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.

Women’s Cross Forum

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 12,000 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 Director at a Seminar-Style Training Session

Discussion during a seminar-style training

Recruitment and inclusion of people from various fields and industries

To contribute to creating added value for society as an industrial developer, we actively recruit mid-career human resources from various fields and industries, with the number of such hires increasing each year. To establish business models that combine the real and digital worlds and to deepen DX to encourage innovation, we are strengthening the recruitment of IT expert personnel. Also, to secure and develop highly specialized personnel to respond to the increasing sophistication of operations and technology and to carry out operations in a steady manner, we began hiring expert personnel in construction technology fields from fiscal 2024 and in accounting fields from fiscal 2025.

We are also engaging in efforts to expand various measures so that our employees with a diverse range of backgrounds who were hired mid-career can fully exercise their unique attributes and play active roles at the Company based on their individual experiences and capabilities. Specifically, we have introduced a mentor system to foster connections between employees who joined the Company mid-career and support the formation of in-house networks, initiatives to introduce employees who joined the Company at the same time to each other and foster connections among mid-career hires, and two-day onboarding training for self-reflection, goal-setting, and practical review of the Company’s main projects. We also conduct monthly surveys to ascertain employees’ workload and mental state, as well as hold meetings with the Chairman to convey the Mitsui Fudosan Group’s DNA.

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

From the perspectives of corporate social responsibility, diversity, and other related considerations, we continuously promote the employment of people with disabilities, aiming to maintain an employment rate that meets or exceeds the statutory employment rate under the Act to Facilitate the Employment of Persons with Disabilities. In each department, employees with disabilities perform work suited to their individual personalities and characteristics. In addition, within the Personnel Department, we have established “the Challenged Center,” which consists of employees with disabilities, dedicated instructors and other staff, and “Refre (Refresh Room),” where employees with visual disabilities work as in-house massage therapists.

Regarding the employment of people with mental disabilities, our company and Hakuhodo jointly established SUPERYARD Co., Ltd. in February 2023 to expand employment opportunities and support career development after employment. To provide a work environment with reasonable workplace accommodations for employees with mental disabilities, SUPERYARD offers shared offices where employees with mental disabilities employed by companies can work remotely for their employers while addressing their specific needs, such as sensory hypersensitivity. This setup allows our employees with mental disabilities to work flexibly, combining work at their regular workplace with remote work from the shared office.

LGBTQ+

The entire Group is working together to become an organization in which human resources with diverse values, talents, and lifestyles can demonstrate their potential to the fullest. As part of this effort, we are also working to develop various LGBTQ+ systems and frameworks, such as those described below, as well as to promote understanding and foster a culture of acceptance through training and other initiatives.

• The Company has released an LGBTQ+ Handbook internally that compiles basic information on LGBTQ+ issues and Mitsui Fudosan’s related systems.
• LGBTQ+ employees are eligible for various systems such as marriage leave and family care leave after following set procedures to have their relationship recognized in the same way as marriage, regardless of their spouse’s gender.
• The Company has stated clearly in the Mitsui Fudosan Group Compliance Policies that discrimination on the grounds of sexual orientation is prohibited and informs employees of this.
• The Company has created an in-house help desk to provide consultation on LGBTQ+ issues.
• The Company implements mandatory e-learning and seminars for all employees to acquire knowledge about LGBTQ+ issues.

Handbook on LGBTQ+ Basics and Related Internal Policies and Programs