Initiatives to Improve Corporate Value
S (Society): Diversity & Inclusion (2)
Main initiatives under way in FY2022 and the status of their progress
12th Resona Women's Council (Apr. 22-Mar. '23)
Members: 20 people from group banks and companies
Members consist of diverse individuals (in terms of rank, age, etc.) from a
range of Group companies and serving terms spanning one year who
regularly meet on a monthly basis
➤ Engage in bottom-up activities, i.e., delivering proposals on women's
networking, the enhancement of women's career awareness, the
revision of various personnel systems, the implementation of
operational improvement measures and the planning of new products
Step up initiatives to encourage male employees to play
greater roles in child rearing
Established a framework allowing cessation from work for childcare upon
childbirth in line with the revision of relevant laws in Oct. '22
< The Resona Group's Response >
✓ The first 14 days of cessation from work for childcare upon childbirth
shall be paid leave
[Flow of cessation from work for childcare upon childbirth]
Around 3 to 4 months
before childbirth
Up until
childbirth
Until two weeks before the initiation
of cessation upon childbirth
Day of
childbirth
Cessation
begins
A picture taken at the meeting
[Main achievements deriving from Resona Women's Council]
Enhancement of childcare leave-related
programs
Institution of a mentoring system
Introduction of a reinstatement support
program
Establishment of the Job Return
System
Launch of a system enabling
transition from full-time to part-time
employee status and vice versa*1
Expand the scope of employees eligible for the mentoring
system for female manager candidates
• The mentoring system for newly appointed female department or branch
managers has been in place since 2012
In FY'22, women who have been newly appointed as manager candidates and
assigned to positions immediately below department or general managers, are
now included in the scope of eligibility to the system
Share schedule for
childbirth with business
unit supervisor
Share the planned timing of cessation from work
with colleagues and hand over ongoing projects
Childbirth schedule
Cessation schedule
report
plan
Application for cessation
from work for childcare
upon childbirth
✓ Hold seminars focused on facilitating cessation from work for
childcare over the course of a period spanning Aug. to Sep. '22
•
Scope: All business unit supervisors of Group banks
Total number of participants: Around 1,000
[Male employees' status of childcare-related leave]
FY
Ratio of employees
who took childbirth
leave upon the
spouse's childbirth
Ratio of male
employees who opted
for cessation from
work for childcare*2
2017
2018 2019 2020 2021 2022
100%
100%
100%
100% 100% 100%
*1. Upgraded from the "smart staff" system, which was introduced in 2015 to enable applicants to work shorter working hours or be assigned more
limited jobs compared with full-time employees *2. In accordance with the standards of the Ministry of Health, Labour and Welfare, the amount of
"persons who have commenced taking childcare leave during the fiscal year covered/persons who have births in the fiscal year covered" is posted,
and therefore may exceed 100% depending on the fiscal year.
80.3% 98.2%
Resona Holdings, Inc.
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