ESG policy
We maximize the unitholders' value by maintaining and improving asset value and enhancement of competitiveness under the corporate philosophy "Serious, Steady, Solid", through managing the assets of NIPPON REIT Investment Corporation (NRT),
We have positioned on"Sustainability Policy" awareness as an important policy of asset management, and we practice ESG (Environment, Social, Government)-friendly initiatives.
Basic Data
| FY2024 | FY2023 | FY2022 | FY2021 | FY2020 | ||
|---|---|---|---|---|---|---|
| Total Employees | 39 | 41 | 37 | 42 | 43 | |
| Male | 22 | 22 | 21 | 25 | 26 | |
| Female | 17 | 19 | 16 | 17 | 17 | |
| Number of Employees Seconded from Other Companies | 10 | 12 | 12 | 16 | 18 | |
| New Hiring | 4 | 15 | 4 | 2 | 10 | |
| Male | 2 | 6 | 3 | 1 | 5 | |
| Female | 2 | 9 | 1 | 1 | 5 | |
| Average Length of Service | 3 years and 4 months |
2 years and 3 months |
4 years and 5 months |
3 years and 10 months |
3 years and 3 months |
|
| Male | 3 years and 9 months |
2 years and 6 months |
4 years and 4 months |
3 years and 9 months |
3 years and 0 months |
|
| Female | 3 years and 0 months |
2 years and 0 months |
4 years and 5 months |
3 years and 11 months |
3 years and 4 months |
|
| Employee Turnover | 17.95% | 17.07% | 9.76% | 4.76% | 5.88% | |
| Male | 7.69% | 4.88% | 7.32% | 2.38% | 5.88% | |
| Female | 10.26% | 12.20% | 2.44% | 2.38% | 0.00% | |
| * | All figures, except the total employees, do not include seconded employees. |
|---|
Creating Employee-Firendly Work Environment and Healthy Work-Life Balance
We believe that human resources are the most important asset of SRA. We are aiming to create environment where employees can work comfortably and peacefully. We implement various initiatives from aspects of health and safety including work life balance, health and labor management, as well as job satisfaction.
Employee Health Management
We are working to improve the health of our employees, and we have acquired "Excellent Health Management Company - Silver Certification" from the Tokyo Federation of Health Insurance Societies.
Mandatory Regular Health Checkup for Employees
Considering that the health of our employees is our number one priority, all employees are required to take health check and we are also working to improve the rate of employees' medical checkup.
Hourly Leaves and Flextime
We have adopted an hourly leave system and a flextime system to support each employee's health condition, accept diverse values and lifestyles, and support healthy work-life balance.
Promoting Active Roles for Women
We aim to create a workplace environment where each employee can maximize their individuality and abilities, and we are working to build a workplace environment that is easy for women to work in. In addition to introducing a childcare leave system, we are promoting short-time work system and encouraging to take paid leave when needed.
Childcare Support
We have adopted childcare leave system, childcare short-time work system and nursing care leave system to support employees involved in childcare.
Friendly Workplace and Work-Life Balance
| FY2024 | FY2023 | FY2022 | FY2021 | FY2020 | ||
|---|---|---|---|---|---|---|
| Average Statutory Overtime Work (hours/month) | 7.2 | 6.0 | 18.5 | 22.7 | 24.2 | |
| Paid Leave Usage Rate | 69.3% | 69.7% | 80.5% | 73.6% | 55.7% | |
| Health Checkup Rate | 100% | 96.8% | 100% | 100% | 100% | |
| Number of Employees Taking Childcare Leave, Shorter Working Hours for Childcare* | 3 | 3 | 5 | 6 | 4 | |
| * | Excluding employees seconded from other companies. |
|---|
Promoting Diversity
Respect for Human Rights
SRA believes that it should help enhancement of the value of unitholders', respects human rights, prohibits discrimination base on such factors as belief, region, age, sex, origin, and mental and physical disorders, as well as established workplace environment in which diverse human resources can actively perform.
Moreover, SRA is not involved in any child labor, forced labor, unfair wage reductions or unfairly prolonged work hours.
Promoting Female Employment
| FY2024 | FY2023 | FY2022 | FY2021 | FY2020 | ||
|---|---|---|---|---|---|---|
| Female Employee Ratio | 43.6% | 46.3% | 43.2% | 40.5% | 39.5% | |
| Female New Hiring Ratio* | 50.0% | 60.0% | 25.0% | 50.0% | 50.0% | |
| Female Manager Ratio | 16.7% | 23.1% | 12.5% | 12.5% | 14.3% | |
| * | Excluding employees seconded from other companies. |
|---|
Consultation Service Office for Compliance
SRA has built a system in which employees, when they become aware of any compliance problem including harassment, can consult with the Compliance Officer or contact the consultation and reporting office of SBI Holdings, Inc., the parent company of the main sponsor.
Human Resource Development
SRA takes various measures to foster human resources having a high level of expertise, deep knowledge and ethical values.
Support for Acquisition of Qualification
SRA offers subsidies to its employees to help them acquire qualifications required for operations in order to develop their capabilities of asset management and to maintain their high expertise of asset management. The table below shows the number of qualification holders at SRA.
| Name of Qualification | Number of Qualification Holders |
|---|---|
| Real Estate Notary | 26 |
| ARES (The Association for Real Estate Securitization) Certified Master | 8 |
| Certified Member Analyst of SAAJ | 6 |
| Certified Building Administrator | 2 |
| U.S. Certified Public Accountant | 2 |
| First-class Architect | 2 |
| Real Estate Appraiser | 1 |
* As of the end of December 2024. Includes those who passed the examination.
Support for Education and Training
SRA encourages and supports its employees to participate in a variety of internal and external education and training sessions, etc. as part of the efforts to foster their capabilities.
The internal education includes lectures by our compliance officers on internal rules and by inviting outside lecurers to deepen the understanding of daily operations.
All employees undergo seminars to improve operational efficiency during external training.
Interviews for Setting Objectives of Individual Employees
SRA arranges interviews with its employees at the beginning (for setting their objectives), the middle (for feedback and target adjustments) and the end (for confirming the progress results) of the fiscal year. This has enabled the Company to establish a transparent system for setting objectives and confirming the progress results through good communication between supervisors and their subordinates. Through the interviews, the supervisors also provide advice elaborately to the subordinates regarding the latter's career development and issues to tackle on operations, among other matters.
Comfort and safety of employees
Disaster Response
We are using a safery confirmation service, "Ampi Kakunin Service (e-kakushin KIZUNA)" provided by SECOM Trust systems Ltd. as a contact method of the employees in preparation for earthquakes and other regional disasters that has been occurring frequently in nationwide at various area.
Initiatives to Promote Employee Health and Well-being
SRA aims to create a workplace where each employee can work with vitality, both physically and mentally.
To support the maintenance and improvement of health, we have implemented the following initiatives:
Initiative 1: Organization of Sports Events
| Details | SRA organized sports events such as bowling, badminton, and table tennis, allowing employees to participate freely and enjoy themselves. |
|---|---|
| Objective | To relieve lack of exercise and provide opportunities for cross-departmental interaction and refreshment. |
Initiative 2: Introduction of healthy beverages in the office
| Details | “Healthy beverages” such as vegetable juice, soy milk, and vinegar drinks were introduced in the office. Weekly selections were made based on employee requests. |
|---|---|
| Objective | To increase daily health awareness, improve concentration, and reduce dependence on caffeine. |
Framework for Motivating Employees Appropriately
In order to "maximize unitholder value", we are working to motivate executives and employees appropriately so that executives and employees understand the true meaning of "Principles for Customer-Oriented Business Conduct" and management policy and reflect them in their day-to-day operations, and that these principles and policy are well-established.
Specifically, in order to promote customer-oriented business conduct, we include compliance in organizational goals, reflect compliance as an evaluation point in organizational performance, treat business faithfully and fairly and seek our quality training to help improve professional ethics.
[Status of Measures]
| ・ | From April 2024 to March 2025, 11 compliance, sustainability, and business training sessions for executives and employees (including training sessions for specific managers only) were held. Compliance is also included in the evaluation of executives and employees. |
|---|---|
| ・ | We have introduced an employee investment unit ownership program for the purpose of enhancing the welfare of employees and improving the value of medium-and long-term investment ownership through the agreement of interest between employees and investment owners of NIPPON REIT. |
Volunteer Activities
Eco-cap campaign
Since 2017, SRA has conducted the Vaccine Cap Campaign activity for recovering plastic bottle caps.
The amount of bottle caps is utilized by Tokyo Petbottle Recycle Co., Ltd., through the organization entitled "Japan Committee, Vaccines for the World's Children" to contribute in order to the donation of Polio Vaccines to children worldwide. Recycling also contributes to reducing CO2 emissions generated from incinerators, which helps prevent global warming.
Book Donation Project
SRA started participating in the "Book Donation Project" of Charibon operated by Value Books from November 2018. The sent books will be assessed by Value Books, and the amount equivalent to the assessed price will be donated to organizations that are addressing social challenges (NPOs, schools, local governments).