MUFG Trust and Banking Corporation (President: Hiroshi Kubota) has announced the publication of the "MUFG Total Reward Report July Issue" on its website. We are pleased to provide you with an excerpt from this monthly publication. ■ Initial Review of Equivalent Contributions to Other Systems – Practical Points Following Revisions to DC Contribution Limits With the revision of DC contribution limits in 2024, each DB plan stipulates the equivalent contributions to other systems in its DB rules. After the first actuarial recalculation following the enforcement, the calculation method will switch from simplified to standard. As a result of the initial review, it has been confirmed that there are increases or decreases in the equivalent contributions to other systems due to differences in calculation methods, etc., which are expected to impact corporate DC and iDeCo contribution limits and practical operations. Source: Prepared by the author based on data from our DB general trustee clients. ■ Do Stock-Based Compensation Plans Foster Employee Engagement? Stock-based compensation has primarily spread among executives, with adoption for general employees remaining limited. Stock-based compensation is highly compatible with human capital management and is ideally a system that should be offered to all employees. Stock-based compensation has the potential to generate significant economic value, offering an impact that cannot be achieved through salary and bonuses, and fosters employee engagement through changes in values and behavior. It takes time to realize the value of stock-based compensation, and understanding deepens only through experience. Companies are required to design systems that make employees stakeholders in value creation, leading to sustainable growth. Source: Prepared by the author. ■ Disclosure Rules for Diversity Metrics in Annual Securities Reports Amendments to the "Cabinet Office Ordinance on Disclosure of Corporate Information, etc." (hereinafter refe