Diversity and Inclusion | Sustainability | Nomura Research Institute (NRI)

In the "NRI Group Vision2030" Long-term Management Vision, "Envision the value, Empower the change" vision statement, and Medium-Term Management Plan, the NRI Group states that the linking and mobilization of diverse human resources, or the promotion of Diversity & Inclusion (D&I), is the Human Resources Strategy for supporting the growth of the Group.
We strive to create a workplace environment that provides each one of our employees, who have diverse values and individualities, with growth opportunities, the chance to work, and prospects for embracing challenges regardless of their race, nationality, gender, age, disability, sexual orientation, and gender identity, while utilizing their different skills and abilities.

Promoting Diversity and Inclusion (D&I)
Promotion of Women’s Participation and Advancement in the Workplace
Support for Balancing Work with Childbirth, Parenting and Nursing Care
Promoting the Success of Mid-Career Hires
Supporting Workplace Participation by Persons with Disabilities
Efforts Regarding Sexual Minorities
External Recognition/Ratings

Promoting Diversity and Inclusion (D&I)

In FY2010, we established an organization for promoting diversity (the Diversity Promotion Department, now known as the Diversity Promotion Section) to promote diversity and inclusion within the NRI Group.
It implements various measures for promotion of women’s participation and advancement in the workplace, support for balancing work with childbirth, parenting and nursing care, promoting the success of mid-career hires, supporting workplace participation by persons with disabilities, and efforts regarding sexual minorities.

Promoting the Success of Female Employees

We started engaging in efforts for female employees via activities for the NRI Women’s Network (NWN) project under the direct supervision of our president, which began in FY March 2008. NWN continues to conduct training, system maintenance, and employee awareness building and information sharing activities based on the three pillars of "helping female employees develop their careers," "supporting training for balancing work and parenting," and "fostering a better corporate culture."
As a result of these past activities, our female employees have been able to continue working through life events. Because the ratio of female managers remains low compared to the ratio of female employees across NRI, we are recruiting and training female employees for managerial positions so they can play a core role at NRI in the future.

Main Efforts for Promotion of Women’s Participation and Advancement in the Workplace

Training for female managers (with female executive mentors/instructors)
Training for female manager candidates
Dispatching employees to external training for the goal of cultivating female managers
Supporting training for balancing work and parenting (for employees that return to work from childcare leave and their superiors)
Three-way interviews (for pre-childbirth leave employees and their superiors)
Creating guidebooks for employees that are pregnant or child-rearing and their superiors and colleagues, with information on balancing work and parenting
Conducting D&I seminars for managers
Providing e-Learning (for managers and regular employees) on unconscious bias
Employee discussions (example themes: male employee participation in parenting, soon-to-be parents, and the reality of shortened work hours)

Goal of Promotion of Women’s Participation and Advancement in the Workplace

Based on the "The Act on Promotion of Women’s Participation and Advancement in the Workplace (Women's Advancement Promotion Law)" enacted in 2016, NRI has formulated an action plan and set the following targets.

Action Plan

Term	From FY2019 to the end of FY2022
Goals	Raise the ratio of female managers to at least 8.5% by the end of FY2022 (promote more than 100 women to new management-level positions) Raise the hiring rate of female employees to at least 30% Carry out further awareness-raising activities related to diversity management for managers
Initiatives	Continue the Female Leader Development Program with the goal of developing female employees into managers Continue measures to increase the number of female students recruited as employees Implement awareness-raising measures related to management and development responsibilities of managers toward employees with diverse individualities and values Carry out system reforms aimed at allowing employees to select diverse work-style choices

Status of Female Employees at NRI

1.Hiring

Ratio of female workers hired	32.8% (※In 2022)
Ratio of female workers	22.3% (As of January 31, 2023)

2.Continued Employment/Work-Style Reform

Average male/female difference in continuous years worked	3.3 years
Male/female ratio of continuously employed workers hired 10 fiscal years ago and the fiscal years immediately before and after* *From FY2009 to FY2011	Male employees: 78.9% Female employees: 68.1%
Ratio of taking childcare leave (ratio of employees who submitted a birth report that took childcare leave in the corresponding fiscal year)	Male employees: 27% *Ratio of taking childcare leave or maternity/paternity leave: 68% Female employees: 100%
Average monthly overtime hours per worker	33.5 hours
Ratio of taking annual paid leave	64.1%

3.Evaluation/Promotion

Ratio of female managers	9.6% (As of January 31, 2023)
Ratio of female executives (As of July 1, 2021)	Ratio of female executives as stipulated in the Companies Act: 7.1% Ratio of female board members as stipulated in the Companies Act: 11.1% Ratio of female senior managing directors, managing directors and executive fellows: 4.2%

Supporting the Balancing of Work with Childbirth, Parenting and Nursing Care

We support the balancing of work with childbirth, parenting and nursing care, based on the "Act on Advancement of Measures to Support Raising Next-Generation Children (Next Generation Act)" and "Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (Child Care and Family Care Leave Law)."

Main Efforts for Supporting the Balancing of Work with Childbirth, Parenting and Nursing Care

In-office nursery Yumeminato Hoikuen opened (2017)
Supporting training for balancing work and parenting (for employees that return to work from childcare leave and their superiors)
Three-way interviews (for pre-childbirth leave employees and their superiors)
Creating guidebooks for employees that are pregnant or child-rearing and their superiors and colleagues, with information on balancing work and parenting
Holding nursing care seminars (twice a year)
Providing e-learning on basic nursing care knowledge (also recommended for the superiors and colleagues of employees currently nursing care)

Main NRI Systems for Childbirth and Parenting

System	Applicable Period and Description
Shorter work hours during the gestation period	Until childbirth, dependent on the condition of the employee's health during the gestation period
Paid maternity leave	Up to 10 days a year
Partner childbirth leave	Five days within three months of the scheduled date of birth or the actual date of birth
Childcare leave	Until the day before the child turns one year old Can be taken until the child turns two years old, under special circumstances
In-office nursery	From seven months old until two years old (until the child's third birthday)
Shorter work hours for childcare	Until the end of the academic year where the child is in the third year of elementary school
Exemption from working overtime or working on days off due to parenting	Until the end of the academic year where the child is in the third year of elementary school Exemption from working overtime or working on days off
Limits on working overtime due to parenting	Until the end of the academic year where the child is in the third year of elementary school Employees can select an (1) Exemption from working overtime or (2) Exemption from late night work/work on days off
Select/shift work for parenting	Enables the start time/end time of work to be shifted in accordance with parenting responsibilities, within a certain range
Child nursing leave	Up to 10 days a year Half-days and single hours can also be taken

Main NRI Systems for Nursing Care

System	Applicable Period and Description
Nursing care leave	Up to 365 days per person requiring nursing care Can be divided into up to three periods
Shorter work hours for nursing care	Up to a total of three years per person requiring nursing care Can be divided into up to two periods
Exemption from working overtime or working on days off due to nursing	Exemption from working overtime or working on days off
Limits on working overtime due to nursing	Employees can select an (1) Exemption from working overtime or (2) Exemption from late night work/work on days off
Select/shift work for nursing	Enables the start time/end time of work to be shifted in accordance with nursing responsibilities, within a certain range
Nursing care leave	Up to 10 days a year Half-days and single hours can also be taken

Promoting the Success of Mid-Career Hires

n order to implement the "DX Strategy" indicated in our Medium-Term Management Plan, NRI enhances mid-career recruiting in order to secure human resources with experience in other industries and different skills and expertise. The ratio of mid-career hires in managerial positions exceeds the ratio of mid-career hires across NRI and we will continue to encourage the promotion of human resources with diverse experience, skills, and expertise to managerial positions while implementing measures to promote the inclusion of mid-career hires.

Main Efforts for Promoting the Success of Mid-Career Hires

Talks/dialog with the president (the president holds welcome talks with mid-career hires that have been at the company for about half a year)
Interviews with Successful Mid-Career Hires

Goals of Promoting the Success of Mid-Career Hires

NRI sets the following goals for promoting the success of mid-career hires.

Goals

Maintain a ratio of mid-career hires in managerial positions (or senior employees) at or higher than the ratio of mid-career hires out of all specialist employees at NRI
For the time being, maintain mid-career recruiting of around 200 people per year

Status of Mid-Career Hires at NRI (FY2020)

1.Hiring

Transition of mid-career hires

Fiscal year	2016	2017	2018	2019	2020
Number of mid-career hires	53	64	99	175	139

Ratio of mid-career hires: 17.7% (at start of FY2021)

※All specialist employees

2.Evaluation/Promotion

Ratio of mid-career hires in managerial positions: 22.6% (start of FY2021)

Supporting the Workplace Participation of People with Disabilities

NRI actively strives to employ people with disabilities. On July 1, 2015, we established fully-owned subsidiary NRI Mirai, Ltd. (hereinafter "NRI Mirai") for the purpose of further promoting the employment of people with disabilities, and the company was certified as a "special subsidiary*2" as defined in the "Act Promoting the Employment of People with Disabilities*1" on October 1.

NRI Mirai provides employees with various disabilities work opportunities such as setting of meeting rooms and libraries, supporting training, collecting/ delivering internal mail, managing of miscellaneous goods, and "healthkeepers" (in-house physical therapists) work at massage rooms located at our main offices. We will continue opening up opportunities to promote the participation of those with disabilities.

※1

Act Promoting the Employment of People with Disabilities (law promoting the employment of people with disabilities):
This law was enacted for the purpose of ensuring stable occupations for people with disabilities via measures for promoting employment based on an obligation to hire people with disabilities. The law was revised on April 1, 2018 to require private companies with 45.5 or more employees to maintain a ratio of at least 2.2% people with disabilities. This was further increased to 2.3% for private companies with 43.5 or more employees in April 2021.
※2

Special subsidiary:
Refers to a subsidiary that gives special consideration to promote the employment of persons with disabilities, and in doing so meets certain requirements. Obtaining certification from the central government allows persons with disabilities employed by this type of subsidiary to be deemed as being employed by the parent company.

Status of people with disabilities employed at NRI (as of June 1 each fiscal year)

Fiscal year	FY2017	FY2018	FY2019	FY2020	FY2021
Number of people employed	134	142	166	170	181
Employment rate (%)	2.19	2.26	2.45	2.35	2.37

Efforts Regarding Sexual Minorities

As part of our initiatives for creating a workplace that promotes diversity and inclusion, we implement efforts regarding sexual minorities.

We provide content promoting the understanding of sexual minorities in training for new employees and D&I seminars for managers, as well as fundamental training on sexual minorities for all employees via e-learning.