Diversity and Inclusion
Individuals from approximately 90 nationalities are currently employed at Nomura Group. Respecting diversity in human resource development is one of the most important issues and a diverse workforce is Nomura Group's greatest asset. When all employees respect each other's backgrounds and values and work harmoniously together, Nomura will be able to better satisfy broader 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 Nomura Group Code of Conduct, 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＞
Article 22 (Nomura Group Corporate Philosophy and the Code of Conduct of Nomura Group)
- The Company, based on the "Founder's Principles" which has been passed on since its founding, shall contribute to the creation of a truly enriched society by establishing the "Nomura Group Corporate Philosophy" which sets forth the Nomura Group's mission assumed within society, the ideal state to fulfill such mission, and the values that must be continuously held for the purpose of realizing that.
- The Company, by establishing the "Nomura Group Code of Conduct" at the Meeting of the Board of Directors as a guidelines 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.
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, to hold firm-wide discussions with the management on promoting an inclusive work environment for all employees.
Under a new business structure established in April 2021, Sustainability Committee holds its subcommittee etc. and issues regarding promoting diversity and inclusion throughout the group are deliberated based on business strategy perspective. The committee is chaired by 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 Subcommittee Group deliberates matters regarding diversity and inclusion more closely, reviews initiatives in detail and actual condition at each workplace. The members of the committee 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 share initiatives among group companies to create an inclusive environment across the group.
At the Nomura Group Diversity and Inclusion Committee held on July 8, 2016, committee members adopted the "Declaration on Diversity and Inclusion" with a strong will to create an inclusive work environment across the group where every individual is valued. Group Diversity and Inclusion Committee has continued to develop a workplace where all employees can actively demonstrate his/her capabilities, realize their full potential in a lively work environment.
The Nomura Group Diversity and Inclusion Committee also adopted "Diversity and Inclusion Statement" on September, 2019 with a new slogan - "NEXT D&I."
Organization Structure to Promote Diversity and Inclusion in Nomura
Promoting Gender Balance
Nomura offers a wide range of opportunities to support diverse employees.
To support women's career development, Nomura provides a variety of training and mentoring programs to "continue", "develop", and "advance" careers in line with different stages of careers. These initiatives are designed to support employees and create a more balanced workforce. Nomura Securities has set a quantitative target to have 20% of female representatives in managers, 10% in branch/department managers by 2025.
Certifications on Promoting Gender Balance in the Workplace
In March 2017 and 2019, 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 work environment supportive for female employees. By making these organizations and their initiatives public, Osaka aims to encourage companies to further promote female participation in the workplace. Nomura Securities has been certified since 2015.
List of companies certified as "Leading companies in promoting female participation" by the City of Osaka (Nomura Securities, company #111, certified on December 1, 2015, recertified on December 1, 2018)(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)." 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.
Measures 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
Examples of diversity and inclusion training programs
- Hiring and developing high performance talent
- Conduct diversity training to new graduates and lateral hires
- Implement sponsorship programs aimed to advance women to senior management positions
- Provide a mentoring program to develop future female leaders
- "Business of Diversity" training: Ways to benefit from a diverse workforce
- Training for managers
- Conduct diversity training in training sessions for advanced managers, section chiefs, heads of departments and branches, as well as training targeting all managers
- Train managers to become mentors who support women in management positions
- Unconscious bias workshop and navigating parental transitions - provide toolkit for managers
Training to Support Employees' Careers
As an initiative to retain talent, Nomura conducts training targeting second-year employees and female employees who are in positions to guide new graduate hired employees (those who joined Nomura after graduating and are in their third to sixth year of employment). As a measure to advance, Nomura provides training for career development to female employees who are about to become, or who have just been assigned to managers.
Dedicated Mentoring Program for Women in Management Positions
To 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 and Family Network: Health, childrearing, senior care
- Multi-Culture Value Network: Multi-culture, LGBTA, disability
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: Opportunities to learn about health, balancing work with childcare and elderly nursing care are provided. For example, host seminars on latest cancer treatment and how to balance treatment with work, learn on dementia, participate in a charity run that donates to NPOs, male employees lunch session on raising children, movie screening on elderly nursing care, etc.
Multi-Culture Value (MCV): Fosters Understanding of Cross-Cultural Working Environments and Disability 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: Holds events to learn different cultures including business practices. With the slogan "Let's be an Ally!" MCV promotes the recognition of discriminatory words and deeds towards sexual minorities, by displaying images, posters and rainbow colored cones that symbolize sexual diversity and dignity.
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 outside Nomura.
- 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 2018" and "Rainbow Reel Tokyo (Tokyo International Lesbian & Gay Film Festival)", and Rainbow Crossing Tokyo 2017, as a member of LGBT finance forum, a coalition of financial companies working to enhance understanding toward LGBT individuals.