Mizuho is delighted to be a founding signatory to the HM Treasury’s Women in Finance Charter in the United Kingdom. The Charter is a genuine commitment by HM Treasury, and signatory firms, to work together to build a more balanced and fair industry that reflects the government’s aspiration to see gender balance at all levels across financial services firms. Mizuho strongly supports the business case for gender equality and values diversity as an integral part of its strategy for competing in the current and future marketplace, and for driving business performance and success. The President & Group CEO of Mizuho Financial Group (MHFG), Mr. Sato recently outlined the strategy, areas of focus and primary initiatives that MHFG will undertake to foster growth and promote the involvement of all of Mizuho’s diverse workforce in its Diversity & Inclusion Statement, which can be viewed here. This is an exciting development in the Group’s promotion of diversity and inclusion.
The Women in Finance Charter
Mizuho London has committed to senior executives being accountable and responsible for gender diversity and inclusion at its London office, and in addition has pledged to the following:
- setting internal targets for gender diversity in its senior management
- having an intention to ensure the pay of its senior executive team is linked to delivery against these targets
- publishing annual progress against targets reported on its website.
Signing up to the Charter is a step in the right direction and Mizuho is proud to be part of the first cohort of signatories.
Diversity and inclusion firmly on the agenda
Mizuho International strongly supports the business case for gender equality and they value diversity and inclusion as an integral part of their growth strategy. As such, diversity and inclusion is firmly on the agenda of Mizuho's Board and they're very pleased to report their commitment to set a target of 30% female representation in senior management roles by 30 September 2021.
They have appointed a senior member of their Executive Committee to lead and champion their gender diversity and inclusion programme, and to take accountability while on their journey. They have put initiatives in place to support their target to increase the number of female senior managers, and to encourage and mentor their female talent. Already they have a number of these in place such as a cross company mentoring scheme, returnships and apprenticeships as well as various leadership, and learning and development programmes to name a few.
They are committed to developing their people - their commitment cascades from the Board down and ultimately everyone is accountable at MHI. As a UK subsidiary of a Japanese investment bank, they look forward to and are excited about playing their part in contributing positively to help drive genuine change in the financial services sector.
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