J.P. Morgan provides a variety of employee support programs to foster a better working environment.
At J.P. Morgan, diversity and inclusion is a cornerstone of our global corporate culture. Individuals of any ethnicity, nationality, culture, gender, sexual orientation, religion and physical ability have the opportunity to excel based on their performance and contribution to the firm. We hire, train and retain people with unique experiences and diverse backgrounds because we believe that it strengthens our global business capabilities. We believe that our collective diversity and inclusion effort is our strength, brings creativity to our work and leads to the best solutions for our clients.
Japan’s diversity and inclusion initiatives include:
J.P. Morgan actively supports female employees’ career development. The Women's Interactive Network Japan (“WIN Japan”), comprising employees in the Japan office, plays a key role in helping to improve the work environment for female employees, to increase the number of female executives across our franchise and helping our female employees develop their careers over the long term. The group provides employees with numerous networking opportunities, mentoring, training for career progression and skill development programs. WIN Japan also works in partnership with external groups and organizations to provide networking opportunities.
In addition, J.P. Morgan organizes a recruiting seminar called “Winning Women,” specifically designed for female students across the globe. In Japan, we host the event every fall and provide female students with opportunities to talk to female employees at the J.P. Morgan Tokyo office.
At J.P. Morgan, employees with disabilities work in a wide range of positions. We provide tailored support for these employees as needed, including flexible work arrangements, skills development and career management, so that they are able to maximize their potential.
J.P. Morgan supports LGBT (lesbian, gay, bisexual, and transgender) staff with inclusive policies. For instance, the company’s provisions for child care, family care and adoption leave, child birth leave and ex-gratia payment apply with domestic partners and domestic partner’s children.