d. Others
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<Status of the Appointment of Female Directors and Officers>
Nomura Group, beginning with 10 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. The committee and
working group are established to discuss group-wide diversity and inclusion issues from business strategy perspective. The Sustainability Committee is chaired by the Group CEO, consisting of members of the executive management board, and
deliberation contents are reported to the board of senior managing directors as needed. Diversity &Inclusion Working Group discuss more specific matters at the working level. The members of the Working Group consist of Executive
Officers/Senior Managing Directors and heads of group companies and global regions. They work together, exchange opinions with the Nomura Securities Employee Union, and discuss specific measures to promote D&I environment across group companies
through close communication. Also the Sustainability Development Department is responsible for promoting the working environment for our diverse employees, including female employees, employees who are balancing their work with childcare, nursing
care, and illness, foreign nationals, mid-career employees, and LGBT people.
Furthermore, the Company offers flexible working styles that enable employees to continue working with peace of mind over the long term. In addition to
promoting the full acquisition of summer vacation and refresh vacation for five business days each year, the Company implemented a half day and an hourly vacation program and endeavored to provide various childbirth, childcare and nursing care
programs. In fact, all of the benefits provided by the Company are above the legally requirement minimum. The Company also introduced leave of absence for fertility treatment. These include leave for giving birth to children and aftercare, leave
time for rearing children, time off when a dependent gives birth to children, time off for childrearing, time for nursing sick children, supplements for child day care center expenses, and time off as well as leaves for nursing family members back
to health.
The Company actively promotes initiatives to support the success of
women. From the program perspective 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:
https://www.nomuraholdings.com/sustainability/employee/di.html
https://www.nomuraholdings.com/sustainability/data/
In addition to the above initiatives, the Company has been promoting employees awareness of diversity through three employee networks that are operated
independently by employees, and conducted activities aimed at personal own growth.
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.
<Health and Productivity
Management>
The Company has always emphasized the health of employees since its
founding, as the founder of Nomura Group, Tokushichi Nomura, stated in his autobiography, Tsuta-katsura, that Our health is our greatest asset. In keeping with this spirit, the Company adopted the NOMURA Health &
Productivity Declaration in July 2016 as part of the Groups efforts led by the Group Chief Health Officer (CHO) to maintain and improve the health of employees. Starting in FY2020/21, in order to work toward our Groups management vision
of Achieve sustainable growth by helping resolve social issues, we are communicating to all Group employees our goal that All people who work at Nomura will not simply be healthy, but also physically, mentally and socially sound
(overall well-being).
The Company promotes the Health and Productivity
Management under the framework which is leaded by Toshiyasu Iiyama, Executive Officer/Chief Health Officer (CHO), and together with Deputy CHO, Health Insurance Association, corporate doctors, public health nurses and the group companies. The Health
Management Promotion Committee, which meets on a regular basis, identifies employee health issues, formulates and implements measures, and verifies the results of these measures throughout the organization, thereby actively promoting employee health
and strengthening the occupational health and safety system.
The Company takes
proactive initiatives including the following actions to promote the health of employees.
In order for employees to detect and treat illnesses at an early stage, the Company and the Health Insurance Association fully subsidize the costs of health
checkups for employees in their 20s and comprehensive medical exams for employees age 30 and above, and the costs of cervical cancer screenings for women age 20 and above and breast cancer screenings for women age 30 and above. The Company also
allows employees to take paid leave (comprehensive medical exam leave and follow up exam leave) for the time they spend going to receive these exams.
As regards the Smoking Cessation Measures, the Company prohibited smoking in working hours and abolished the equipment of smoking rooms in FY 2022 to prevent
unwanted passive smoking and to maintain comfortable working environment. In addition, the Company fully subsidizes the cost of treatment and support for employees who try to stop smoking, and grants the incentive points to employees who have
succeeded in quitting smoking.
Nomura Securities organizes an online walk event
NOMURA Challenge Walk every year where departments compete for an average number of steps. Departments efforts are posted on the cloud-based health management DX platform WellGo, where other employees can Like or
comment on the persons action, thereby expressing support and boosting employees health awareness while keeping social distancing due to Covid-19. Nomura Securities also donates money corresponding
to the average number of steps taken by employees to contribute to the society.
Furthermore, the Company are supporting the cloud-based health management DX platform WellGo provided by WellGo Co., Ltd. WellGo was
created through a business contest held by Nomura Holdings and Nomura Research Institute.
WellGo offers the health management DX platform which covers Health and Productivity Management, industrial health, health service by health insurance
associations and health support for employees for major companies driving the Japanese economy. Thus WellGo supports the clients to establish a sustainable mechanism of human capital.
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