SUSTAINABILITY
The employees of this company are, in principle, assigned personnel from Nomura Real Estate Development Co., Ltd. and are subject to Nomura Real Estate’s personnel system and the policies formulated by the parent company Nomura Real Estate Holdings, Inc.
Nomura Real Estate Holdings' Approach and Policies, ManagementThe Nomura Real Estate Group believes that creation of fair and rewarding workplaces is essential for employees to demonstrate their individuality and maximum capabilities. Accordingly, we promote the creation of workplace environments where employees can work with reassurance by pursuing fair employee evaluations, remuneration including a guarantee of living wages, and equitable social benefits, and by respecting fundamental rights such as the freedom of association and the right to collective bargaining. We also aim to be a company in which each employee can actively work and is kept motivated. Furthermore, the Nomura Real Estate Group signed the UN Global Compact in May 2019 to enhance the protection of employees' rights and make work more fulfilling for employees. We will comply with the four labor principles of the UN Global Compact and take additional measures.
The Group does not differentiate remuneration on the basis of gender. Moreover, the Group implements fair employee evaluation and remuneration programs by creating mechanisms for the opinions of employees to be heard by human resource divisions and supervisors and for communicating with employees. In addition, the Group complies with laws and regulations that set minimum wages in Japan as well as countries worldwide and pays adequate salaries to employees in accordance with the price index in each region.
Target Management System
Every half-year, employees set their own goals based on personal career and training plans, while receiving advice from their superiors. Moreover, based on semi-annual performance feedback from superiors, employees receive bonuses according to their degree of achievement.
Evaluation of Superiors and Career Development
Once a year, Nomura Real Estate Development employees complete a questionnaire regarding the skills, performance, personality, and so on of their supervisors and submit the questionnaires to the Human Resources Division.
Labor-Management Dialogues
The Group respects employees' freedom of association and the right to collective bargaining, and even at Group companies that do not have labor unions, labor representatives and officers responsible for human resource divisions hold periodic meetings and work to improve the workplace environment.
Communication with Employees
The Group communicates with employees so that employees can gain an accurate understanding of company policies regarding labor standards. Documents or explanations regarding employment rules, personnel evaluation systems, and social benefits are provided in Japanese, or in English if necessary, to employees including those of overseas Group companies during their initial training.
Aiming to build a fair and rewarding workplace, NREAM provides various welfare benefits, including child rearing/nursing care support and an employee stock ownership plan for all employees (*excluding some officers, contract employees and assigned employees).
* All tables can be viewed by scrolling left and right.
| Social Benefits | Overview |
|---|---|
| Maternity leave | Six weeks prior to childbirth (14 weeks in the case of a multiple pregnancy) and eight weeks after childbirth (with pay) |
| Childcare leave | Until the child reaches the age of three years |
| Family care leave to care for children | Preschool children: 5 days/year for one child and 10 days/year for two or more children |
| Family care leave | Up to one year in total |
| Volunteer leave | Five days for volunteer activities related to a severe natural disaster |
| Mental health support | Health Consultation Office, Physical and Mental Health Consultation Office, appointment of an industrial physician of psychosomatic medicine |
| Measures to ensure good health | Appointment of nurses and industrial physicians, implementation of personnel interviews and medical examinations |
| Rehiring elderly workers | Up to age 65 (one-year extensions) |
| Retirement benefit program* | Payment of retirement benefits pursuant to a defined benefit pension plan |
| Health insurance associatio | High medical expenses, lump-sum childbirth benefit, injury and disease benefit, comprehensive medical examinations, etc. |
| Allowances | Family allowance, reassignment allowance*, reassignment without family allowance*, housing subsidies, etc. |
* Only career-track employees are eligible.
Nomura Real Estate Development conducts an employee satisfaction survey every year. The survey collects suggestions to management and employee opinions on work and the workplace.
Satisfaction is measured on a five-point scale with regard to (1) sense of fulfillment concerning work, (2) satisfaction with the workplace, (3) satisfaction with superiors, (4) loyalty to the company, and (5) development in the market, and (6) sense of being stuck in the same routine at work, as well as regarding understanding and practice of work style reform and wellness management.
Issues regarding employee satisfaction and work style reforms, which were obtained from the survey, are reported to officers and higher-level management at each headquarters conference, and provided individually to a supervisor to actively utilize the results.