Nomura Group recognizes the importance of our employees' physical, emotional, mental and financial wellbeing in realizing their full potential, staying motivated and excelling in their work.

We are committed to enhancing our employee welfare programs, including our childcare and nursing care support. We prioritize our employees’ health and wellbeing and provide a comfortable environment and appropriate working conditions to ensure that our people can continue to work with enthusiasm.

Nomura Group adopts a management approach to the health and wellbeing of our employees, and promotes "health and productivity management" to encourage employees to take the initiative in addressing their individual health issues. Under the leadership of our Chief Health Officer, we proactively implement initiatives aimed at helping our people improve their health, towards realizing our Group management vision to "Achieve sustainable growth by helping solve social issues."

We are implementing occupational health and safety management with reference to the Ministry of Health, Labour and Welfare's "Guidelines on Occupational Safety and Health Management Systems," which in turn refer to ISO 45001.

In 2016, we formulated the "Nomura Health & Productivity Declaration Statement" with approval from the Executive Management Board.

Under the Chief Health Officer (CHO), the Deputy CHO, health insurance associations, occupational health physicians, public health nurses, and Group companies come together to promote health and productivity management. The Health and Productivity Management Promotion Committee, which meets regularly, comprises the CHO, the executive officer in charge of Human Resources, the heads of the human resources departments, and other members. The details of discussions are reported to the Board of Directors and the Executive Management Board as appropriate.

We actively promote the health of our employees and strengthen our occupational health and safety system by grasping health issues based on the status of employees' health risks, high-risk analysis of lifestyle-related diseases, and analysis of workplace health risks, formulating and implementing measures, and verifying the results throughout the organization.

In promoting health and productivity management, we emphasize the participation of employees and hold discussions between the labor union and management.

We recognize the need to reduce Absenteeism ⁽¹⁾ and Presenteeism ⁽²⁾, and improve Work Engagement ⁽³⁾ and have set the following measurements in order to monitor employee well-being:

For Absenteeism, we have not set a specific target because it is important to create an environment where our employees can be absent from work when they feel unwell. We will continuously evaluate and introduce new well-being initiatives to improve this metrics. We set our targets for Presenteeism and Work Engagement, 10 (i.e., no more than a 10% productivity loss rate) and 60 (with the national average being 50), respectively by the fiscal year ended March 31, 2026. At the moment these measurements are only applicable to employees of Nomura Securities but we will continue to evaluate our implementation plan and extend the initiatives to other subsidiaries, ultimately expanding the coverage to the Nomura Group as a whole.

The Health and Productivity Management Promotion Committee recognizes health risks such as obesity, blood glucose levels, and liver function among employees, as well as lifestyle habits such as lack of exercise, dietary issues such as eating too fast or excessive drinking, and smoking as health issues, and is advancing a variety of initiatives to help employees improve their health.

Risks related to health and productivity management are closely related to productivity and corporate performance. We aim to realize health and productivity management and improve corporate value by identifying Group priorities, formulating action plans and advancing countermeasures based on metrics and targets.

We also conduct health and safety training at the workplace and educational activities through periodic e-mails to raise employee awareness of occupational health and safety.

Nomura Group's key initiatives in Japan to promote the health of employees are as follows.

We are using the cloud-based health management platform "WellGo" provided by WellGo Co., Ltd. "WellGo" was created through a business contest held by Nomura Holdings and Nomura Research Institute. This health platform uses AI and big data to support employees' health, allows employees to view personal health information such as their individual healthy life expectancy and step count, and offers an incentive program in which employees earn points by engaging in health-related activities.

In order for employees to detect and treat illnesses at an early stage, we have set a target to have 100% of our employees undergo health checkups and comprehensive medical exams. The firm and the Health Insurance Association fully subsidize the costs of health checkups for employees in their 20s and comprehensive medical exams for employees age 30 and above, and subsize the costs of cervical cancer screenings for women age 20 and above and breast cancer screenings for women age 30 and above. The firm also allows employees to take paid leave ("comprehensive medical exam leave") for the time they spend going to receive a comprehensive medical exam.

"My Health Points" is a system that supports employees who make an effort to stay healthy. Points are awarded to employees when they take actions that are good for their health, such as recording the hours they sleep in their lifestyle log, or undergoing a comprehensive medical exam without delay. Accumulated points can be exchanged for prizes such as Amazon gift certificates or donations.

Nomura Group supports employees balancing work and treatment for illnesses such as cancer.

We are working to foster an environment supportive of employees who are balancing work and medical treatments. We published a "Treatment & Work Coexistence Assistance Guidebook (Employee Version and Manager Version)" for employees battling illnesses, as well as for their managers. In addition, we provide "Follow-Up Examination Leave," which is paid leave employees can use to do follow-up tests after their health checkup. Employees needing time off to undergo chemotherapy or other types of treatment at a hospital can take annual paid leave in hourly increments. Employees battling illness also have access to consultation services provided through collaboration among the firm's occupational health physicians, nurses, and nutritionists. By consulting with our internal specialists, employees get advice on how to best approach work while receiving treatment for their illness.

Since FY2016/17 we have been conducting annual stress checks for all employees and providing mental health training as a part of our safety and health training program with the objective of preventing mental illness and creating positive work environments. We also strive to help employees on leave due to mental illness make a smooth return to the workplace. Such efforts include a support framework that provides access to various specialists and an employee counseling room staffed by dedicated professionals, as well as a return-to-work support plan and a system that allows employees to work shortened hours.

Nomura Group manages the health of its employees with an emphasis on prevention as well as early detection and treatment of illnesses. Our occupational health physicians periodically visit our workplaces to monitor the health of employees and meet with supervising managers. We also provide improvement guidance to departments where people work long hours, including recommending that employees working extended hours consult with a physician. In accordance with the Industrial Safety and Health Act, Nomura Group has an Occupational Health and Safety Committee which meets once a month. The committee discusses issues related to workplace environment and health concerns to ensure that everyone working in Nomura Group, including temporary staff and contractors, stay healthy as they work.

In the event of diseases or work-related injuries, we have a system in place to promptly conduct investigations. In addition, measures to address the situation will be considered and employees will be informed about the issue as necessary.

Nomura Holdings has been included in the "KENKO Investment for Health Outstanding Organization" jointly sponsored by the Ministry of Economy, METI and the Nippon Kenko Kaigi.

KENKO Investment for Health Outstanding Organizations Recognition Program recognizes large companies as well as SMEs implementing exceptional health and productivity management initiatives to address health issues in their respective regions based on initiatives implemented by the Nippon Kenko Kaigi to promote better health.

Nomura Group won the Diamond, Gold and Silver awards in the Gan-Ally-Bu Award, a non-governmental project organized by Gan Ally Bu. Gan Ally Bu's aim is to create workspaces, and wider society, where cancer patients can thrive while receiving treatment. Gan means cancer in Japanese.

Award-winning Group Companies

In addition to complying with the Japanese Labor Standards Act, we have established guidelines for workstyle innovation and health management, and have set targets for time management and health promotion. Recognizing the importance of ensuring the physical and mental health of employees and promoting efficient work practices, we offer flexible working styles so that employees can continue to work comfortably over the long term.

In FY2022/23, we launched a new group-wide initiative, "Nomura Ways of Working," which flexibly responds to changes in the environment, such as the impact of the COVID-19 pandemic and discussions around well-being in the workplace.

Through this initiative, we will create environments where employees can maximize their work performance without being constrained by time or location. At the same time, we will increase opportunities for communication and collaboration, while ensuring a healthy balance between work and personal time.

The main measures are as follows.

Also, in some departments, since the nature of the work may require working into the night hours and on holidays, Nomura is working to optimize total hours worked by giving consideration to the actual conditions in each department and having managerial staff exercise flexibility regarding hours worked, including such measures as adopting a work shift system and encouraging employees to use their allotted vacation days.

Nomura Group aims to support career development for every employee. For employees with disabilities, assignments are decided through open discussions and by identifying opportunities suited to individuals’ capabilities.

Nomura organizes various forums for direct dialogue between management and employees around the world. Town hall meetings and social gatherings are regularly held in each region to provide opportunities for senior management to share the company's vision, strategy, and philosophy, and for employees to engage in active exchange with senior management with the aim to deepen mutual understanding.

As part of our continued efforts to make our employees happy, we annually conduct surveys of all Group employees to monitor the status of communication within the organization and their level of engagement.

We are committed to making improvements and cultivating a healthy, values-driven culture for everyone.

Based on the results of our annual employee survey, we are also examining and making improvements to our various human resource management strategies.

Our people are critical to our success and we believe that a positive work environment that encourages active involvement is essential to make them happy. We assess employee engagement through regular surveys, and use the results to enhance ongoing initiatives to help our employees achieve a good balance between work and home and family responsibilities.

More than half of the employees of Nomura Securities are members of the Nomura Securities Employees Union, and Nomura Securities has standing labor agreements with the union. To maintain sound and healthy relationships between labor and management, discussions are conducted with the union on a wide range of topics, not only when changes are to be made in various systems, such as employee welfare benefits and personnel management, but also on day-to-day issues, including respect for employee rights and management issues. Through these discussions, management and labor share views, and employees in the workplace have the opportunity to make their views known.