Social Initiatives

Volunteer activities

&EARTH Clothing Support Project

The Mitsui Fudosan Group holds an event inviting people to donate unneeded clothing at retail facilities twice annually in the spring and fall. This clothing is then distributed to people in urgent need through the NPO Japan Relief Clothing Center.
Our executives and employees also take part in running the project.

Volunteer activities

Kyu-Can-Cho Project

Kyu-Can-Cho Project

The "Canned help bird project" or Kyu-Can-Cho Project as it is called in Japanese is an emergency ration project to help fight against world starvation.

Disaster drills

Disaster drills

It conducts a disaster response drill for all executives and employees once a year. Using a scenario in which an earthquake strikes directly below the Tokyo metropolitan area, the drill is aimed at improving disaster readiness, from first response to the setup of crisis management headquarters and ascertaining the extent of damage at properties.

Policy Concerning Respect for Human Rights

  1. Respect for human rights
    We respect human rights without discriminating based on gender, age, birthplace, nationality, ethnicity, race, creed, religion, health, disability or any other reason, and promote initiatives, such as the formation of internal systems and a work environment where diverse personnel can play active roles.
  2. Prevention of child labor and forced labor
    We will observe laws and regulations and internal rules, and thoroughly eliminate and prevent child labor and forced labor.
  3. Prevention of overwork
    We will work to suppress overwork and reduce overtime work, taking into consideration the maintenance and improvement of employees’ health and work-life balance.
  4. Respect of the freedom of association and right to collective bargaining
    We recognize that employees have the right to organize, the right to collective bargaining and the right to strike.
  5. Payment of wages higher than the minimum wage
    Our basic policy is to not only observe minimum wage rules in the labor laws, but pay a wage that exceeds those requirements.

Initiatives for Respecting Human Rights

  1. Respect for human rights
    None of the various types of harassment, such as sexual harassment or power harassment, or discrimination have occurred thus far.
    We are advancing enhancement activities, such as by continuing to regularly carry out training related to the various types of harassment, discrimination and LGBT awareness going forward.
  2. Prevention of child labor and forced labor
    We have never used child or forced labor.
    We will thoroughly observe laws and regulations so that child labor and forced labor continue to not occur.
  3. Prevention of overwork
    There have been no cases of long overtime work that violates the Article 36 agreement.
    We will observe the “Article 36 agreement” by monitoring working hours to reduce unreasonably long working hours and overtime work.
    In addition to the Article 36 agreement, we internally communicate the various labor agreements, work regulations, etc. posted on our internal portal site.
  4. Appropriate wage payment
    We clearly indicate internal regulations, such as salary regulations, the composition and breakdown of salary in labor contracts, the calculation method and the wage table, which is based on job grade, and pay appropriate wages.

Initiatives for Executives and Employees

Personnel Training

Mitsui Fudosan Frontier REIT Management Inc. (MFF) regularly promotes initiatives to make operations more efficient and provides specialist training to executives and employees.

Support for acquiring qualifications

To support all executives and employees in acquiring qualifications needed to enhance their specialized knowledge or further develop their abilities, we have established an internal system that offers subsidies and other forms of aid.

The major qualifications we have supported are as follows.

Qualification
Number of people*
The Association for Real Estate Securitization (ARES) certified master
17
Real estate notary
15
Tax accountant
1
Securities analyst
1
Certification Test of Environment Specialists (ECO test)
14

* All executives and employees who have obtained the qualification as of May 1, 2021

Implementation of internal training and support for participation in outside training programs and seminars

To develop the abilities of all executives and employees, we recommend and provide support for outside training programs as well as various seminars and courses.

List of available outside course programs and seminars

  • SMBC Business Seminar (general business topics and education)
  • Japan Knowledge Center Seminar and Dynamic Marketing Co., Ltd. (retail facilities and real estate)
  • The Association for Real Estate Securitization and the Investment Trusts Association, Japan Seminar (Investment Trust Act, Financial Instruments and Exchange Act, etc.)

Compliance Training

We continue to provide compliance training for all executives and employees with the aim of improving compliance awareness and forming an organizational culture that emphasizes compliance.

Fiscal 2020 Training and Seminar Attendance
Annual total※1
Per person※2
Training hours
43.5 hours
1.7 hours/year
Training fees
873 thousand yen
34 thousand yen/year
  • Total number of hours and amount of fees for training attended by all executives and employees
  • Calculated by dividing the annual totals by the number of all executives and employees as of March 31, 2021

Personnel evaluations

Regarding the execution of business by employees, we introduced a personnel evaluation system that assesses employees' abilities and performance from multiple perspectives, including those related to sustainability-related initiatives.
In addition, supervisors hold meetings with their subordinates at the beginning, middle, and end of each fiscal year to give advice that helps them hone their abilities, to identify issues, and to check progress and results.

Use of outside personnel

When necessary, MFF brings in personnel with specialized abilities from the sponsor and other entities in order to raise the level of business execution.

Company name
Number of people
Mitsui Fudosan Co., Ltd.
8
Reiwa Accounting Holdings Co., Ltd.
1
Number of employees brought in:
9

(As of April 1, 2021)

Health and Safety

MFF is committed to health and productivity management and actively provides preventive support to improve the health of executives and employees because we put their health and safety first. Furthermore, we have acquired Silver Certification from the National Federation of Health Insurance Societies (Tokyo Federation), which maintains a system for certifying companies with excellent health practices.

MFF was recognized as the 2021 Certified Health & Productivity Management Organization Recognition Program under the SME category by the Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi .(March 4, 2021)

Periodic ordinary health checks

We put the health of executives and employees first and mandate they get health checks. Regarding periodic ordinary health checks or comprehensive health checks, we have set up a system for taking leave to receive a comprehensive health check and provide subsidies for examination fees as we actively support and promote the improvement of executive and employee health. In addition, we provide subsidies for influenza vaccination fees.

Percentage of executives and employees who received ordinary and
comprehensive health checks (fiscal 2020)
100%

Special leave systems

In addition to our annual paid leave, we have set up the following special leave systems: refreshment leave (five days), leave for comprehensive health checks, leave for special occasions or bereavement, menstrual leave, leave for pregnancy-related hospitalization or impairment, sick child leave, caregiving leave, pre- and post-childbirth leave.

Sharing of health-related information and use of industrial physicians

MFF disseminates a wide range of health-related information internally and periodically holds meetings on how to improve one’s health. In addition, we use platforms like this to provide opportunities for getting advice from industrial physicians.

Stress checks

We conduct stress checks as part of our efforts to prompt executives and employees to practice self-care and to prevent mental health problems.

Childcare and caregiving support

To support executives and employees in both their work and in childcare or caregiving, we have established the following systems.

  • Childcare support: childcare leave system, sick child leave system, childcare reduced working hour system
  • Caregiving support: caregiving leave system, caregiving reduced working hour system

Employee satisfaction

For the Company to understand the issues it should tackle and consider policies and measures, MFF regularly surveys internal and external awareness and actions in specific local areas and strives to improve its internal systems and environments based on the results. (The fourth survey was conducted in August 2020.)

HR Data (for reference)

Item
Number of employees
  1. Male
  2. Female
  1. 5
  2. 7
Number of contract employees
  1. Male
  2. Female
  1. 2
  2. 2
Number of dispatched employees
  1. Male
  2. Female
  1. 7
  2. 2
Total number of executives and employees
  1. Male
  2. Female
  1. 14
  2. 11
Percentage of female executives and employees※1
44.0%
Percentage of female director
0%
Percentage of temporary staff
0%
Average length of service※2
5.7 years
Number of new hires
  1. Male
  2. Female
  1. 0
  2. 0
Attrition rate※3
0%
Paid leave usage rate※4
82.3%
Number of people who have taken childcare leave
0
Number of people who have taken caregiving leave
0
Percentage of global staff with a disability
0%

(As of May 1, 2021)

There have been no mergers or acquisitions that necessitated layoffs and there have been no large-scale layoffs.

  • The percentage of women among the total number of executives and employees
  • Calculated based on the number of employees at MFF as of May 2021 The average was calculated by dividing the total number of months worked as of April 31, 2021 by the number of employees.
  • For the period between fiscal 2018 and fiscal 2020(regular employees and contract employees)
    The employees who reached the retirement age are not included.
  • For fiscal 2020 (regular employees and contract employees)