Creation of a society where everyone can be active

As the birth rate declines, Japan is aging and its working-age population is declining. It is estimated that over the next 30 years or so, the productive-age population will decline to more than 20 million. In order to realize sustainable company growth, it is essential to create a working environment suitable for diverse human resources and diverse working styles. Particularly, there are many issues in promoting women's active participation, and many women are unable to work even if they want to work for many reasons, such as being unable to balance childcare and work and being unable to find employment after raising children. Seven Bank believes that improving productivity by enhancing the abilities of various employees, developing diverse human resources, and creating an environment in which everyone can play an active role will lead to enriching people's lives and sustainable development of social.

Seven Bank recognizes that it is its responsibility as a corporation to contribute to the creation of a society in which diverse people can play an active role in diverse ways. For this reason, we will promote work-life synergies that enable each employee to maximize his or her potential by creating opportunities that can work regardless of gender, age, nationality, etc. and by creating a working environment that allows employees to work while raising children or caring for family members. In addition, we will contribute to the creation of a social in which all people can live fairly and equitably.

The Code of Conduct, which is the ethical code followed by the Seven Bank Group, clearly expresses respect for human rights.

Furthermore, the Seven & i Group Human Rights Policy, as established by the Seven & i Group to which Seven Bank Group belongs, forms the foundation of our Group's business activities. We apply this policy to all of our directors, officers, and employees, continually encourage all our business partners to uphold it, and work in cooperation to respect human rights.

We will transform into an organization which promotes employees’ voluntary improvement of skills, career development, and selection of workstyle and where independent human resources can play active roles.

We conduct various surveys and measures to increase employee engagement at the company overall. Last fiscal year, we started EQ testing (emotional intelligence testing) and a “360° feedback” program. EQ testing, which is also a diagnostic tool for mental health, is an effective tool to objectively determine one’s own strengths and weaknesses. Seven Bank conducts a training course with EQ testing in which participants not only analyze their own results, but also share them with others, which provides an opportunity to recognize differences among individuals as well. At the same time, in the 360° feedback program, employees are shown the gaps that may exist between their own understanding of themselves and the understanding of others, which we believe can provide insights and lead to changes in behavior at the individual level. Learning about oneself and grasping the condition of one’s team through this initiative will lead to increased engagement.

The Bank has conducted employee engagement surveys since fi scal 2018 that it uses as an indicator for employee motivation.

The Bank recognizes that it is its duty as a corporate entity to contribute to the creation of a society in which many types of people can participate in various ways. We also believe that creating opportunities for people to flourish regardless of their gender, age or nationality, improving productivity by enhancing the capabilities of various employees, developing diverse human resources, and creating an environment in which everyone can play an active role will lead to the achievement of fulfilling lifestyles as well as the continuous development of society.

To hire and retain persons with disabilities, we give consideration to creating a work environment where they can easily work. These considerations include training using the Tokyo Vocational Center for Persons with Disabilities and introducing a translation tool (UD Talk) for persons with hearing disabilities.
We also revise and develop new job descriptions that enable the transition from part-time to full-time employment.

A plan that helps employees continue working after having children or while caring for children or other family members, with leaves of absence, shorter working hours and exemption from overtime and holiday work