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Initiatives to Employees

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Diversity and Developing Human Resources
~Create a workplace that respects each other and where employees can thrive~

Secure Diverse Human Resources

Mitsubishi Estate believes that human resources are a very important management asset and recognizes that employee growth is essential to the Group's continued growth. We believe that securing talented personnel is an essential element in achieving high-level management of real estate funds, and we are recruiting a wide range of talented personnel by employing skills as well as potential. In addition, in order to maximize the capabilities of each employee, we have created opportunities to communicate with each employee regarding job satisfaction and confirm career plans so that they can be appropriately assigned.

Female management ratio:14.3%

※As of April 1, 2021

Employee turnover ratio:6.0%

※Fiscal 2020

▸Employee Data

Full-time
employee
Part-time
employee
Seconded Temporary
employee
Generalist Staff
Management Management
Male 53 53 9 0 1 14 9 0
Female 28 16 2 12 2 4 1 13
Total 81 69 11 12 3 18 10 13
As of April 1, 2021

▸Employee Who Newly Joined and Left the Company・Employee Turnover Ratio

Employee who newly
joined the company
Employee who left
the company
Employee turnover ratio
FY2020 12 5 6.0%
FY2019 9 5 6.8%
FY2018 7 4 5.8%
FY2017 6 8 11.2%
Exclude transfers of seconded employees

Appropriate Evaluation

MJIA has introduced a ”Management by Objective (MBO)” for all employees in order to encourage individuals skills・career development. In the beginning of the year, employees set a specific goal through interviews with the personnel evaluator. Interviews are then conducted to provide employees’ their feedbacks on progress and evaluation during the period, and at the end of the period.

Developing Human Resources

Securing outstanding human resources and offering them ongoing opportunities for development are essential elements in achieving superior real estate fund management. At MJIA, we develop human resources with extensive expertise and know-how by incorporating various training and skills・career development programs into our development of employees’ (including full-time employees, contract employees, temporary employees and part-time employees) capabilities.

▸Training Programs by Theme

We conduct multiple compliance and risk management training sessions throughout the year for all executives (excluding part-time executives) and employees (note).

▸Manager Training

Mitsubishi Estate Group implements management training for not only managers but also future managerial candidates to help them acquire the management skills they need in the future.

(Note) There are some training that are not applicable to temporary employees. For details, please refer to the below chart.
Classification Training Name Implementation Methods Applicable Employee Remarks
Level-specific Training New recruit training In-house All executives and employees
New manager training MItsubishi Estate Group Managers
Compliance Training Mitsubishi Group action guideline training In-house All executives, full-time employees, contract employees
Mitsubishi Group anti-bribery and corruption training In-house All executives, full-time employees, contract employees
Insider trading regulation training In-house All executives and employees
Information management training In-house All executives and employees
Anti social forces training In-house All executives and employees
Human Rights Training Harassment training In-house All executives and employees
Business Law Training Civil Code revision Invite external teacher All executives, full-time employees
Risk Management Training Information security awareness training In-house All executives and employees
Internal management training Invite external teacher All executives and employees
Market risk training Invite external teacher All executives and employees
Cyber security training In-house All full-time executives and employees
Complaints・accidents training In-house All full-time executives and employees
Business English Training Business English training Online/
Held externally
All executives, full-time employees, contract employees (applicant those who are interested) Bizmates/Berliz
Global human resource development training Held externally All executives, full-time employees, contract employees (applicant those who are interested) BizmatesX
Others Sustainability training Invite external teacher All executives, full-time employees, contract employees CSR Design Green Investment Advisory, Co., Ltd. 
Business skill training Held externally (including online) All full-time employees Learning Agency
Business school Held externally Full-time employees (applicant those who are interested) GLOBIS CORPORATION
DAIWA REAL ESTATE ACADEMY Held externally Full-time employees (applicant those who are interested) Daiwa real estate appraisal

▸Support Career Enrichment, Qualifications and Licenses

We encourage all employees to boost their professional knowledge and skills. Based on this policy, we subsidize the costs required to obtain and maintain professional qualifications that assist employees in improving their real estate asset management practices. Examples of such qualifications include the Association for Real Estate Securitization (ARES) Certified Master, Certified Building Administrator, Real Estate Transaction Specialist, Certified Real Estate Consultant and Real Estate Appraiser.

▸Number of Employees with Qualifications

Certificate Name Number of Employee Certificate Name Number of Employee
Real Estate Appraiser 9 Real Estate Transaction Specialist 44
First-Class Qualified Architect 3 Certified Building Administrator 17
Lawyer 1 Licensed Tax Accountant 2
Securities Analyst 5 Master of Business Administration 1
Association for Real Estate Securitization
(ARES) Certified Master
63 Certified Real Estate Consultant 3
As of April 1, 2021
Including seconded employees

Acceptance of External Human Resources (Utilizing Specialist Skills)

MJIA accepts outstanding human resources with experience and expertise in real estate investment and real estate management from the Group companies. We also accept attorneys and real estate appraisers with high expertise in various legal systems and real estate valuation. We aim to maximize our operational performance by fully utilizing such external human resources.

▸Acceptance of External Human Resources for Fiscal 2020

・Attorney (1 person)
・Real estate appraisers (1 person)
・MEC Human Resources, Inc. (1 person)
・Tokyo Ryutsu Center Inc. (1 person)
・MEC Business System Solutions Co., Ltd. (1 person)
・Mitsubishi Estate Co., Ltd. (12 person)

Human Rights Initiatives

As a member of society, the Mitsubishi Estate Group is keenly aware of the importance of respect for human rights. To fulfill our responsibility to respect the basic human rights of all stakeholders, not only those involved in Group businesses, we set up the Mitsubishi Estate Group Human Rights Policy on April 1, 2018. Respect for human rights is part of the Mitsubishi Estate Group Guidelines for Conduct, which all employees are expected to follow on a daily basis. These Guidelines stress the importance of respect for human rights and diversity, which means that employees show concern for human rights and the environment in the course of their business activities. The Human Rights Policy is intended to ensure that we, as a good corporation, understand that internationally mandated human rights are a bare minimum that we must go beyond, that we reaffirm the importance of supporting, protecting and respecting human rights and that we work to respect the fundamental human rights of every single person involved in the Group's businesses.

▸Mitsubishi Estate Group Code of Corporate Conduct (excerpt)

Respecting Human Rights and Employee Diversity
We respect human rights and believe that diversity maximizes value.
1. We respect human rights at all times.
2. We reject discrimination and harassment in any form.
3. We strive to establish a creative and competitive organization that safeguards and respects the beliefs of the individual as reflected in the diverse communities in which we work and live.
4. We foster an open corporate culture in which all employees are encouraged to speak freely.

▸Mitsubishi Estate Group Human Rights Policy (excerpt)

We uphold and respect international standards related to human rights. These include the International Bill of Human Rights, which sets out the fundamental human rights possessed by all the people of the world, and the International Labour Organization's Declaration on Fundamental Principles and Rights at Work, which contains requirements concerning fundamental rights in the workplace.
We help ensure that respect for human rights is actively practiced in all business activities, and that such activities do not infringe on the human rights of other people. If such activities nevertheless result in a violation of the human rights of others, efforts shall be made to minimize the negative impact.
We carry out human rights due diligence in order to minimize any negative impact caused by human rights violations occurring as a result of the Group's business activities. We maintain a framework for human rights due diligence and make improvements to the framework on an ongoing basis or if problems arise in order to improve its efficacy.
Furthermore, in the event that the activities of a business partner or any other individual or organization affiliated with the Mitsubishi Estate Group directly have a negative impact on the human rights of others, even if we were not directly involved in fostering such a negative impact, we shall endeavor to make improvements together with stakeholders to ensure respect for human rights and eliminate all violations.

Based on our human rights policy, MJIA understands and respects human rights that are internationally proclaimed based on our human rights policies as a minimum, and supports and respects their protection, are committed to respecting the human rights of all parties involved, including those derived from our businesses. In order to become aware of discrimination and to foster awareness of human rights, we conduct training on human rights, focusing on the prevention of harassment, which is also a human rights issue in the workplace.

▸Human Rights Training

MJIA carries out harassment training program once a year.
Send employees to Human rights enlightenment training courses (External training program:Tokyo Human Right Awareness Liaison Group)

Employee Hotlines (Whistleblower Protection)

We have established a consultation desk for legal violations, violations of internal rules, harassment, and other matters that are widely contrary to ethical and social standards, and all persons engaged in our business, including retirees and temporary employees, can report and consult with us. We strictly observe privacy in whistleblowing and consulting, confirm and investigate the facts, and take appropriate action. The Mitsubishi Estate Group Help Line and the Mitsubishi Estate Group Whistleblower System may also be used as necessary. This system complies with the Whistleblower Protection Act.

Employee Health and Well-being
~Creating Productive and Employee-friendly Workplace~

Improve Work Environment for Productivity

▸Introduction of Activity-based Working

We have established diverse offices in places where we work, such as group addresses, co-workspace, centralized booths and high desks. We are working to improve productivity by freely choosing the environment based on the work of each time.

  • An open space that secures ceiling height

  • Utilization of natural light (sunlight)

  • High chairs and desks for employees' health-being

  • Co-workspace

  • Co-workspace

  • Centralized booths

  • Ensure security with entrance management system

  • Provide information to employees
    through electronic bulletin board

▸Utilization of ICT

We are working to make paperless and operational efficiency by actively using ICTs, such as mobile PCs, rental of iPhone, and enhancement of WiFi environment.

Initiatives to Promote Internal Communication

▸Improvement of Community Space in the Office

A coffee shop where barista offers specialized coffee, is set up to induce informal communication with other employees in the same office.

▸Hold Social Gatherings to Promote Internal Exchanges and Subsidize costs

We subsidize part of the cost of holding social gatherings and other events at the department level to support the development within the team. In addition, in order to promote inter-departmental exchanges, we are implementing a variety of initiatives, including social gathering (an in-house community space holding a social gathering where people can comfortably come by after work) and an internal event support system.

Initiatives to Promote Communication between Employee and the Company

With the aim of understanding employees’ thoughts on their career plans and their level of satisfaction with the company, MJIA works hard to encourage active communication between employees and their managers or the Personnel Department, through various forms, on both a regular and ad hoc basis.

▸Employee Condition Pulse Survey

Once a month, all employees ascertained of the conditions related to work, human relationships, health and conduct timely interviews and reflect them in personnel measures.

▸Employee Satisfaction Survey

Once a year, a compliance questionnaire is conducted for all employees, covering the MJIA's corporate culture, the state of communication, and the degree of employee satisfaction.

▸Human Resources Department Interviews with Employees

Once a year, the Human Resources Department holds an interview with all employees regarding their career plans and motivation towards work.

Initiatives for Employee Health-being

To enable employees to work physically and mentally, we are taking the following measures, in addition to health examinations, stress checks, and appointment of industrial physicians based on laws and regulations, based on the idea that by giving consideration to the health of employees, we can expect greater results in management.

Absentee rate:0.09%

Injury rate:0.00%

Lost days rate:0.00%

※Fiscal 2020

▸Annual Health Checkup

All employees are to receive annual physical health checkup by doctor on company cost.

▸Conduct Stress Check

Once a year, we conduct stress checks to encourage awareness of individual stress and prevent the occurrence of mental problems.

▸Appointment of Industrial Physicians

MJIA have appointed an industrial physician to receive guidance and advice on employee health-being.

▸Consultation Desk

As a necessary measure for mental health, we have set up a desk outside the company, and employees can consult widely about various concerns, and not only their business concerns.

▸Installation of Massage Chairs

We have installed 3 massage chairs in the company and employees can use them for refreshment at any time.

▸Join the Mitsubishi Estate Health Insurance Association

MJIA has joined the Mitsubishi Estate Health Insurance Association which will cover the subsidy for comprehensive medical examination fee and vaccination costs such as Influenza.

Work-life Balance
~Create a comfortable workplace where employee will want to work for a long period of time~

Initiatives for Diverse Work Styles

We endeavor to provide comfortable work environment by offering various systems to respond to changes in each employees' lifestyles and life stages and create an employee-friendly environment and maximize their productivity.

Employees taking paid leave rate:54%

※Fiscal 2020

Employees return to work rate after taking childcare leave:100%

※total up to April 1, 2021

▸Flextime Working System

MJIA has adopted flexible attendance hours. Employees are allowed to choose the time they start working from 6:00 to 11:00 and end by 15:00 to 20:00 to work according to their convenience. As a general rule, various internal meetings are held at core time from 11:00 to 15:00.

▸Annual Paid Leave

We grant 10 to 20 days of annual paid leave according to the number of years of service. In addition, we have established a half-day paid holiday system and an hourly paid holiday system to enable employees to take paid holidays as necessary, and we are working to increase the ratio of employees taking these holidays.

Number of paid days off Number of days Paid leave rate
FY2020 16.1 8.8 54%
FY2019 16.9 11.7 69%
FY2018 17.1 12.2 71%
FY2017 17.1 13.8 81%
The average number is shown for full-time employees

▸Various Leave Systems

We have implemented maturity leave, childcare leave and short-time work, nursing care leave of absence for children and nursing care leave of absence of family and short-time work to support the balance between life and work for employees.

Child/Family care
leave usage employee
Short time work
usage employee
FY2020 Male 2 0
Female 4 7
FY2019 Male 1 0
Female 3 7
FY2018 Male 0 0
Female 3 8
FY2017 Male 0 0
Female 4 6

Enhancement of Leisure

MJIA has introduced various range of programs designed to foster an environment where employees can work with more security and fulfillment as their lifestyles and life stages evolve.

▸Granting Paid Leave

All employees are given two days of free vacation as a summer vacation.

▸Introduced Special Incentive Leave

We provide long paid leave according to the years of service for opportunity for refreshment and self-development.

▸Benefit Programs

MJIA have introduced a cafeteria plan where employees can choose from a variety of benefit programs.

Support Employees' Asset Formation

We have introduced the following system to support employees' asset formation and to improve its motivation in the medium-to-long-term.

▸Retirement Plan

▸Employee Stock Ownership for Mitsubishi Estate

▸Defined Contribution Pension

▸Asset Formation Savings

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