d. Others
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<Status of the Appointment of Female Directors and Officers>
The Nomura Group, beginning with 11 female officers (Directors, Officers, or Senior
Managing Directors) at the Company, Nomura Securities Co., Ltd. and Nomura Asset Management Co., Ltd., actively promotes the employment of women.
<Diversity & Inclusion>
At the Company, Diversity and Inclusion, which involves mutual respect for employee diversity and cooperation, is promoted. Through the 3 employee
networks that are voluntarily managed by employees, activities have been carried out towards bringing about the awareness of employees concerning diversity, personal growth, etc. The diversity and inclusion networks within the Company consist of the
following 3 networks: (1) Women in Nomura (WIN) in which womens careers are considered; (2) Life & Families (L&F) in which health/child-rearing/nursing care are considered; and (3) Multi-Culture Value (MCV) in
which the diverse values such as multi-cultural, disability and sexual minorities as well as their allies, etc., are considered. These networks are managed at each Nomura Group location, and by cooperating globally, activities toward creating an
employment environment in which diverse employees can actively participate are promoted. Further, in relation to trainings for employees, by introducing diversity/management training in all management training, change in the thinking of middle
management has been promoted and efforts have been made to bring about a corporate culture in which diverse personnel can actively participate.
The Company actively promotes initiatives to support the success of women. From the program perspective, although the Company has developed the childcare leave
program and childcare working hours program that goes beyond the statutory requirements, to further maintain an environment in which it is easy to raise children, and to allow for the simultaneous raising of children and employment, the Company has
broadened childbirth leave for spouses and partners so that such leave can be taken for childrearing purposes, and further, the Company endeavors to make available and develop various benefits programs, such as, for the purpose of preventing
employees from leaving their jobs due to life events, relocation programs for general career type B employees and spouse relocation leave programs for when a spouse relocates overseas.
For details of each initiative and data regarding the ratio of women in managerial
positions and information regarding the actual use of various programs supporting childcare and nursing care, etc., please see the Companys homepage at:
https://www.nomuraholdings.com/csr/employee/di.html
https://www.nomuraholdings.com/csr/data/
In addition to the above initiatives, the Company established the Group Conduct Department, and the Companys subsidiary, Nomura Securities Co., Ltd.
(NSC) established the Conduct Department, as organizations dedicated to promoting active participation by diverse range of employees, including women, seniors and non-Japanese employees. Also, the
Company established the Group Conduct Committee, and NSC established the Conduct Committee. The Companys committee is chaired by the Chief Compliance Officer and Executive Officer of the Company, and also consists of representatives of each
division, etc. Meetings of these committees will be held periodically. These committees will promote more effective initiatives, through deliberating on matters concerning promotion of diversity and inclusion, starting from establishment of an
action plan in accordance with the Act Concerning Promotion of Womens Career Activities and details of initiatives, and through close communication within the Nomura Group, such as sharing information on each divisions
initiatives.
<Health and Productivity Management>
The Nomura Group has adopted and announced the NOMURA Health &
Productivity Declaration Statement, and lead by Executive Officer, Toshiyasu Iiyama who acts as Chief Health Officer (CHO), promotes Health and Productivity Management that further proactively addresses health issues
through consideration of employees health care from a management perspective.
As for structuring an organization toward Health and Productivity Management, the Health and Productivity Management Promotion Committee,
consisting of the CHO, health professionals such as industrial physicians, as well as representatives from Human Resources and the Nomura Securities Health Insurance Association, is held periodically, and is consistently performing the role of
ascertaining employees health issues, as well as planning and executing measures.
As an example of concrete measures, Nomura Securities prepared the Health White Paper in order to visualize employees health conditions and
understand health issues, and is addressing (1) prevention of the progression of lifestyle-related diseases, (2) thoroughly ensuring the undertaking of medical checkups, and (3) smoking-measures, as priority items. In addition,
activities such as the provision of information/education for the purpose of preventing mental illness and improving health literacy are in progress and there will be a promotion of the maintenance of employees health through such
initiatives.
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