CSR Initiatives

Diversity

Mitsubishi UFJ Lease & Finance is working to create workplace environments and systems that will allow each of our employees to realize a good work-life balance, and to maintain a good balance between work and family life while at the same time performing to the best of their abilities. Our dedicated department, the Diversity Promotion Office, conducts a range of programs for the creation of an organization that makes the most of the diversity of its people.

Work-Life Balance

Mitsubishi UFJ Lease & Finance supports the promotion of employees' work-life balance through initiatives to curb overall working hours by encouraging employees to leave work early and to take their paid leave. We have also adopted initiatives to further improve work efficiency, such as a staggered start scheme.
We have established an environment in which employees can work according to their own personal circumstances by offering schemes such as volunteering leave, childcare and nursing care leave, and a work location choice scheme.

Initiatives under the Act on Advancement of Measures to Support Raising Next-Generation Children

Establishment of Action Plan under the Act on Advancement of Measures to Support Raising Next-Generation Children

Mitsubishi UFJ Lease & Finance has established an action plan that will allow all employees to perform to the best of their ability, by creating a comfortable workplace environment for all employees, where they can maintain a balance between working and raising children.

Acquisition of Platinum "Kurumin" Mark

Platinum "Kurumin" Mark

Mitsubishi UFJ Lease & Finance was awarded the Platinum "Kurumin" mark by the Minister of Health, Labour and Welfare on December 18, 2017, in recognition of its having fulfilled the required standards under the Act on Advancement of Measures to Support Raising Next-Generation Children. Also, by enabling our employees to choose diverse working styles according to their own individual life stage and environments, such as balancing work and raising children, we will further promote the development of structures and cultures in which they can perform to the best of their abilities and be successful in their jobs.

Receipt of 2012 Tokyo Labor Bureau Chief's Encouragement Award for Companies Promoting Equality and Balance

In October 2012, Mitsubishi UFJ Lease & Finance was awarded the Tokyo Labor Bureau Chief's Encouragement Award in the Family Friendly Company division of the Awards for Companies Promoting Equality and Balance. These awards are presented to companies that have a range of programs that allow employees to balance work and responsibilities caring for children or elderly family members, and that promote diverse, flexible working styles. Our award on this occasion was in recognition of our establishment of programs that exceed statutory requirements and our active engagement in fostering awareness in the company to make the various programs more accessible.
We will continue to create an environment that realizes diverse working styles and in which each and every employee can demonstrate their abilities, regardless of their personal attributes such as gender, age, and nationality or life events.

Initiatives to Promote the Active Participation of Women in the Workplace

Approach to the Promotion of Women's Active Participation in the Workplace

Mitsubishi UFJ Lease & Finance believes that promoting the active participation of diverse human resources who can leverage their personal attributes, such as nationality, age, and gender, and their diverse values is an important consideration in terms of management strategy that will enhance corporate competitiveness.

As such, in the area of promoting women's active participation, we have implemented a range of programs with the two wheels of expanding support systems that allow a balance between work and family life and creating a workplace environment in which individuals can perform to the best of their abilities.

Going forward, by continuing with these programs, and systematically nurturing and promoting well-qualified women, we aim to increase the percentage of female managers to 10% by 2020, 5% more than in 2015.

Takahiro Yanai
President & CEO
Mitsubishi UFJ Lease & Finance Company Limited

Establishment of Action Plan under the Act on Promotion of Women's Participation and Advancement in the Workplace

Under the Act on Promotion of Women's Participation and Advancement in the Workplace, which came into force on April 1, 2016, Mitsubishi UFJ Lease & Finance established a General Employers Action Plan to cover the five-year period from April 1, 2016 to March 31, 2021.

Also pursuant to the Act, we have posted publicly released data on the Ministry of Health, Labour and Welfare's General Website for Women's Active Participation and Advancement/Support for Balancing Work and Family Life.

Corporate Data on Promotion of Women's Active Participation and Advancement in the Workplace, General Website for Women's Active Participation and Advancement/Support for Balancing Work and Family Life. (Japanese only)

Acquisition of "Eruboshi" Mark

"Eruboshi" Mark

Mitsubishi UFJ Lease & Finance was awarded the second-level "Eruboshi" mark from the Minister of Health, Labour and Welfare on February 9, 2018, in recognition of its excellence in the implementation of initiatives to promote women's active participation and advancement in the workplace, in fulfillment of the certification standards established under the Act on Promotion of Women's Participation and Advancement in the Workplace. We will continue to engage in the creation of an environment in which our able, ambitious female employees can participate actively and advance over the long term.

Status of Initiatives for the Active Participation and Advancement of Women

Publicizing the status of our policies and initiatives regarding the promotion of women's active participation and advancement, both within the company and publicly, will help us to move those initiatives forward and secure ambitious human resources.

<Publication of Information under the Act on Promotion of Women's Participation and Advancement in the Workplace (as of March 31, 2019)>

  • (1) Percentage of female workers in recruited workers
    Male Female
    42.0% (21 people)
    58.0% (29 people)

    *New-graduate recruits in FY2018

  • (2) Percentage of female workers (including temporary assignees)
    Core positions(*) General positions
    15.4%
    99.1%

    *Aggregate of career-track and quasi career-track employees

  • (3) Difference in average length of service between male and female employees
    Total Male Female
    12.8 years
    14.0 years
    11.0 years
  • (4) Percentage of continued service after ten years by gender
    Male Female
    68.3%
    66.7%

    *Joined company in April 2008

  • (5) Percentage of employees taking childcare leave by gender
    Male Female
    69.8%
    110.3%

    *FY2018 actual figures

  • (6) Average hours of overtime worked by workers per month (non-managerial positions, includes temporary assignees)
    Overall Core positions General positions
    15.0 hours
    19.5 hours
    6.4 hours

    *FY2018 actual figures (discretionary)

  • (7) Rate of paid leave taken
    FY2016 FY2017 FY2018
    63.0%
    66.2%
    67.1%
  • (8) Percentage of female workers in team leader, management and executive positions
    Team leaders Managers Executives
    24.9% (104 people)
    11.6% (28 people)
    0% (0 people)
  • (9) Number of employees changing occupation/employment status by gender
      Male Female
    Change of occupation
    0 people
    2 people
    Change of employment status
    (Temporary dispatch -> permanent full-time)
    0 people
    5 people

    *FY2018 actual figures

  • (10) Mid-career recruitment by gender (excluding change of employment status)
    Total Male Female
    38 people
    33 people
    5 people

<Initiatives for the Promotion of Women's Active Participation and Advancement in the Workplace>

Recruitment

We conduct recruitment seminars for women and publish pamphlets to present our programs for supporting employees in balancing work and family life and for supporting their career development.

Career Development and training

We conduct training on the theme of diversity for manager-level employees to raise awareness across the entire company. Also, to promote ongoing promotion of women over the medium to long term, we provide a variety of training programs for our female employees designed to foster career awareness, equip them with leadership skills, and build professional networks.

Training Targets Contents
Diversity Management Training
Managers
Learn the key points of "diversity management" to maximize team outcomes, while leveraging the abilities and individual traits of diverse personnel
Diversity Sessions
New managers
Deepen understanding of diversity to cultivate managers who are able to manage diverse personnel
Female Leader Development Coaching School
Core positions
Manager candidates
Dispel concerns about medium to long-term career prospects and leadership and foster management awareness
Career Development Program
Mid-level core positions
Broaden horizons and think about medium to long-term career prospects, and also foster participants' awareness of themselves as role models
Career Forum
Junior core positions
Learn about the company's schemes for supporting employees to balance work with raising children and hear from more senior employees about their careers, to foster an image of medium to long-term career prospects
General Position Leader Training
General positions leader candidates
Develop a group of leaders who have lofty perspectives and who are able to make an active contribution to the management of the organization
General Position Career Development Training
Mid-level general positions
Encourage career formation and enhancement of individual initiative, and foster awareness of becoming a role model
Cafeteria Training
General positions
Open call
Optional external lectures to give employees the chance to acquire knowledge about topics such as business skills, finance, and legal affairs.

Support for Balancing Work and Childcare

Mitsubishi UFJ Lease & Finance is actively engaged in creating systems and environments to help every one of our employees to participate and advance in the workplace over the long term. As a result, a growing number of employees, both men and women, are balancing work with raising children and achieving success in the workplace.

<Program for Supporting Balance between Work and Childcare>

Special pre-birth leave Leave that can be taken from within six months prior to the expected delivery date (our original leave scheme)
Pre- and post-birth leave Leave that can be taken from six weeks prior to the baby's expected delivery date until eight weeks from the day after the birth
Childcare leave Leave that can be taken until the date of the child's second birthday (10 days paid leave)
Shortened working hours Employees can finish work up to two hours early (in 30-minute increments) during pregnancy and after returning to work from leave
Restriction of work outside regular hours Restrictions on work outside prescribed working hours (7 hrs. 25 min.) during pregnancy and after return from leave
Birth leave Leave that can be taken when the employee's spouse is giving birth (up to 3 days, within two weeks before and after the birth)
Childcare time Scheme in which employees can take hourly breaks to care for a child less than 12 months of age
Childcare cost support scheme Scheme in which the company will subsidize half of the monthly costs of childcare (to a maximum of ¥30,000 a month)
Late-start/early-finish scheme Scheme in which employees may start work late or finish early for reasons related to raising children (available to employees caring for children up to the third grade of elementary school)
Sick child leave Leave that can be taken to care for sick or injured children of pre-school age (10 days a year)
Information delivery tools (iPad) Tools for viewing the company's portal site while on leave (distributed to all employees on childcare leave)
Career interview scheme for employees returning to work after childcare leave To support returning employees' career formation, the career interview will be taken within about three months from their return.

<Trends in Employees Taking Advantage of Support Systems for Balancing Work and Childcare>

  Childcare leave scheme Shortened working hours scheme
FY2016
121 people
89 people
FY2017
126 people
110 people
FY2018
128 people
123 people

<Systems for the Support of Flexible Working Styles>

Work location choice scheme Scheme in which employees can ask for a change or choice of work location based on reasons such as raising children or spouse's transfer
Work-from-home scheme Scheme that permits employees to work from their own home for all or part of their work hours
Staggered start scheme Scheme in which employees can start work one hour later or earlier than the usual prescribed time
Hourly leave scheme Scheme in which employees can take leave in hourly increments

Initiatives to Promote the Active Participation of People with Disabilities in the Workplace

With the aim of providing a workplace environment in which people with disabilities can work with peace of mind, in October 2017, we established a group that performs clerical duties outsourced by other departments within the company.
The number of people working in this group has increased, and, as of March 31, 2018, our statutory employment rate of persons with disabilities stood at 2.16%, exceeding the company's obligation of 2.0%.