Labor Standards and Practices

Policy

Mitsui Fudosan supports and respects the basic rights for workers set out in the ILO Declaration on Fundamental Principles and Rights at Work. The following labor principles are set forth in this declaration.

  • Freedom of association and the effective recognition of the right to collective bargaining
  • Elimination of all forms of forced or compulsory labor
  • Effective abolition of child labour
  • Elimination of discrimination in respect of employment and occupation

Furthermore, we pursue methods to ensure that basic human rights are respected in countries and regions that do not adhere to internationally-recognized basic human rights.

Declarations to Society and Participation in International Initiatives

We at the Mitsui Fudosan Group believe it is important for various stakeholders to work collaboratively to solve social issues. We are working to fulfil our role by making declarations to society and leading the way in participation in various initiatives inside and outside Japan.

Participation in the United Nations Global Compact

The UN Global Compact is a worldwide framework put forward by the UN. Companies and groups participate in this voluntary initiative in order be beneficial members of society and realize sustainable growth, by showing responsible, creative leadership. The ten principles of the UN Global Compact-structured around the four areas of human rights, labor, the environment, and anti-corruption-are based on the Universal Declaration of Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, the Rio Declaration on Environment and Development, and the United Nations Convention against Corruption. The Mitsui Fudosan Group supports the principles of the UN Global Compact, which we signed in December 2018, and we have also joined the Global Compact Network Japan.
For details on the United Nations Global Compact (UNGC), please see the following:
https://www.unglobalcompact.org/

Communication of Corporate Policy on Labor Standards

Our Group translates basic policy on labor management into English, and strives to ensure a common framework with employees and local staff working at business locations overseas.

Internships and Employment of People with Disabilities

Mitsui Fudosan provides internships for students as an opportunity for them to improve the quality of their career options. We make a public appeal to undergraduate and graduate students, and accept more than 150 students every year.

First Facilities Challenged is a special subsidiary of Mitsui Fudosan Facilities, established in 2006 based on the Act on Employment Promotion etc. of Persons with Disabilities. The company promotes employment of persons with disabilities and provides them with work experience opportunities.

Our Efforts for Human Rights Issues

Equality of Opportunity to Work

Mitsui Fudosan has established a Code of Employee Conduct with regard to human rights, and we actively and voluntarily fulfill our social responsibility regarding human rights problems. As an organization for promoting correct understanding and recognition of human rights problems among all employees, we have established the Fair Employment Screening and Human Rights Awareness Raising Committee. The primary role of the committee is education and guidance, formulating and implementing training plans, investigative research, and supervision, communication, and coordination of issues relating to human rights problems.

Specifically, we are continuously implementing educational activities to promote awareness of sexual harassment, abuse of power, other types of harassment, and discrimination. We have also established harassment consultation services inside and outside the company that are available by telephone 24 hours a day.

Moreover, each Group company organizes a Fair Employment Screening and Human Rights Awareness Raising Liaison Conference to raise awareness of human rights issues across the Group, and we are actively hiring people with disabilities, local people overseas, and non-Japanese in Japan. Additionally, we are continuously working to improve understanding and awareness regarding human rights through initiatives such as holding human rights awareness training for all Mitsui Fudosan employees.

Our Efforts for Labor Issues

Support for a Living Wage

We conduct labor management while abiding by the labor laws and regulations of each country. In terms of wages, we have adopted a basic policy of not only following rules on minimum wages in each country, but also paying wages that exceed those requirements.

In fiscal 2018, the average annual salary at Mitsui Fudosan Co., Ltd. was \12.63 million.

System Enabling Dialogue between Labor and Management

Mitsui Fudosan works to ensure unity between labor and management by maintaining a framework for dialogue between employee representatives and company management in which they meet several times a year to discuss the appropriateness of work environments and work conditions. We also exchange views and coordinate based on the shared understanding that employee health and safety is an important issue.

Preventing Child Labor and Forced Labor

The Mitsui Fudosan Group has never used child or forced labor. Also, in order to guarantee that none is used in the future, we ensure that each business location thoroughly complies with the laws and regulations of its host country and conduct regular monitoring. In the unlikely event that such a violation is suspected to have occurred, we have also established a whistle-blowing contact point that employees can report to.

Reducing Excessive Working Hours

At Mitsui Fudosan, we have formulated a clear policy and are making the following efforts to reduce excessive working hours and overtime:

  • Monitoring working hours and conducting interviews with employees
  • Notifying both employees and their direct supervisors when they are in danger of overwork
  • Utilizing a computer-usage time control system
  • Establishing, promoting, and enforcing "no-overtime" days

Sexual Orientation

To prevent discrimination against LGBT (sexual minorities), Mitsui Fudosan is making the following efforts:

  • We have stated clearly in the Mitsui Fudosan Group Compliance Policies that discrimination on the grounds of sexual orientation is prohibited and inform all employees of this.
  • Our harassment consultation services provide consultation of harassment relating to LGBT.
  • We have formulated a set of Universal Design Guidelines which conform to the relevant laws, regulations, and ordinances, and established more than one multipurpose toilet in every lobby area for members of the LGBT community. Moreover, these multipurpose toilets have been fitted in areas that are outside the line of sight of others.

Employment Situation in the Mitsui Fudosan Group

(As of March 31, 2019)

Number of Employees by Business Segment (Entire Group)

Business segment Number of employees Percentage
Rental 1,153 6.0%
Built-for-sale 1,273 6.7%
Management 10,365 54.3%
Mitsui Home 3,727 19.5%
Other 2,210 11.6%
Administration* 353 1.9%
Total 19,081 100.0%
*Employees belonging to administration departments who cannot be classified under a specific segment

Employment Situation at Mitsui Fudosan

(As of March 31 of each fiscal year)

Employee Composition

Fiscal 2016 Fiscal 2017 Fiscal 2018
Male 869 929 949
(Regular employees) 685 728 734
(Irregular employees) 184 201 215
Female 528 597 628
(Regular employees) 247 269 294
(Irregular employees) 281 328 334
Total 1,397 1,526 1,577

Employee Composition by Age (Fiscal 2018)

20s 30s 40s 50s 60s and older
Male 147 233 220 272 77
Female 156 272 136 61 2
Total 303 505 356 333 79

Trends in Number and Percentage of Male and Female Regular Employees

Fiscal 2016 Fiscal 2017 Fiscal 2018
Total Male Female Total Male Female Total Male Female
General positions 1,172 1,081 91 1,183 1,081 102 800 700 100
92.2% 7.8% 91.4% 8.6% 87.5% 12.5%
Technical positions 7 7 0 27 25 2 38 34 4
100.0% 00.0% 92.6% 7.4% 89.5% 10.5%
Operational positions 181 0 181 189 0 189 190 0 190
0.0% 100.0% 0.0% 100.0% 0.0% 100.0%

Trends in New and Departing Employees

Fiscal 2016 Fiscal 2017 Fiscal 2018
New employees (regular employees) 41 44 42
Mid-career hires (regular employees) 8 33 33
Rehired contract employees (regular employees after mandatory retirement) 10 25 31
Number of departing regular employees (excluding those rehired, including those departing due to mandatory retirement) 14 14 15
New hires (contract employees) 76 124 142
Number of departing employees (contract employees) 60 78 78

Departure rate of full-time employees

Fiscal 2016 Fiscal 2017 Fiscal 2018
Departure rate (regular employees)* 0.29% 0.79% 0.77%
Departure rate (contract employees) 18.18% 24.07% 17.89%
*Excludes users of the return entry system (system for re-employment of those who have resigned due to transfer of a spouse), and those departing due to mandatory retirement