Diversity & Inclusion Declaration and Initiative Policy

Diversity & Inclusion Declaration

Our GROUP DNA is the meaning of the "&", based on the idea that "to generate new value through cooperation, coexistence and co-creation, we forge ahead, innovating."

As an "industry developer" that goes beyond the boundaries of a real estate developer, the driver of our efforts to continuously provide new value is a major asset of ours-our people. Therefore, we have positioned the promotion of diversity and inclusion as one of our most vital management strategies, and the Group is coming together as one to create an organization in which personnel with diverse values, capabilities, and lifestyles can demonstrate each to the best of their abilities.

Diversity & Inclusion Initiative Policy

Our passionate, capable employees have a diverse range of skills, experiences, and values; as such, we are working to ensure an environment where they can demonstrate their individual abilities to the upmost, and recognize one another as individuals, evaluated fairly regardless of their race, nationality, religion, gender, age, presence or not of disability, gender identity, sexual orientation, or other characteristics. To this end, we are promoting workstyle reforms and enhancing our human resources system so as to raise organizational productivity and our employees' work-life balances. We have made promoting female participation a key theme, and set ourselves groupwide quantitative goals and qualitative action plans, and we will formulate various measures to promote this as a united Group.

Diversity & Inclusion Promotion Framework

Under our Management's Commitment, the President and Chief Executive Officer bears ultimate responsibility for ensuring diversity- and inclusion-related initiatives are pushed forward with the Personnel Department's D&I Promotion Office at their heart, with knowledge input from inside and outside the Group.

Diversity and inclusion is a major theme in ESG activities. Reports on our activities, policies for each fiscal year, and other matters are discussed by the Board of Directors. Furthermore, we are promoting this topic as a united Group, sharing policies at meetings at which Group company presidents are present, while periodically convening the Diversity and Inclusion Promotion Council with the Group companies.

Promoting Active Roles for Women

We have set ourselves groupwide quantitative goals and qualitative action plans, and we will formulate various measures to promote female participation as a united Group.

Our efforts will be focused on the following two points:

To achieve these, we have formulated the following eight measures, and the Group will work as one to put them into practice.

As well as the measures detailed above, since fiscal 2022 we have run the Get Connected and Grow Project as a joint group program for training and networking, and are further accelerating groupwide initiatives.

An Environment Where People Want to Work Long-Term

To develop an environment where diverse personnel, whether male or female, can play an active role, we are working to change awareness throughout the organization and among our managers. To do this, we are implementing unconscious bias training and other measures for all our employees.

Through efforts by members of the Personnel Department, such as discussions and individual interviews with all employees, we will grasp the circumstances that employees face and their hopes, and develop an environment and various systems, including those that support childcare and caring for others, accordingly.

Raising motivation and supporting career development

By conducting diversity and inclusion training, and other measures for organization heads, we are promoting female participation and advancing changes in awareness throughout the organization. We also offer female managers career development support via a mentor system and other initiatives, such as career development planning for female employees in management positions and female manager candidates. In addition, we work to raise the motivation of female employees and support their career development through lectures and seminars conducted by female role models from both within and outside the Company, exchanges of opinions as part of D&I working groups composed of members openly recruited from within the Company, and exchange events within the Company.

Feedback Workshop for Organizational Leaders

Exchanging opinions as part of working groups composed of members openly recruited from within the Company

Mitsui Fudosan Group Get Connected and Grow Project

We have been running the Get Connected and Grow Project as a joint group program for training and networking, with a total of more than 6,000 employees participating. In addition to giving them confidence in their skills and abilities, by holding joint events within the Group, we are providing female employees with opportunities to create networks and find diverse role models outside their own companies.

Message from a managing officer at a seminar-style training

Discussion during a seminar-style training

Recruitment and inclusion of people from various fields and industries

To contribute to the creation of added value for society as an industry developer, in the area of mid-career recruitment, we are proactively recruiting mid-career human resources from various fields and different industries, and the number of recruits is increasing year by year. In recent years, we have also been strengthening the recruitment of IT professionals as well as global talent, including Japanese people with overseas experience and foreign nationals, to establish a business model that combines the real and digital realms and further develop DX to promote innovation. As human resources with such diverse backgrounds come together, we are enhancing our various onboarding initiatives for mid-career employees so that they can actively work in the Company by demonstrating their uniqueness based on their individual experiences and abilities. Specifically, we are implementing various initiatives, including a mentor program to support the formation of in-house networks, the introduction of employees who joined the Company at the same timing, implementation of one-on-one meetings with supervisors on a regular basis, group-based training for self-reflection and goal setting, and study tours of the Company's main facilities.

Employment of Seniors

The mandatory retirement age of the Company is 65 years. We are working actively to provide employment and settings where older workers can continue to demonstrate their wealth of knowledge and experience.

Employment of People with Disabilities

First Facilities Challenged Co., Ltd. is a special subsidiary of Mitsui Fudosan Facilities Co., Ltd., established in 2006 based on the Act on Employment Promotion etc. of Persons with Disabilities. The subsidiary promotes employment of persons with disabilities and provides them with work experience opportunities. In addition, the Company-which also considers corporate social responsibility, diversity, and other perspectives-aims to raise the employment rate of people with disabilities to 2.5% or higher, and continuously works to this end. In its Personnel Department, it has established “Refre,” a refreshment room staffed by people with visual disabilities, and a Challenged Center composed of employees with intellectual disabilities as well as full-time advisors, that promotes employment for people with disabilities.

In February 2023, alongside Hakuhodo, we established SUPERYARD Co., Ltd. to expand employment for people with mental disabilities at companies and to support their career advancement after they have been employed. SUPERYARD will provide shared offices equipped with environments showing reasonable considerations for people with mental disabilities and utilize Mitsui Fudosan's knowledge of working styles and offices to accommodate sensory sensitivities and more. Then, using methods for job tasks for individuals with mental disabilities that are developed together with industrial physicians and specialists, SUPERYARD identifies duties that they can perform and, using the know-how cultivated in Hakuhodo's advertising business to pick out best aspects and inform people about them, it will provide a service that eliminates the concerns employing companies have by asking each person with a disability to perform duties that match their unique attributes.

LGBTQ+

Considering different perspectives, including diversity in terms of gender identity and sexual orientation, the Company is making the following efforts.

• We have established internal regulations that cover spouses, family members, etc., allowing employees to apply for and use various company programs by following set procedures to have their relationship recognized in the same way as marriage, regardless of their spouse's gender.
• 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 on harassment relating to LGBTQ+.
• We have conducted e-learning for all employees to provide them with knowledge about LGBTQ+, as well as training for members of the Personnel Department.

LGBTQ+ Training for members of the Personnel Department