Source of value creation

Create a society where everyone can be active

Social issues to be addressed

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.

Vision

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.

Seven Bank's Major Initiatives

Respect Human Rights
Career Development Support Facilitates Autonomous Growth
Heighten Employee Wellbeing and Engagement
Supporting Varied Workstyles to Enable Diverse Human Resources to Thrive
Diversity and Inclusion
Cultivating a Mindset of Innovation toward Achieving Sustainable Growth

Respect Human Rights

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 & i Group Human Rights Policy

Career Development Support Facilitates Autonomous Growth

Creating a Mechanism to Synchronize Autonomous Employee Growth with the Company's Sustainable Growth

Our Group regards human resources as one of our most important management resources, as the source of value creation and the driving force for sustainable growth. To fulfill our Purpose, we are working to create an environment that helps every employee to participate in success, focusing on creating mechanisms to synchronize employees’ autonomous growth with the Bank’s sustainable growth.

Heighten Employee Wellbeing and Engagement

Revitalize Company-wide Communication and Raise Engagement Scores

The Group is striving to revitalize communication companywide by conducting town hall meetings with employees and executives to promote dialogue with management, presenting the Purpose Award to acknowledge initiatives that embody the Company's Purpose, and holding an open office day, an event oriented toward connecting families with the Company. Through efforts such as these, we have seen three consecutive years of improvement in the scores of the company-wide engagement survey launched in 2021.

Supporting Varied Workstyles to Enable Diverse Human Resources to Thrive

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.

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

*Ratio of female managers is calculated based on management positions (Senior Officer, Officer, Assistant Officer), excluding those seconded from the Bank to external companies. *Ratio of employment of persons with disabilities as of April 1, 2024 *Occupational accident frequency rate = (Number of occupational accidents occurred/Cumulative work hours) × 1,000,000 *Occupational accident severity rate = (Lost work days due to an accident/Cumulative work hours) × 1,000

Diversity and Inclusion

Seven Bank established the D&I Promotion Subcommittee in FY2023. Aiming to create a workplace environment where all employees can achieve their potentials equally, the entire Seven Bank Group is working together on the following activities.

Held an Event Commemorating International Women’s Day Jointly with Overseas Group Companies

In March 2024, we held an event to commemorate International Women’s Day jointly with our three overseas Group companies (FCTI, ATMi, and PAPI). Participants gave presentations on women’s participation in success in their respective countries, and learned about differences in situations between countries and challenges common to all countries. The event also created a sense of connection across national borders in many employees, helping to foster unity within the Seven Bank Group.

Conducted a D&I Training Session for Employees

A group work session on D&I was held jointly by three Group companies in Japan, with a total of 50 participants. In this program, participants tried to put themselves in the shoes of people facing various difficulties, such as childcare or nursing care, and thought how they would respond. Through the program, they became aware of the unconscious bias within themselves, and the importance of communicating with others and having a considerate attitude towards co-workers.

Cultivating a Mindset of Innovation toward Achieving Sustainable Growth

To a Company Where Diverse Human Resources Gather for Active Participation and Growth

Aiming to achieve our growth strategy and to increase the corporate value essentially requires changing the mindset of employees. Fostering a mindset geared to innovation in all employees requires cultivation of a mindset to be able to “expand” their areas and “create” businesses. We carry out various measures to develop human resources to drive “expansion x creation,” as human resources needed to achieve the second phase of growth. The EX10 system encourages independent innovation activities by allowing 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. In FY2023, 174 employees used this system.

Data Management Office (DMO) Initiatives

Aiming to transform business models and processes utilizing data, we are implementing various measures to incorporate the use of data in our work, which include setting up knowledge sites, creating data marts, holding consultation meetings and workshops, and providing support for building departmental dashboards.
We also offer a training program to enable employees new to IT who think, "If we could streamline and automate complicated tasks..." to develop apps independently. Under this program, the person in charge of promoting app development accompanies each individual employee, with the aim being to cultivate a mindset of innovation toward realizing sustainable growth.