Relationship with Employees | Supporting unity among diverse personnel and various working styles
Nomura Securities Co., Ltd.'s personnel system is based on the idea of realizing employees' full potential, and it is a standard policy for us to assign talented people to suitable positions irrespective of age, gender or years of service. To facilitate this, we provide a workplace environment conducive to attracting talented employees. For this purpose, we believe that proactive internal communication is essential. Communication must be a strong part of the culture within each workplace. We treat employees as individuals, and in order to compensate each employee according to their demonstrated abilities, it is important for there to be continuous communication between managers and employees along the entire evaluation process, from the setting of targets to the assessment of achievements.
Nomura Securities Co., Ltd. actively recruits and promotes women. We have women-only branch offices and departments, and have established a section to plan and formulate career development policies for our female employees. We also have guidelines for actively recruiting the elderly, persons with disabilities and non-Japanese people in Japan.
We believe that proactive internal communication is essential to the vitality of our organization. We take a positive approach, communicating messages from management and important decisions to the entire staff through our intranet and in-house magazine.
Of course, while communications from management are very important, so are communications at each workplace. Continual communication between superiors and subordinates is required at workplaces where all employees are to be evaluated as individuals, from the setting of employee targets through the evaluation achievements, to ensure that each employee is treated according to their abilities.
At Nomura Securities Co., Ltd., the maximum entitlement to paid annual leave is 20 days, and the average leave taken in fiscal 2007 was 9.3 days. To facilitate greater work flexibility and to make it easier to take paid annual leave, since April 2007 we have allowed employees to take annual leave in half-day units. We have two employee unions covering 71.3% of our employees under collective bargaining agreements.
 |
|
The project was initiated in August 2006 with the aim of establishing a workplace where both men and women can maximize their potential. Starting in July 2007, female employees from different groups met together to continue discussions begun in Phase 1 on ways in which female employees can thrive in the workplace and build networks. The outcome of Phase 2 was posted on Happy Career & Life website, the company intranet, and reflected in the Female Success Support Forum hosted by the Personnel Department. The project gained momentum with male employees participating in the discussion as guest members, and information sharing and internal awareness were taken to a new level.
|
Nomura Securities Co., Ltd.'s Child Care and Family Nursing Care Support
(as of April 1, 2008)
Child Care Support
- Leave before and after delivery
Female employees can take 6 weeks prior to delivery (14 weeks for multiple births) and 8 weeks following delivery.
No. of employees taking leave before and after delivery in fiscal 2007: 127
- Child Care Leave
Parents can take a maximum of 2 years leave up to the child's second birthday. Employees are reinstated, in principle, either to their original position or a corresponding position.
No. of employees taking childcare leave in fiscal 2007: 192
- Leave for Care for Sick or Injured Children
Employees can take up to 5 days paid leave per year to care for sick or injured children who have not yet entered elementary school.
No. of employees taking leave for care for sick or injured children in fiscal 2007: 232
- Time for Child Care
Employees can shorten their working hours by up to 2 hours a day to care for a child not yet enrolled in school.
No. of employees applying for reduced working hours for child care in fiscal 2007: 31
- Assistance with Day Care Expenses
We pay half the cost of employees' day care services for their preschool children (up to ¥20,000 per month per child.)
No. of employees applying for assistance with day care expenses in fiscal 2007: 219
Family Nursing Care Support
- Family Nursing Care Leave
Family nursing care leave can be taken on each occasion that a parent, spouse or child requires nursing care, up to a maximum of 730 days. Employees returning to work after taking this leave are, in principle, reinstated to their original position or a corresponding position.
No. of employees taking family nursing care leave in fiscal 2007: 9
- Reduced Working Hours for Family Nursing Care
This system allows personnel to shorten their working hours by up to one hour a day for up to a total of 730 days in lieu of taking family nursing care leave.
No. of employees applying for reduced working hours for family nursing care in fiscal 2007: 0
In an effort to promote employment among younger people, in April 2008 the Japanese Government launched a new professional skills training program that combines practical training at companies with formal studies at education and training institutions. Individuals covered by the program will be hired by a company for a specified period, during which time they will complete a training program of the company's design. Workers who complete the program will be given a "job card" that sets out the particular vocational skills they have acquired. The system is expected to help younger people in the workforce to expand their skills and to improve their chances of finding more permanent work. Nomura Group endorses the job card system, and is currently proceeding with steps to take part in the program, including selecting those areas where the program is applicable.
 |
|
The Future Generations Parenting Assistance Law (or "Future Generations Law" as it is commonly called) came into effect in 2005. It is intended to introduce improvements that will assist parents in achieving a balance between work and raising a family. Applicable to companies with over 300 full-time employees, the Law mandates an action plan that will support this balance. The process of certification of companies' action plans by local Labor Bureaus came into operation under the Law in April 2007, and since then some 128 companies throughout Japan have now had their action plans certified. These include Nomura Securities Co., Ltd., which extended its child care leave program to its male employees and enabled its employees to apply for shortened working hours. Nomura Asset Management Co., Ltd. was also certified in May 2007. |
Nomura International plc ("NIP") proactively embraces diversity and a work-life balance, and has established a corporate culture in which employees from 55 countries respect and value one another irrespective of differences in gender, nationality, individual traits or professional background. We offer a work environment that encourages our employees to fully realize their abilities and ambitions, and encourages them to respect and value diversity.
NIP's proactive approach to diversity stems from the fact that Nomura Group is based in Japan. We incorporate the positive aspects of Japanese corporate culture and traditions and respect family-oriented values. Rather than simply regarding staff as human capital, we recognize them as individual human beings and welcome and respect their individual values.
Our initiatives have been recognized, and we were listed in the London Times' Top 50 "Where Women Want to Work 2007." The selection process involved strict evaluation of companies from five perspectives: opportunity, development of potential, diversity, unity and corporate responsibility.
Our diversity-related initiatives also make us a stronger company. Such initiatives enhance our ability to respond appropriately to diverse customer needs and give us an advantage in the competitive environment for hiring talented people.
