Achieving Diversity and Inclusion
By proactively incorporating the diverse perspectives and thinking of our workforce, regardless of gender or nationality, into day–to–day operations and decision–making, Mizuho aims to create new corporate value as employees continually develop innovative products and transform service and operational processes, both key to remaining competitive in the financial industry and in this fast–paced business environment.
Under our HR Vision, which is Mizuho's commitment to encouraging all employees to take initiative and develop themselves, and in line with Mizuho's Corporate Identity, we have published a Diversity and Inclusion Statement and are promoting various initiatives to achieve the goals set therein.
Structure for Promoting Diversity and Inclusion
The newly established Diversity & Inclusion Promotion Offices within Mizuho Financial Group, Mizuho Bank, Mizuho Trust & Banking, Mizuho Securities, and Mizuho Information & Research Institute collaborate to promote diversity and inclusion across the group as a whole, to ensure that all employees, regardless of gender, nationality, etc. are provided with equal development and advancement opportunities.
Diversity & Inclusion Statement
The Diversity & Inclusion Statement establishes the fundamental strategy, areas of focus, and primary initiatives that Mizuho will undertake in order to foster growth and promote the active involvement of all members of Mizuho's diverse workforce in line with the core thinking contained in the HR Vision.
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|Area||Target||To be achieved by||Current percentage (number of people)|
|Percentage of management positions filled by employees hired outside Japan||50％||July 2019||41％
|As of July 2017|
|Percentage of management positions filled by women||10％||8％
(total for the four core group companies1)
|Percentage of management positions filled by women||General manager equivalent and above||10％||4％
|Manager equivalent and above||20％||12％
|Assistant manager equivalent and above||30％||24％
|Percentage of new graduates hired for management track jobs who are female||30％||FY2019 intake||33％||FY2017 intake|
|Percentage of paid annual leave taken by employees||70％||FY2018||68％||As of FY2016|
|Percentage of eligible male employees who take childcare leave||100％||FY2018||23％||As of FY2016|
|Percentage of employees who are individuals with disabilities2||2.3％||June 2019||2.0％||As of June 2017|
- 1: Mizuho Financial Group, Mizuho Bank, Mizuho Trust & Banking, and Mizuho Securities
- 2: Mizuho Financial Group, Mizuho Bank, Mizuho Trust & Banking, and Mizuho Securities, and Mizuho Business Challenged (a special subsidiary)
For past data and information on our progress towards our targets, see CSR Data.
Information about our initiatives to create an engaging work environment where our diverse workforce can actively participate and contribute, regardless of gender or nationality, etc.
Information about our initiatives to promote more flexible work arrangements and support employees balancing work with caring for a child or an aging family member.
Information about our initiatives to change the mindsets of executive officers and employees in order to achieve greater diversity and inclusion.
Information about our action plan for providing a supportive environment for employees with children.