Diversity, Equity and Inclusion (DE&I)

DE&I Policy

As a real estate investment management company, SRM regards the promotion of diversity, equity and inclusion (DE&I) as a management priority and aims to create a good working environment where each of its diverse employees can fully demonstrate their abilities, respecting differences in gender, nationality, age, disability, career, personality, values, etc., and thus establishes the following basic policies on DE&I and puts them into practice.

1.Creation of a working environment in which diverse human resources can flourish over the medium to long term

SRM shall create a working environment in which all employees can demonstrate their abilities as professionals and flourish over the medium to long term by securing excellent human resources regardless of gender, nationality, age, etc., assigning and training them appropriately and providing career and skills development support tailored to each employee.

2.Respect for human rights

SRM shall create a workplace culture that eliminates discrimination of any kind, respects individuality, mutually enhances skills and maximizes the strength of the team.

3.Employment support to achieve work-life balance

SRM shall provide ongoing employment support to enable employees to demonstrate their abilities to the maximum extent in any situation, taking into consideration individual circumstances and characteristics such as childcare, nursing care and disabilities.

DE&I Targets and Initiatives

In line with our DE&I policy, we have set the following targets.

Active participation of diverse human resources

We ensure the growth and energization of the organization by enabling diverse individuals to maximally display their diverse capabilities regardless of gender, age or other attributes or conventional values and to continue to innovate and create new value.

Helping women to play more active roles

We are working to increase the percentage full-time employees that are women and promoting more women to managerial positions. We have developed a workplace culture where women can develop successful careers while raising children because they can work in flexible work styles and we address the issue of long working hours and support the balancing of work and childcare.

Percentage of full-time employees that are men or women

Career support after fixed-age retirement

We have a re-employment system to employ veteran employees with broad experience and rich knowledge, regardless of age, that provides remuneration in line with their expected roles and the content of their work. If employees are responsible for business that is equivalent to their duties before their mandatory retirement at the age of 60, they will receive the same level of remuneration. If their business has changed partially, the company will set their remuneration in line with the content of the business they are engaged in.

Healthy workplace and work-life balance

We are creating a healthy workplace so that diverse human resources can work effectively. By addressing the issue of long working hours and permitting flexible and self-directed work styles, we will proactively create time to enhance employees mental and physical health and improve their self-worth.

Flexible working styles

Flextime system

We enable employees to achieve a healthy work-life balance by allowing them to flexibly decide when to start and finish work in line with their lifestyles. Our employees work to improve their performance by striking the right balance between work and rest. They work intensively during busy times or leave the office earlier when they are not very busy.

Construction of a system for working from home and using satellite offices

We have a system for working from home and using satellite offices so that employees can work despite their own circumstances, such as a need to care for children or other family members. The system contributes to the reduction of physical and psychological burdens due to commuting and moving and it distributes risk so we are better able to handle a disaster.

Elimination of long working hours

Flexible work styles allow our employees to manage their working hours themselves.
If the amount of overtime work hours will exceed the statutory limit of 45 hours, employees must submit a report to the general manager of the Corporate Division through their manager before this limit is exceeded. In addition, directors, and manager of offices or departments share information about the overtime work hours that exceed the statutory limit worked by individual employees. This helps them address the issue of long working hours by knowing employees' working hours and reviewing employees' duties and roles throughout the company as needed.

Average overtime work hours exceeding the statutory limit

Support for achieving a balance between work and childcare

We encourage employees to take childcare leave, work flextime and shorten their working hours to care for children, and work from home or flexibly use other work styles so that we can support employees in their balancing of work and childcare. Our employees can take up to five days of paid sick/injured childcare leave per year if they have a child who is in the third year of elementary school or younger, or up to ten days if they have two or more children. We also subsidize the cost of baby-sitting services.

Percentage of employees taking childcare leave

Health enhancement initiatives

By enhancing the mental and physical health of employees, we will maximize all of their performance.

Percentage of employees who receive regular health checkups

Encouraging employees to undergo complete physical examinations and subsidizing them

We recommend that employees 35 years of age or older undergo complete physical examinations. Jointly with Sumisho Rengo Health Insurance Association, SRM bears the cost of female-specific cancer screening and gastroendoscopies in addition to basic fees.

Mental healthcare measures

Our employees undergo stress checks once a year. We provide opportunities to see industrial physicians to people who have been determined to have high stress levels. Stress checks conducted in FY2023 found that 5.3% of employees had high stress levels (The national average in 2019 was 14.0%.). We provide more than one employee liaison service that includes services provided by specialized counselors.

Welfare benefits

• Refreshment room

  
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Respecting human rights

SRM will not permit any type of discrimination or harassment. It respects human rights in accordance with the Sumitomo Corporation Group Compliance Policy.
The Sumitomo Corporation Group's Management Principles include the statement that they are committed to placing prime importance on integrity and sound management with utmost respect for the individual. This means that the Sumitomo Corporation Group respects the human rights of every individual that interacts with the Sumitomo Corporation Group.
SRM will never discriminate against anyone on the basis of their race, ethnic group, nationality, birthplace, skin color, age, gender, sexual orientation, gender identity, disabilities, religion, political opinion, union affiliation, marital status, or any other reason unrelated to the execution of business. Furthermore, we will never cause others to experience fear or distress by making discriminatory remarks or gestures or engaging in harassment, defamation, threats, violent behavior or any other conduct unbecoming of an officer or employee of SRM.

Establishment of employee points of contact for consultation

We provide multiple employee liaison services and are prepared to handle a variety of issues, such as compliance issues including harassment or the violation of laws or regulations, issues regarding interpersonal relationships in the workplace and mental health.

External consultation desk

We have introduced Cuore C3 Co., Ltd.'s Shokuba no Hotto Telephone. Cuore C3 Co., Ltd. has many years of experience providing comprehensive support services related to measures to prevent and deal with harassment. If employees learn of a compliance issue or suspect that there is one, such as harassment or the violation of laws or regulations, they should report the situation to their manager or the Compliance Department through the reporting line as a rule. If it is difficult to report the matter through the reporting line for some reason, it is recommended that they report the situation using the Sumitomo Corporation Group's whistle-blowing system.

Internal consultation desk

The employee liaison services are provided by multiple officers and employees who are diverse in terms of their gender, position and department as more accessible consultation services.

Actions for preventing harassment

We invite an outside lecturer to provide all officers and employees with training about harassment once a year. Our employee satisfaction survey includes items concerning harassment so that we can create a workplace where no engages in harassment or allows it to occur.