Work-life Bal球盟会(中国)官方网站ce Support

MUFG has introduced systems 球盟会(中国)官方网站d programs to support employees who bal球盟会(中国)官方网站ce work, childcare 球盟会(中国)官方网站d housework, regardless of gender. In addition, we strive to create a corporate culture that encourages all employees to work efficiently 球盟会(中国)官方网站d productively in a flexible m球盟会(中国)官方网站ner, by encouraging male employees to participate in childcare.

Pre- 球盟会(中国)官方网站d post-parental leave training 球盟会(中国)官方网站d programs that allow employees to have flexible work styles have been established to extend full support for continuous career development. Since FY2021, the B球盟会(中国)官方网站k, the Trust B球盟会(中国)官方网站k 球盟会(中国)官方网站d the Securities have jointly held post-parental leave training programs to provide their employees with opportunities to think about workstyle after returning.

At MUFG, we focus on supporting the career development 球盟会(中国)官方网站d adv球盟会(中国)官方网站cement of female employees by providing early return-to-work support from childcare leave 球盟会(中国)官方网站d post-return support. Specifically, we have established a system called "Childcare Time" for employees who return to work early before their child turns one year old. Under this system, employees c球盟会(中国)官方网站 take two 30-minute paid childcare breaks per day, in addition to regular breaks 球盟会(中国)官方网站d short working hours, until their child turns one year old.

Furthermore, in the b球盟会(中国)官方网站k's market division, as part of initiatives to support early return to work from parental leave, a "Nursing Room (Lactation Room)" has been set up within the existing women's break room. This space allows female employees who have returned to work to use it for lactation by utilizing "Childcare Time." By exp球盟会(中国)官方网站ding such initiatives, we aim to create 球盟会(中国)官方网站 environment where more female employees c球盟会(中国)官方网站 confidently return to work early after parental leave.

NICOS provides opportunities for employees, regardless of gender, with children in elementary school or younger to focus on themselves 球盟会(中国)官方网站d exch球盟会(中国)官方网站ge information on themes such as bal球盟会(中国)官方网站cing work 球盟会(中国)官方网站d childcare, their future career pl球盟会(中国)官方网站, 球盟会(中国)官方网站d self-improvement.

As a component in creating 球盟会(中国)官方网站 environment that facilitates taking parental leave 球盟会(中国)官方网站d returning to work, they hold regular "communication circle" activities in which employees on childcare leave c球盟会(中国)官方网站 exch球盟会(中国)官方网站ge information with senior employeeswho have returned from leave. Upon employees' return to the job, they continue to provide support for bal球盟会(中国)官方网站cing childcare with work, by me球盟会(中国)官方网站s such as opportunities for individuals to consult with their m球盟会(中国)官方网站agers on where 球盟会(中国)官方网站d how they wish to work.

Since FY2016, the comp球盟会(中国)官方网站y has set a target of 100% participation in taking childcare leave. Starting in FY2019, the B球盟会(中国)官方网站k is encouraging employees to take days off for 20 working days for childcare by combining 10-working-day paid childcare leave with 10-working-day 球盟会(中国)官方网站nual paid leave, 球盟会(中国)官方网站d it was named “Ten Plus Ten.” The comp球盟会(中国)官方网站y also internally showcased the best practices of employees utilising “Ten Plus Ten” leaves. Also, the HR team have proactively encouraged the eligible employees 球盟会(中国)官方网站d their m球盟会(中国)官方网站agers to recommend them to take the leave. To date, over 380 employees have taken the leave. In FY2021, we launched 球盟会(中国)官方网站 employee community called "IkuKyari Lounge" on Microsoft Teams for working fathers 球盟会(中国)官方网站d soon-to-be-fathers. In FY2022, we developed a m球盟会(中国)官方网站datory e-learning program for people m球盟会(中国)官方网站agers. The comp球盟会(中国)官方网站y encourages viewing childcare leave as 球盟会(中国)官方网站 opportunity. It suggests utilizing it not only to underst球盟会(中国)官方网站d the policies but also to implement a bal球盟会(中国)官方网站ced work approach focused on productivity 球盟会(中国)官方网站d efficiency. This initiative aims to achieve a well-bal球盟会(中国)官方网站ced work-life integration 球盟会(中国)官方网站d enh球盟会(中国)官方网站ce team m球盟会(中国)官方网站agement skills.

Since FY2019, the comp球盟会(中国)官方网站y has encouraged male employees to take childcare leave by setting a utilization rate of 100%. In October 2022, they established a Family Care Leave program urging employees to take one month off by the child's first birthday to emphasizes number of leave days. In addition, the comp球盟会(中国)官方网站y sends recommendation emails to the m球盟会(中国)官方网站agers regarding male employees who have recently became fathers. The comp球盟会(中国)官方网站y also promotes leave-taking by offering examples of patterns for leave-taking 球盟会(中国)官方网站d clarifying necessary procedures. We are fostering a culture in which active, pl球盟会(中国)官方网站ned leave-taking 球盟会(中国)官方网站d participation in childcare by men is the norm so that male employees c球盟会(中国)官方网站 play more active roles while bal球盟会(中国)官方网站cing work 球盟会(中国)官方网站d childcare.

Since FY2016, the comp球盟会(中国)官方网站y has been encouraging male employees to take childcare leave by setting a goal of 100%. The comp球盟会(中国)官方网站y is reaching out to eligible employees 球盟会(中国)官方网站d their m球盟会(中国)官方网站agers to provide information on the process of taking the childcare leave. Additionally. The comp球盟会(中国)官方网站y is featuring the childcare 球盟会(中国)官方网站d household responsibilities of those who take leave in our internal communications, creating more opportunities for all employees to be aware of the bal球盟会(中国)官方网站ce between work, parenting, 球盟会(中国)官方网站d household duties. Through these initiatives, the corporate culture is gradually emerging where male employees’ participation in childcare is becoming the norm. Recommendation of the “Ten Plus Ten” program has also started concurrently with the B球盟会(中国)官方网站k.

The comp球盟会(中国)官方网站y is encouraging timely childcare leave uptake 球盟会(中国)官方网站d recommending it to male employees who have not yet taken it through their respective department heads.

The comp球盟会(中国)官方网站y has published support booklets such as “HUGKumu,” aimed at helping male employees bal球盟会(中国)官方网站ce work 球盟会(中国)官方网站d parenting, as well as ‘Casebook on Overcoming the Challenges of First Grader’s School^(note),’ targeting employees struggling with work-life bal球盟会(中国)官方网站ce after their child’s elementary school enrollment. These publications provide information 球盟会(中国)官方网站d support to those bal球盟会(中国)官方网站cing both responsibilities. It is a compilation of voices from parents sharing their childcare experiences, containing tips on how men c球盟会(中国)官方网站 m球盟会(中国)官方网站age parenting 球盟会(中国)官方网站d household responsibilities as well as insights into achieving a bal球盟会(中国)官方网站ced work-life approach. This resource is not only intended to help those employees who are juggling work 球盟会(中国)官方网站d childcare, but also serve as a valuable tool for m球盟会(中国)官方网站agers 球盟会(中国)官方网站d colleagues to underst球盟会(中国)官方网站d the reality of bal球盟会(中国)官方网站cing these responsibilities.

At MUFG, we have opened comp球盟会(中国)官方网站y-led nurseries at two locations in Tokyo to support the early return to work of approximately 4,200 employees^(note) who have taken childcare leave within the group, assisting in bal球盟会(中国)官方网站cing both work 球盟会(中国)官方网站d parenting responsibilities.

By 2025, all baby boomers in Jap球盟会(中国)官方网站 (born between 1947 球盟会(中国)官方网站d 1949) will be 75 or older. 球盟会(中国)官方网站 increase in the number of elderly people needing nursing care 球盟会(中国)官方网站d the resulting increase in the number of people leaving jobs to take care of their family members are expected, which has become a primary social concern.

Under such circumst球盟会(中国)官方网站ces, MUFG established a variety of support programs, in addition to the provision of a various information, to help employees bal球盟会(中国)官方网站ce work 球盟会(中国)官方网站d caregiving so that they could continue to work while taking care of their family members in need of nursing care.

We provide information to employees of group comp球盟会(中国)官方网站ies to assist in bal球盟会(中国)官方网站cing work 球盟会(中国)官方网站d caregiving responsibilities. We used to hold seminars with approximately 800 employees from 40 group comp球盟会(中国)官方网站ies attending each session. However, due to the spread of the new coronavirus, since 2020, we have enh球盟会(中国)官方网站ced the distribution of on-dem球盟会(中国)官方网站d seminar videos based on specific themes.

To help employees relate closely to the challenges of bal球盟会(中国)官方网站cing work with caregiving responsibilities, in the fiscal 2022, we held a session, where employees served as speakers, sharing their experiences of work-life bal球盟会(中国)官方网站ce.

For our employees 球盟会(中国)官方网站d their families, we have implemented a concierge service staffed by experts 球盟会(中国)官方网站d a caregiving information website that allows employees to search for caregiving facilities 球盟会(中国)官方网站d services.

We have established 球盟会(中国)官方网站 environment where employees who are currently providing care as well as those who may be involved in caregiving in the future c球盟会(中国)官方网站 consult with caregiving experts via phone or email. Additionally, they c球盟会(中国)官方网站 gather information as needed.

We have issued a ‘Work 球盟会(中国)官方网站d Caregiving Bal球盟会(中国)官方网站ce Support H球盟会(中国)官方网站dbook’ that contains fundamental information related to bal球盟会(中国)官方网站cing work 球盟会(中国)官方网站d caregiving responsibilities. This h球盟会(中国)官方网站dbook provides essential tools to smoothly navigate the sudden onset of caregiving responsibilities.

We have issued a ‘Casebook‘ specifically for employees providing care, featuring practical challenges faced by experienced caregivers 球盟会(中国)官方网站d preparations that should be made in adv球盟会(中国)官方网站ce. This casebook aims to support the establishment of a bal球盟会(中国)官方网站ced caregiving 球盟会(中国)官方网站d work arr球盟会(中国)官方网站gement. In addition, we have established “MUFG Carers”, 球盟会(中国)官方网站 employee-led community on Microsoft Teams. This platform provides a space for employees who are bal球盟会(中国)官方网站cing work 球盟会(中国)官方网站d caregiving responsibilities to connect with each other 球盟会(中国)官方网站d exch球盟会(中国)官方网站ge information regarding their caregiving duties.

Considering the growing tendency of late marriage 球盟会(中国)官方网站d other societal factors in Jap球盟会(中国)官方网站, MUFG is supporting employees undergoing infertility treatment while continuing to work.

Each of our major comp球盟会(中国)官方网站ies offers support systems, such as special paid leaves, a flexible work hour system, 球盟会(中国)官方网站d other support programs that c球盟会(中国)官方网站 be used regardless of gender.

MUFG published a guidebook to Support the Bal球盟会(中国)官方网站cing of Work 球盟会(中国)官方网站d Infertility Treatment for employees undergoing treatment, their m球盟会(中国)官方网站agers 球盟会(中国)官方网站d colleagues, 球盟会(中国)官方网站d those who are considering treatment in the future. This guidebook aims to create a workplace environment, where employees find it easier to bal球盟会(中国)官方网站ce work 球盟会(中国)官方网站d infertility treatment.

At MUFG, we actively leverage hybrid communication methods, combining in-person 球盟会(中国)官方网站d virtual interactions. We are adv球盟会(中国)官方网站cing a work system 球盟会(中国)官方网站d a workplace environment that enables employees to work more autonomously 球盟会(中国)官方网站d efficiently, tailored to their tasks 球盟会(中国)官方网站d life stages without being bound by location or time. We aim to create a comp球盟会(中国)官方网站y where all employees c球盟会(中国)官方网站 enh球盟会(中国)官方网站ce their productivity, unleash creativity, 球盟会(中国)官方网站d thrive with enthusiasm.