[2022 Yangpyeong Index] Hana Securities Operates Programs Including Family Accompaniment Camp and In-House Model

7th Asia Gender Equality Index Awards Asia Economy Grand Prize in Workforce and Human Resources Division

Song In-beom, Head of Management Support Division at Hana Securities, is receiving the Asia Economic Representative Award from Woo Byung-hyun, CEO of Asia Economy, at the '7th Asia Gender Equality Index Awards Ceremony' held on the 19th at Lotte Hotel in Jung-gu, Seoul. Photo by Kang Jin-hyung aymsdream@

Hana Securities, which received the Asia Economy Grand Prize in the manpower and personnel sector, is increasing the proportion of female employees while also operating development programs to nurture female managers. The company is striving to improve corporate culture by organizing various events such as an in-house model contest that families can participate in together.

To support work-family balance, Hana Securities operates summer and winter camps and resorts for elementary school children. They also provide tuition support for children and congratulatory and condolence allowances for childbirth. To establish a corporate culture trusted by all stakeholders, the company holds the ‘Hana Securities In-house Model Contest’ involving employees and their families. Additionally, they run clothing donation campaigns for mutual growth and support specialized counseling services to help resolve work-life imbalance and find happiness.

The overall proportion of female employees at Hana Securities increased from 34% in 2019 to 36% in 2021. Since last year, Hana Financial Group has been operating the next-generation female leader development program called ‘Hana Waves.’ This program aims to expand diversity among members and enhance expertise through group mentoring, book discussions, and training on competencies required for leaders. The proportion of female employees at the manager level and above also rose from 13% in 2019 to 17% as of the end of last year. For outstanding female employees, promotion is granted based on capability and performance even if they do not meet the usual promotion tenure. The company aims to expand the proportion of female managers through these efforts to nurture female leadership.

There is no gender-based differentiation in placement, promotion, or job transfers. Exceptions are made in evaluations for employees who could not be assessed due to maternity leave or parental leave or whose length of service falls short of a certain period. When preparing promotion rankings, the average of other years is applied for years without evaluations to ensure no disadvantage in promotion reviews. The company operates a ‘Workplace Sexual Harassment and Bullying Handling Committee’ to prevent sexual harassment or bullying in the workplace and to handle grievances when incidents occur. An internal reporting system for sexual harassment and gender discrimination is also in place.

Employees are supported with maternity leave before and after childbirth, as well as leave for miscarriage, premature birth, and stillbirth. For employees without children, the company provides leave for fertility treatments (5 days per year) and infertility leave (6 months to 1 year). Menstrual leave and pregnancy check-up leave are paid. The rate of employees returning to work after prenatal and postnatal leave and working for more than 12 months increased from 93% in 2019 to 100% last year.

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