Towards a Better
Working Environment

A comfortable working environment protects the safety and health of employees, and links to increased productivity through efficient operations. Furthermore, free and open communication is essential to a healthy and pleasant working environment, and the interplay of factors such as “corporate vision and expectations,” “career goals,” and “respect for and development of the individual” is believed to be connected to what makes a job interesting.
In light of these points, MUMSS endeavors to create a pleasant working environment.

Employee Engagement

Greater employee engagement is reflected in job fulfillment and is believed to be linked to increased customer satisfaction and contribution to local communities and society.

ES：Employee Satisfaction

We have conducted an engagement survey every year since 2010, with the aim of understanding factors such as employee motivation, workplace communication, and satisfaction with supervisors, so that we can make improvements and create a better corporate culture. Based on survey results, we have taken action, such as developing training to instill a deeper awareness of such topics as honesty and fairness and the importance of making customer interests our top priority. We have also implemented policies to revitalize our organization and have set up and administer an Opinion Box where employees can submit comments or requests by e-mail.

Diversity, Equity & Inclusion (DEI) Initiatives

We are enhancing diversity in the organization to create an environment where each and every employee is respected and all individuals can fully express the abilities, regardless of differences.

Diversity Report

All of our initiatives are presented in “evolution,” a magazine dedicated to promoting diversity, issued annually and distributed to all employees.

Please click here to view the 2023 edition.

Platinum Kurumin Plus Certification

We are committed to creating a supportive and inclusive workplace where each employee can work comfortably while balancing professional responsibilities with personal life.
In recognition of our efforts, we received the Platinum Kurumin Plus Certification (standard compliance certification for general employers) from the Minister of Health, Labor and Welfare on March 24, 2026, pursuant to the Act on Advancement of Measures to Support Raising Next-Generation Children.
The Platinum Kurumin Plus Certification is awarded to companies that have already obtained the Platinum Kurumin Plus Certification as childcare-supporting companies and that meet even higher standards. These include proactive initiatives to support the balance between fertility treatment and work, such as clearly communicating company policies, establishing special leave systems, and setting up consultation services.
Our company obtained the Platinum Kurumin Plus Certification from the Ministry of Health, Labour and Welfare on October 17, 2019. Following this achievement, our initiatives to support employees in balancing fertility treatment with work were highly evaluated, leading to our new certification as a Platinum Kurumin Plus Certification company.

Creating a Healthy Workplace

Our commitment

Mitsubishi UFJ Morgan Stanley is committed to unceasing efforts to create a better tomorrow for our customers and society. With the motto of “Challenge For Better Tomorrow,” our employees continue to deepen their professional expertise and challenge themselves to make innovative changes.
To make this a reality, it is essential that each employee is healthy and happy in both mind and body. We strive to be a company that contributes to our employees’ happiness through a variety of measures that promote health and well-being.

Organization

The Healthcare Center of the Human Resources Division is committed to promoting this initiative under the direction of the General Managing Officer of Human Resources who is responsible for the initiative. It closely aligns with healthcare professionals (industrial physicians, public health nurses, and general nurses,) the health insurance association, and other entities to carry out various efforts.

  • Organization[PDF]

    • Target

    ＜Health and Productivity Management Target＞
    We prioritize the physical and mental health of every employee above all else to sustainably contribute to our customers as dedicated professionals. Our objectives are to achieve “employee well-being” and “enhanced organizational performance (productivity)” by actively promoting KENKO Investment for Health (KIH), which refers to the strategic management of the health of employees and others from a managerial perspective. To accomplish these, we monitor indicators such as “presenteeism (*1),” “absenteeism (*2),” and “work engagement (*3)” as key metrics of KIH.
    FY2022 FY2023 FY2024 Goal
    % of loss due to presenteeism ー 18% 16% Improvement over the
    previous fiscal year
    Average absenteeism days ー 2.6 days 2.8 days
    Work engagement 76 (*4) 73 (*4) 3.74pt
    *1 Presenteeism (productivity loss due to health issues) is calculated from the activity (productivity) index based on “work accomplishments, quality, and volume,” derived from Humanage Inc.’s database. This index defines the normal work productivity unaffected by illness, etc., as 100%. Employees are asked to self-evaluate their work over the past four weeks. If an evaluation is 80%, the “% of loss due to presenteeism” will be 20%. Thus, a lower score reflects higher productivity. In 2024, 5,258 employees responded, resulting in a 93% response rate.
    *2 Absenteeism (absence due to illness) is calculated from a question in an employee survey (How many days were you absent from work due to your illness?) A lower score reflects higher productivity. The number and percentage of employees who responded are the same as above.
    *3 Work engagement is measured using the QRAFT scale, developed by Humanage, Inc., which assesses engagement factors such as happiness, interest, and sense of purpose through a survey. Results are scored from 1.00 to 5.00 points, with higher scores indicating greater engagement. The number and percentage of employees who responded are the same as above.
    *4 Until FY2023, sustainable work engagement was calculated using the MUFG Group attitude survey, developed by WTW. A higher score indicates greater engagement.



    ■Periodic health checkup participation rate 100% is kept (Actual figures: FY2022 – 100%, FY2023 – 100%)
    ■Specific Health Guidance participation rate 55%    (Actual figures: FY2022 – 47%, FY2023 – now calculating)

    Primary efforts and invested amount (FY2023)

    ■　Thorough enforcement of periodic health checkups and specific health checkups…227 million yen
    ■　Financial aid for breast and uterine cancer checkups…23 million yen
    ■　Financial aid to take influenza vaccination…16 million yen
    ■　Stress check, including diagnosis and consultation…5 million yen
    ■　Operation of a health check app (PepUp)…6 million yen
    ■　Expansion of systems that support work-treatment balance: Implementation of healthcare leave in cases such as menstruation and climacteric disorder, target expansion for the fertility treatment leave system, implementation of a disabled person support leave system, hourly use of annual paid leaves, etc.
    ■　Facilitation of understanding of women’s health issues: Online seminars by external experts and e-learning training were conducted for all employees. The e-learning course was completed by 87% of the employees and was rated as satisfied by 76%. In addition, a booklet was published, and a web service for viewing seminar videos was introduced.
    ■　Health Keeper System: To promote employees’ health and recovery from exhaustion through providing massage treatment by a licensed massagist and health consultations. Total number of users in FY2023: 2,534
    ■　Reduction of long working hours: Implementation of flexible time system, work-interval system, off-peak commuting, etc.
    ■　Helping business partners promote employee health: Conducting workshops and providing the know-how of our Health Keeper System

    Promoting mutual benefit for the entire supply chain

    We practice KENKO Investment for Health to promote the physical and mental health of employees and the well-being of the employees’ families. To this end, we will actively provide KIH know-how to business partners and other companies and seek joint implementation of health promotion measures.


    Labor-Related Risk Management and Compliance

    We have a system to comply with labor-related laws and regulations, enforce management, and make improvements as necessary. We define the risk of loss to the company from resource turnover or loss and low morale and similar risks as human resource risk, which is managed as part of the operational risk. In addition, we are focusing on preventing long work hours, such as by implementing excessive work interviews by industrial physicians and examinations by the Health Committee.



    Strategy MapPDF Initiative results etcPDF



    Recognized as a KIH* Outstanding Organization

    Mitsubishi UFJ Morgan Stanley Securities Co., Ltd.  has been recognized for two consecutive years as one of the “2026 Outstanding Organizations of KENKO Investment for Health” (ranked among the Top 500 in the Large Enterprise Category, also known as White 500) in the Outstanding Organizations of KENKO Investment for Health recognition program jointly organized by the Ministry of Economy, Trade, and Industry (METI) and the Nippon Kenko Kaigi. This is the fourth consecutive year that the company has received this honor.
    We think it is essential to maintain every employee's physical and mental health and happiness to uphold the trust and expectations of the customers and society. To this end, we will continue practicing “KENKO Investment for Health (KIH)” through various initiatives.

    * KENKO Investment for Health