Our Employee Resource Groups (ERGs) were established to advance diversity and inclusion at Mizuho. Led by employees for employees, ERGs contribute to individual professional development as well as Mizuho’s broader growth by encouraging colleagues to pursue programming that is purposeful and impactful.
They identify issues and opportunities relating to talent, business practices and culture. Since their inception, these groups have focused on programs that foster a sense of community and connection among employees and the firm. Their insights have helped build our brand and have contributed to our existing recruitment and talent acquisition processes. More than half our employees in the US are members of ERGs.
The Mizuho Women’s Initiatives Network promotes the advancement of women at Mizuho through programs supporting their professional development, leadership growth, enhanced visibility, and greater connectivity with other employees and clients.
The Mizuho Americas Pride Network promotes cultural awareness and inclusion of LGBTQ employees and their Allies within Mizuho and with our clients and partners.
The Mizuho African Descent Employee Network identifies and implements initiatives to foster cultural awareness, inclusion, and appreciation for the value of diversity as it relates to Black professionals and the broader community.
The Mizuho Americas Asian Professionals Network provides resources for the advancement of employees of Asian heritage and sponsorship of events and activities that further a firm wide appreciation for the contributions of the diverse cultures of Asia.
UNIDOS is committed to enhancing the professional development of employees of Hispanic heritage through events, promotions, and mentorship furthering a greater appreciation for Hispanic culture.
In order to help employees work more effectively and productively, Mizuho offers the option of flexible working hours, such as flextime (options with and without core hours) and staggered working hours, to suit the needs of each workplace.
We also provide systems that support a good work–life balance for employees facing time limitations due to childcare and aging family care, above and beyond legal requirements. For example, employees with young children can select to work full days on some days of the week and shortened hours on other days, allowing them to flexibly adjust their working hours to fit their family's situation, their spouse's work schedule, or other circumstances.
In order to provide employees with flexibility in terms of the location where they work, we have set up a satellite office floor in our Head Office and introduced a remote work system available for all employees.
We have put in place the necessary framework to ensure that employees can work without coming in to the office, and this has particularly enabled employees facing time limitations due to childcare and aging family care to make maximum use of the periods of time when they are best able to work. Also, we believe that allowing each individual to select the location which they can most effectively work from will lead to increased productivity, and therefore in fiscal 2017 we launched a remote work trial at four group companies. Remote work is growing in popularity. With the outbreak of COVID-19, more than 5,000 of our employees have been using our remote work system to fulfill their roles. This has not only prevented further spread of the virus but has also enabled a more efficient working style, demonstrating the benefits of remote work.
Family member illness or injury leave
Family care leave
Child illness or injury leave
|Paid Maternity Leave (weeks)|
|Unpaid Maternity Leave (weeks)|
|Paid Paternity Leave (weeks)|
|Unpaid Paternity Leave (weeks)|