Work-Life Balance

Support for women's advancement and work-life balance

Daiwa Securities Group is creating a working environment which flexibly responds to change and in which all employees can continue to work energetically. Our aim is to create a workplace in which no one is left behind by achieving a high degree of work-life balance that enables diverse personnel to thrive.

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

Daiwa Securities Group's management strategy states "Daiwa Securities Group is working to create a working environment which flexibly responds to change and in which all employees can continue to work energetically" and "We are creating a workplace in which no one is left behind by achieving a high degree of work-life balance that enables diverse personnel to thrive."

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 four female directors at Daiwa Securities Group Inc. and 12 female directors, officers, and executive officers throughout the Group.
In addition, Daiwa Securities Group Inc. supports the 30% Club Japan activities launched in Japan in May 2019, with the Chairman of the Board and the President and Representative Executive Officer participating as members. 30% Club Japan has set a goal of increasing the percentage of women in the TOPIX 100 board of directors to 30% by 2030, and aims to increase the percentage of women in the top ranks of Japanese companies.
Roughly 20% of branch managers and one overseas base manager are women (as of June 30, 2021), demonstrating the 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 go beyond 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 will continue to build systems that improve the motivation and engagement of employees, promoting greater trust and unity between them.

Various measures

Supporting career advancement among female employees

Various skill training

Job shift system

Work-Life Balance Committee

System Usage Calendar

Distribution of Career Design Books

Return to work guideline

Education for managers

Self-reporting system

ANSWERS

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 sextupled 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
2017
As of March 31
2018
As of March 31
2019
As of March 31
2020
As of March 31
2021
As of March 31
Number of women in managerial positions (Consolidated) 97 375 424 490 562 654
Ratio of female managers 2.7% 8.8% 9.4% 10.5% 11.9% 13.7%
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 at least 25% by 2025 and 30% by 2029. The ratio of women who have a position at or above the level of manager is 9.3% (44/471), and the ratio of women at the level of section manager is 16.3% (494/3,040) (as of March 31, 2021).

  2006
As of March 31
2017
As of March 31
2018
As of March 31
2019
As of March 31
2020
As of March 31
2021
As of March 31
Number of women in managerial positions (Consolidated) 77 295 329 378 432 504
Ratio of female managers 2.8% 10.6% 11.6% 12.9% 14.5% 16.3%
  • *Deputy managers and above are counted as managers
  FY2016 FY2017 FY2018 FY2019 FY2020
Number of new female managers (Daiwa Securities) 62 40 61 61 83
Ratio of women among new managers 32.3% 24.4% 26.2% 26.8% 29.6%

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 continuing to advance efforts to achieve a 100% rate for men taking child care leave and an average of more than 14 days of leave taken by 2025.

○Trend in the number of employees taking child care leave
  FY2016 FY2017 FY2018 FY2019 FY2020
Female 671 695 696 680 538
Male 327 437 420 378 170
Total 998 1,132 1,116 1,058 708
○Trend in the number of employees taking nursing care leave
  FY2016 FY2017 FY2018 FY2019 FY2020
Female 0 2 5 10 5
Male 2 3 3 3 3
○Other data
  FY2016 FY2017 FY2018 FY2019 FY2020
Childcare leave usage rate Female 100.0% 100.0% 100.0% 100.0% 100.0%
Male 96.8% 100.0% 100.0% 100.0% 100.0%
Return rate from child care leave Female 91.5% 89.5% 91.4% 91.9% 92.1%
Male 100.0% 100.0% 100.0% 99.0% 100.0%
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 324 373 446 505 474
Daycare subsidy users 625 702 759 909 833
Birth gifts for third child 33 54 45 28 30

Promotion of WLB

With the goal of creating a workplace in which no one is left behind by achieving a high degree of work-life balance that enables diverse personnel to thrive, the Group is making efforts to promote work-life balance, aiming to achieve work styles in which work and life are in harmony, and to enhance the work environment, in which both men and women can work using a variety of work styles.
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 Division to plan, make proposals, and promote work-life balance and support for women's advancement. The Work-Life Balance Committee and the Work-Life Balance Promotion Office are working together to implement various measures, and hold regular cross-Group women's advancement promotion meetings in order to advance efforts across the Group.

Expanding the Telecommuting System

Taking advantage of the fact that we distributed two-in-one terminals to all employees, we expanded our teleworking system, which we introduced in March 2020 and which includes working from home. This has made it possible to work outside the office in an environment equivalent to the office environment, producing a diversity of work styles that are aligned with the life stages of employees and helping improve the business continuity and productivity of the company as a whole.

Enforcement of leaving the office before 7 p.m.

Since 2007, led by our policy of creating an environment in which employees can work efficiently within time constraints, the Group has encouraged employees to leave the office before 7 p.m. and has set the goal of achieving a 100% implementation rate in all divisions. Furthermore, the Group has developed guidelines for work and meetings where multiple departments collaborate. The Human Resources Division regularly confirms if employees are leaving the company by 7:00 p.m., and the Work-Life Balance Committee has established a system for verifying the implementation status of this initiative.
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. As part of its efforts, the Group introduced a System Usage Calendar and various initiatives, such as Kids' Ceremony Leave, Family Day Leave, Parents' Longevity Celebration Leave, Long Service Gratitude Leave, Expecting Mother Escort Leave, Volunteer Leave, and Marriage Preparations Leave. Employees are made aware of the objectives and importance of the different kinds of leave through training, in-house broadcast, and the like.

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 2020, these visits were held online for the first time, and roughly 5,800 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"

Legal Compliance

To protect and preserve each employee's human rights, the Group regularly monitors the status of compliance with the Minimum Wage Act, "36 Agreement" based on the Labor Standards Act, and relevant regulations.

"Daiwakko" Daiwa Child Care Club

In 2021, we created "Daiwakko," the Daiwa child care club, to provide both work and child care support to expecting mothers and mothers taking care of children, assisting them to improve their skills and shape their careers so that they can feel secure and motivated as they continue to work while expecting children and providing child care. It is hosted on a dedicated site within Daiwa WLB Station and offers ways for colleagues to connect and introduces various ways of using Daiwa's systems.

Questionnaire about work-life balance

The Group regularly administers questionnaires to all employees concerning work-life balance and balancing work and child care/nursing care. In 2020, we received responses from over 7,000 employees. We assess system usage conditions and collect requests concerning systems, and we use employee feedback when revising the designs and operation of these systems.

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)
2021
  • Selected for FY2020 "Nadeshiko Brand" (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
  • Selected for "Health & Productivity Stock Selection" in FY2020 (sponsor: Ministry of Economy, Trade and Industry, Tokyo Stock Exchange)
  • 5th place for "Companies That Facilitate Easy Parenting 2021" (sponsor: Nikkei xwoman)

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"!