Women's Career Development and Work-Life Balance Support
First written in FY2019. 5 of 6 entries say "Advanced", first in FY2022. Latest entry: FY2026.
11 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Percentage of women in management Actual for fiscal 2024 24.8% Actual for fiscal 2025 25.6%」
The percentage of women in management rose from 24.8% to 25.6%. The company set a fiscal 2028 target of 28.0% and continues to provide training by management level, support for returning from parental leave, and training to develop women branch managers. - FY2025AdvancedAnnual report
「The gap between the average years of employment for men and women narrowed from 4.3 years in fiscal 2017 to 2.7 years in fiscal 2024. The percentage of women in management also increased from below 20% in fiscal 2021 to 24.8% in fiscal 2024.」
The percentage of women in management rose from 23.1% to 24.8%, approaching the fiscal 2025 target of 25.0%. The company continues to provide career development training, support for returning from parental leave, and a mentoring program for women managers. - FY2024AdvancedAnnual report
「The percentage of female managers has increased each year. The difference between the average length of employment for men and women narrowed from 4.3 years in fiscal 2017 to 2.2 years in fiscal 2023.」
The percentage of female managers increased from 20.8% to 23.1%, and the Bank disclosed a target of 25.0% for fiscal 2025. The difference between the average length of employment for men and women also narrowed from 2.4 years to 2.2 years. - FY2023AdvancedAnnual report
「Results as of the end of March 2023: women as a percentage of employees, 41.0%; difference between the average length of employment for men and women, 2.4 years」
The Bank continued its initiatives supporting women's career development and diverse working arrangements, and disclosed a female management ratio of 20.8%, a target of 25.0% for fiscal 2025, and a 2.4-year difference in average length of employment between men and women. - FY2022AdvancedAnnual report
「The Bank provides diverse working arrangements, including a career-track personnel system, a work location change program, and a spousal relocation program, to support work-life balance and enable all employees to maximize their abilities, while working to create an organization where each employee can find fulfillment in their work.」
In addition to supporting women's career development and promotion to senior positions, the Bank disclosed diverse working arrangements, including a spousal relocation program. - FY2019First statedAnnual report
「The Bank continues to provide training aimed at supporting women's career development so that female employees can further demonstrate their abilities, while promoting the appointment of women to senior positions. It has also worked to create a workplace environment that is comfortable for both men and women by developing and expanding various programs, including a career-track personnel system and a work location change program, to support balancing work with family and personal life. These achievements were recognized when the Bank became the first financial institution in Hokkaido to receive Platinum Kurumin certification as a company providing excellent childcare support in December 2018.」
The Bank disclosed initiatives covering women's career development, promotion to senior positions, and work-life balance support through programs such as the work location change program, and became the first financial institution in Hokkaido to receive Platinum Kurumin certification.