Japan Post Bank DE&I Dialogue with Ms. Sputniko! and Executive Members
Japan Post Bank is working on creating an environment where all employees can thrive by leveraging their individuality, by not only focusing on Diversity & Inclusion (DE&I) but also being mindful of Equity (fairness and justice). As part of promoting this initiative, on September 25, 2024, we welcomed Ms. Sputniko! as the presenter and held the "Japan Post Bank DE&I Dialogue with Ms. Sputniko! and Executive Members" with Executive Members at the executive officer level and above (hereinafter referred to as "Executive Members").
Session: The Importance of DE&I ― Understanding Equity
In the session, Ms. Sputniko! discussed topics such as "What is Equity (fairness and justice)?", "Structural Discrimination*", "Revisiting Corporate Structure Design to Achieve Equity", and "The Importance of DE&I in Innovation and Risk Management", while keeping in mind the perspectives of the Executive Members.
- *
- Structural discrimination refers to situations where, even without the intention to discriminate, certain genders, races, etc., are placed at a disadvantage due to the structure of society or organizations.
Presenter
Ms. Hiro OZAKI (Ms. Sputniko!)
Associate Professor at MIT (Massachusetts Institute of Technology) Media Lab, Special Appointed Associate Professor at the University of Tokyo Graduate School, and currently Associate Professor at the Department of Design, Faculty of Fine Arts, Tokyo University of the Arts. "Young Global Leader" by the World Economic Forum since 2017 and selected as a TED Fellow since 2019. 11th L'Oreal-UNESCO Women in Science Japan Special Award, Vogue Woman of the Year, Selected as one of the "100 Japanese People Respected by the World" in the Japanese version of Newsweek, etc. In 2019, she established Cradle Co., Ltd. and became its representative director and president.
Dialogue: Corporate Growth through Promoting DE&I
After the session, the Executive Members and Ms. Sputniko! discussed and shared their opinions on corporate growth through promoting DE&I.
Executive Members:
Regarding the point that promoting women's participation might be seen as reverse discrimination against men, I understand that this is a correction of "structural discrimination" and not reverse discrimination. On the other hand, I also hear from female managers who say, "I believe I became a manager based on my abilities, but sometimes people around me think I was promoted to meet quantitative KPIs."
Ms. Sputniko!:
The way people feel about it differs depending on whether they are aware of "structural discrimination" in society. "Structural discrimination" is easier to understand in the context of capitalism, but becomes more difficult to grasp when it comes to gender issues. Changing the system without taking any action is difficult. While it is common to focus on quantitative KPIs, I believe it is important to continuously and carefully explain "structural discrimination" to foster understanding.
Executive Members:
I believe it is important to promote DE&I in a manner that aligns with the maturity level of the company. For companies that have made progress, what kind of measures will be necessary as they move from the stage of gender consciousness to gender fairness?
Ms. Sputniko!:
As initiatives progress, new challenges arise in accordance with the maturity of society, and there can be backlash against these changes. About 10 years ago in Japanese companies, women who wanted to advance in their careers were expected to work in the same way as the so-called "Showa-era salarymen," which did not provide role models for many women. Nowadays, the structure has been changing, and more men are participating in household chores and childcare. Therefore, companies are entering a phase where they need to change the structure of work and working styles.
This is not limited to women; men are also reconsidering their working styles, such as changing jobs when their children are born, leading to increased workforce mobility in society. To prevent losses such as talent outflow, companies need to review the design and structure of work, and by utilizing AI and promoting digital transformation (DX), increasing productivity will become one of the important measures moving forward.
Executive Members:
I believe that diversity is a theme where life and work cannot be clearly separated. This is not just a challenge for women; it is important to value diversity in factors beyond gender as well. By incorporating this into work, companies can also grow.
On the other hand, compared to when I was raising children, although the environment has changed significantly, I feel that people's awareness has not changed as much. In promoting DE&I, I think one's upbringing, values, and personal experiences have an impact. However, in environments where there is a lack of experience and it is difficult to grasp the reality, could you please provide advice on how Executive Members can demonstrate leadership?
Ms. Sputniko!:
I believe it is important to see the world where DE&I is progressing with your own eyes and feel it intuitively. From a global perspective, the promotion of DE&I in current Japanese companies feels like discussing topics that were debated in the United States about 30 years ago in the 1990s. By gaining new insights through various interactions with leaders and other companies, it would be beneficial to practice leadership while being aware that there are indeed worlds where DE&I is being realized.
Looking Ahead
Ms. Sputniko! commented that Japan Post Bank being selected as a Nadeshiko Brand as a company with excellent promotion of women's advancement for the fiscal year 2023 is a significant positive factor in promoting DE&I. She also advised that, moving forward, the bank should not only maintain a domestic perspective but also adopt a global viewpoint to further accelerate its initiatives.
During the dialogue, we were able to reaffirm that the necessary measures for promoting DE&I change with the times and the environment. All participants strengthened their resolve to demonstrate leadership by being sensitive to changes both inside and outside the company, so that each employee can leverage their individuality and feel a sense of fulfillment in their work.
