Diversity & Inclusion Declaration and Initiative Policy
Diversity & Inclusion Declaration
The logo adopted by the Group as a management philosophy represents the principles of coexisting in harmony with society, linking diverse values, and achieving a sustainable society.
As 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 Director in Charge of Personnel 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:
- We will create an environment where people want to work long-term, where everyone can respect each other's values and lifestyles, including whether they care for children or others, regardless of gender
- By promoting female participation, we will change awareness within the organization and raise those female employees' motivation and support their career development
To achieve these, we have formulated the following eight measures, and the Group will work as one to put them into practice.
1. We will create an environment where people want to work long-term, where everyone can respect each other's values and lifestyles, including whether they care for children or others, regardless of gender
(1) Changing awareness throughout the organization and among managers (unconscious bias training, etc.)
(2) Supporting childcare and leave to care for others (system enhancement, training, paternity leave promotion, etc.)
(3) Developing a return entry system
(4) Forming flexible workstyles that cater to individual positions and fields
2. By promoting female participation, we will change awareness within the organization and raise those female employees' motivation and support their career development
(5) Changing awareness throughout the organization and among managers (diversity and inclusion training, etc.)
(6) Developing mentor/sponsor systems for female employees
(7) Forming a working group to promote female participation
(8) Holding in-house events to encourage interaction
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 enhance the motivation of female employees and support their career development through exchanges of opinions as part of D&I working groups composed of members openly recruited from within the Company, lectures and seminars by women in active roles, and exchange events within the Company.
Diversity and inclusion training for organization heads (Mitsui Fudosan, with opening speeches by management)
Exchanging opinions as part of working groups composed of members openly recruited from within the Company
Mitsui Fudosan Group Get Connected and Grow Project
From fiscal 2022, we have been running the Mitsui Fudosan Group Get Connected and Grow Project, which holds group joint training and networking events. In addition to gaining confidence in their skills and abilities, by holding joint events within the Group, we are creating networks and role models among female employees across companies.
Message from a managing officer at a seminar-style training
Discussion during a seminar-style training
External Evaluations of Women's Empowerment
As a listed company that excels in the promotion of women’s participation, we were jointly selected by the Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange (TSE) for the “Nadeshiko Brand” for the second year in a row. The "Nadeshiko Brand" program aims to promote investment in and accelerate the efforts of listed companies that excel in "promoting women's participation" by showcasing them as attractive issues for investors who place importance on "improving corporate value over the medium to long term".
The Company was selected in recognition of our various initiatives, as well as our strategies and related systems that incorporate diverse value systems into our urban development, the root of our value creation.
Selected as a constituent brand for the MSCI Japan Empowering Women (WIN) Select Index for six consecutive years
2023 CONSTITUENT MSCI Japan Empowering Women (WIN) Select Index
Selection in Group 1 (the highest ranking) of the Morningstar Japan ex-REIT Gender Diversity Tilt Index
For more details, please follow the link below.
THE INCLUSION OF MITSUI FUDOSAN CO., LTD. IN ANY MSCI INDEX, AND THE USE OF MSCI LOGOS, TRADEMARKS, SERVICE MARKS OR INDEX NAMES HEREIN, DO NOT CONSTITUTE A SPONSORSHIP, ENDORSEMENT OR PROMOTION OF MITSUI FUDOSAN CO., LTD. BY MSCI OR ANY OF ITS AFFILIATES. THE MSCI INDICES ARE THE EXCLUSIVE PROPERTY OF MSCI. MSCI AND THE MSCI INDEX NAMES AND LOGOS ARE TRADEMARKS OR SERVICE MARKS OF MSCI OR ITS AFFILIATES.
Recruiting and Training Global and IT Personnel
Two of the main aspects of our initiative policy in VISION 2025 are to innovate business models by harnessing real estate tech and dramatically grow the overseas business. Our focus now is on recruiting and training global and IT personnel that can support those goals.
As globalization continues, we aim to have overseas profit constitute 30% of our consolidated operating income in or around the year 2025. To that end, we have been actively recruiting foreign nationals and Japanese new graduates or mid-career employees with global experience. Further, we are striving to create global-oriented staff through measures such as month-long language learning for younger employees, conducting specific language training for mid-level employees, introducing a one-year overseas internship program, and having stints working overseas through job rotations.
We are also aware that digital transformation (DX) has had a major impact on conventional business, and to raise its real, applicable value, we are accelerating efforts to apply digital and real estate technologies. To do this, we are actively hunting down mid-career individuals possessing IT skills who will be an immediate asset. We are also applying their capabilities to each of our business domains to spur innovation. In our existing businesses, we are conducting various types of training-including DX training for all employees-under the belief that they are all needed to further promote DX.
In recognition of this DX promotion structure, our DX project execution capabilities, and other DX activities, we were selected as a Digital Transformation Stock 2022 by Japan's Ministry of Economy, Trade and Industry and the Tokyo Stock Exchange.
Recruiting Personnel from Diverse Backgrounds
To innovate the real estate business in the way we outline in our Group long-term vision, VISION 2025, there are a wide range of knowledge sets that we will need to bring together. As such, we are proactively recruiting mid-career human resources who have no experience in our industry or who were previously working in different fields.
We have put in place various training and mentoring systems that enable greater activity for diverse personnel with varied career histories and standpoints to demonstrate individuality based on their respective experiences and abilities. In addition, we have established a system related to changing official duties, as well as a system to allow contract employees to become regular employees, through which we encourage employees to further their careers within the Company. In addition, we have also introduced the Return Entry System for re-employing employees who have resigned for unavoidable reasons, such as the relocation of a spouse, childcare, or nursing care. As a means of enabling employees to choose from among a diverse range of workstyles and careers, we are creating an organization and systems that allow employees to fully demonstrate their abilities.
Our aim is for these diverse personnel to work together and collaborate autonomously to produce new value and innovation.
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 2.3% or higher, and continuously works to this end. It has established a Challenged Center in its Personnel Department, 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.
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 formulated a set of Universal Design Guidelines which conform to relevant ordinances, etc.