Employee Training

Rationale Behind Human Resources Strategy in the Monex Group

In an era of uncertainty, where the business environment undergoes drastic changes, Monex Group firmly believes in the paramount significance of each and every employee's contribution to the company. This belief is essential to continually provide our customers with innovative, top-tier products and services while upholding our commitment to being a company trusted and respected by society. We regard human resources as our most crucial management asset. Aligned with Monex Group's company-wide "Human Resource Development Policy," we are dedicated to fostering an environment that optimizes the potential and competencies of our employees. This approach aims to achieve sustainable growth and bolster our corporate value.


Monex Group is actively working to define the behavioral and competence standards for high-performing employees. We are committed to investing more significantly in opportunities that enhance the knowledge, skills, and experiences acquired by our workforce.

Human Resource Development Policy

By creating an environment that inspires the spirit of challenge in our executives and employees, who are highly motivated and passionate about change, we will develop autonomous human resources capable of enhancing the quality of organizational and team output and creating new future value.

Employee Training and Evaluation

In order to achieve sustainable growth, employee training and retention is important topic for the next generation of employees.


In the Japan segment, we changed the evaluation approach of management by focusing more on training and developing personnel than on performance. This change is designed so that management plays a more significant role in the development of human resources for the next generation.
Going forward, we will ensure our system provides that next generation of employees the chance to get career advice from management, and with our mentor system in place, we aim to create a work environment that encourages experienced employees to help develop and guide younger personnel.


In the U.S. segment, recruitment activities also incorporate DEI principles, ranging from recruiting diverse candidates and schools, for regular internship programs and post-hire compensation plans. Compensation programs are designed based on the hiring market and take into account the skill sets, job performance levels, and tenure of eligible candidates.


In human resource development, our training programs are designed to enable employees to take advantages of learning opportunities in order to enhance the value of their work. We also promote initiatives aimed at improving and enhancing the working environment, such as providing a work system that allows full remote work style and hybrid work style, giving quarterly awards to employees, and conducting regular hearings from employees. In addition, TradeStation Group shares the "TradeStation Fundamentals" , a set of 26 values with all employees in order to provide valuable services to our clients.

Competency and Capability Development Support

The Monex Group fosters the enhancement of employee capabilities and business execution by tailoring training programs based on specific purposes, including categorization by job level and task-oriented training. Additionally, our focus extends to nurturing next-generation leaders, exemplified by assessment training for potential managers, aimed at fostering the sustainable growth of the organization. Moreover, for our young employees, we have established a training environment that incorporates on-the-job training, commencing with the early acquisition of fundamental skills essential for working adults.

By level

By subject


- Onboarding training for new entry
- Follow-up training for the first year
- Career drive training 
- Assessment training for potential managers
- New manager training 
- Labor management training
- Evaluator training

- Security training
- Compliance training
- Brand training
- Mental health harassment training
- Securities and foreign exchange staff quality improvement training
- Anti-corruption training
- DEI training
- Legal contract training
- Training for securities system operations

*Programs are offered to full-time employees and contractors of Monex Group and Monex, Inc.

Support for Self-Directed Learning

The Monex Group strongly believes that building a flexible learning environment significantly enhances employees' capabilities. Therefore, we are actively encouraging and supporting voluntary individual learning as well as group learning initiatives. The Monex Group has implemented a qualification acquisition support system that provides subsidies of up to 500,000 JPY for qualification acquisition costs. Additionally, we offer diverse e-learning platforms such as AirCourse and Udemy, enabling employees to access a wide range of content based on skills. Furthermore, our provision includes language support through online English conversation sessions and an optional external training system like the Recruit Management School. Alongside these initiatives, we have also introduced a selective external training system via the Recruit Management School.


■Usage of Learning Support (FY2022)

Qualification support system


Online English conversation

Number of users


Amount of investment in support (total)



















*Programs are offered to full-time employees and contractors of Monex Group and Monex, Inc.

*Actual result of FY2022

Career Self-Assessment System


To provide clarity on each employee's future career path, The Monex Group has implemented a Career Self-Assessment System conducted annually. Employees complete a designated sheet outlining their current situation and the career aspirations they aim to achieve in the forthcoming years. Subsequently, meetings with the Human Resources Department are arranged as needed. This initiative has facilitated career transitions for a diverse spectrum of employees, spanning from young professionals to seasoned individuals. It has cultivated an environment that encourages employees to embrace challenges, irrespective of their age.

Internal Recruitment System

The Monex Group has implemented an internal recruitment system for specific positions. The primary goal of this system is to motivate employees to embrace fresh challenges and assume roles of increased responsibility by leveraging their inherent motivation and capabilities. Through this system, employees are empowered to browse and apply for roles aligned with their interests and competencies, as these opportunities are openly advertised across the company. The selection of the most suitable candidate involves a comprehensive process that includes interviews. This system not only supports individual employee growth and career trajectories but also invigorates the entire organization.

About recruitment

New Graduate Recruitment

In the Japan segment (Monex Group, Monex, Inc.), we are recruiting at two locations: Tokyo Head Office and Hachinohe Office.


Recruitment by Career Course

At our Tokyo Head Office, we employ a course-based recruitment system. Course refers to the specific division to which an employee will be assigned upon joining the company. The Securities Business Course offers opportunities for employees to engage in various aspects of the securities business, whereas the Engineer Course involves employees in the development of our core securities system, an in-house developed platform provided by our company.At the Hachinohe Office, we employ communicators (operators) who offer customer support through telephone and email correspondence. Our work environment accommodates diverse work styles, primarily constrained by the designated work locations.


Internship Programs

We have programs in both Tokyo and Hachinohe to get actual work experience in multiple departments. We provide learning opportunities for job hunters, including programs that enable them to understand system development with on-site engineers and programs that allow them to learn about the financial industry and asset management.


Mid-Career Recruitment

We also focus on mid-career recruitment in order to secure human resources with specialized knowledge, skills, and experience who can be immediately effective. We are also actively diversifying our human resources by creating an environment that allows employees to utilize their experience and knowledge gained in various fields, such as through alumni recruitment for retired employees and referral recruitment for acquaintances and friends of employees.

Work Environment

Flexible Work Schedule


We are implementing various measures and designing systems to foster an environment where employees, unified by the embodiment of the Monex Group's corporate philosophy, can work with creativity and vitality. We believe that by providing an environment conducive to balancing diverse personal and professional life events, each employee can attain self-fulfillment and embrace new challenges beyond the company's scope.


Alongside our existing flextime and telecommuting systems, which allow unrestricted working hours and locations, we are expanding our support system to accommodate leaves and reduced working hours for significant life events like childcare and caregiving.



Work Environment Improvement Policy: We will create an environment that accepts diverse work styles of diverse human resources and fairly evaluates the proactive efforts of each and every executive and employee to revitalize the organization and teams.

Responding to Diverse Working Styles

We believe that maintaining a good balance between personal and professional lives is crucial for ensuring high employee motivation in their daily work. At Monex Group, we have implemented systems like childcare leave and nursing care leave to enable employees to lead fulfilling lives while managing the demands of both work and family. Additionally, we are proud to maintain a 100% return-to-work rate after maternity leave.


List of paid leave programs at major group companies

Monex Group and Monex, Inc. Paid Leave:

5 consecutive vacations, accumulated leave, service leave, birthday leave, spouse maternity leave, wedding leave, bereavement leave, disaster leave


Coincheck Paid Leave:

5 consecutive vacations, spousal maternity leave, wedding leave, disaster leave, bereavement leave


TradeStation Paid Leave:

Unlimited days paid leave, leave for family and medical purposes, maternity/childcare paid leave policy, bereavement leave


(The table below shows the results of childcare leave taken.)







Leave takers



Average days



Leave takers



Average days



Welfare Programs and Services

Monex Group and its group companies offer a wide range of benefit programs and services to enhance the wellbeing of executives and employees.

Asset Building & Insurance

Employee Stock Ownership Plan

・Stock ownership system

Full-time employees of Monex Group, Inc. can purchase Monex Group, Inc. shares by deducting them from their salaries under this program to help them build their wealth.


・Shareholding Association Incentive

Monex Group, Inc. provides its full-time employees with an incentive to purchase shares of the company's stock. The incentive is used to purchase shares of the company's stock, along with a monthly contribution.


Defined Contribution Pension Plan

A defined contribution pension plan is a system in which company contributions are invested until retirement and received as a pension or lump-sum payment after the age of 60.


GLTD (Group Long-Term Disability Income Compensation Insurance)

For full-time employees of Monex, Inc. and Monex, Inc., GLTD covers a portion of their income in the event they are unable to work for an extended period of time due to illness or injury (up to age 60).


Group Term Insurance

Monex Group and Monex, Inc. pay all premiums and pay the amount stipulated in the benefit regulations to the survivors or to the officers and employees in the event of death or accidental hospitalization of an officer or employee.

Health Promotion

Regular medical checkups (physical examinations), stress checks, health committee meetings, influenza vaccines (for full-time employees only), subsidies for use of fitness clubs

Other Benefits

For full-time employees, contract employees, and temporary employees of Monex Group and Monex, Inc:

Subsidized coffee, water, and snack services; peer bonus program


For full-time employees and contract employees of Monex Group and Monex, Inc:

Subsidized leisure programs, babysitting assistance, club activities, congratulations and condolences


For full-time employees of TradeStation:

Subsidized health Insurance, Wellness program to reduce health insurance premiums, Health Savings Account/Flexible Spending Account, Dental Insurance, Vision Insurance, Employer Paid Life Insurance, Additional Voluntary Life Insurance, Short/Long Term Disability Insurance, Group Accident Coverage, Critical Illness Coverage, Additional Voluntary Life Insurance, Prepaid Legal Services, Veterinary Discount Plan, Health Advocate, Employee Assistance Program, 401(k) and Roth 401(k) Match Program License and IT training, Coffee/Water/Snacks in Office, Anniversary gifts, Monthly Lunch in Office, Influenza and Biometric Screenings


For all employees of TradeStation:

Gym Membership Discount, Birthday Gift Cards, Hybrid/Remote Working Arrangement, Employee Resource Groups

Diversity, Equity, and Inclusion (DEI)

Basic Approach to DEI

To fulfill its corporate philosophy, Monex Group established a medium- to long-term vision, and has expanded its business through the M&A of companies that can share its philosophy and vision. We believe that the corporate atmosphere that has existed since our founding—which allows employees to speak freely and openly regardless of their background, position, or nationality—has allowed for different corporate cultures and created places where employees with various different views can play an active part.


As a result of having delegated discretionary duties to employees from early in their career and promoted talented personnel with an emphasis on ability (regardless of gender and nationality), we have an increased number of female employees and non-Japanese employees, as well as female managers and managers in their 20s. Being output-based means that both male and female employees can feel comfortable in taking childcare leave, and the percentage of eligible male employees who take childcare leave is 77%.


In the modern era of rapid technological evolution and cross-border entry of new services and products, building an organization solely with people having homogenous backgrounds and mindsets is a risk. We believe that creating a corporate culture where people with various views and ways of thinking can speak freely and openly is key to producing new waves and forming an organization with the capacity to overcome any difficulties that may come.

Understanding of DEI within Monex Group

In an employee survey conducted in the summer of 2023 as part of our periodical review of the Materiality Matrix (to measure our impact on our stakeholders, namely, shareholders, customers, and employees), 86% of employees believed that DEI is an essential element for Monex Group, and 88% viewed DEI as essential for innovation.


Our management team is committed to promoting understanding for DEI, and at a training session held this spring for our locations in Japan, top management asserted the importance of being a diverse organization to the nearly 400 participants in the Japan and Crypto Asset segments.

Specific Initiatives

As a group-wide initiative in 2021, we established the DEI Global Steering Group, comprising personnel overseeing human resources and DEI promotion across four segments: Japan, the U.S., Asia-Pacific, and the cryptoasset business. To leverage the capabilities of each company's human resources, the group conducts biannual debriefing sessions, sharing how each company addresses various issues. The objective is to accumulate knowledge and advance DEI initiatives within each company.


In our Japan segment, we emphasize the importance of cultivating a diverse workforce in terms of nationality, age, and experience. Our employee base encompasses a wide array of nationalities from Asia, including Japan, North America, and Europe. Furthermore, to foster an organizational culture that celebrates individuality, internal communication events such as family days and barbecues are held to acquaint employees' families with Monex, enhancing their motivation to work.


Starting from FY2021, regular DEI training sessions have been conducted for all employees at our Japan-based offices. These lectures enable employees to understand the DEI concept and adopt corresponding behaviors in their daily activities.


In the U.S. segment, TradeStation has instituted a human resource system with an equal employment opportunity policy. This policy ensures impartial personnel opportunities, regardless of race, religion, gender, origin, age, pregnancy, disability, military service experience, marital status, etc., in recruitment, transfer, promotion, retirement, and training. Through DEI promotion, our aim is to establish an internal environment where employees can offer superior products and services to our customers.


Additionally, we provide training and mentorship programs for remote employees to enhance their sense of belonging and contribution to the organization. Efforts are directed towards enhancing the psychological safety of all employees. Moreover, active involvement with the local community includes participation in events like LGBTQ+ and Women in Fintech, enabling the sharing of best practices and information related to DEI. Furthermore, job openings are posted on the Black Professionals Network, a nonprofit organization supporting black employment.

Photos of employees and their families participating in Family Day

We held an event for employees and their families at the office to introduce our work at Monex to family members.

Training Achievements


Training Title









DEI Introduction Session



Client Service and DEI



DEI for Recruitment and Coproduction

Definition and Our Group Approach to DEI

Case Studies, The Valuable 500, Web Accessibility

Why DEI Now, How to Treat People with Equity














CEO-sponsored online training on the Code of Conduct and DEI



Off-site all hands meeting

Importance of DEI



Promoting the understanding of Monex Group management policy and corporate philosophy






*Trainings offered in 2021 for Monex Group and Monex Inc.

*Trainings offered in 2023 for all eight Japan based group companies

Ensuring Diversity and an Equitable Evaluation System

The personnel evaluation system at Monex Group and its subsidiary companies is solely based on the criterion of contribution to corporate value, irrespective of gender, age, nationality, etc. The outcomes of these evaluations serve as the foundation for personnel decisions and treatment.


Regarding the pay gap, as we do not employ a gender-based compensation structure, any disparity in pay is not attributed to gender. However, differences in individual contributions evaluated and variations in job classifications may lead to a pay gap.


Furthermore, we use the ratio of female managers and the gender pay gap as metrics to assess the level of diversity ensured in terms of evaluation and compensation. (The fiscal year ending March 31, 2023 results are detailed in the table below).


While our compensation system isn't gender-based, in principle, it avoids gender disparities. However, the table below reflects distinctions among job categories that influence compensation.

By Employment Status





Pay Gap



All Employees













*Covers Monex Group, Inc.,Monex Inc., Coincheck Inc., and TradeStation Group, Inc.

Monex Group Participates in the Valuable 500

At Monex Group, we deeply value diversity as a wellspring of creativity. The Valuable 500, a global initiative advocating for the empowerment of individuals with disabilities, aligns with Monex Group's shared philosophy and ESG/sustainability approach, echoing the United Nations Sustainable Development Goals (SDGs) in ensuring no one is left behind. We have participated in this program since 2021.


Moreover, we are committed to fostering inclusivity for people with disabilities, focusing on specific initiatives. Progress regarding these endeavors is regularly reported and discussed during Monex Group's Board of Directors meetings.


  1. Consideration of customers with disabilities
    • Improve access to financial services: Investing in the research of technologies that improve access for people with disabilities
    • Enhance financial literacy: Investing in the research of technologies that enable people with disabilities to receive investment education
  2. Promoting the hiring of people with disabilities and improving the workplace environment
    • Devise and improve job descriptions and workstyles to enable people with disabilities to work to their full potential in a manner that accommodates their situation
    • Greater use of work from home and remote work
  3. Using funds and other indirect activities to remove barriers and increase opportunities for people with disabilities
    • Provide funds (contributions, investments) to organizations (non-profit organizations, companies) that support people with disabilities
  4. Internal and external activities
    • Disseminate information about the above-mentioned activities to outside parties
    • Continue to hold in-house e-learning and other programs on diversity, equity, and inclusion training that includes disability inclusion

Accolade System

For our business locations in Japan (Monex Group, Monex, Monex Asset Management, Coincheck, Villing, etc.), we have implemented a system called "Petit Thank You Voting Box." This system aims to celebrate the daily interactions among employees and express gratitude for the small yet significant actions they take, respecting diverse work styles. Through this system, employees can easily convey their appreciation. Those who receive the most Thank Yous are rewarded with small gifts. Additionally, we have a distinctive accolade system called "BOOST," which is announced semiannually. This system recognizes employees for outstanding contributions, particularly in areas not immediately visible, such as business enhancement, efficiency improvement, and venturing into new initiatives. The IDEI AWARD, recognizing innovative ideas and service development, holds the highest prestige among these awards. It is judged annually, selecting one winner or a pair of winners.


Furthermore, Coincheck and TradeStation have their own accolade programs that celebrate innovation and contributions to the corporate culture in a visible manner.

Mental Health Care

Monex Group and Monex, Inc. conducts periodic web-based "stress checks" for full-time employees and contract employees of Monex, Inc. and Monex, Inc. to promote awareness of their own stress conditions, analyze the test results collectively, implement measures to improve the work environment, and collaborate with doctors as appropriate, We also analyze the test results collectively, implement measures to improve the work environment, and work with physicians to prevent mental health problems.


In the U.S. segment, TradeStation offers webinars on confronting stress for the purpose of wellness.

Health and Safety Promotion System

In accordance with the Occupational Health and Safety Law, the Health Committee, consisting of the human resources manager, health manager, industrial physician, and general employees, meets once a month in the Japan segment. The Health Committee monitors overtime hours, discusses workplace environment and health-related issues, and ensures that all employees working within the Group, including temporary employees, can work in good physical and mental health.

Organizational Engagement

By having opportunities to confront employees through dialogue, we aim to foster a culture in which all employees share our corporate philosophy, are motivated to make voluntary contributions to the organization and their work, and participate in organizational improvement on their own initiative.In addition, in an attempt to quantify human capital, we conduct periodic organizational engagement surveys to measure the depth of "human relations," "opportunities for personal growth," and "empathy with the philosophy" to visualize the strengths and weaknesses of the organization.


Monex Group and Monex, Inc. conduct engagement surveys twice or three times a year. In 2023, the overall score was 67, with room for improvement compared to the scores of benchmark companies in the areas of individual employees' sense of growth, such as "satisfaction" and "sense of achievement," and organizational structure, such as "culture of challenge" and "recognition of results. The survey results were reviewed and compared to the scores of the benchmark companies. Through the review of the survey results, management is aware of the issues and is communicating with employees to create a more rewarding work environment.


Once a year, TradeStation asks a simple question, "To what extent would you recommend your workplace, department, or supervisor?" to see how the relationship between the company and its employees has changed. Furthermore, the results are shared with all executives and employees each time.


We believe it is important to improve our training system and working environment to support employees' challenges and growth, and to create an organization that aims to be a 100-year company.

Headcount Information

Group* Headcount Information as of March 31, 2023

Ratio of female employees

Ratio of female managers



Ratio of contract employees

Ratio of employees with disabilities

Ratio of Voluntary turnover




Number of Labor Standards Act violations

Number of human rights violations

0 cases

0 cases

*Monex Group, Inc., Monex Inc., Coincheck Inc., TradeStation Group, Inc. covers over 90% of all group employees

Human Rights

Basic Approach

The Group recognizes respect for human rights as an important issue in its business activities and has formulated the "Monex Group Human Rights Policy", which was approved by the Board of Directors on January 24, 2023. We also respect the Universal Declaration of Human Rights, the Guiding Principles on Business and Human Rights, the OECD Guidelines for Multinational Enterprises, and the Children's Rights and Business Principles. In addition, the Code of Conduct stipulates respect for human rights and diversity in Section 4, and we make the Code of Conduct known and thoroughly understood through newsletters that are issued regularly and distributed to all Group employees.

System for Respect of Human Rights

The Board of Directors supervises the progress of the Group's respect for human rights, and the Human Resources Division is in charge of reviewing and promoting measures related to respect for human rights.

Initiatives to Respect Human Rights

To prevent harassment in the workplace, the Company regularly conducts bullying and harassment training for all officers and employees, including managers. By providing employees with opportunities to learn through education on the definition of harassment, case studies, prevention measures, and what to do in the event of an incident, we aim to prevent workplace harassment, including sexual harassment, power harassment, and harassment related to pregnancy, childbirth, childcare leave, and nursing care leave, as well as to promote mutual respect and recognition and to encourage employees to work actively and demonstrate their abilities. We also provide a work environment where each and every employee can demonstrate their abilities and play an active role.