Nanto Bank : （Ｓ）Cultivating a Healthy Corporate Culture with Participation of Diverse Human Resources (244kb)

S	Developing with Our Region
Cultivating a Healthy Corporate Culture with Participation of Diverse Human Resources

Cultivating Unconventional Human Resources

Basic Policy

Cultivating unconventional human resources by providing growth opportunities and pursuing personnel diversification

Unconventional human resources are employees capable of helping customers realize their goals and participating with customers in their decision-making. This is the type of human resources the Nanto Bank Group seeks.

Convinced that unconventional personnel require broad perspectives with experience both inside and outside of banking, we are offering new growth opportunities by increasing secondments to companies in other fields, dispatching trainees, and promoting exchanges among our Group companies, as well as by developing a side job program and expanding mid-career hiring.

Responding to the SDGs

Fiscal 2022 Action Plan

Competencies required			Goals for achievement
Fiscal 2022 Action Plan
of staff
Ability to engage	Enhancing our capabilities in added-value provision
in management
by nurturing unconventional human resources through
decision-making
development of growth opportunities and personnel
with customers	Cultivation of
(unconventional	diversification, beginning with younger people
personnel)		Development of growth	unconventional
Business planning	In-house training, OJT, others	human resources
opportunities
capability	Consulting personnel development training
Problem-solving	Loan personnel training	Diversification of
capability
Market Management Department trainees	human resources
Ability to innovate

Efforts to cultivate unconventional human resources

Developing growth opportunities

Building value-creation relationships with customers requires not only development of employees' sales and administrative skills, but also improvement of their management literacy and further enhancement of their problem-solving skills acquired in the core business.

Increased number of secondments Dispatching traineesExchanges among Group companies

Main	Support for acquisition of qualifications that contribute to problem-solving
initiatives
Training to strengthen logical thinking skills, joint training with other companies

Secondments to outside companies, trainee dispatches, and exchanges among Group companies have increased in number since fiscal 2021 for such purposes as fostering of young employees.

Achievements (as of June 2022)

Personnel seconded to other organizations	Trainees dispatched (7)	Exchanges among Group companies (3)
in their twenties to forties (2)
(1 to a local company,	(4 domestically, 3 overseas)	(Seconded full-time directors, 3)
1 to a regional government)

34 Nanto Report 2022, the integrated report of Nanto Bank

Strategies and	Performance
resources allocation

Support for acquisition of qualifications contributing to problem-solving

Against the backdrop of customers' digital issues and changing needs, we encourage our employees to acquire qualifications such as applied information technology engineer, SME management consultant, licensed real estate consultant, and FP level 1. In August 2020, we began offering more incentives and reinforcing our support activities.

Monthly qualification allowance	Eligibility for payments			Number of personnel with requisite qualifications for vital human resources
							(Persons)
	Financial planning skills test, level 1, SME management						559	700
10,000 yen	consultant, securities analyst, labor and social insurance	458
	consultant, information-processing security supervisor
								Planned
20,000 yen	Certified public accountant, attorney, real estate
appraiser, certified tax accountant
Initiatives for reinforcing logical thinking skills		2020	2021	2022 (Fiscal year)

In our efforts to reinforce employees' logical thinking capabilities, the most essential requirement of unconventional human resources, we conducted logical thinking training (e-learning) for all our employees in fiscal 2020. We have continued to include a logical thinking program in our training of new employees in April of each year since.

We also provide training to support acquisition and application of logical thinking skills through training to strengthen employees' capabilities for organizational and team problem-solving through group discussions in which every participant engages in the discussion (such as consideration of management issues).

	Training format	Subjects	Content and objectives
Basic	New employee training	New employees	Acquisition of basic logical thinking skills
Training in logical thinking	All employees	Acquisition of logical thinking capabilities essential to
	problem-solving
Application	Training to strengthen		Acquisition and practice of logical thinking skills through
logical thinking capabilities	Employees in late	practice in solving organizational or team issues
	Group discussions	20s to early 40s	Acquisition and practice of logical thinking skills through
		discussion (consideration of management issues, etc.)

Efforts to diversify human resources

Main initiatives	Introduction of a side job system	Expansion of mid-career hiring	Promotion of diversity, including gender equality

Introduction of secondary employment system

Our awareness of the importance of diversified experience, advanced expertise and capabilities, and contacts and networks acquired through activities in fields in addition to banking led to creation in 2021 of a system that enables employees to work on the side. Seventeen employees had benefited from this system as of June 2022.

Promoting diversity, including gender equality We are working to raise awareness to promote the advancement of diverse human resources, including women.

In fiscal 2021, we conducted unconscious bias

training for all our employees (by job level) with the aim of eliminating unconscious assumptions leading to stereotyped gender roles.

[Overview]		Name of training	Unconscious bias training
	program
Eligibility	Only businesses that do not have an employment contract with the side
	business are eligible.	Purposes	• To eliminate unconscious assumptions concerning stereotyped gender
[*Application for engaging in a side business must be made in advance.]	roles and gender differences.
[Examples of eligible side jobs]		• To train employees to recognize their own biased views and attitudes,
Qualifications......... Lecturing based on official qualifications such as translation,		some version of which everyone has, and to take action to prevent
	interpretation, career consulting, etc.		negative influences on others, including action to achieve gender equality.
Internet-related...... Web designer, programmer, YouTuber, blogger, etc.		• To promote recognition of diverse values and ways of thinking, and to
businesses			enable diverse human resources, including women, to maximize their
Others.................... Sales of self-made products (ornaments, paintings, photographs,		abilities and play active roles.
	etc.), musical activities, etc.

[Results for female employees]				(Unit: %)
	FY2019	FY2020		FY2021
Ratio of female employees (female employees/all employees)		39.6		39.8	As of end March
39.6
Ratio of new female employees	64.6	69.1		64.7	Number of new employees joining the Bank in April
Ratio of female managers (assistant manager level and above)	14.3	14.5		15.1	As of end March
Percentage of female managers (deputy manager level and above)	3.9	4.5		5.0	As of end March

Nanto Report 2022, the integrated report of Nanto Bank 35