MUFG's Inclusion and Diversity strategy aims to ensure that we fully embrace diversity and embed an inclusive culture where all perspectives, skills and expertise are valued. We recognise that having a robust Inclusion and Diversity programme is instrumental in supporting the sustainable growth of our business, and - more importantly - we know that focussing on this is the right thing to do for our employees and those who want to join us.
While we broadly define diversity as all the qualities and characteristics that make us different from one another, gender diversity is a particular focus for us at MUFG given the commitments we made when we signed the HM Treasury Women in Finance Charter in 2017.
When we signed the Charter, we committed to improving the gender diversity across our senior positions in the UK by increasing representation by at least 10% by 2022 – meaning that we wanted to increase the proportion of women in Managing Director roles by at least 2%, year-on-year.
It has been two years since we have signed the Charter and we are delighted to say that we have increased the proportion of women in Managing Director positions by 5% over two years, exceeding our target of 2% growth year-on-year.
For us, signing the Charter has triggered meaningful conversations across the organisation about the importance of gender balance and we have taken further action as a result. We have broadened our commitment and have set targets to increase female representation within our Director and Vice President populations, acknowledging the criticality of nurturing our pipeline of talent for leadership positions.
Our efforts to enact real change as part of the Women in Finance Charter runs in parallel and in partnership with initiatives set by our Early Careers team, who have set themselves the target of requiring each intake within our Apprentice, Intern, and Graduate programmes to be at least 50% female. We have been consistent in exceeding our targets in these areas of the business since the origination of this programme three years ago and are hugely proud of what we continue to achieve in this space.
We may have made some positive progress over the last two years and are excited to continue to drive progress at MUFG, but we acknowledge that there is much more work to be done. The next twelve months will see continued build out of our Gender Strategy, as well as the launch of other initiatives which will bolster the evolution of a more inclusive and diverse workforce.
For more information on our Inclusion and Diversity strategy and activities please click here.