Work-Life Balance

Support for women's advancement and work-life balance

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.

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.

* 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. There are 21 female branch managers (20%), four department managers, and two overseas base managers (as of August 2019), 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, Managing Executive Officer In charge of Human Resources
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 1,200 people.
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
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).
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 phoneline 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
Work-from-home 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 questionnaire for all employees about work-life balance and balancing work with child care and nursing care responsibilities to promote further understanding and utilize the opinions of employees to review the design and operation of the system.

Various measures

Female career support training
To help female employees experience various life events and move closer to their ideal future image, the Group runs "Daiwa Woman's Forum" to provide an opportunity to make it easier for them to imagine their future work style and career image. Every year, 100 to 200 female employees who are one step before a managerial position participate across divisions and departments. In addition to career plan training and skill training, the curriculum incorporates interaction with role models such as female directors and female managers. The event also helps women to build their network of connections.
In addition, based on the experience so far, the Group runs a training event for female managers, "Daiwa Woman's Management Forum," to further improve the future image that each person envisions.
Various skill training
For the purpose of fostering true professionals, the Group provides various skill training sessions that are opportunities for employees to acquire various skills and specialized knowledge. We are making efforts with the goal of setting the ratio of female participants to 50% by FY2020 (43% in FY2018).
Baby salon
The Group has set up a "baby salon" in the training center where employees can leave their children during training sessions, and have created an environment in which employees who are also parents of young children can easily participate in various training programs, helping to realize self-driving career development.
Job shift system
With regard to job shifts, up to now more than 1,300 people have shifted to career-track or regional career-track positions (career-track positions without relocation), and the number of female employees active in a wide range of jobs has increased significantly.
As the number of role models has increased, the number of female employees who are aiming to improve their careers by shifting their job has greatly increased.
Work-Life Balance Committee
With the Chairman of the Board and the President and CEO as co-chairpersons, officers and employees working in various positions at various departments, from executives and department managers to young employees, participate as advisors, and broadly discuss a variety of measures such as work-life balance and promotion of women's advancement.
Women's Advancement Promotion Team Regular Meetings
Meetings of the Women's Advancement Promotion Team are held regularly. The meetings provide an opportunity for interaction as female employees and executives such as female directors and female department managers exchange opinions about careers.
Round-table discussions
Round-table discussions are held among female employees, and group discussions are conducted covering concerns and issues regarding their continuing work. The participants present the contents of the discussions to management and express their opinions and ideas.
System Usage Calendar
The Group introduced a "System Usage Calendar" that allows all employees in the department to share their plans for using annual leave, continuous leave, and the systems for balancing work with child care (short working hours system, etc.). It is extremely effective in promoting annual leave for all employees, and has become a system that allows each workplace to use the leave systems smoothly.
Distribution of Career Design Books
For the purpose of supporting each employee's career design, the Group distributes a "Career Design Book" to all employees that summarizes various career paths, job systems, various personnel systems, education and training, and benefits.
Return to work guideline
The Group has established guidelines for department managers so that employees can take child care leave and return to work smoothly. These guidelines encourage appropriate consideration to make it easy for employees to use the system according to their physical condition and individual circumstances. They also promote understanding among other employees, and describe how to distribute work according to the situation and how to provide training as a role model. They go on to describe how to give fair and impartial evaluations and feedback to employees with various circumstances, such as those who will use the system and those who have returned to work. Through training and other measures managers can remain informed and educated.
In addition, the Group has distributed a list of the various work-life balance systems to managers as "Work-life balance systems for balancing work and child care/nursing care that managers need to know about."
Education for managers
Top management continually communicates about the Group's work-life balance efforts including women's advancement and their purpose at meetings where all executives and all department managers gather, and the Group is promoting training for managers including all line section managers. By deepening their understanding of the initiatives for promoting the careers of women, their purpose, and the work-life balance support systems, managers themselves are working to create an "environment in which all employees can continue to work actively."
Furthermore, for the purpose of improving management ability and the productivity of the entire Group, subordinate employees and related departments evaluate the work and behavior of managers in their daily work, and the results are fed back to the individual. In this way, a "360-degree evaluation" is conducted for all management including executives, department managers, and section managers. As part of these evaluations, the status of diversity efforts is also evaluated, and the results are incorporated into the manager's evaluation.
Self-reporting system
The Group has implemented a "self-reporting system" as an opportunity for managers to think about their future goals and career development. Managers share their hopes and goals with their superiors and interviews are held to support their career advancement as managers.
Career Consulting Salon
The Group set up a "Career Consulting Salon" on the work-life balance promotion site (inside the Daiwa WLB station) for employees only, and female executives and female department managers act as "career advisors" to discuss career paths and work-life balance with junior employees across divisions and departments.
Expanded support for balancing work and nursing care
The Group is helping employees balance their work and nursing care in various ways. To further improve the environment in which employees with abundant experience and a high degree of specialization can continue to work actively without feeling anxious about future nursing care, the Group established a nursing care leave system that exceeds the legal requirements (up to 1095 days, can be acquired in four periods) and introduced a work-from-home system for all departments including sales departments. Further, following consultations with employees who are providing nursing care and their families, the Group introduced a "Nursing Care Concierge" service that can provide various solutions. Moreover, in conjunction with "Nursing Care Day" on November 11th, the Group held study sessions at all branches entitled "Responding to an Aging Society and Balancing Work and Family Care," to raise employee awareness and foster a corporate culture that makes it easy to use the systems.

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 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.

Daiwa Securities Group
  2005
As of March 31
2006
As of March 31
2007
As of March 31
2008
As of March 31
2009
As of March 31
2010
As of March 31
2011
As of March 31
2012
As of March 31
Number of women in managerial positions
(Consolidated)
75 97 110 119 139 159 162 170
Ratio of
female managers
2.2% 2.7% 2.9% 3.1% 3.4% 3.9% 4.1% 4.3%
  2013
As of March 31
2014
As of March 31
2015
As of March 31
2016
As of March 31
2017
As of March 31
2018
As of March 31
2019
As of March 31
2019
As of March 31
Number of women in managerial positions
(Consolidated)
190 221 262 316 375 424 490 565
Ratio of
female managers
4.8% 5.4% 6.3% 7.5% 8.8% 9.4% 10.5% 11.5%
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 9.0% (35/388), and the ratio of women at the level of section manager is 13.5% (343/2546) (as of March 31, 2019).

  2005
As of March 31
2006
As of March 31
2007
As of March 31
2008
As of March 31
2009
As of March 31
2010
As of March 31
2011
As of March 31
2012
As of March 31
Number of women in managerial positions
(Daiwa Securities)
60 77 90 94 103 112 119 126
Ratio of
female managers
2.3% 2.8% 3.2% 3.2% 3.5% 4.0% 4.5% 4.9%
  2013
As of March 31
2014
As of March 31
2015
As of March 31
2016
As of March 31
2017
As of March 31
2018
As of March 31
2019
As of March 31
2019
As of June 30
Number of women in managerial positions
(Daiwa Securities)
137
(2520)
161
(2563)
199
(2622)
239
(2694)
295
(2795)
329
(2842)
378
(2934)
436
(3106)
Ratio of
female managers
5.4% 6.3% 7.5% 8.9% 10.6% 11.6% 12.9% 14.0%
  • *Total number of managers is shown in parentheses
  • *Deputy managers and above are counted as managers
  FY2013 FY2014 FY2015 FY2016 FY2017 FY2018
Number of new female managers (Daiwa Securities) 42
(156)
42
(156)
45
(166)
62
(192)
40
(164)
61
(233)
Ratio of women
among
new managers
17.3% 26.9% 27.1% 32.3% 24.4% 26.2%
  • *Total number of appointed managers is shown in parentheses

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
  FY2006
FY2007
FY2008
FY2009
FY2010
FY2011
FY2012
FY2013
FY2014
FY2015
FY2016
FY2017
FY2018
Female 150 209 245 304 326 396 436 486 576 640 671 695 696
Male 2 4 14 16 26 12 17 19 134 250 327 437 420
Total 152 213 259 320 352 408 453 505 710 890 998 1132 1116
· Trend in the number of employees taking nursing care leave
  FY2006
FY2007
FY2008
FY2009
FY2010
FY2011
FY2012
FY2013
FY2014
FY2015
FY2016
FY2017
FY2018
Female 3 6 2 5 5 8 8 10 6 4 0 2 5
Male 0 3 1 0 1 0 0 0 1 2 2 3 3
· Other data
  FY2013 FY2014 FY2015 FY2016 FY2017 FY2018
Childcare leave usage rate Women 100.0% 99.3% 100.0% 100.0% 100.0% 100.0%
Male 1.6% 41.9% 73.1% 96.8% 100.0% 100.0%
Return rate from child care leave Female 90.0% 93.2% 92.5% 91.5% 89.5% 91.4%
Male 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
Employment rate when a female employee's child is 1 year old 100.0% 99.3% 100.0% 100.0% 100.0% 100.0%
Short working hours system users 147 180 249 324 373 446
Daycare subsidy users 288 437 505 625 702 759
Birth gifts for third child 24 26 33 31 54 45
  • *Data is for Daiwa Securities Co. Ltd.

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.

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 a "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

Work-life balance promotion site
"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.

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.

Employee status

Employees at Daiwa Securities Group (Consolidated)

(Unit: persons)

  As of March 31, 2018 As of March 31, 2019
Employees FA*1 Temporary employees Employees FA*1 Temporary employees
Japan Male 8,077 49 - 8,092 47 -
(Career track)*2 7,642 - - 7,638 - -
(Managers) 4,081 - - 4,158 - -
Female 4,938 51 - 5,210 43 -
(Career track)*2 3,466 - - 3,616 - -
(Managers) 424 - - 490 - -
Japan total 13,015 100 848 13,302 90 806
Overseas 1,676 - 98 1,804 - 109
Total 14,691 100 946 15,106 90 915
  1. *1 Financial advisor
  2. *2Includes employees in regional career-track positions (without job transfers involving relocation) and specialists

Number of Daiwa Securities Co. Ltd. employees

(Unit: persons)

  FY2013 FY2014 FY2015 FY2016 FY2017 FY2018
Japan Male 4,857 4,968 5,028 5,128 5,216 5,204
Female 3,160 3,289 3,491 3,657 3,824 3,975
Total 8,017 8,257 8,519 8,785 9,040 9,179

Number of New Graduates Recruited by Daiwa Securities Group

(Unit: persons)

  2013
April
2014
April
2015
April
2016
April
2017
April
2018
April
2019
April
Career-track employees/regional career-track employees Male 296 345 345 332 345 289 337
Female 227 265 336 330 333 289 340
Women ratio 43.4% 43.4% 49.3% 49.8% 49.1% 50.0% 50.2%
  • *Data for eight companies in the Group

Number of New Graduates Recruited by Daiwa Securities

(Unit: persons)

The Daiwa Securities Group employs excellent human resources regardless of gender.
In each fiscal year up to fiscal 2017, the Group conducted recruitment activities with the goal of achieving a stable female employment ratio of 50%.

  2005
April
2006
April
2007
April
2008
April
2009
April
2010
April
2011
April
2012
April
Male 190 301 441 410 270 120 209 152
Female 215 307 577 440 297 155 187 156
Female ratio 53.1% 50.5% 56.7% 51.8% 52.4% 56.4% 47.2% 50.6%
  2013
April
2014
April
2015
April
2016
April
2017
April
2018
April
2019
April
Male 243 287 276 271 275 219 262
Female 211 238 291 287 290 229 263
Female ratio 46.5% 45.3% 51.3% 51.4% 51.3% 51.1% 50.1%
  • *Data for Career-track employees/regional career-track employees

Average Age

  FY2013 FY2014 FY2015 FY2016 FY2017 FY2018
Average Age (overall) 38.1 38.0 37.9 38.0 38.0 38.3
Average Age (male) 39.4 39.4 39.5 39.6 39.6 39.8
Average Age (female) 36.0 35.9 35.6 35.7 35.7 36.2
  • * This data covers Daiwa Securities.

Average Number of Years of Service

  FY2013 FY2014 FY2015 FY2016 FY2017 FY2018
Average Number of Years of Service (overall) 13.6 13.6 13.5 13.6 13.7 13.8
Average Number of Years of Service (male) 15.0 15.0 15.1 15.2 15.3 15.4
Average Number of Years of Service (female) 11.6 11.5 11.3 11.4 11.4 11.5
  • *This data covers Daiwa Securities.

Working Hours and Paid Vacation Usage Rate

  FY2013 FY2014 FY2015 FY2016 FY2017 FY2018
Annual regular working hours (hours) 1837.5 1845 1837.5 1837.5 1837.5 1837.5
Average monthly overtime hours (hours)* 1 27.2 28.2 24.0 23.5 23.2 22.8
Paid vacation usage rate* 2
(Average number of days taken)
50%
(10.7 days)
56%
(11.9 days)
63%
(13.4 days)
66%
(14.0 days)
68%
(14.2 days)
68%
(14.3 days)

(This data covers Daiwa Securities)

  1. *1 Number of employee union members
  2. *2 In addition to paid vacation, there is also a three-day summer special vacation system, and the figures include the summer special vacation in paid vacation.

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)

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

Daiwa Securities Group Inc. has been selected as a "Nadeshiko Brand" by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange for five consecutive years from fiscal 2014 as a listed company that excels in promoting women's advancement.
The Group was commended for setting clear goals regarding the promotion of women's advancement and work-life balance and promoting an environment where personnel with diverse values can maximize their abilities.

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

The Daiwa Securities Group has been making various efforts to support women's advancement, and Daiwa Securities formulated an action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace in April 2016. Through this effort, the Group will further accelerate the creation of an environment in which personnel with diverse values can maximize their abilities.

[A general business owner action plan was formulated and submitted on April 1, 2016]

[Press Release]

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]

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"!

The Group is continuously working to create a workplace environment that makes it easy to use the work-life balance support systems so that employees can continue to work while balancing work and nursing care.
The Group 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"