Gender Pay Gap

MUFG is committed to fully embracing its diversity and actively working to have a gender-balanced workforce at all levels of the organisation where all perspectives, skills and expertise are valued.

This inclusivity is essential for sustainable growth for our clients and colleagues in the increasingly diverse and sophisticated global environment in which we do business. In 2017 we openly acknowledged that MUFG needs to improve its gender balance when we signed the HM Treasury Women in Finance Charter. In signing this, we made a commitment to improve the gender diversity of our senior management population.

MUFG's Gender Pay Gap explained

MUFG is actively working to have a gender-balanced workforce at all levels of the firm – we consider this to be necessary for our success as a business as well as being the right thing to do for our people. We also know that this commitment will support the reduction of our Gender Pay Gap.

We know that MUFG's Gender Pay Gap is due to a gender imbalance at senior management and in our front office division, where women are currently under-represented. In 2025 we have noted a continued reduction in our gender pay gap and a significant reduction in our gender bonus gap. This reflects the sustained increase in representation of women at senior level.

We recognise more needs to be done to accelerate our progress towards closing our gender pay gap. We are committed to transparency and holding ourselves to account for making progress against our gender action plan.

Click here to access our 2025 UK Gender Pay Gap Report.