Work-Life Balance

Support for women's advancement and work-life balance

Daiwa Securities Group is working to create an environment in which all employees, men and women, from young to experienced, can continue to work with a high level of motivation.

One of the Group's Corporate Principles is "placing importance on personnel" and the corresponding text is "The source of the Group's competitiveness lies in the capabilities of its employees. The Group will promote the creativity of employees by offering them a challenging and self-directed working environment that encourages their abilities and appropriately rewards their contributions." We believe that maximizing the motivation of each and every employee will lead to higher customer satisfaction and ultimately higher shareholder value. We are implementing various measures with the aim of becoming a Group in which employees feel that their work is rewarding, and feel even more proud to be a member of the Group, extending to their families and related parties. In 2020, we formulated the No. 1 in Job Satisfaction Plan 2020. We are working to establish an environment that enables all employees to work efficiently in the limited time available and to demonstrate their full potential.

* WLB: Abbreviation for work-life balance.

Daiwa Securities Group's approach to supporting women's advancement

One of the Daiwa Securities Group's Corporate Principles is "Placing importance on personnel," and its management strategy states, "The Daiwa Securities Group is working to create an environment in which all employees, men and women, from young to experienced, can continue to work with a high level of motivation."

Regarding support for women's advancement, in order to produce female leaders who will drive the Japanese financial world, we will actively promote female employees and create an environment where they can continue to work actively even after life events such as marriage and childbirth. We will support the efforts of companies by publicizing the status of support for women's advancement in the Group.

In 2009, four female directors were appointed concurrently. To incorporate more diverse perspectives into our Group management, we have appointed three female directors at Daiwa Securities Group Inc. and nine female directors, officers, and executive officers throughout the Group. Daiwa Securities Group Inc. has endorsed the 30% Club Japan activity launched in Japan in May 2019, in which Chairman of the Board and the President/CEO participate as members. 30% Club Japan aims to increase the percentage of women on the board of directors of TOPIX 100 to 30% by 2030, and aims to increase the percentage of women in the top ranks of Japanese companies.
There are about 20% of branch managers and two overseas base managers (as of June 2020), demonstrating increasing advancement of women. As the number of role models increases, it becomes easier for women to plan their careers, and in recent years, the number of female employees who are aiming to improve their careers through a shift to career-track and regional career-track positions has significantly increased.
Furthermore, we support various systems and measures that exceed legal requirements so that employees can continue to work actively even after undergoing life events such as marriage and childbirth.

Kana Shirakawa, Executive Managing Director
Head of Human Resources and Chief Health Officer (CHO)
Daiwa Securities Group Inc.

We are striving to create the ideal work environment where each employee feels that their work is rewarding and a source of joy, and can challenge themselves to maximize their potential. Going forward, we will continue to improve the work environment for all employees, both men and women, young and experienced, so that they can fully demonstrate their abilities and feel even more rewarded by their work.

Various systems

Childcare leave Can be taken up to the day before the child reaches the age of three
Childcare Support Leave Can be taken when the spouse gives birth or returns to work (within the first two weeks of child care temporary retirement when treatment is guaranteed). Since its introduction in September 2014, it has been used by a cumulative total of 1,400 people. As a general rule, it takes a minimum of one week.
Pre-childcare leave for male employees Can be taken when the employee accompanies the spouse to a pregnancy checkup and participates in a parents’ class, as well as for preparations for hospitalization, etc. before the birth. The leave is designed to nurture an awareness of participation in child rearing among male employees before the birth of a child.
Short working hours system A system that allows employees to leave the company up to 90 minutes early until their children graduate from elementary school
Exemption/restriction on overtime work Exemption from overtime work is possible until the employee's children complete the third grade of elementary school. Overtime work can be limited until graduation from elementary school
Nursing care leave Up to 5 days per child before elementary school, up to 10 days per year if the employee has 2 or more children (can take in half-day units)
Daycare subsidy The Group subsidizes the cost of child care facilities or after-school care until the employee's children reach the third grade of elementary school
Babysitter system Employees can use a babysitting service contracted by the company at a special rate until their children complete the third grade of elementary school
Support desk for employees looking for nursery schools Offers free-of-charge services that check information on nursery school facilities, the status of availability, and other such matters on behalf of employees, thereby assisting them to find nursery schools
Job location change system If an employee needs to relocate due to marriage, spouse job transfer, nursing care time care, etc., the Group will provide a work position at the new location. Since fiscal 2007, approximately 300 people have used this system
Spouse work reassignment leave system Employees can take up to 5 years of leave if their spouse is transferred overseas
Birth gift of 2 million yen from the third child The Group pays 2 million yen as congratulations for the birth of the third and subsequent children
Nursing care leave Employees can take up to four periods of nursing care leave within 3 years (1095 days) for each family member requiring care
Nursing care time Employees can take up to 2 hours per day of family care time within 3 years from the start of use
Nursing care-support leave Employees can take leave to take care of family members who need nursing care, to attend hospital, etc. or to carry out procedures on behalf of family members. Up to 5 days per year can be taken (half days can also be taken, 10 days for 2 or more family members).
Nursing Care Travel Home Expense Allowance The Group subsidizes travel expenses incurred when employees return to their parents’ home to provide nursing care.
Life Support Paid Leave Employees can take paid vacation when it is required for injury/illness, nursing care preparation, fertility treatment, or nursing a child (up to 50 days)
Work-Life Balance phoneline The Work-Life Balance phone line provides various types of advice to employees regarding balancing work and child care/ nursing care, career planning, etc.
Professional Return Plan
(re-hiring of sales staff)
A system to re-employ employees who have retired due to marriage, childbirth, or nursing care, etc. with the same treatment as when they retired
Used by about 70 people in total
Expanded leave system The Group has defined marriage preparation vacation; kids' ceremony vacation (for children's entrance ceremonies, etc.); family day vacation (to deepen family friendships); parents'longevity vacation (to coincide with longevity celebrations for own or spouse's parents); and volunteer vacation, and encourages employees to take paid vacation
The telecommuting system Work-from-home is possible in all departments including sales to balance work with nursing care, cancer treatment, and infertility treatment
Daiwa ELLE Plan Regarding health issues for women who are active at various life stages, the Group provides comprehensive support including measures for the menopause; ELLE vacations (for poor physical condition during menstruation/menopause and fertility treatment); improvement of literacy such as e-learning training for managers; subsidies for specific fertility treatments; and a work-at-home system to balance work and fertility treatment

The Group continues to educate its employees through various training sessions according to position regarding the initiatives and objectives of "supporting women's advancement" and "promoting work-life balance" as management strategies. Furthermore, the Group conducts training on its work-life balance support system for balancing work with child care and nursing care responsibilities based on the idea that it is important to deepen mutual understanding not only for employees who use the system, but also for the employees who work alongside them.
In addition, once a year, we conduct a survey for all employees about work-life balance and balancing work with child care and nursing care responsibilities. We survey the recognition, degree of use, and issues of our systems, while soliciting opinions and requests from employees, to promote further understanding and enhance penetration of the systems. Based on employee feedback, we also review the design and operation of these systems.

Various measures

Supporting career advancement among female employees

Various skill training

Job shift system

Work-Life Balance Committee

Women's Advancement Promotion Team Regular Meetings

Round-table discussions

System Usage Calendar

Distribution of Career Design Books

Return to work guideline

Education for managers

Self-reporting system

Career Consulting Salon

Expanded support for balancing work and nursing care

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 five-fold 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.

Daiwa Securities Group
  2006
As of March 31
2016
As of March 31
2017
As of March 31
2018
As of March 31
2019
As of March 31
2020
As of March 31
Number of women in managerial positions (Consolidated) 97 316 375 424 490 562
Ratio of female managers 2.7% 7.5% 8.8% 9.4% 10.5% 11.9%
Daiwa Securities Co. Ltd.

In terms of the ratio of female managers, the Group is continuing various initiatives with the goal of increasing the ratio to 15% or more by 2020, which is more than five times the level in fiscal 2005 when the Group began its concerted efforts for women's advancement. The ratio of women who have a position at or above the level of manager is 9.7% (45/462), and the ratio of women at the level of section manager is 13.9% (401/2,881) (as of March 31, 2020).

  2006
As of March 31
2016
As of March 31
2017
As of March 31
2018
As of March 31
2019
As of March 31
2020
As of March 31
Number of women in managerial positions (Consolidated) 77 239 295 329 378 432
Ratio of female managers 2.8% 9.8% 10.6% 11.6% 12.9% 14.5%
  • *Deputy managers and above are counted as managers
  FY2015 FY2016 FY2017 FY2018 FY2019
Number of new female managers (Daiwa Securities) 45 62 40 61 64
Ratio of women among new managers 27.1% 32.3% 24.4% 26.2% 26.8%

Child care/nursing care-related

With the goal of supporting the spouse's child care and smooth return to work, and supporting the further advancement of women, the Group is advancing efforts to achieve a 100% rate for men taking child care leave by 2020.

○Trend in the number of employees taking child care leave
  FY2015 FY2016 FY2017 FY2018 FY2019
Female 640 671 695 696 680
Male 250 327 437 420 378
Total 890 998 1,132 1,116 1,058
○Trend in the number of employees taking nursing care leave
  FY2015 FY2016 FY2017 FY2018 FY2019
Female 4 0 2 5 10
Male 2 2 3 3 3
○Other data
  FY2015 FY2016 FY2017 FY2018 FY2019
Childcare leave usage rate Female 100.0% 100.0% 100.0% 100.0% 100.0%
Male 73.1% 96.8% 100.0% 100.0% 100.0%
Return rate from child care leave Female 92.5% 91.5% 89.5% 91.4% 91.9%
Male 100.0% 100.0% 100.0% 100.0% 99.0%
Employment rate when a female employee's child is 1 year old 100.0% 100.0% 100.0% 100.0% 100.0%
Short working hours system users 249 324 373 446 505
Daycare subsidy users 505 625 702 759 583
Birth gifts for third child 33 31 54 45 28

Promotion of WLB

With the goal of "realizing a high degree of work-life balance", the Group is making efforts to promote work-life balance, aiming to pursue work styles in which work and life are in harmony, and to enhance the work environment where both men and women can work in various ways.
The Work-Life Balance Committee, which is chaired by the Chairman of the Board and the President and CEO, is held every quarter, and under strong leadership, officers and employees working in various positions at various departments, from executives and department managers to young employees, participate in a wide range of discussions on various measures such as work-life balance and promotion of women's advancement. The Group has also set up a Work-Life Balance Promotion Office in the Human Resources Department to plan, make proposals, and promote work-life balance and support for women's advancement. In addition, the Group has set up a Women's Advancement Promotion Team, in which women from each division participate in a cross-divisional manner and make suggestions for improvements to support women's advancement. The Work-Life Balance Committee, the Work-Life Balance Promotion Office, and the Women's Advancement Promotion Team are working together to implement various measures, and hold regular cross-Group women's advancement promotion meetings in order to progress efforts across the Group.

Expanding the Telecommuting System

In March 2020, the Group expanded the telecommuting system, including working from home, in order to realize various work styles according to a variety of life stages and improve the productivity of the company as a whole.
We distributed a two-in-one terminals to all employees, introducing a full-scale teleworking system for all employees. This has enabled us to work in the same environment as going to the office, even during the current COVID-19, helping to protect the safety of employees and their families.

Implementation Smart Biz year-round

Since April 2020, the Group has been implementing the "Smart Biz (Work Without a Tie)" program as a year-round initiative even outside the "Cool Biz" period. The initiative is aimed at further promoting innovative ideas through the invigoration of workplace communication and physical and mental refreshment.

Enforcement of leaving the office before 7 p.m.

Since 2007, the Group started to encourage employees to leave the office before 7 p.m., with the goal of achieving a 100% implementation rate in all divisions. In this way we are promoting the efficient work of employees within a limited time. Furthermore, the Group has developed guidelines for work and meetings where multiple departments collaborate. The Work-Life Balance Committee regularly verifies the implementation status of leaving the company before 7 p.m.
Since 2015, the Group has been expanding investment in human resource development by capitalizing on the results of productivity improvements. In addition, in 2017 and 2018, the Group provided a "special allowance for work-life balance and work style reform," and in 2019 provided a "special allowance for productivity improvement." Lump sum payments, funded by the results of productivity improvement, were paid to employees separately from their bonuses.
Further, the Group operates an "hourly leave system" that allows employees to take annual leave in units of one hour, which enables flexible work styles. The Group has also set up a "shift work system" according to the business situation of each department.

Promotion of taking annual leave

The Group promotes "taking planned annual leave" for the purpose of improving productivity and work efficiency by refreshing the mind and body and bringing out new vitality. With the goal of increasing the rate of taking annual leave to 70% by 2020, as part of its efforts, the Group introduced a System Usage Calendar and set up kids' ceremony vacations, family day vacations, parents' longevity vacations, long service thanks vacations, and marriage preparation vacations.

Family Workplace Visits

Since 2008, the Group been carrying out "Family Workplace Visits" in which we thank the families who support our employees every day and invite them to the workplace.
Held at head offices nationwide, these events are popular with employees and their families. In 2019, about 6,500 families participated.

Daiwa WLB Station

A work-life balance promotion site exclusively for employees, which introduces the child care and nursing care systems and features content on the subjects of self-improvement and health. It can be viewed from home while on leave, and the bulletin board is used as a communication tool for employees. In addition, the Group has set up a "Career Consulting Salon" that utilizes the bulletin board function, and female executives and female managers give advice to junior female employees about their concerns and questions.

Work-life balance promotion site Daiwa WLB Station
Work-life balance promotion site
"Daiwa WLB Station"

Questionnaire about work-life balance

The Group regularly conducts a questionnaire on work-life balance and balancing work and child care/nursing care for all employees, and strives to understand the usage status and requests about the systems to create an environment in which all employees can work more comfortably.

Use of Group newsletter/Group satellite broadcasting

In every issue of the bi-monthly Group newsletter, there is a regular feature on "Everyone's Work-Life Balance Open Space," which introduces the Group's initiatives and systems for work-life balance, and role models that are active in various careers. In addition, the Group facilitates the sharing of best practices in each department via Group satellite broadcasting.

Initiative results/evaluation

External evaluations of initiatives

Results from the Group's efforts to support women's advancement and promote work-life balance have been steadily realized, and the Group has been highly praised by many external evaluation organizations in recent years.

2006
  • Award for Companies That Promote Equality and Work-Life Balance Equality Promotion Company Division "Director General of Tokyo Labour Bureau Excellence Award" (sponsor: Ministry of Health, Labour and Welfare)
2009
  • Award for Companies That Promote Equality and Work-Life Balance Equality Promotion Company Division "Minister of Health, Labour and Welfare Excellence Award" (sponsor: Ministry of Health, Labour and Welfare)
  • The 3rd Work-Life Balance Grand Prize "Excellence Award" in the Organizational Activity Division (Sponsor: Japan Productivity Center)
  • The 4th "Nikkei Child Care Support Grand Prize" (sponsor: Nihon Keizai Shimbun)
2010
  • The 3rd Diversity Management Award "Work-Life Balance Award" (sponsor: Toyo Keizai Inc.)
2011
  • 3rd overall in "BEST 100 Companies in Which Women Play an Active Role" 1st in Utilization of Women category (sponsor: Nikkei WOMAN)
2012
  • Award for Companies That Promote Equality and Work-Life Balance Family Friendly Division "Director General of Tokyo Labour Bureau Excellence Award" (sponsor: Ministry of Health, Labour and Welfare)
2013
  • Career Supporting Company Award 2013 "Minister of Health, Labour and Welfare Award" (sponsor: Ministry of Health, Labour and Welfare)
2014
  • Selected for "Diversity Management Companies 100 Selection" (sponsor: Ministry of Economy, Trade and Industry)
2015
  • Selected for FY2014 "Nadeshiko Brand" (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
  • Selected for "Health & Productivity Stock Selection" in FY2014 (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
2016
  • Selected for FY2015 "Nadeshiko Brand" (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
  • Selected for "Health & Productivity Stock Selection" in FY2015 (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
  • "BEST 100 Companies in Which Women Play an Active Role"
    1st place for Promotion of Women's Advancement 5th place for Diversity Penetration (sponsor: Nikkei WOMAN)
  • Ikumen Company Award 2016 "Special Encouragement Award" (sponsor: Ministry of Health, Labour and Welfare)
  • 7th place for "Companies That Facilitate Easy Parenting 2016" (sponsor: Nikkei DUAL)
  • Award for Companies That Promote Equality and Work-Life Balance Family Friendly Division "Minister of Health, Labour and Welfare Excellence Award" (sponsor: Ministry of Health, Labour and Welfare)
  • Award for Advanced Companies Where Women Can Shine "Minister of State for Special Missions (Gender Equality) Award" (sponsor: Cabinet Office)
2017
  • Selected for FY2016 "Nadeshiko Brand" (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
  • Selected for "Health & Productivity Stock Selection" in FY2016 (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
2018
  • Selected for FY2017 "Nadeshiko Brand" (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
  • Selected for "Health & Productivity Stock Selection" in FY2017 (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
2019
  • Selected for FY2018 "Nadeshiko Brand" (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
  • Selected for "Health & Productivity Stock Selection" in FY2018 (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
  • 2nd place for "Companies That Facilitate Easy Parenting 2019" (sponsor: Nikkei DUAL)
2020
  • Selected for FY2019 "Nadeshiko Brand" (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
  • Selected for "Health & Productivity Stock Selection" in FY2019 (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
  • 3rd place for "Companies That Facilitate Easy Parenting 2020" (sponsor: Nikkei DUAL)

Selected for "Nadeshiko Brand" jointly sponsored by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange!

We support the Declaration on Action by the Cabinet Office "Group of Male Leaders Who Will Create "A Society in which Women Shine""

Formulated an action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace

Received the symbol mark (known as "Tomonin") from the Ministry of Health, Labour and Welfare for promoting the development of a "work environment that ensures a balance of work and nursing care"!