Social

Diversity, Equity & Inclusion

Action Plan

To create an employment environment in which women can actively engage in professional life, the SBI Sumishin Net Bank (the "Company”) hereby establishes an action plan as follows.

  • 1.
    Plan period
    • April 1, 2022–March 31, 2025
  • 2.
    Challenges faced by the Company
    • ①
      Need to raise the proportion of women in managerial positions, which is currently skewed toward men, and build a work structure where women participate actively in all layers of the hierarchy
    • ②
      Need flexible work styles that enable balancing childcare and work
    • ③
      Addressing the remaining target set by the existing plan and maintaining the status of the target achieved
      Remaining target: newly establishing leave systems for childcare
      Maintaining the status of the target achieved: 100% of male employees taking leave for childcare
  • 3.
    Targets
    • ①
      Proportion of women in managerial positions as of the end of March 2025: 30.0% or more
    • ②
      Promotion of flexible work styles: creating an environment to perform jobs through work-from-home, expanding the scope of employees who are eligible for flextime work styles
      ※ The eligible employees will be decided based on job responsibilities and other factors.
    • ③
      Newly establishing leave systems for childcare and keeping the percentage of employees taking leave for childcare at 100%
  • 4.
    Details of the initiatives and the timing of implementation
    • ①
      Proportion of women in managerial positions: 30.0%
      • October 2022–March 2025: introduction and launch of a career development support system for expected new managers
    • ②
      Promotion of flexible work styles
      • Creating an environment to perform jobs through work-from-home
        June–September 2022: identifying jobs/tasks that hinder work from home and formulating policies to address such hindrances,
        October 2022–March 2025: dealing with individual issues in accordance with the formulated policies
      • Adoption of flextime work system
        June–September 2022: designing the system
        October 2022–March 2025: 100% of employees working on the flextime work styles *in proportion to the employees eligible for the arrangement
    • ③
      Newly establishing leave systems for childcare and maintaining the percentage of employees taking childcare leave at 100%
      • June–September 2022: discussions on a program to compensate decreases in income during childcare leave, October 2022– the program launch
      • April 2022–March 2025: organizing diversity meetings, continuously providing information such as disseminating “Childcare Support Handbook”
      • April 2022–March 2025: maintaining the percentage of male employees taking leave for childcare at 100%