Social

Diversity, Equity, Inclusion, and Belonging (DEIB)

Policy for DEIB promotion initiatives

Management message on DEIB promotion

Mitsubishi HC Capital positions the promotion of DEIB as an important management strategy for the further expansion of the corporate group's business domain and global operations. We aim to create an environment that brings together talented individuals with a diversity of knowledge, experience, and attributes so they can leverage one another's strengths to maximize the impact of their individual motivations and abilities.
To realize a workplace environment where diverse talent can exercise their strengths and get a real sense of their growth as members of an organization, we hire and promote personnel regardless of nationality, age, gender, sexual orientation, gender identity, race, or physical ability. Further, we support the formation of careers tailored to each individual, provide a robust support system to accommodate a variety of work styles, and strive to foster a supportive corporate culture. Through such efforts, we will continue to advance DEIB.

Embracing diversity as a strength so that all may thrive.

Taiju Hisai
Representative Director, President & CEO
Mitsubishi HC Capital

Diverse talent

Initiatives to promote women's active engagement in professional life

Mitsubishi HC Capital proactively promotes women's active engagement in professional life. In addition to receiving Eruboshi two-star certification, we have also formulated an action plan based on the Act on the Promotion of Women's Active Engagement in Professional Life enacted on April 1, 2016.
As a numerical target based on this act, we have announced a target percentage of 20% or more (non-consolidated basis) women in management positions (positions equivalent to Section Manager and above), and have a policy of proactively implementing initiatives to achieve this target as an important issue in the promotion of DEIB (external evaluation).
In addition to career support measures such as talent development training and a system for career course changes, we are also implementing various measures to help employees achieve a good balance between work and childcare, including a system to support flexible work styles, such as working from home, and a system to provide re-employment opportunities to employees who quit due to childcare, elderly care, or other reasons.

Policy for initiatives to promote women's active engagement in professional life

Establishment of an action plan under the Act on the Promotion of Women's Active Engagement in Professional Life

Based on the Act on the Promotion of Women's Active Engagement in Professional Life, Mitsubishi HC Capital has established a General Employer Action Plan for the five-year period from April 1, 2021 to March 31, 2026.

<Initiatives to promote women's active engagement in professional life>

• Recruitment
  We conduct recruitment seminars for women and publish pamphlets presenting our employee support programs that help them balance work and childcare while supporting their career development.
  Furthermore, we invite female employees to participate in recruitment seminars, where they speak about their work styles and explain our support systems for balancing work with childcare and for advancing career development.
• Career development and training
  Mitsubishi HC Capital conducts training on diversity for management personnel in order to promote individual awareness across the entire company as well as a variety of training programs for the medium- to long-term, continual advancement of women's careers.
  As a program exclusively for women, we also offer external training to female employees in order for them to acquire management skills and build external networks.
  Meanwhile, we also conduct programs intended for both male and female employees: a program for presenting role models to junior staff and a development program for selected manager candidates. The latter includes processes for participants to deepen their understanding of each individual's leadership characteristics and for recognizing each other's strong points. The program is also attended by supervisors who train female manager candidates participating in the program. Thus, the program is designed to strengthen vertical and horizontal cooperation and to create an environment where women can play an active role.

The Human Resources Department conducts face-to-face interviews with female manager candidates and supervisors who train the candidates in each office. The interviews with candidates are positioned as not only an occasion to exchange views such as on systems and measures for balancing work and childcare and on their career plans, but also an opportunity to establish the right mindset. The interviews with managers are an occasion to exchange views on the candidates' career plans, their customers and work levels, and the status of their work environment.

Initiatives for mid-career hires

Mitsubishi HC Capital recognizes that differences in background, nationality, age, gender, and sexual orientation are a driving force for creating new value, and actively promotes diversity in recruitment. In FY2024, we welcomed a total of 89 mid-career hires.
We adopt diverse recruitment methods and have established a flexible and sustainable recruitment framework by incorporating various approaches, such as a referral recruitment system based on employee referrals and a “comeback” recruitment system that re-employs former employees who have left Mitsubishi HC Capital.
We provide mid-career hires with a comprehensive training system, including open-application skill development programs, specialized seminars, and support for obtaining professional certifications. In addition, through regular career interviews, we offer opportunities for dialogue with managers and HR representatives, supporting flexible career development that aligns with changes in life stages and individual aspirations.
Going forward, we will further enhance initiatives to promote early inclusion and success, such as providing networking opportunities for mid-career hires and implementing onboarding programs to alleviate concerns before and after joining Mitsubishi HC Capital.

Initiatives for foreign employees

We continue recruitment activities that are not bound by nationality, and in FY2024, there were 23 foreign employees at Mitsubishi HC Capital.In light of the respective management environment, we recruit and hire individuals with the required qualities and capabilities without being bound by nationality. After hiring foreign nationals, we provide the environment necessary for such employees to demonstrate their abilities, such as opportunities for education and promotion (job-level training, training for selected employees, e-learning, etc.) equivalent to those for Japanese employees.
We have been developing an internal environment that enables foreign employees to participate smoothly, including from a language perspective, through initiatives such as the dispatch of Japanese employees to overseas group companies, the active implementation of education programs for Japanese employees to develop business-level English proficiency and global mindsets, and the simultaneous dissemination of important internal information in both Japanese and English.
Regular performance evaluation interviews with managers and HR interviews are conducted to provide appropriate support by offering an opportunity to share career plans and job-related concerns.
We will continue our efforts for increasing the number of foreign managers by actively hiring and developing foreign nationals.

Initiatives to promote the participation of people with disabilities in the workplace

As part of its efforts to make the most of diverse human resources, Mitsubishi HC Capital advances initiatives to promote the active participation of people with disabilities in the workplace. We strive to provide a workplace environment where people with disabilities can work with peace of mind and, to that end, have established a group that performs clerical tasks of the Human Resources Department and those outsourced by various departments.

• Work at the Human Resources Services Gr. of the Human Resources Department
  Diverse members perform outsourced tasks such as sending out documents, registering images, and creating business cards.

Initiatives concerning senior employees

Mitsubishi HC Capital promotes initiatives that allow senior employees to continue to put to use their accumulated and rich experience and abilities. Our HR system adopts a remuneration system that focuses on each employees' job responsibility in order to appropriately compensate employees undertaking jobs with increased responsibility. The same remuneration system is also applied to employees who continue their employment after reaching the retirement age. In addition, we conduct training for employees based on their age in order to promote independent career development and financial planning.

Diverse and flexible work styles

Mitsubishi HC Capital has a number of initiatives to improve work efficiency. In addition to initiatives to curb overall working hours, such as reducing overtime work and encouraging employees to take paid leave, we have introduced systems that allow for flexible work styles, including flexible working hours and work from home.
We have also established systems that enable employees to work in ways that accommodate their individual circumstances. Through such efforts, we will continue to support employees’ work-life balance by creating an environment that allows each employee to work efficiently and fully demonstrate their motivations and abilities.

<Systems to support diverse and flexible work styles>

<Initiatives to improve work-life balance>

Support systems for balancing work with family life

Mitsubishi HC Capital is proactively engaged with its systems to support the active participation of each of its employees over the long term and the creation of a work environment which enables this. Through these systems, we support our employees' balancing of work and family life.
Mitsubishi HC Capital was awarded a special recognition commonly known as the Platinum Kurumin certification by the Minister of Health, Labour and Welfare in recognition of having fulfilled the required standards under the Act on Advancement of Measures to Support Raising Next-Generation Children (external evaluation). We also support men taking childcare leave, and in FY2024, the rate of childcare leave taken by men was 81.7%.*
We have also been recognized with the accreditation known as Tomonin for its efforts to provide a work environment where both work and family care are possible to preemptively prevent having to leave work for family care (external evaluation).

• Calculated using the formula stipulated by the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (including seconded employees)
  The rate of childcare leave taken = Employees who took their first childcare leave in the target year ÷ Employees who had or whose spouses had a child in the target year

<Support system for balancing work with childcare/family care>

Comments from an employee who took childcare leave

(A.K., Digitalization Strategy Planning Department)

I took about a month of childcare leave when my first child was born and my wife returned from her family home after spending two months there with our newborn. During my break from work, each day passed by in the blink of an eye as I performed all the housework and gave our child milk and changed its diapers, but because my wife and I were able to watch our child grow together, it was an extremely precious time.
When taking childcare leave, my managers and my colleagues readily encouraged me to forget about work and prioritize my wife and child, and I'm grateful to them for creating an atmosphere that made it easy to take leave. I think, in the future, I'll be in their position more and more, and I'll say the same thing when the time comes.

<Support system for balancing work and life>

Occupational Health and Safety / Health and Productivity Management

Basic views on occupational health and safety

The Mitsubishi HC Capital Group has announced its Occupational Health and Safety Policy and is committed to ensuring the safety of all officers and employees, as well as maintaining and promoting their health.

Occupational Health and Safety Policy

Basic Philosophy

The Mitsubishi HC Capital Group will actively implement ongoing initiatives prioritizing the health and safety of officers and employees to establish a comfortable work environment in which every officer and employee can pursue active roles with peace of mind.

1. Scope of application
   This policy will apply to all persons engaged in duties at any Mitsubishi HC Capital Group company.
2. Legal compliance
   We will comply with laws, regulations, and agreements related to occupational health and safety in the countries and regions where we conduct business activities.
3. Discussions with and participation of officers and employees
   We will provide opportunities for discussions between officers, employees, and the Company, as well as their participation, to ensure health and safety management.
4. Support for maintaining and promoting health
   We will proactively support officers and employees to maintain and promote their mental and physical health. At the same time, we will identify health issues of officers and employees, set priorities and quantitative goals for addressing the issues, and work for continued improvement of the work environment.
5. Educational and awareness-raising activities
   We will regularly provide education on health and safety to raise the awareness of officers and employees.
6. Information disclosure
   We will disclose these efforts on our corporate website and in other media.

Occupational health and safety targets

The Mitsubishi HC Capital Group has set the following targets in the Medium-Term Management Plan and the Basic Policy for Health and Safety Management:

• Monthly average overtime: 14 hours or less
• Industrial accidents : Zero

Results for FY2024

Health and safety activity promotion framework

Offices with 50 or more employees appoint representative members to operate a Health Committee. Each month, a health-related theme is set, and occupational physicians provide explanations and answer attendees’ questions. Discussions are held with occupational physicians and public health nurses regarding initiatives for employees who work long hours or are considered high-risk.
We have also appointed Healthcare Managers at each office to improve the level of health and performance in the workplace.

Health maintenance and promotion initiatives

We are working to promote health and productivity management based on our belief that it is crucial to reduce employees’ risk of illness and maintain and improve their health in order for them to fully exercise their abilities. To encourage employees to become more conscious of their health, we have implemented initiatives such as issuing internal magazines with health-related articles and partially covering the cost of employees’ genetic testing. We also hold regular walking events and offer incentives based on step count to improve employees’ daily exercise habits.
In addition, we have developed a healthcare system comprising self-care, line care overseen by managers, and care provided by internal healthcare staff (Human Resources Department staff), which incorporates occupational physicians, public health nurses, external counseling services, and other specialized organizations. Through this system, we aim to help all employees maintain and improve their health (external evaluation).

Occupational health and safety data

Health risks

External Evaluations

Platinum Kurumin certification

Mitsubishi HC Capital was awarded the Platinum Kurumin certification by the Minister of Health, Labour and Welfare in recognition of having fulfilled the required standards under the Act on Advancement of Measures to Support Raising Next-Generation Children. Going forward, we will enable our employees to choose from diverse work styles according to their individual life stages and environments, such as the need to balance work and child raising. By doing so, we will promote the development of frameworks and a corporate culture in which they can perform to the best of their abilities and achieve professional success.

Eruboshi certification

Mitsubishi HC Capital received Eruboshi two-star certification from the Minister of Health, Labour and Welfare in recognition of its excellence in the implementation of initiatives to promote women's active participation and advancement in the workplace, which fulfilled the certification standards established under the Act on Promotion of Women's Active Engagement in Professional Life.
We will continue working to foster an environment in which our motivated and capable female employees can participate actively and advance over the long term.

Tomonin certification

Mitsubishi HC Capital has been recognized with the accreditation known as Tomonin for its efforts to provide a work environment where both work and family care are possible to prevent having to leave work for family care.
We will continue to work to provide a work environment where our employees can work with peace of mind while maintaining a balance between work and family care when those close to them are in times of need.

Certified as a Health & Productivity Management Outstanding Organization (large enterprise category)

Mitsubishi HC Capital was certified as a 2025 Health & Productivity Management Outstanding Organization in the large enterprise category for the seventh year in a row. The Certified Health & Productivity Management Organization Recognition Program recognizes outstanding large enterprises, SMEs, and other organizations engaging in efforts for health and productivity management based on evaluation of enterprises' initiatives for overcoming health-related challenges in communities and for promoting health-conscious activities led by the Nippon Kenko Kaigi.
We met the criteria for all evaluation items such as initiatives to realize work-life balance and the involvement of public health nurses and occupational physicians in health maintenance and improvement measures.
The Mitsubishi HC Capital Group will continue its efforts to maintain and improve the health of its employees as well as its efforts to create a better workplace in which they can work energetically and perform to the best of their ability. We will do this by implementing health and productivity management, aiming to realize Our Vision and one of the materiality key challenges, "Realize healthy lifestyles that promote positive wellbeing."