Social
Human Resources Strategy
We support individual employees’ autonomous growth and provide arenas for their success to contribute to society through our business
We support individual employees’ growth and provide arenas for their success, toward achieving the “future of everyday life” set forth in our Purpose. We aim for all employees to utilize their innovative mindsets to contribute to society through our businesses. We have also defined the "independent human resources" that we seek, and actively provide opportunities for our people to acquire the necessary skills, mindset, and knowledge.
Identifying issues independently and seeking necessary solutions, to drive personal self-transformation and corporate transformation
To bring about a new corporate transformation in the times of rapid change, we need human resources who are not bound by conventional ideas and practices but are able to identify issues not yet visualized and use their own creativity and technology to transform themselves, the company, and society. “Independent human resources” are the basic type of human resources we seek, and on top of that, the ideal human resources we seek are to have the ability to lead growth and the ability to accelerate corporate transformation. We have introduced various measures to help every employee develop a mindset geared to innovation.
Establish an environment that helps every employee to grow autonomously and an organizational culture that encourages employees to make ambitious tries freely to achieve our Purpose
Seven Bank has introduced the EX10 system which allows employees to allocate 10% of their work hours to activities for future contribution to the company or improvement of their skills, even without immediate benefit for their current work. Now incorporated in behavioral evaluations, it is intended to encourage self-directed innovation activities. As about 80% of our employees are mid-career hires, we aim to create an environment in which people with diverse backgrounds can play their roles successfully, and an organizational culture that helps them experience personal growth through new tries.
Stimulating internal communication
Opportunities to talk with the management team
Town hall meetings
The President and Officers take turns having discussions in small-groups with all employees.
Fostering a sense of togetherness across the Group
Coffee time and bar time
As a place for interaction and friendly communication among Group employees, a social event is held monthly in the company lounge themed on specific topics.
Instilling and implementation of the Purpose
Purpose Award
In FY2024, the third Purpose Award event was held to commend the activities that embody the Purpose.
Deepening mutual understanding
Office Open Day
Every summer, we invite the families of our employees to our office, and hold events where they can enjoy a variety of activities, including company tours.
Diversity & Inclusion
Seven Bank values workplaces where diverse people can play an active role regardless of gender, age, or nationality. For this reason, we are working to create a system where everyone at Seven Bank can easily grow and work with satisfaction. We support the autonomous growth of our people and aim to contribute to society together through our businesses.
Concrete Initiatives in Support of Diverse Work Styles
・ Childcare leave, nursing care leave, and shorter work-hour system
・ Child activity leave system (5 days a year)
・ Volunteer activity leave system (5 days a year)
・ Introducing an employee stock ownership plan for managerial-level employees
・ Creating the expert career track
・ Establishing “special appointment positions” for highly specialized human resources
・ Introducing a management-by-objectives system and a bonus system for rehired retired employees
・ Developing systems and operations based on no age limit for working
| Results for FY2024 | |
| Employees (consolidated)*1 | 1,398 |
| Employees (non-consolidated)*1 | 703 |
| Average years of service | 7.2 |
| Acquisition rate of paid leave | 81.9% |
| Employees taking childcare leave *2 | 30 (10 men and 20 women) |
| Percentage of employees returning to work after childcare leave | 100% |
| Acquisition rate of childcare leave by eligible male employees | 61.5% |
| Employees taking family care leave | 0 |
| Employees using the reduced working hour system for childcare or family care | 31 |
*1 Excluding officers, executive officers, employees seconded from the Bank to external companies, part-time employees and temporary staff; and including employees seconded from external companies to the Bank.
*2 Number of employees who took childcare leave in each fiscal year, including contractors
| Results for FY2024 | |
| Ratio of female employees (non-consolidated) | 41% |
| Ratio of female managers *3 | 18.7% |
| Ratio of overseas workforce to consolidated headcount | 17.1% |
| Ratio of mid-career hires | 77.5% |
| Employment rate of people with disabilities | 2.5% |
| Number of times volunteer leave (to take part in volunteer activities) was taken | 4 |
*3 Ratio of female mangers is calculated based on management positions (Senior Officer, Officer, Assistant Officer), excluding those seconded from the Bank to external companies.
| Results for FY2024 | |
| Occupational accident frequency rate | 0% |
| Occupational accident severity rate | 0% |
| Rate of participation in human rights training | 83.4% |
| Rate of participation in compliance training | 100% |
| Help line calls received | 12 |
| Average monthly overtime hours per employee | 23.6 |
Health and Productivity Management
Seven Bank has established the "Health Declaration" to promote various health-related initiatives for its employees. This aims to create a comfortable workplace environment where each and every employee can maintain their mental and physical health.
Health Declaration
In 2021, Seven Bank established its purpose: " We shape the future of everyday life by seeing your wishes and going beyond." To achieve this purpose and continuously "shape the future of everyday life" for our customers, the mental and physical health of our employees and their families—the very source of our creation—is indispensable.
When both mind and body are in optimal condition, we can foster new innovations and deliver services based on our philosophy of "coexistence and co-prosperity."
Moving forward, Seven Bank will view initiatives for employee health management and health promotion as an "investment" and support these efforts throughout the company.
As the first step, we hereby issue this Health Declaration.
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1
Seven Bank will support the maintenance and promotion of mental and physical health so that employee can continue to take on new challenges.
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2
We will respect the individuality of each employee and strive to enhance the workplace environment to ensure that everyone can maximize their unique abilities and potential.
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3
Employees will strive to understand their own health needs and take proactive action towards improvement, while the company provides continuous support for these efforts.
Seven Bank, Ltd.
President and Representative Director
Masaaki Matsuhashi
Promotion Structure
- Seven Bank’s Sustainability
- Top Message
- Sustainability Management
- Materiality
- Material Issues Designation Process
- Fundamental value
- Social value
- Creation of new values
- Source of value creation
- Value creation for the future
- Social Contribution Activities
- Social Contribution Activities
- Other Corporate Information
- Investor Relations
- Company
Respect Human Rights
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 Holdings Human Rights Policy, as established by the Seven & i Holdings, also forms the foundation of the Seven Bank Group's business activities. We apply this policy to all our directors, officers, and employees, continually encourage all our business partners to uphold it, and work in cooperation to respect human rights.