Initiatives for Employees

At the Shinsei Bank Group, we are constantly reviewing our human resource systems and measures, recognizing that the most important task for organizational growth is for all employees to demonstrate their abilities and to be motivated in their work. In order to provide optimal value to our customers, we are working to develop and fully utilize human resources, while fostering an organizational culture as a whole Group.

Shinsei Bank Group's Human Resource Strategy

The Shinsei Bank Group believes that human resources with diverse characteristics and values can continue to create new value as an organizational unit by recognizing and accepting each other's existence and leveraging everyone's respective strengths.

We have been promoting the creation of systems and a corporate culture that enables us to acquire and retain a diverse range of human resources to realize continuous value creation under a new normal. In terms of recruitment, we are actively recruiting personnel through referrals from the Group's employees as well as reemploying those who once retired from the Group and have accumulated experience at other companies, while also providing a place for alumni, a network of retirees, to interact. Within the Group, we have been making maximum use of human resources by fostering a flexible personnel system that enables diverse human resources to thrive, and a corporate culture that accepts and utilizes diversity. In fiscal 2021, we began promoting the "1on1 Meeting" as a forum for one-on-one dialogue between superiors and subordinates for each employee's growth, and we are working to foster human resources that respects the concept of individual career development. Through these measures, we continue to acquire and utilize the human resources necessary for continuous value creation in various forms from within and outside the Group.

In fiscal 2022, we have commenced integrating our personnel system and personnel management system in order to realize optimal human resource management for the Shinsei Bank Group. We also plan to actively promote personnel exchanges within the SBI Group and Shinsei Bank Group to create synergies between both the Group.

History of Shinsei Bank Group's Diversity and Inclusion (D&I)

The Shinsei Bank Group promotes diversity to realize sustainable value creation.

The Diversity Promotion Department promotes a variety of initiatives to address issues such as promoting women's active participation, realizing diverse work styles, promoting and utilizing diverse careers, and encouraging the active participation of diverse human resources.

In order to create continuous results, we introduced various options such as remote work, self-directed flextime, life support leave, and abolition of dress codes. In this way, we are working to create an environment in which employees can work in their own way with satisfaction. In order to push forward the promotion and utilization of diverse careers, we are helping to create an autonomous career that takes advantage of each individual's strengths and individuality. For example, we became the first major bank to allow side/concurrent work, so that employees are able to link learning outside the company or in a place away from business for individual growth and organizational innovation. In fiscal 2021, in the "SHINSEI Diversity and Inclusion Forum", we actively provided opportunities to deepen awareness and understanding of various topics in diversity and inclusion, including LGBTQ training, "Ikuboss" (family friendly boss") training, and webinars to support the balance between nursing care and work.

Shinsei Bank Group's Mindset on Working Styles

The Shinsei Bank Group aims to be a workplace where employees can work freely without being constrained by their life stages, life events, and other factors, and without being tied to the time or place of work, and where they can demonstrate results as a team. We believe that respecting each other and demonstrating respective strengths by members with diverse backgrounds and values is the source of our continued strong organizational strength in an uncertain environment.

Employment Initiatives for Persons with Disabilities

There are 97 people with disabilities working in various Shinsei Bank Group workplaces (as of April 2022), based on the idea that individuals with diverse values should be able to harness their individuality and work together in the same work place, rather than separating people with disabilities from those without disabilities. In October 2020, we joined the Accessibility Consortium (ACE) established with the aim of setting up a new model for the employment of people with disabilities. In March 2021, the Group endorsed The Valuable 500, an international initiative to promote the active participation of people with disabilities.

Efforts for Employee Health

The Shinsei Bank Group is working to maintain and improve the health of employees and create a safe and comfortable working environment in cooperation with the Health Committee and industrial health, in accordance with laws related to occupational health and safety. The health management promotion section of the Group Human Resources Division is working to promote employees' health management. Each Group company's health management committee, the Health Management Promotion Committee, and the Health Insurance Association are actively involved in and collaborate with the Health Development Center, industrial physicians, and public health nurses to create a viable system. We have formulated the Shinsei Bank Group Health and Management Declaration to further promote healthy management, in order to create a workplace environment in which employees can work happily and with satisfaction both mentally and physically, and are able to demonstrate their abilities, In fiscal 2021, we promoted the use of paid and consecutive leave, held walking in groups events , and provided health courses for women. In 2021 and 2022, we were certified as an "the outstanding organizations in Health & Productivity Management 2021."

Support for Male Childcare

In April 2021, the five Shinsei Bank Group companies* formulated an action plan based on the Act on Advancement of Measures to Support Raising Next Generation Children, for two years starting in fiscal 2021. The Group set two common targets to create an environment and foster an organizational culturein which all employees working at the Group can demonstrate their abilities and play an active role with rewards while striving to harmonize their work and lifestyles.

  • *Shinsei Bank, Ltd., APLUS, Co., Ltd., Shinsei Financial Co., Ltd., Showa Leasing Co., Ltd., Shinsei Investment & Finance Co., Ltd.

Target 1: To ensure that employees raising children, regardless of gender, continue to grow while working and raising children, make employees aware of various human resource systems, support information exchanges between the peer groups, provide information on career development before and after childcare, provide training, etc.

Target 2: To foster a corporate culture in which all employees can work and live in harmony with each other, raise awareness of workplace priorities and to improve the stereotyped consciousness of gender roles

Since fiscal 2020, as a measure to encourage employees to raise children regardless of gender, we have set diversity promotion targets as part of performance evaluations for managers with subordinates, and have incorporated support for male parenting and balancing work. In addition, we introduced the Hagukumi Leave, which provides employees with 20 days of special leave from the time of their spouse's pregnancy until their child reaches the age of two, and made it mandatory for them to take 15 days of leave. In fiscal 2021, the number of employees who took Hagukumi Leave was 179.

Workstyle Reform-Related Programs

System Details
Self-Directed Flex-Time Allows employees to start or finish work up to two hours earlier or later than normal starting or ending times in increments of 30 minutes
Work from Home Allows employees working for an unlimited number of days from their home or a relative's home (within two degrees of kinship)
Side Work/Concurrent Work Allows employees to concurrently engage in personal business (outsourcing, business start-up, company executive, etc.) or work concurrently for another company
Commuting by Bicycle Allows employees to commute by bicycle
Half-Day Paid Time Off Allows employees to take time off in half-day increments during designated hours in the morning or afternoon
Hourly Paid Time Off Allows employees to take time off up to five days per year and up to four hours per day in one-hour increments (in combination with half-day paid time off)
Special Leave to Male Employees for Childbirth Allows for 20 days leave after spouse's pregnancy up to the child reaches two years old (allows employees to take leave on a split basis or in half-day units)
Life Support Leave Allows employees to take a leave of absence for reasons including childcare, family care, study abroad, fertility treatment, spouse work transfer, etc., not covered by existing frameworks
Maternity Leave Female employees can take leave six weeks prior to childbirth and eight weeks following childbirth
Childcare Leave Allows employees to take leave for childcare up to the child reaches two years of age
Family Care Leave In principle, employees can take up to a total of one year (365 days) off to care for each family member who requires care
  • (Note) Only employees satisfying certain conditions are eligible for the programs above.

Active Participation of Women

The Shinsei Bank supports the "Declaration on Action by a Group of Male Leaders Who Will Create a Society in which Women Shine" advocated by the Cabinet Office. In addition, we are actively promoting women's career through the signing of the Women's Empowerment Principles, participation in the 30% Club Japan, and support for the Keidanren's "Challenge Initiatives for 30% of Executives to be Women by 2030." The Group Women's Activity Promotion Committee, established in February 2018, is composed mainly of the top management of business divisions and directors of Group companies, and is strongly driving the promotion of the active participation of women in the Group. In addition, five Shinsei Bank Group companies formulated "The Action Plan for Promoting Active Participation of Women," for three years starting in fiscal 2020. The Group set the following common targets to promote highly effective initiatives for promoting the active participation of women in the workplace with a sense of speed across the Group.

In March 2022, we were selected as the Nadeshiko Brand ** based on our efforts and achievements in promoting the active participation of women. In April 2022, we obtained the "Eruboshi (Stage 3)" certification.

  • **The "Nadeshiko Brand" is an initiative jointly implemented since fiscal 2012 by the Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange aiming to introduce investors who value mid- and long-term values, with a list of companies that excel in promoting women's active participation. Not only does it aim to encourage investors for further investment in those companies but also encourages the companies themselves to accelerate their efforts.

International Women's Day Event

The Shinsei Bank Group held events and webinars for five days from March 7 to 11, 2022, as "Shinsei Women's Week 2022", in conjunction with the "International Women's Day," held on March 8th every year, to learn and think about gender equality and women's empowerment.

During the period, we held events to show support for gender equality such as using original web backgrounds, wearing yellow clothing, and held webinars to introduce examples of women participation in MB Shinsei Finance, in Vietnam and in UDC Finance in New Zealand, our overseas group companies. We also held a panel discussion to share experiences with male employees who took childcare and Hagukumi Leave, and invited Ms. Hiroko Sasaki, an outside director of the Bank (as of March 2022) for a special lecture entitled "Diversity and Inclusion in a Transformation Age".

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