Social Contribution Initiatives
IRM has established the following three social contribution policies, and examines and implements specific measures on the basis of the policies.
Place Importance on Human Resources Training
IRM shall work to raise awareness of ESG among each of its members while facilitating opportunities for training in and outside the company and improving their expertise.
Various Trainings for Employees
- In collaboration with the ITOCHU Group, IRM actively supports employees who take study sessions / correspondence courses outside company.
Some employees of the Asset Management Company participate in a weekly study session with outside lecturers invited by the ITOCHU Group.
- Compliance trainings and knowledge quizzes are given for all employees and materials that help improving employees’ compliance awareness are distributed on a regular basis.
Support for Employees Acquiring Qualifications Relevant for Asset Management Operations
IRM has in place a program to financially support employees who acquire qualifications recommended by the company, through paying class tuition and/or examination fees on their behalf.
Employee performance evaluation and feedback system
As a means to facilitate smooth communication between superiors and subordinates, IRM has set up a transparent system for evaluating and providing feedback to employees as well as assisting them with setting career goals. Human resources consultants outside the company also assisted with setting up the system. Salaries and bonuses are determined based on the evaluations, with bonuses also partially dependent on IAL’s operating results.
Respect Human Rights and Promote Workplace Reforms
IRM shall aim to maintain a comfortable work environment by fostering a corporate culture that respects individuals and prohibits discrimination and harassment, and proactively implementing measures for raising productivity.
IRM has put the following programs into place in order to enable employees to flexibly adjust their job duties to suit their respective life stage and involvement in their communities.
- Childcare leave
- Shortened work hours
- Nursing care leave
- Sick / injured child care leave
- Sliding working hours
- Hourly paid leave
- Proactive encouragement for taking paid leaves
- Introduction of tele-working
In addition, in an effort to promote more varied approaches to work, IRM has designated every Wednesday as a day to finish work early, with all members of the company encouraged to leave the workplace by 6:00 p.m
Approved as company committed to “TOKYO Work-Style Reform Declaration”
IRM has received approval as a company committed to the “TOKYO Work-Style Reform Declaration,” a program being promoted by the Tokyo Metropolitan Government. Approval was granted on March 18, 2019 following application to the program, which aims to advance workplace reforms at companies within the Tokyo metropolitan area. IRM will strive to create a work environment in which employees can maximize their capabilities and to introduce workplace reforms that enable an efficient and productive organization.
IRM will use the approval as an opportunity to examine and implement measures to further raise productivity and promote workplace reforms.
Hiring and employment conditions
Fiscal year-end basis
|Item||Fiscal 2017||Fiscal 2018||Fiscal 2019|
|Total number of directors and employees *1||14||16||15|
|(Number of directly employed directors and employees *2)||8||10||11|
|Newly hired employees||7||1||4|
|Turnover rate *3||0.0 %||12.5 %||18.2 %|
|Percent of paid holidays taken *4||80.7 %||62.0 %||87.3 %|
|Consultation rate for health examination *4||100.0 %||100.0 %||100.0 %|
|Average monthly overtime per person *5||-||38.0 hrs||19.7 hrs|
- Includes employees seconded from the ITOCHU Group and excludes part-time directors.
- Excludes part-time directors.
- Turnover rates are calculated by dividing the number of directors and employees who left the company (exclusive of those for whom secondment was terminated) during the applicable period by the number of directly employed directors and employees as of the beginning of the fiscal year.
- Percentages calculated based on the number of directly employed directors and employees.
- Percentages calculated based on the total number of directors and employees. Calculation of average monthly overtime per person inclusive of supervisory employees started from FY2018.
Annual employee satisfaction questionnaire
Aiming to ensure that the company is a satisfying place to work, IRM solicits the opinions of employees every year through a questionnaire, and uses the results to improve workplace conditions.
Establishment of Whistleblower System
For the purpose of early detection and correction of wrongdoings as well as enhancement of compliance in corporate management, IRM has set up a whistleblower system and made available to employees several points of contact both inside and outside the company (including a third-party organization).
Employee welfare programs
- Employee welfare package
Through various agreements between IRM and other companies, employees can use a wide range of facilities (including hotels, fitness clubs, and childcare facilities) at discounted rates and as many times as they like.
- Congratulatory and condolence money program
IRM has budgeted funds for offering gift money to employees on the occasion of marriage or childbirth, or condolence money in the event of a death in the family.
- Adoption of an Investment Unit Ownership Program
IRM adopted its Investment Unit Ownership Program with the goal of expanding employee welfare programs.
Facilitating positive relations between employees and managementIRM’s management respects the basic rights of employees to freedom of association and collective bargaining.
Accordingly, management meets with employee representatives on an ongoing basis to productively negotiate various matters in good faith.
Implement Sustainability Policies Together with Suppliers
IRM shall give consideration to the environment and local communities in its business activities in cooperation with all companies in its supply chain, particularly property management and building management companies.
IRM has established its Sustainable Procurement Policy with a view to consider the environment and fulfill its social responsibility together with suppliers when carrying out its business activities. Based on this policy, IRM evaluates its main business partners, including property management companies, by having them complete a survey on their sustainability-related initiatives and accomplishments upon beginning any transactions with those partners and every year thereafter.
Cooperate with Tenants
IRM shall give further consideration to the environment and social contribution social contributions in cooperation with its tenants, and work together with the ITOCHU Group to provide services that benefit the businesses of tenants and facilities that enable them to operate dependably with respect to health, comfort and safety.
Example of “Goyo-kiki” (providing solutions to tenants) in collaboration with the ITOCHU Group:
ITOCHU Group member companies provide tenants leasing our logistics real estate with appropriate solutions to various business issues. This contributes to enhancing tenant satisfaction.
Examples of services provided
Offers a tenant a one-stop ordering service for packaging materials including cardboard crates, labels, and cushioning, and provides just-in-time material delivery from a separate materials warehouse.
Offers tenants long-term outsourcing of call center services (customer services and exhibitor support for general customers).
Taking advantage of the opportunity of a tenant order for facility installation at an ITOCHU Group development property, offers the tenant not only maintenance services but also installation of other facilities and equipment.
Specially tailored services provided to tenants by incorporating their requests
i Missions Park Inzai
i Missions Park Chiba-Kita
Benefit Areas Surrounding Properties and the Real Estate Market As a Whole
IRM shall give consideration to the communities directly surrounding its properties and work to help expand and develop Japan’s logistics real estate and J-REIT markets.
Helping people with disabilities become involved in society
ITOCHU Corporation established ITOCHU Uneedus Co., Ltd., in 1987 as a special subsidiary for the purpose of providing a motivating and rewarding workplace for people with physical and mental disabilities.
IRM provides support for ITOCHU Uneedus by placing orders for the business cards and envelopes it produces.
Please click here for more information.
Support for the ITOCHU Foundation
The ITOCHU Foundation was set up in 1974 with the goal of fostering the healthy development of children, and has been carrying out social contribution activities ever since. It is currently focusing on two main projects for contributing to children’s healthy growth: subsidizing the development of children’s literature collections and promoting the development of an e-book library.
IRM provides support for the foundation by participating in its donation collection campaigns.
Please click here for more information.
Baseball classes held for children with disabilities
As part of its efforts to foster the development of children, ITOCHU Corporation has been holding baseball classes for children with disabilities since 2007 with a desire to help create opportunities for them to take on various challenges and recognize their own potential.
The most recent event was held at Jingu Stadium, a professional baseball stadium in Tokyo, with about 200 people participating, including children with disabilities, their family members, and volunteers. Members of IRM also participated as volunteers.
Regular cleanups held around IRM’s office building
As a member of its community, IRM has its employees carry out cleanup activities in the surrounding neighborhood.