Create a society where everyone can be active

Now we live in the world where diversity is turned into strengths. In corporate management, to create a work environment suitable for diverse human resources and diverse work styles, as well as to develop every individual’s career and skills will be the key to strengthening competitiveness. In society, respecting different cultures and values and working together across differences in nationality, gender and religion will lead us to solutions to issues and further development.

Respecting human rights and diversity, the entire Seven Bank Group will strive to be a group of companies that help everyone to have a sense of purpose in life and satisfaction in work. We will expand our drive to also involve our business partners and partner companies to achieve a society where diversity can thrive.

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

Additionally, we will make the Seven & i Group Human Rights Policy, established by the Seven & i Group, the foundation of our business activities. It will apply to all officers and employees. We will also continue encouraging all of the Seven Bank Group's business partners to support this policy, and work collaboratively to respect human rights.

Seven Bank’s human capital management aims to support the autonomous growth of “employees” who are to drive corporate value enhancement and provide them with arenas for success. This will enable all employees to contribute to society through business undertakings with a mindset geared to innovation, toward achieving the “future of everyday life” set forth in our Purpose. Regarding employees who are the driving force of human capital management, the Bank has declared “independent human resources” to be the ideal employees it seeks. Having clarified the definition of such human resources, it has set forth that providing opportunities for employees to acquire the necessary skills, mindset, and knowledge as a priority policy for its human resources development.

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.

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.

We believe that it is our obligation to contribute to creating a society that helps diverse human resources to participate in success in diverse ways. We believe that creating an environment that helps everyone to participate in success will lead to prosperous life and the continuous development of society, which includes creating opportunities for people of all genders, ages, nationalities, and other backgrounds to participate in success, and developing diverse human resources. On the other hand, to encourage employees to contribute to Seven Bank for as long as possible, it is essential to establish and operate a system of evaluation that brings convincingness to employees and leads to a sense of their personal growth, as well as a compensation system that rewards the expected roles and achievements of individual employees. We believe that by building a system in which the Bank firmly supports employees drawing their own career paths and focusing on achieving them, we can encourage promising human resources to stay with us and contribute greatly to our business growth.

・ 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