Diversity and Inclusion
Individuals from over 70 nationalities are currently employed at Nomura Group. Nomura Group recognizes that respecting diversity in human resource development is one of the most important issues. A diverse workforce is the greatest asset for Nomura Group. Nomura believes that when all employees respect each other's backgrounds and values and work harmoniously together, Nomura will be able to better satisfy a wide variety of customer needs and offer more value-added services. For each and every employee to be active and successful in utilizing her/his capabilities and personal strengths, Nomura Group provides equal opportunities and, under the Code of Ethics of Nomura Group, forbids discrimination based on nationality, ethnic origin, race, gender, age, religion, beliefs, social standing, gender preference, gender identity, disability or any other attribution in hiring, evaluation, and determining remuneration.
Nomura's basic policy on diversity and inclusion
Nomura Holdings recognizes that reinforcing corporate governance is one of the most important issues in terms of achieving the management's goal of enhancing corporate value by deepening society's trust in the firm and increasing stakeholders' (shareholders and clients) satisfaction.
Nomura Holdings Corporate Governance Guidelines
(Established on November 11, 2015)
＜Chapter 2. Section 2 Fulfillment of Corporate Social Responsibilities＞
The Code of Ethics of Nomura Group and Founder's Principles
- The Company, by establishing the "Code of Ethics of Nomura Group" at the Meeting of the Board of Directors as a code of conduct for each director, officer, and employee of the Nomura Group to comply with, shall endeavor to fulfill its responsibility to various stakeholders, including shareholders, clients, employees, business partners, creditors, and local communities.
- The Company shall endeavor to enhance corporate value in the long-term by respecting the diversity and different values among the directors, officers, and employees of the Nomura Group, and regardless of matters such as nationality, race, sex, gender identity, sexual orientation, creed, social status, or existence or nonexistence of disability, by establishing a sound workplace to enable all directors, officers, and employees to perform at their full potential.
- The Company shall endeavor to contribute to the development of society at all times and shall fulfill the Nomura Group's corporate social responsibility as a corporate citizen through the implementation of the "Founder's Principles" that have been inherited since the foundation of the Company.
The Code of Ethics of Nomura Group also specifies accordingly.
12.(a) Nomura group is committed to ensuring that anyone who interacts with Nomura Group is treated with respect at all times and in all circumstances. No person shall be subject to discriminatory practices or harassment for reasons including, but not limited to, their national or ethnic origins, color, race, gender, age, religious belief, social status, sexual orientation or gender identity, or disability.
Organization structure to promote Diversity and Inclusion in Nomura
Diversity and Inclusion Committee
Nomura Holdings, Inc. and Nomura Securities Co., Ltd. established the Nomura Group Diversity and Inclusion Committee (Nomura Holdings) and the Diversity and Inclusion Committee (Nomura Securities) in April 2016, as a means to holding firm-wide discussions on promoting an inclusive work environment for diverse employees, including women, senior employees, and non-Japanese employees.
With the Group COO as Chairman, Nomura Group Diversity and Inclusion Committee is made up of members from Group companies and division representatives. The Committee reviews the promotion of diversity and inclusion for the entire Nomura Group, and shares initiatives proved to be effective across Group companies. Through close communication among the Group, Nomura aims to develop an environment which promotes Diversity and Inclusion throughout the Group.
At the first Nomura Group Diversity and Inclusion Committee held on July 8, 2016, Committee members adopted the "Declaration on Diversity & Inclusion" with a strong will to create an inclusive work environment across the Group where every individual is valued. Group Diversity and Inclusion Committee will continue to develop a workplace where all employees can actively demonstrate his/her capabilities, realize their full potential, and work in a lively environment.
Diversity and Inclusion Committee is chaired by the Deputy President, constituted by representatives of each division and Nomura Securities Employees' Union, etc. The committee enhances cooperation between divisions within Nomura, hosting firm-wide discussions reviewing the way to further improve the effectiveness of various initiatives based on the Action Plan made mandatory by the new legislation on encouraging women's active participation in the workplace.
Secretariat operations will be conducted by the Group Diversity and Inclusion Department, and Diversity and Inclusion Department, set up in December 2015, as organizations dedicated to promoting the active participation by a wide range of employees.
Organizational chart of the Committee
Promoting the active participation of women
Nomura offers a wide range of opportunities to support female employees beyond minimum legal requirements. These opportunities include an employment system that allows General Career Type B employees (who are not subject to relocation) to relocate, as well as the opportunity to and convert to General Career Type A (subject to relocation) and vice versa.
To support women's career development, Nomura provides a variety of training and mentoring programs to "continue", "develop", and "advance" their career in line with different career stages. These initiatives are designed to create an environment where female employees feel motivated to work and be successful. Nomura Securities has set a quantitative target to have 550 female managers by 2020. Nomura Group is actively continuing our focus on enabling female employees to develop their careers.
Junko Nakagawa, Executive Officer of Nomura Holdings, chairs the planning-committee for Keidanren's Committee on Gender Diversity . In line with Keidanren's "Action Plan for Women's Activities: Enhancing Corporate Competitiveness and Achieving Sustainable Economic Growth,*1 presented in July 2014, Nomura posted a voluntary action plan on the Keidanren website*2 regarding the appointment of women as Directors and to other managerial positions.
Certifications on promoting women participation in workplace
In March 2017, Nomura Holdings was selected as "Semi-Nadeshiko Brand" by the Ministry of Economy, Trade and Industry, and the Tokyo Stock Exchange, as a listed company that excels in women's empowerment in the work place.
Nomura Trust and Banking has been certified by the Ministry of Health, Labour, and Welfare for its excellence in promoting women in the workplace. This is a three-stage certification based on the number of criteria a company meets. NTB has fulfilled all 3 criteria, thus earning top level certification denoted by the logo with three stars.
The City of Osaka certifies organizations that actively promote a friendly working environment for female employees. This certification is based on certain criteria set by the City of Osaka. By acknowledging these organizations, these organizations as well as their initiatives are recognized by the public and will help spread such initiatives more widely. Nomura Securities was certified in December 2015.
List of companies certified as "leading companies in the promotion of female participation" by the City of Osaka (Nomura Securities, company no. 111, certified on December 1, 2015)(Only available in Japanese)
The Ministry of Health, Labor and Welfare accredits companies serving as role models in practicing "active initiatives to promote female employees to realize their full potential" (positive action) and "initiatives to support balancing work and family (parenting and family / elderly nursing care)."as These companies are recognized as Companies promoting equal employment and work-life balance."
In October 2014, Nomura Securities was awarded the Tokyo Labor Bureau Chief Award (on "equal employment promotion").
Tokyo Labor Bureau Chief Award 2014 (Tokyo Labor Bureau website)(Only available in Japanese)
Nomura Securities has been supporting work-life balance between work and parenting by encouraging male employees to take childcare leave, as well as offering maternity/childcare leaves and childcare hours beyond legal requirements. As a result of these initiatives, the firm has been certified under the "Act on Advancement of Measures to Support Raising Next-Generation Children" since 2007.
Nomura Securities has been granted official use of the "Tomonin" logo from the Ministry of Health, Labor and Work, for efforts in establishing a work environment that enables employees to pursue their career, while balancing work and long-term family nursing care.
Processes to promote diversity and inclusion at Nomura Securities
Various trainings to promote and understand diversity
Meeting needs of customers is becoming more diverse and complicated, and providing high value-added services is crucial that employees mutually respect diverse values, and reflect various ideas and views through good communication. It is precisely from this perspective that the Nomura Group is promoting diversity and inclusion.
- Developing our corporate culture and improving employee mindsets
Example of a diversity and inclusion training program
- "Business of Diversity": Ways to benefit from diverse personnel
- Effective Communication in global business
- Successful self-branding for women
- Navigating workplace and parental responsibilities
- "Woman in Nomura" training
- For women who want to keep shining bright at Nomura your own, original way of working" (training for young female employees)
- Preparing policies to motivate and encourage employees to succeed
The Nomura Group's Code of Ethics strictly prohibits discrimination based on gender or sexual orientation (since 2012)
- Hiring and developing high performance talent
- Conduct diversity promotion training for both new graduates and experienced hires
- Implement sponsorship programs aimed to advance women to senior management positions
- Provide a mentoring program to develop future female leaders
- Training for managers
- Conduct diversity promotion training in training sessions for newly appointed Shidoshoku, section chiefs, heads of departments and branches, as well as training activities targeting all managers
- Train managers to become mentors that support women in management positions
- Navigating parental transitions - toolkit for managers
- "How to create a team like Nadeshiko Japan (the women's national soccer team) - Why promotion of active participation by females is important"
Training to Support Female Employees Careers
As an initiative for encouraging continuous employment, Nomura conducts the "WOMAN IN NOMURA" training to cultivate a career-oriented mindset among female employees. This initiative targets second-year employees and female employees who are in a position to guide newly hired employees (those who joined Nomura from college and are in their third to sixth year of employment).
As a "stepping up" initiative, Nomura also provides as many as 31 optional training courses every year. One course offers training on "self-branding for success" for female employees aiming to support their career management by raising awareness of their uniqueness as a an own brand themselves and develop an action plan for brand marketing.
Dedicated Mentoring Program for Women in Management Positions
To increase competency and build networks for women employees, Nomura offers a year to a year and a half mentoring program to female vice presidents and executive directors.
Program participants are able to receive direct advice and coaching from senior management mentors to help them make important decisions and develop their future career path. This mentoring program also provides a platform for discussions with other mentees, introduction to role models, and training programs focusing on leadership and business management skills.
Nomura will facilitate fostering female leaders and their advancement to management positions by continuing to implement a range of measures designed to assist forming career paths through these programs.
Nomura's three autonomously operated employee networks provide a range of events with information that supports work-life management of female employees and promotes understanding of diverse cultures as well as LGBT* issues. By organizing and holding events, the networks provide opportunities to interchange both internally and externally. Also, by including training on diversity management in all managerial-level courses, Nomura is promoting the reform of the awareness of middle managers, and is placing emphasis on developing corporate cultures where a diversity of human resources can contribute actively.
LGBT: Lesbian, gay, bisexual, transgender, and other gender minorities
- Women in Nomura (WIN) Network: raise awareness on women's career advancement
- Life & Family Network: Health, childrearing, senior care
- Multicultural Value Network: Multicultural, cross-generational, LGBTA
Employee network at Nomura Securities
Each receiving support from two directors, three networks are run voluntarily by employees facilitate planning and management of information dissemination and promotional events for Nomura employees in addition to proactively holding joint events with other companies. The networks are:
Life & Family (L&F): Work-life management related to health, childcare, and nursing care
L&F, based on the concept of "Satisfaction in life leads to results in work," is intended to enhance both life and work and thereby ensure each employee's optimum productivity. It is part of cultivating an open, healthy working environment in which all Nomura employees can fully demonstrate their talents.
Activities: We provide information that can be used in diversifying lifestyles and work lives, and promote understanding at the workplace, by hosting events. Events include discussion events titled "My career, life and family" by both female and male employees who balance work and childcare. And events inviting experts to speak on themes, as well as speeches by experts on themes such as "Parenting power to bring out the best in children", "Nursing care training: what you should know before your parents fall ill, and how to be prepared for unexpected nursing care", "Managers that help their subordinates grow - a speech by an Ikubos CEO (Ikubos stands for "bosses who care for the work/life balance of their employees")"
Multicultural Value (MCV): Fosters understanding of cross-cultural working environments and cross-generational communications in addition to promoting understanding of sexual minorities as exemplified by LGBT activities
MCV supports the creation of an environment in which each employee can fully demonstrate their strengths. MCV focuses on diverse cultural aspects, including nationality, race, sex, gender identity, sexual orientation, existence or nonexistence of disability and so on, and by seeking deeper mutual understanding and awareness of the underlying principles of behavior.
Activities: Co-hosted an event with a major foreign general information services company, to provide an opportunity to learn cultural and business differences between Asian countries and Japan. Conducted educational activities such as exhibiting rainbow-colored cones, which stand for diverse sexual orientation and respect, as well as videos and posters to promote awareness about discriminatory speech and conduct and understanding towards those involved, using "Let's become an ally!" who understands and supports sexual minorities, at the cafeteria in the head office building.
Women in Nomura (WIN): Career promotion for women
Nomura believes that broadening career opportunities for women will provide new value for the company and its customers, and by extension for society in general. To this end, WIN promotes thinking and acting with regard to women's careers and toward our goal of "Creating Change."
Activities: Hosted speeches and seminars for career and skill enhancement, with female directors, entrepreneurs and experts as guest speakers. Conducted exchange events etc. with other financial institutions as well as non-financial corporations, to help build external networks. Internally, we shared information which serves as hints on how women can participate even more actively, by regularly hosting events with role model female employees as speakers, titled "Career Pathway".
Nomura Group shares issues and ideas on best practices with external networks and those in charge of promoting diversity at each company. We aim to publish information externally through following opportunities:
- Participation in meetings of the planning subcommittee of the Committee on Gender Diversity, hosted by the Keidanren (Japan Business Federation)
- Participation in the Association for Women in Finance (AWF) that promotes the careers and networking of women working in the finance industry
- Co-sponsoring of "Tokyo Rainbow Pride 2015 " and "Tokyo International Lesbian & Gay Film Festival", holding LGBT (lesbian, gay, bisexual, and transgender) student seminars as a member of LGBT finance forum, a coalition of financial companies working to enhance understanding toward LGBT individuals.
- Supporting events at Tokyo Rainbow Week 2015