new appointments to management positions (from fiscal 2025 onward), and at least 80% of male bank employees taking childcare leave or equivalent leave.」
For diversity and inclusion, we established time-bound, quantitative KPIs for the proportion of women newly appointed to management positions and the rate of male bank employees taking childcare leave or equivalent leave. - FY2021AdvancedAnnual report
「The Bank is promoting diversity and inclusion initiatives with the aim of creating a workplace where diverse employees respect one another and each individual can grow and perform with peace of mind.」
The scope of human capital initiatives is being expanded to include the early development of young bank employees into effective contributors, skills development for female bank employees, secondments to group companies, a flextime system, and the appointment of women to management positions. - FY2020AdvancedAnnual report
「Regarding human resources development, the Bank regards the development and retention of young employees who will lead the Bank in the future as an extremely important issue. It has introduced training measures to bring young employees up to full productivity sooner and is working to retain them by improving employee engagement.」
The scope of initiatives has expanded from supporting work and family life to developing and retaining young employees, career design for specialist personnel, flexible working hours and a free-address office layout. - FY2017AdvancedAnnual report
「The Bank issued the “Iwate Bank Ikuboss Declaration,” declaring its commitment to supporting employees in balancing work with childcare and nursing care, respecting work-life balance, and contributing to the development of local communities through the use of diverse talent. Under the Act on Promotion of Women's Participation and Advancement in the Workplace, it also formulated an action plan for general employers covering measures such as increasing the proportion of women in managerial positions, reducing total working hours and introducing childcare support services. As a result of these initiatives, the Bank met all 5 evaluation criteria and received the highest-level Eruboshi certification.」
The Bank declared and formalised its support for balancing work and family life and received the highest-level Eruboshi certification for promoting women’s participation and advancement. - FY2016First statedAnnual report
「The Bank undertook initiatives to support work and family life, including promoting parental leave for employees raising children, reviewing its reduced-hours work system and taking measures to reduce overtime.」
The filing also states that the Bank received Platinum Kurumin certification as a result of these initiatives.