Initiatives to Employees
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.
※As of April 1, 2021
|※||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
|Employee turnover ratio|
|※||Exclude transfers of seconded employees|
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).
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/
|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
▸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)
▸Mitsubishi Estate Group Human Rights Policy (excerpt)
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
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.
▸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.
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.
～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.
※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|
|※||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.
leave usage employee
|Short time work
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.
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.