Diversity & Inclusion (D&I)
Basic Policy for D&I
Promotion
Building a Virtuous Cycle of Our Business through the Growth of Employees and Organizations through the Promotion of D&I
We respect all types of diversity, eliminate disparities and discrimination, and provide opportunities to raise employee awareness of social issues and encourage action to resolve them. Through these and other efforts, we will create a working environment in which employees can work in their own ways and create new ideas. In this way, we will encourage the growth of employees and organizations that bring a virtuous cycle to our business in the real estate management industry. At the same time, we will take the following actions while sharing the spirit of the “Three Principles,” which are the corporate philosophy of Mitsubishi Corporation.
Top Message
Since our establishment in 2004, we have received a great deal of support from investors and other stakeholders, and have continued to achieve sustainable business growth as a frontrunner in the real estate management industry.
Going forward, we recognize that we have entered a stage of aiming for further step-up while steadily expanding our existing businesses and flexibly responding to the ever-changing business environment.
We will continue to coexist with all of our stakeholders and strive to be the company chosen by our customers.
We have positioned the various measures to promote diversity and inclusion as one of the most important personnel strategies necessary for this purpose. Through these initiatives, we aim to create a workplace culture full of employee motivation and vitality, and will realize new value creation under the motto of “A company that grows together with its employees.”
Specific Themes
This section presents details of specific themes related to diversity and inclusion that we are working on
Numerical Targets
We aim to continuously maintain a positive response rate of “70% or more” for the following factors in our Organizational Culture Survey.
- Employee Engagement
- 66%
- Environment that makes the most of employees
- 73%
D&I-related data
| (As of the end of March 2023) | Female | Male | Total |
|---|---|---|---|
| Number of employees | 30 | 70 | 100 |
| Managerial position | 2 | 28 | 30 |
| Non-supervisory workers | 24 | 41 | 65 |
| Contract employees | 0 | 1 | 1 |
| Temporary staff | 4 | 0 | 4 |
| FY2020 | FY2021 | FY2022*1 | |
|---|---|---|---|
| Number of female management positions | 2 | 2 | 2 |
| Average length of service | 5 years and 1 months | 5 years and 5 months | 6 years and 0 months |
| Rate of taking annual paid leave | 60% | 69% | 74% |
| Average overtime per month*2 | 31.3H | 37.3H | 39.2H |
| Reinstatement rate of employees taking childcare leave*3*3 | 100% | 100% | 100% |
| Number of male employees taking childcare leave | 0 | 1 | 0 |
*2 Including employees seconded from Mitsubishi Corporation
*3 Number of employees who have returned to work after childcare leave of the denominator/those who have completed childcare leave within the fiscal year