Diversity and Inclusion
Approaches and Policy
One of the areas in which Daiwa Securities Group focuses its efforts is diversity & inclusion. We are working to develop personnel who provide additional value and build an organization in which members thrive as they recognize and respect each other's diversity.
In order to accelerate our diversity & inclusion efforts, we have established a Diversity and Inclusion Promotion Committee and an SDGs Promotion Committee, which regularly engage in discussions.
The predecessor of the Diversity and Inclusion Promotion Committee was established in 2008. The Committee now meets once every quarter, with President & CEO Seiji Nakata serving as a chairperson. Staff from various positions and divisions, from executives and managers to young employees, participate as advisors to discuss and verify the status of various measures, including efforts to achieve goals related to diversity and inclusion and support for balancing work with childcare and nursing care.
The SDGs Promotion Committee, established in 2018 and led by chairperson President Seiji Nakata, provides a space to discuss Group policies related to the promotion of SDGs. We always invite external experts to the Committee, and this has enabled the Committee to utilize the experience and insights of those experts in their discussions.
Encouraging Women to Succeed
Daiwa Securities Group proactively appoints talented human resources regardless of gender. To develop female leaders who play leading roles in Japan's financial industry, the Group actively promotes female employees while advancing the development of an environment that enables them to continue working energetically even after going through life events such as marriage and childbirth. We have created an environment that makes it easier to consult about career and other matters, as well as having launched the internal online social network "ANSWERS," which is a system that enables executives and employees to connect with each other across Japan. We also undertake initiatives such as providing career training for female employees and introducing thriving female employees as role models in internal publications in order to increase the number of women in managerial positions. We will support the efforts of companies by publicizing the status of their support for women's advancement in the Group.
In 2015, the Chairman of the Board of Daiwa Securities Group Inc. showed his support for the "Declaration on Action" by a group of male leaders who will create "A Society in which Women Shine" spearheaded by Japan's Gender Equality Bureau Cabinet Office.
In 2009, four female executives were appointed simultaneously. To incorporate more diverse perspectives into group management, Daiwa Securities Group Inc. has four female Directors, and the Group as a whole has 13 female executives as Directors, Corporate Executive Officers (Shikkoyaku), Executive Officers (Shikkoyakuin), and Audit & Supervisory Board Members. Also, the Chairman of the Board and President and CEO of Daiwa Securities Group Inc. started to participate as members in the 30% Club Japan, which was launched in Japan in May 2019, in support of its activities. The 30% Club Japan aims to increase the proportion of women in the top management of Japanese companies, setting up the target of boosting the percentage of female members in the Board of Directors of TOPIX 100 companies to 30% by 2030.
More and more women are playing active roles in wider fields. For example, women now account for approximately 20% of branch chiefs and two women serve as the chiefs of overseas offices (as of the end of June 2022). The increase in the number of role models has made it easier for women to envisage their career paths. In recent years, this has led to a significant increase in female employees aspiring to advance their careers by switching to career-track, broad regional career-track, and regional career-track positions. We have also implemented various systems and measures that are beyond the legal requirements to help women continue to work energetically even after going through life events such as marriage and childbirth.
Women from our Group have been introduced by Nikkei Inc. in its Nikkei Womenomics Project and by Nikkei Inc. and Nikkei Business Publications Inc. in their Nikkei Women's Empowerment Project. Please have a look. (Japanese only)
- WOMENOMICS STORY Daiwa Securities Group Vol. 6 Click here to read the article on Keiko Tokuhiro, "Connect with People, Create Possibilities: How to Turn Problems into Opportunities"
- WOMENOMICS STORY Daiwa Securities Group Vol. 5 Click here to read the article on Shoko Ochiai, "Tackling Challenges at My Pace: From My Hometown Branch to a Global Financial Center"
- WOMENOMICS STORY Daiwa Securities Group Vol. 3 Click here to read the article on Ei Ga, "The Future-oriented Leadership I’m Creating Through My Own Diversity"
- WOMENOMICS STORY Daiwa Securities Group Vol. 2 Click here to read the article on Maika Oda, "Persistently Taking on New Challenges to Better Serve Customers Throughout Their Lives"
- WOMENOMICS STORY Daiwa Securities Group Vol. 1 Click here to read the article on Saika Inomata, "Using My Own Sensibilities and Legwork to Discover Promising Information that Links Companies and Investors"
- Empowerment Report Click here to read the article on Hiromi Uemura, Daiwa Securities Business Center, "Take on Challenges Without Being Afraid of Opportunities: Give it a Try, and the World Will Change"
- Empowerment Report Click here to read the article on Ayaka Yugami, Daiwa Securities, "I Want to Take on More Challenges: Transferring from Sales to IT to Press Forward with DX"
- Empowerment Report Click here to read the article on Emiri Sakamoto, Daiwa Securities, "I Want to Master This Field: Devoted to Bond Sales, Using Overseas Experience as Strength"
- Empowerment Report Click here to read the article on Kaori Matsushita, Daiwa Securities, "From Regional Clerical Position to Branch Chief: I Want to Become a Role Model for Female Employees"
Targets Related to Initiatives for Empowering Women
Daiwa Securities Group has aimed to raise the ratio of women in director's positions to at least 30% by 2030, and we have set specific targets for the years through FY2025. In this manner, positive steps are being taken to provide an environment in which employees with diverse values can maximize their capabilities.
Targets for Years through FY2025 (Daiwa Securities)
- Women account for at least 25% of people managerial positions by FY2025, reaching 30% by 2029
- Continue hiring high quality employees, regardless of gender, and maintain a stable ratio of 50% of women among newly recruited graduates every fiscal year
- 50% of women among participants in training, which aims to provide participants with various skills and improve their expertise
- Continue to maintain a 100% rate of childcare leave use by male employees and a childcare leave duration of 14 days or more
Support for Female Employees' Career Advancement
By increasing the number of role models, we are making it easier for the Group's female staff to envision their career path. In this context, there has been a sharp increase in female employees aspiring to advance their careers by switching to career-track, broad regional career-track, and regional career-track positions in recent years.
To date, more than 1,500 female employees have converted to career-track positions.
An increasing number of employees have also taken advantage of our Professional Return Plan, a system for re-hiring employees who left work to raise children or care for family members, starting them at the same level of compensation as when they left. The scope of this system was expanded in FY2015. This has helped us to secure talented personnel who support business operations. The number of female employees right before being promoted to managerial positions is 1,775 at the end of June 2022, substantially increasing from 1,093 in 2005.
We also launched a career support training initiative for female employees (Daiwa Woman's Forum) in FY2014, and a program for women in managerial positions (Daiwa Woman's Management Forum) in 2018. These programs have contributed to building networks among women.
Job shift system
With regard to job shifts, up to now more than 1,500 people have shifted to career-track or broad regional career-track positions (positions that can be relocated within a certain area) or regional career-track positions (positions that do not involve relocation), and the number of female employees active in a wide range of jobs has increased significantly.
The increase in the number of role models has resulted in a major rise in the number of female employees who are aiming to improve their careers through a shift to career-track positions.
Internal online social network: ANSWERS
In 2021, we introduced ANSWERS, an internal online social network through which employees can consult with each other, help each other with difficulties, and build networks. It presents them with opportunities to meet role models, broadening their perspectives regarding future career advancement, as well as to communicate with the management.
Appointment of Female Executives and Women in Managerial Positions
Daiwa Securities Group has a total of thirteen women in top managerial positions who work as directors, corporate executive officers, executive officers, and auditors. They include five female executives serving as directors and corporate executive officers at Daiwa Securities Group Inc. The number of women in managerial positions is increasing year by year, with the Group's total number standing at 739 as of the end of June 2022. The ratio of women in managerial positions has risen from 2.2% at the end of FY2004 to 15.1% on a group-wide basis (up from 2.3% to 19.7% at Daiwa Securities).
Becoming a Member of 30% Club Japan
Daiwa Securities Group Inc. supports activities undertaken by the 30% Club Japan, with its Chairman of the Board and President and CEO participating as members. The organization, launched in Japan in May 2019, aims to increase the ratio of women in top management of Japanese companies. It has set the goal of raising the ratio of women in the Boards of Directors at the TOPIX 100 companies to 30% by 2030. Chairman of the Board Takashi Hibino also participates as a member of the Steering Committee. We will accelerate our initiatives to produce female leaders who will lead Japan’s financial industry.
Trend in Number of women in managerial positions
Since the establishment of the "Women's Advancement Promotion Team" in 2005, the Group has continued to make various efforts with the aim of supporting women's advancement and realizing "work-life balance" for employees, while establishing various support systems for work-life balance that exceed legal requirements. As a result of our efforts so far, the number of female managers has sextupled quadrupled compared to before the introduction of the measures.
The Group operates a fair treatment and evaluation system that encourages all employees, from young people, mid-level employees, and experienced employees, regardless of their years of employment, to work hard at a higher stage and in a position of greater responsibility. Also, based on the belief that promoting appointments based on fair evaluations and creating an environment in which diverse human resources can maximize their abilities will lead to an increase in corporate value, even during child care leave, employees are evaluated correctly based on their achievements up to that point and are eligible for promotion. The Group has created an environment in which employees can aim for career advancement even as they experience life events.
As a result of various efforts, the number of role models has increased, and the number of female employees in positions just below management positions has doubled since 2005.
Furthermore, the Group is appointing future candidates for executives regardless of gender at an early stage, and is working to develop candidates for management executive positions through selective management training.
|2006 As of March 31||2018 As of March 31||2019 As of March 31||2020 As of March 31||2021 As of March 31||2022 As of March 31|
|Number of women in managerial positions (Consolidated)||97||424||490||562||654||739|
|Ratio of female managers||2.7%||9.4%||10.5%||11.9%||13.7%||15.1%|
|2006 As of March 31||2018 As of March 31||2019 As of March 31||2020 As of March 31||2021 As of March 31||2022 As of March 31|
|Number of women in managerial positions (Consolidated)||77||329||378||432||504||568|
|Ratio of female managers||2.8%||11.6%||12.9%||14.5%||16.3%||18.3%|
- *Deputy managers and above are counted as managers
|Number of new female managers (Daiwa Securities)||40||61||64||83||78|
|Ratio of women among new managers||24.4%||26.2%||26.8%||29.6%||39.4%|
External Ratings for Initiatives
In recent years, we have received high ratings from external rating institutions as our support for women's advancement and initiatives to promote work-life balance have been steadily bearing fruit.
We support the Declaration on Action by the Cabinet Office "Group of Male Leaders Who Will Create 'A Society in which Women Shine'"
On December 18, 2015, Takashi Hibino, Chairman of the Board, endorsed the Declaration on Action of the "Group of Male Leaders Who Will Create 'A Society in which Women Shine'" which is led by the Gender Equality Bureau of the Cabinet Office.
Under this activity, male leaders of companies actively engaged in promoting women's advancement shared a Declaration on Action in order to maximize the abilities that women can have, and expanded the circle of support.
Formulated an action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace
Daiwa Securities Group has aimed to raise the ratio of women in director's positions to at least 30% by 2030, and we have set specific targets for the years through FY2025. In this manner, we are further accelerating our efforts to provide an environment in which employees with diverse values can leverage their full potential.
[A general business owner action plan was formulated and submitted on April 1, 2021]
- "Setting Goals for Promoting Women's Advancement and Approval to the Cabinet Office of 'Meeting of Male Leaders to Accelerate the Success of Women'" [PDF:103KB]
Since April 2005, Daiwa Securities Group Inc. has formulated an action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children, and has been working to create a workplace environment where employees can work comfortably while balancing their work and family life.
In recognition of this initiative, as of June 9, 2008, the Daiwa Securities Group Inc. received the "Child Care Support Authorized Company Mark" (known as "Kurumin") from the Ministry of Health, Labour and Welfare as a "company actively working on support for the development of the next generation" based on the Act for Measures to Support the Development of the Next Generation.
Furthermore, on March 11, 2016, Daiwa Securities received the "Platinum Kurumin Certification" as an excellent "parenting support company" that is working at a higher standard than companies that acquired "Kurumin."
[A general business owner action plan was formulated and submitted on November 1, 2015]
Support for the Success of Veteran Employees
As the careers of employees grow even longer, we aim to provide our veteran employees, who have a wealth of experience, with the new skills they need to stay at the forefront of our times, and to create environments in which they can continue to thrive, thereby contributing to the sustained growth of our company.
Daiwa Securities is greatly expanding its training programs for employees aged 45 and older, and has introduced a License Certification System that provides incentives to employees who have improved their skills and polished their acumen as professionals. Since its introduction, approximately 1,900 employees, accounting for about 60% of personnel aged 45 and older, have undertaken over 26,000 training programs.
Furthermore, Daiwa Securities Group has in place a Senior Advisor System that enables employees with a wealth of experience to play an active role in the workplace. Senior advisors are dispatched to locations of their choice and engage in community-based consulting and sales from a long-term perspective. In FY2017, we eliminated employment age limits for senior advisors, enabling them to continue working regardless of their age. For employees in other positions as well, we have raised the retirement age to age 70, provided that certain conditions are met.
In addition, we have created a Senior Fellow System and have enhanced the personnel system for veteran employees with outstanding expertise and knowledge who have made remarkable achievements. We support both work and caregiving, and are creating an environment in which employees can thrive without worrying about their future lives.
We have also introduced long service leave for employees in their 20th year and 30th year at the Group. The leave is designed with gratitude to provide employees who have contributed greatly to the Group's development with an opportunity to refresh themselves and spend time with their parents, spouse, and other people around them who always support them.
Employment of People with Disabilities
As of FY2022, Daiwa Securities Group had more than 200 employees with disabilities handling a wide range of responsibilities in our head office, sales branches and contact centers. We started recruiting new graduates with disabilities as regular employees (general office staff) in FY2008, and in FY2011 broadened the scheme to career-track employees, regional career-track employees, and customer service employees. Once people with disabilities are hired, we provide support for their career advancement by, for example, creating opportunities for them to enter the career-track and regional career-track employment opportunities. To further strengthen our support to employees, we also introduced the Daiwa LEAP Plan in 2018. This provides comprehensive support including a leave program for outpatient treatment, subsidies for expenses incurred to start work, and the introduction of support tools according to the type of disability. The Plan is a measure for bringing out employees’ talents while taking their respective circumstances into consideration, and developing a pleasant working environment.
We have vigorously increased recruitment opportunities by holding briefings about the company for new graduates, participating in career expos, and implementing job placement support programs for university students with disabilities.
Moreover, Daiwa Securities Group participates in the Accessibility Consortium of Enterprises (ACE), a general incorporated association, as a member. ACE was founded for the purpose of establishing a model for people with disabilities that contributes to corporate growth, and communicating information to society concerning human resources sought by businesses. As of October 2020, ACE has 37 corporate members, mostly large companies.
Through the holding of seminars and workshops for human resources personnel and employees with disabilities, as well as issuance of educational brochures, ACE carries out awareness-raising activities for parties concerned, creates role models, and makes proposals to management and society.
Our Group's "Daiwa LEAP Plan" initiative received a "Special Award" in the "Environment Creation Category" of the 2020 ACE Awards.
Promoting increased understanding toward the LGBT community and related issues
As an opportunity to deepen understanding of LGBT issues, LGBT themes are taken up in training for new and young employees, as well as in training for those who have been promoted. A cumulative total of approximately 5,000 have participated in this training to date.
In addition, every year we hold a Human Rights Awareness Workshop for all employees in each department and office, which includes video training and discussion to promote understanding of LGBT issues. In addition, the Group’s Compliance and Human Resources departments receive training from the NPO Nijiiro Diversity to deepen their understanding of the fundamentals and case studies of other companies in order to create a comfortable work environment. Our Human Resources department supports employees who are undergoing gender transition by allowing them to take time off. Efforts are also made to promote increased understanding among surrounding employees.