Securing Human Resources and Human Resource Development Strategies
Employee Development Policy
We recognize that diversity in perspectives and values is important to achieve new growth. We work to ensure diversity in our workforce, offer fair opportunities for skills development and career promotion to all employees, and aim to develop self-directed employees with growth mindsets and strong motivation.
Initiatives for Employees
The Asset Management Company pays costs for employee training and examinations to acquire or maintain various qualifications and to maintain and improve expert skills by taking various seminars and other courses, in order to give employees opportunities for career advancement, or to acquire and improve their expert knowledge.
Number of Qualification Holders at the Asset Management Company
As of March 31, 2025
| Item | Number of Qualification Holders |
|---|---|
| Real estate notary | 30 |
| ARES Certified Master | 16 |
| Certified Building Administrator | 16 |
| Certified property manager | 2 |
| CMA | 1 |
| Certified real estate consulting master | 1 |
| Class-1 Architect | 1 |
| Tax accountant | 1 |
| CIA | 2 |
| Real estate appraiser (incl. external committee member) |
1 |
| Lawyer (incl. external committee member) | 1 |
(includes duplicates)
Time and costs related to skills training
The Asset Management Company monitors the time and costs associated with employees acquiring specialized knowledge. The results are shown below.
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| FY2024 | |
|---|---|
| Total hours of training per year · Self improvement time | 561hours |
| Training hours per person Self improvement time | 14.8hours |
| Training expenses per person · Cost of support for self-improvement and acquisition of qualifications | 45,257yen |
(note 1)The above results include time spent for using external training and skill improvement support programs that the Asset Management Company considers to be relevant to operations, as well as time spent for watching web lectures such as online learning platforms.
(note 2)The results per person have been calculated based on the number of officers and employees at the end of the fiscal period.
Evaluation System
As an initiative to build healthy relationships between employees and the Company, each year the Asset Management Company conducts interviews between employees and the manager of their assigned department and runs employee satisfaction surveys. Through these activities, the Company monitors the level of satisfaction with the workplace environment and fields requests, such as for the introduction of various systems. At the same time, this system is also used as tool to uncover harassment, and is used in an effort to build a better workplace environment.
* For results of the employee satisfaction survey, please see the section on "Implementation of Employee Satisfaction Surveys" under Initiatives for Health and Comfort below.
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| Timing | Purpose of interview | Subject to |
|---|---|---|
| Start of Fiscal year | Feedback from the previous year's evaluation and this year’s personal goal setting | all employees |
| Middle of Fiscal year | Intermediate review | |
| Fiscal year end | Evaluation of the year |
Dispatch of Personnel from Sponsors, etc.
Number of Seconded Personnel (Employees) from Sponsors, etc. (as of March 31, 2025)
- Heiwa Real Estate Co., Ltd.: 1
Human Rights
Heiwa Real Estate Group Human Rights Policy
The Heiwa Real Estate Group Human Rights Policy (the Policy) clarifies the Company’s position on human rights as they pertain to our business activities. As a corporate citizen, we respect human rights in our activities in line with the Policy.
We expect all stakeholders in our business to understand and put into practice this respect for human rights described in the Policy and aim to work collaboratively with stakeholders to promote respect for human rights.
1. Prohibition of Discrimination
Heiwa Real Estate does not discriminate on the basis of nationality, race, religions, beliefs, ideas, gender, age, sexual orientation, and disability.
2. Prohibition of Harassment
The Group prohibits sexual harassment, power harassment, and any other forms of harassment in the workplace. We will not tolerate any harassing behavior including verbal and physical actions.
3. Prevention of Forced Labor
The Group prohibits all forms of forced labor and works to prevent this.
4. Prevention of Child Labor
We support and are implementing programs to effectively abolish child labor.
5. Prevention of Overwork and Reduced Overtime
We strive to prevent employees from overworking and reduce overtime, in order to promote work-life balance and help employees lead healthy lifestyles. In Japan, we also observe the “36 agreement” (named after Article 36 of the Labor Standards Act, this provision states that any work in excess of 8 hours a day or 40 hours a week, or on holidays, requires an advance written agreement between the employer and the relevant labor union).
6. Employee Health and Safety
We aim to create workplaces where employees can work safely and in good health, following laws on labor standards and other laws and ordinances in all countries and regions.
7. Respect for Freedom of Association and the Right to Collective Bargaining
Heiwa Real Estate respects the rights of employees regarding freedom of association and collective bargaining.
8. Wage Payments above the Minimum Wage
We pay wages that are above the minimum wage, in line with labor laws and ordinances and to ensure employees have stable living conditions.
Creating a Comfortable Workplace Environment and Promoting Work-Life Balance
Improvement of work environment
The Asset Management Company relocated its office and introduced telecommuting for the purpose of improving work environment.
It will raise operation efficiency and promote communication by gathering work spaces on a single floor, enable flexible working styles by introducing, hotdesking, telecommuting, and a workflow system, and promote paperless operations. Placement of a refreshing space allows a switch between work and rest in the office, helping employees reduce stress from their duties.
Cafeteria Plan
The Asset Management Company has introduced a cafeteria plan that enables employees to choose from a range of welfare services to improve employee self-help efforts and satisfaction.
Introduction of a Cumulative Investment Unit Investment System
The Asset Management Company has introduced this system, which includes incentives contingent on certain conditions, in order to facilitate and promote the acquisition and long-term ownership of investment units in the Investment Corporation on the part of officers and employees, thereby enhancing their welfare and boosting their sense of participation in management.
Promoting the Taking of Paid Leave
To Asset Management Company aims for a paid leave utilization rate of at least 70%, to help each officer and employee achieve a healthy balance between work and their private lives.
Our unique special leave programs
The Asset Management Company have introduced unique special leave programs in addition to congratulatory and condolence leave, maternity leave and childcare and nursing care leave. Building an environment that enables each employee to balance work and their personal life in accordance with their life stage leads to employees being physically and mentally healthy and enables them to demonstrate their capabilities while increasing labor productivity.
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| Item | Overview |
|---|---|
| Summer Vacation | Separately from annual paid leave, five days of summer vacation may be taken during the summer every fiscal year. |
| Plus One Leave | If an employee takes two or more consecutive days of annual paid leave for, it may be extended to three or more days by adding an extra day-off right before or after the consecutive paid leave days. (once/year) |
| Rollover Leave | Unused annual paid leave that is expiring may be rolled over for up to 90 days for reasons such as the treatment of illness, supporting family members, fertility treatment, social services and hospital visits for life care that is unique to women. |
No-overtime days
The first and third Fridays of every month are no-overtime days.
In FY2024, the yearly average rate of leaving the office at the fixed time was 73.5%. (If an employee left the office within 30 minutes after the regular leaving time, it was regarded as not being overtime.)
List of employee programs
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| Employees (no contractual terms) |
Employees (with contractual terms) |
Contract employees | Employees (no contractual terms) |
Employees (with contractual terms) |
Contract employees | ||
|---|---|---|---|---|---|---|---|
| Gender-equal childcare leave | ○ | ○ | ○ | Caregiving leave | ○ | ○ | ○ |
| Child nursing care leave | ○ | ○ | ○ | Reserved paid leave | ○ | ○ | ○ |
| Short working hour system | ○ | ○ | ○ | Hourly paid leave | ○ | ○ | ○ |
| Maternity leave | ○ | ○ | ○ | Summer vacation system | ○ | ○ | ○ |
| Plus one leave system | ○ | ○ | ○ | Flextime | ○ | ○ | ○ |
| Telecommuting | ○ | ○ | ○ | Financial aid for regular medical checkups and health screening | ○ | ○ | ○ |
| Financial aid for medical checkups and PET scan of dependent spouse | ○ | ○ | ○ | Occupational health physician | ○ | ○ | ○ |
| Stress checks | ○ | ○ | ○ | Defined contribution pension plan | ○ | ○ | |
| Cafeteria plan | ○ | ○ | ○ | Cumulative investment unit investment program | ○ | ○ | ○ |
| Long service awards | ○ | Qualified personnel supporting system | ○ |
Initiatives for Health and Comfort
Health Support
The Asset Management Company develops working environments that will enable its employees to work with security and peace of mind in the long term.
We have been certified by the Ministry of Economy, Trade and Industry (METI) and the Nippon Kenko Kaigi under their Certified Health and Productivity Introduction of the thank-you card tool for conveying gratitude Management Outstanding Organization program in 2025 in the small- and mid-sized enterprise category (Bright 500). In March 2025 first time we have been Bright 500 certified, although we have been continuously certified in this category since March 2019.
We also renewed our Health Company Declaration (healthy company certification program) Gold Certification in 2024. This program is operated by the Tokyo Council for the Promotion of the Healthy Company Declaration. We have applied for certification for the fiscal year 2025.
In 2025, we were certified as a Sports Yell Company in a program that the Japan Sports Agency certifies companies proactively implementing initiatives to support and promote sports activities to promote the health of employees.
We have received Eruboshi (Grade 2) certification as we developed a general employer action plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace (APWPAW) and submitted an application.
Health management via third-party institutions
Health surveys
We conduct monthly surveys to monitor our organizational conditions from three different perspectives: mental health, physical health, and engagement, with an average response rate of 99% in FY2024. We also conduct annual surveys to evaluate our ESG measures, such as mental and physical health, engagement, work, interpersonal and organizational relationships, and understanding of the organization, with a 100% response rate in FY2024.
Health consultation service established
Our health insurance association’s health counseling hotline is available 365 days a year, 24 hours a day, to discuss physical and mental health concerns and worries over the phone.
Mental healthcare programs
- Stress checks
We conduct stress checks once a year with to prevent mental health issues from occurring. - Mental healthcare training
In addition to inviting instructors to teach, we use e-learning programs to train people in mental healthcare and line care.
In FY2024, we offered the following rank-specific training programs taught by external speakers:
Mental Healthcare and Line Care Training: 1-on-1 Communication Training for Managers to Reenforce Self-esteem, which had an 88.2% participation rate
Mental Healthcare and Self-Care Training: Familiar Self-care and Relationships with Surrounding People for non-managers, which had a 95.4% participation rate
Initiatives for the reduction of opportunities to smoke
The Asset Management Company has provide education on the health impact of cigarettes and implement initiatives to reduce smokers’ opportunities to smoke.
- Smoking is prohibited during morning work hours
- Smoking is prohibited during work hours on World No Tobacco Day, May 31
- Smoking is prohibited during work hours on the 22nd days of August, November and February
- Subsidizing smoking cessation outpatient treatment
Introduction of subsidies for out-of-pocket payments (upper limit: 30,000 yen, one-time per person)
HAM Wellness Action Supporters' activities
The Asset Management Company has the goal of encouraging employees’ participation in our employee health promotion and communication stimulation programs, our young colleagues who take a health promotion trainer certification course become HAM Wellness Action Supporters(hereinafter “Aster”). Health promotion trainers measure self-sustained movement.
Activities during FY2024
- Self-sustained movement measurement (82.5% participation rate)
- Stairs exercise (November 2024 - February 2025)
- Sports event (Igoball, 73.2% participation rate)
Photos from the measurement of self-sustained movement
Physical fitness is measured to examine employees' daily lives to extend their healthy life expectancy. Officers also participated in these training programs.
Igoball sports event
Our officers and employees participated in Igoball, a sport that uses the brain and the body, with the cooperation of the Japan Igoball Association.
Other initiatives
- (assistance for various cancer screenings, PET-CT scans, brain scans, cardiac examinations, thyroid gland function tests, bone density tests, allergy tests, subsidies for checkups for dependent spouses)
- Installation of a health bulletin board and communicating information (once a month)
- Providing health apps
- Employee cafeteria offering safe and environmentally-friendly frozen meals
- Introduction of the thank-you card tool for conveying gratitude
- Improvement of the workplace environment using aromas and background music (installation of a diffuser, playing background music in rest areas)
- Streamlining work using RPA and a chatbot
Implementation of Employee Satisfaction Surveys
Employee satisfaction surveys are conducted once a year.
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| FY2022 | FY2023 | FY2024 | |
|---|---|---|---|
| Employee Satisfaction Survey Response Rate | 100% | 100% | 100% |
| Percentage of employees giving an overall satisfaction rating of at least "quite satisfied" or "satisfied" in the employee satisfaction survey | 57% | 64% | 58% |
Introduction of Industrial Physicians and Establishment of a Health Committee
To prevent employee health issues and to maintain and advance employee health, the Asset Management Company has introduced an industrial physician system and set up a Health Committee that convenes once a month. (100% meeting implementation rate since September 2021 launch)
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| Item | FY2024 | FY2025 targets | |
|---|---|---|---|
| Physical | Percentage of employees undergoing medical checkups | 100.0% | Maintain 100% |
| Reduce the number of employees eligible for specific healthcare guidance | 14.3% | Kept at 20% or lower | |
| Reduce the percentage of employees who smoke*1 | 20.0% | Not more than the previous fiscal year | |
| Participation rate in self-sustained movement measurement | 82.5% | Kept at 80% or higher | |
| Mental | Percentage of employees who receive stress checks | 100.0% | Kept at 90% or higher |
| Companywide overall deviation in the survey*2 | 54 | Aim to achieve 54 or more | |
| Work engagement | Annual paid leave acquisition rate | 95.5% | Kept at 70% or higher |
| Percentage of summer vacation taken | 100.0% | Maintain 100% | |
| Percentage of Plus One Leave taken*3 | 100.0% | Maintain 100% | |
| Decrease the percentage of employees who work 45 hours or more of overtime monthly | 1.5% | Keep it within 5% | |
| Participation rate in events organized by Aster*4 | 77.8% | Target: 75% or higher | |
| Percentage of employees' dependent spouses who are 35 years old or older that receive checkups | 50.0% | Percentage of employees who have received a medical check-up 50% | |
(Note 1) Percentage of all officers and employees who smoke in each fiscal year as identified by a health survey
(Note 2) Comparative deviation from all industries using the survey services of a private-sector provider.
(Note 3) Plus One Leave is special leave that may be taken by adding one day-off before or after two or more consecutive days of annual paid leave. (May be taken once a fiscal year)
(Note 4) Excluding the self-sustained movement measurement
Diversity, Equity and Inclusion (DEI) Initiatives
The Asset Management Company has a duty to act in the best long-term interests of its beneficiaries. In this fiduciary role, we recognize that our response to environmental, social, and governance (ESG) issues can affect the performance of our investment portfolio. The promotion of diversity, equity and inclusion (DEI) is consistent with global trends, including the Universal Declaration of Human Rights and the Sustainable Development Goals (SDGs), and is also in line with moves in recent years to make human rights and human capital disclosures mandatory. We recognize that improving the diversity of the officers and managers of the Asset Management Company in particular is important also for increasing profitability and that promoting DEI within the business of the Asset Management Company and the Investment Corporation is a key issue.
Based on recognition of the foregoing, the Asset Management Company and the Investment Corporation will formulate policies for promoting DEI, gain an understanding of the current status of DEI, and actively implement DEI initiatives, in order to put the Investment Corporation's Sustainability Policies into practice.
Definitions of terms
The Asset Management Company defines DEI as follows.
- Diversity:
It is the presence of different characteristics that make up identities in a given environment, including but not limited to gender, race and sexual orientation. - Equity:
It means that people have equal access to the opportunities, resources and strengths needed to grow.
The goal of equity is to overcome historical and structural barriers and to realize a society in which everyone is treated fairly. - Inclusion:
It means understanding and valuing people's uniqueness and strengths and welcoming, appreciating and supporting individuals to enable them to demonstrate their strengths.
Inclusion means allowing individuals to demonstrate their ability and actively participate in a given environment.
Internal systems
At the Asset Management Company [and the Investment Corporation], the Sustainability Promotion Committee (hereinafter, the "Committee") considers and proposes various DEI-related targets and the Representative Director makes decisions on them as the Chief DEI Promotion Officer (hereinafter, the "Chief Officer"). Meanwhile, the Manager of the Business Planning Division oversees the development of systems and the implementation of various measures for DEI as the DEI Promotion Executive Officer (hereinafter, the "Executive Officer").
Scope of Application
The following targets and measures apply to the officers and employees of the Asset Management Company.
Targets and results
DEI targets and results are as follows.
- Targets
- To increase the rate of paid leave taken by all employees to over 70%
- To achieve a DEI training participation rate of 100%
- Results
- Please refer to the "Personnel Data of the Asset Management Company" shown below.
Specific initiatives
Examples of DEI initiatives are as follows.
Aiming to create an inclusive organizational culture, the Asset Management Company attracts and retains diverse human resources who reflect the diversity of the regions in which its offices are located. The Asset Management Company also believes it recognizes and addresses the structural barriers that hinder diversity, such as systems and corporate culture, enabling its employees to fulfill their potential. We are committed to DEI in our hiring, retention, training and promotion practices not only for officers and managers but for all employees.
- Gaining an understanding of the status of employee diversity
- Implementing DEI in our hiring, retention, training and promotion practices for all employees and disclosing DEI information
Additionally,AS part of its intiatives for senior personnel,this Investment Corporation has developed continued employment opportunites for healthy
(An mandated effort to ensure continued employment opportunites up to age 70)
Under certain conditions, these employees can continue to work up to the end of the month during which they reach 70 years of age, in principle. (Number of persons who continued to be employed after retirement at the age of 65: 2)
Personnel Data for the Investment Management Company
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| Item | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Total Employees | 35 | 38 | 38 | |
| Number of Directly Hired Employees | 33 | 33 | 34 | |
| Men: 24 Women: 9 |
Men: 25 Women: 8 |
Men: 25 Women: 9 |
||
| Temporary Employees | 0 | 2 | 2 | |
| Men: 0 Women: 0 |
Men: 0 Women: 2 |
Men: 0 Women: 2 |
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| Number of Employees Seconded from Sponsors | 2 | 3 | 2 | |
| Men: 2 Women: 0 |
Men: 3 Women: 0 |
Men: 2 Women: 0 |
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| Percentage of Female Employees | 27% | 24% | 27% | |
| Number of Directors (including part-time directors) | 5 | 5 | 5 | |
| Number of Female Directors (including part-time directors) | 0 | 0 | 0 | |
| Percentage of Female Directors in the Board of Directors | 0% | 0% | 0% | |
| Number of Managing Officer | 2 | 1 | 2 | |
| Number of Female Managing Officer | 0 | 0 | 0 | |
| Percentage of Female Managing Officer in the Board of Managing Officer | 0% | 0% | 0% | |
| Number of Managers | 23 | 18 | 19 | |
| Men: 14 Women: 6 |
Men: 15 Women: 3 |
Men: 15 Women: 4 |
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| Percentage of Women in Managerial Positions | 30% | 17% | 27% | |
| Number of Employees Aged 65 or Older | 2 | 2 | 2 | |
| Number of employees with disabilities | 0 | 0 | 0 | |
| Number of Newly Hired Employees (Including Temporary Employees) |
3 | 8 | 5 | |
| Turnover Rate | 3% | 19% | 3% | |
| Average Years of Continuous Service | Male Employees | 7.9 years | 8.1 years | 7.5 years |
| Female Employees | 10.0 years | 9.5 years | 9.3 years | |
| Paid Leave Utilization Rate | 87.5% | 88.4% | 86.9% | |
| Cases of Childcare Leave | 1 | 2 | 1 | |
| Average Monthly Overtime | 21.3 hours | 21.5 hours | 18.4 hours | |
| Percentage of Employees Undergoing Medical Checkups | 100% | 100% | 100% | |
| Number of Fatal Occupational Accidents | 0 | 0 | 0 | |