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In addressing the needs of our customers in tune with their life stages, we believe it is essential that each and every employee fully comprehend the rich dimensions of diversity and act in a manner that welcomes change each and every day. With this in mind, JAPAN POST BANK sees and promotes diversity management as an important management priority.
JAPAN POST BANK has placed particular emphasis on supporting women in the workforce. The Bank is working to nurture its human resources and to put in place a workplace environment that allows talented employees to reach their full potential irrespective of gender. Among a host of endeavors, the Bank is fostering an inclusive corporate culture, engaging in work-life balance management, and helping employees shape their careers.
JAPAN POST BANK is promoting work styles to develop a workplace environment that allows employees with diverse backgrounds to come together with a strong sense of mutual understanding. To this end, the Bank is implementing a variety of educational measures led by management employees, as well as directors as a matter of course.
○Seminars for management employees at Head Office and other locations
○Supplying information through e-learning programs (for all employees)
JAPAN POST BANK has compiled a range of information into e-learning programs that employees can easily access even from home. These e-learning programs contain useful information on childbirth and childcare, helpful content for work and management for employees returning to the workplace after a leave of absence, training content for managers and more. The e-learning programs are being used to help increase the understanding and awareness of all employees.
○Training and Empowering “Ikubosses”
JAPAN POST BANK believes that “Ikubosses”* are essential to realizing workplaces where employees are able to reach their full potential in their professional and private lives. With this in mind, the Bank has joined the Ikuboss Corporate Alliance organized by the NPO Fathering Japan, and is working to train and empower Ikubosses.
* “Ikubosses” refer to supervisors (business leaders and managers) who are considerate of the work-life balance needs of subordinates and other staff with whom they work together in the workplace and are supportive of the professional and private lives of those individuals. In the process, Ikubosses are also able to deliver a strong business performance in their respective organizations in tandem with enjoying their own careers and private lives.
Each and every employee is taking a proactive and independent approach toward creating a framework that helps maintain a work-life balance while also reviewing work styles and reducing overtime hours.
○Various support programs for childcare and nursing care
JAPAN POST BANK has put in place support programs that exceed the standards stipulated by the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members and other laws and regulations, with the aim of promoting work-life balance at each employee life cycle stage.
(Reference) Work-Life Balance Support System Utilization
|Employees taking childcare leave||351 persons||352 persons||389 persons|
|Male employees taking childcare leave||16 persons||15 persons||25 persons|
|Employees taking sick/injured childcare leave||419 persons||481 persons||544 persons|
(Reference) Kurumin next generation accreditation mark
JAPAN POST BANK has put in place a general business owner action plan, as part of efforts to promote a good balance between work and family life. As a result, the Bank has received the Kurumin next generation accreditation mark authorized by Japan’s Ministry of Health, Labour and Welfare over three business terms from 2010. In receiving the Kurumin mark, the Bank has been certified as an entity that provides support to families raising children.
Since April 2015, the Bank has been pushing ahead with measures for the fourth business term, including various initiatives to enhance support for balancing work and family life.
○Holding Various Seminars
The Bank holds various seminars on work-life balance in order to help employees to balance their childcare or nursing care obligations and work. In addition, the Bank strives to increase awareness by providing lectures on work-life balance in internal training seminars.
○Review of work styles
In order to secure a balance between employees’ work and daily lives while increasing productivity and ensuring high-added value, the Bank is encouraging employees to systematically take leave while at the same time promoting refresh days when employees finish work by the end of regular business hours.
JAPAN POST BANK is helping its employees take the initiative to shape their own careers and fulfill their aspirations. Through a series of seminars and other measures that allow employees to map out their own plan, the Bank is providing opportunities to pick up on and learn about the attributes required to advance their careers.
○Career Development and Motivational Seminars
The Bank holds various seminars for female employees across Japan, including discussions between employees who are facing similar life events and round table talks with senior employees, as well as lectures led by guest instructors, as a means of providing opportunities for female employees to consider their careers and work styles.
○Training for candidates for managerial positions *1
The Bank provides training for candidates for managerial positions, along with having them participate in round table talks with senior managers as part of the Bank’s mentoring program.
○Mentor Program (*1) (*2)
Through the Mentor Program, the Bank provides the wide-ranging follow-up and training necessary to help employees grow in the future.
*1 Open to all candidates irrespective of gender.
*2 A human resource training method. An initiative to support the growth of employees through dialogue with senior management who impart their advice (mentoring).
○JAPAN POST BANK Diversity Committee
The JAPAN POST BANK Diversity Committee is led by the Director, President and Representative Executive Officer of JAPAN POST BANK, and made up of members with a variety of career backgrounds from various branches, offices and other sites nationwide, including personnel with experience in childcare and management positions.
The Diversity Committee considers policies and measures and makes recommendations on the promotion of diversity management, taking into consideration the environment of the entire Company and each operating site.
○Area Diversity Committee
Aiming to support women in the workforce and realize positive and empowering workplaces, the Area Diversity Committee holds seminars and events in 13 areas across Japan in line with issues and actual conditions in each area.
JAPAN POST BANK has put in place a general business owner action plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace (hereinafter, the “Women’s Participation Promotion Act”). Under the action plan, the Bank has set the following numerical target.
Lift the percentage of women in managerial positions to 14% or more by April 1, 2021
(Reference) Percentage of Women in Managerial Positions
|Management positions||11.5% *2|
*1 As of July 1, 2017
*2 As of April 1, 2017
The Bank provides disclosure of information and has announced its action plan based on the Women’s Participation Promotion Act in the database on companies supporting women in the workforce within the general website for supporting women in the workforce and work-life balance.
1. “Declaration on Action” by “A Group of Male Leaders Who will Create a Society in which Women Shine”
Mr. Norito Ikeda, Director, President and Representative Executive Officer of JAPAN POST BANK, has endorsed the “Declaration on Action” by “A Group of Male Leaders Who will Create a Society in which Women Shine” and is participating in this group.
(Reference) About “A Group of Male Leaders Who will Create a Society in which Women Shine”
Following the “Women’s Success Support Meeting” held in the Cabinet Office on March 28, 2014, there has been a growing movement among business leaders in every industry to support women who are succeeding or are striving for success. Against this backdrop, the “Declaration on Action” by “A Group of Male Leaders Who will Create a Society in which Women Shine,” a group of male corporate business leaders who are proactively working to promoting women’s success, has been drawn up.
2. Participation in the NPO J-Win
JAPAN POST BANK is participating in the NPO Japan Women’s Innovative Network (J-Win). Through J-Win, the Bank is working to nurture female human resources internally and form networks with other companies.
3. Participation in Japan Diversity Network
JAPAN POST BANK is participating in Japan Diversity Network (JDN). Through JDN, the Bank is working to promote diversity by promoting women’s success, along with forming networks.
JAPAN POST BANK is actively engaged in providing employment opportunities to the physically and mentally challenged. Individuals with disabilities continue to excel throughout the Bank’s nationwide network of branches.
In 2010, the Bank established the JAPAN POST BANK ARIGATO Center as a part of efforts to provide individuals who are mentally challenged and seeking employment with the opportunity to work. At this center, individuals with disabilities bag candy, which is handed to customers visiting branches as a part of the Bank’s customer appreciation initiative.
(Reference) Rate of employees with disabilities as of June 1, 2017
|JAPAN POST BANK’s employment rate of persons with disabilities||2.52%|
|(Target) Statutory employment rate of persons with disabilities||2.0%|