Diversity, Equity and Inclusion EMEA
It is Nomura's mission to deliver a better tomorrow by becoming a truly inclusive financial services business, reflecting our wide range of internal and external stakeholders, driven by diversity of thought across all aspects of our business.
We think a more diverse workplace is a better workplace.
Jonathan Lewis, CAO and CEO of Nomura Europe Holdings plc - "I recognise that a diverse and inclusive workforce is critical to Nomura's future success. I welcome the opportunity to be more transparent about our efforts to drive change for the benefit of the entire organisation, our clients and society at large".
At Nomura we value the wide range of clients, people and investors who we work with every day. We are committed to fostering an inclusive work environment that reflects these diverse communities and enables us to attract, develop, engage and retain the very best people, from the widest talent pools. Our people benefit from a range of comprehensive and inclusive programmes and we promote equal opportunities regardless of race, sexual orientation, gender, gender identity, religion or belief, age, civil/marital status, pregnancy or disability. We promote a working environment that is free from discrimination or harassment. Our recruitment, development, advancement and performance appraisal processes enable our people to feel valued and maximise their contribution to the firm.
Our employee-driven networks encourage connectivity, knowledge sharing and raise awareness of key diversity initiatives and opportunities for greater inclusivity. Our networks are at the heart of key events, such as International Women's Day, LGBT Pride Month, Mental Health Week and cultural festivals, such as Diwali.
WIN - Gender Balance Network
Promotes a gender-inclusive culture and diverse workforce to support the firm's strategic growth. In 2017 the network changed its name, vision and mission statement to recognise that both men and women play an important role in helping achieve gender balance in the workplace.
Employee Life and Family
Provides engagement, education and support for employees on family, health and wellbeing, stress life management matters.
Lesbian, Gay, Bisexual, Transgender and Allies (LGBTA)
Supports lesbian, gay, bisexual and transgender professionals to perform to their utmost potential and helps create a strong network of allies to understand LGBT+ issues.
- We Embrace Flexibility at Work In EMEA, we are committed to helping employees achieve a positive work-life balance. We offer flexible options, such as home working, part-time working and job sharing, where the role makes it possible.
- Our Approach to Learning Our commitment to diversity is reflected in our approach to learning, with unconscious bias and inclusive leadership training for all levels and programmes to improve gender balance for every career stage.
Attracting Diverse Talent
As part of our target to achieve a 50/50 gender split in our intern and graduate classes, we actively partner with women's groups at schools and universities to highlight the career opportunities available at Nomura. Throughout the graduate recruitment process, women have a range of opportunities to explore immersive internships including a two-week paid program for first year female university students. For LGBT+ students, we partner with external industry-wide initiatives that promote career opportunities in investment banking. See all the graduate opportunities here.
Additional Support and Memberships
- Parental Transitions Programme
As part of Nomura's commitment to promoting an inclusive working environment and supporting employees through key life events, Nomura has developed an innovative Parental Transitions Programme for new parents. The programme offers support to employees in the lead up to, and following a period of extended parental leave and includes workshops to support career transitions, one-to-one coaching and health and wellbeing initiatives.
- Antenatal and Postnatal Services
Our policies and extensive onsite medical facilities enables Nomura to offer parents expecting a baby: support to attend antenatal appointments and medical examinations; consultations with the Occupational Health team; complimentary gym membership following maternity leave; and onsite feeding facilities.
- Nomura Emergency Back-Up and
Long-Term Dependant Care
Balancing home and work responsibilities can be difficult at times, particularly in an emergency. Our partnership with Bright Horizons Care Advantage provides access to a high quality network of nurseries and in-home care at short notice.
- Employee Assistance Programme
To support mental wellbeing, we offer a confidential impartial information service for our employees and their family, available 24hrs a day, seven days a week, with advice on home, work, health, financial or other concerns.
Our Partnerships and Memberships
Our range of partnerships reflects our aim to build a diverse and inclusive workplace. Working alongside these organisations provides us with access to best practice, support and guidance for all our employees.
Women in Finance Charter -
Annual Update 2021
At Nomura we are committed to improving our gender diversity. Through signing the Women in Finance Charter in 2018, we set ourselves tangible goals and agreed to share progress on these publically each year.
In the third year of our three year plan we continue to make progress despite challenging market conditions and overall firm performance.
- 1) We aim to increase our overall female representation to 33% by March 2022. So far we have increased from 29% to 31%
- 2) At graduate level we aim to have 50% female representation. Our 2019 Graduate intake. across all divisions, included 33% female hires
- 3) We have set ourselves a target to increase our senior female representation by 50% by March 2022, by increasing it from 13% to 19%. So far we have increased to 14%
Throughout 2021, Nomura has continued to introduce direct measures to address gender balance and inequity across Global Markets, Investment Banking and Corporate, and has given senior management individual accountability for achieving these targets. Some of these direct measures to embed and drive change include:
- ・Diversity, Equity and Inclusion objectives and gender diversity targets for all senior management;
- ・Further investment in inclusive leadership training for senior managers which focuses on workplace culture and how, as leaders, they can improve engagement;
- ・'Market mapping' open roles to ensure female talent pool is fully reflected in all candidate lists;
- ・Engaging specialist search firms to source female candidates to include on shortlists for any open roles;
- ・Prior to hire approval, provide details on actions taken to identify female candidates;
- ・Continued investment in our women's development programmes, including VP Mentoring programme through the 30% Club and a new female mentoring programme;
- ・Continued investment in our Parental Transitions support and coaching including mandatory training for line managers;
We all recognise that we still have some way to go to improve Diversity, Equity and Inclusion, but these measures demonstrate our commitment to improving the representation of women across our organisation. We want to make Nomura an increasingly inclusive and balanced organisation, where everyone is proud to work.
Retaining and Developing High-Performing Women
Women's Development Programmes
Our programmes hone participants' skills for success and, increase connectivity across the firm and beyond. We offer four Women's Development Programmes for women at various stages of their career, some in partnership with external organisations such as the 30% Club:
- Women's Leadership Programme
- 30% Club Cross Company Mentoring Programme
- Women's Associate Development Programme
- IT Women's Peer Coaching Programme
WIN - Gender Balance Network
The WIN - Gender Balance Network is committed to engaging all employees, regardless of gender, with our gender balance goals. The network provide all employees with access to regular events, including Learning from Leaders and Career Pathways, as well as a programme of events for International Women's Day and high profile external speakers. The Network supports senior leadership and our Diversity, Equity and Inclusion team on programmes to promote cultural change throughout the firm.
Women in Technology Programme
Our Women in Technology Programme was established in 2014 to provide career progression and development through active sponsorship, recruitment and personal development, including:
- Peer coaching programme at Associate and VP levels
- IT Career Pathways sessions
- Mentoring schemes
- Career Days with schools
- Code First Girls collaborations
Nomura was recently recognised as runner-up in the "Female Tech Employer of the Year" and one of our Technology analysts was placed in the TechWomen50 Awards in 2017. Christine Chambers, Executive Director and EMEA Head of Cyber Security says: "Nomura is an exciting place to work in terms of the work offered and opportunities available for female technologists."
Gender Pay Gap
In the UK we disclose what the government refers to as a company's "gender pay gap". All organisations in the UK with 250 or more employees must report their gender pay data. View our results.
In France, all organisations with 50 or more employees must disclose their “Gender Equality Index” on a yearly basis. This index has been set up by French government to measure pay gap and highlight discrepancies between gender based on 4 indicators. View our results.