私たちの取り組み

Mitsubishi Estate Group believes that human resources are a very important management asset and recognizes that employee growth is essential to the Group's own continued growth. We believe that securing diverse personnel is an essential element in achieving high-level management of real estate funds, and creating new company values. We are recruiting a wide range of talented personnel by employing skills as well as potential. In addition, in order to maximize the capabilities of each employee, we have created opportunities to communicate with each employee regarding job satisfaction and confirm career plans so that employees can thrive.

MJIA has introduced ”Management by Objectives (MBO)” for all employees in order to encourage individual skills/career development. At the beginning of the year, employees set a specific goal through interviews with the personnel evaluator. Interviews are then conducted to provide employees their feedback on progress and evaluation during and at the end of the period.

Based on the belief that the growth of employees is essential to the sustainable growth of the Company, we actively recruit not only individuals with a certain level of experience and skills, but also relatively less experienced individuals in their 20s to early 30s. We have also developed training programs designed to equip employees with a broad range of expertise and skills, and are committed to the continuous development of our human resources. In addition, in order to support each employee’s autonomous career development, we encourage self-development initiatives.
We also encourage self-development efforts to support each employee's independent career development.

Furthermore, we have established a self-development support program that subsidizes training and seminar expenses of up to JPY 200,000 per year (including tax), including for fields not directly related to an employee’s current duties. Through this program, we provide an environment in which employees can proactively acquire knowledge, experience, and skills for the future, and support the realization of each individual’s career vision.

MJIA accepts outstanding human resources with experience and expertise in real estate investment and real estate management from the Group companies. We also accept attorneys and real estate appraisers with high expertise in various legal systems and real estate valuation. We aim to maximize our operational performance by fully utilizing such external human resources.

The Mitsubishi Estate Group recognizes that respect for human rights and accommodation of diverse human resources and workstyles are crucial to management and business activities. Accordingly, the Mitsubishi Estate Group Guidelines for Conduct include provisions related to respect for human rights and diversity and empowerment of individuals, and the Mitsubishi Estate Group Human Rights Policy has been established to direct steadfast efforts based on these guidelines. We have set the following goals to improve our work environment to accommodate various life stages and to create an employment environment where all employees can thrive.

Click here  for our progress in achieving targets.

Initiatives for Employee Well-being

To enable employees to work in good physical and mental health, MJIA implements the following measures, in addition to health examinations and stress checks, based on the belief that consideration for employee health contributes to better management outcomes.

Annual health checkup	All employees receive an annual physical health checkup conducted by a physician at the company’s expense.
Conduct stress check	Once a year, we conduct stress checks to encourage awareness of individual stress and prevent the occurrence of mental health issues.
Appointment of industrial physicians	MJIA has appointed an industrial physician to provide guidance and advice on employee well-being.
Consultation desk	As a necessary measure for mental health, we have set up a desk outside the company, and employees can consult about a wide range of concerns, not limited to business concerns.
Installation of massage chairs	We have installed 3 massage chairs in the company and employees can use them for refreshment at any time.
Join the Mitsubishi Estate Health Insurance Association	MJIA has joined the Mitsubishi Estate Health Insurance Association which will cover the subsidy for comprehensive medical examination fees and vaccination costs for infectious diseases such as influenza.

Initiatives to Promote Communication Between Employees and the Company

With the aim of understanding employees’ views on their career plans and their level of satisfaction with the company, MJIA promotes open and ongoing communication between employees and their managers or the Human Resources Department through various channels, on both a regular and ad hoc basis. Through these initiatives, MJIA strives to foster employee engagement and create a safe and supportive work environment in which employees can work with confidence and peace of mind.

Employee Condition Pulse Survey	Once a month, the company conducts a pulse survey of all employees to assess conditions related to work, human relationships, and health, and reflects the results in a timely manner in its personnel measures.
Employee Satisfaction Survey	We regularly conduct a survey for all employees, covering the MJIA's corporate culture, the state of communication, and overall employee satisfaction.  The results of the questionnaire are also relayed back to the President for use in improvement activities.
Interview by the HR department	Once a year, the Human Resources Department interviews all employees regarding their career plans and motivation towards work.  In addition to individual goals identified through these interviews, the company also sets the goal of “creating a vibrant workplace,” defined as embracing diverse values among team members and working together to foster a dynamic work environment. Related efforts are encouraged and reflected in personnel evaluations.

Creating a Work Environment that Enhances Productivity

Introducing Activity-Based Working

We have created an office with a variety of workspaces, including a group address system, high desks, co-working spaces, and concentration booths. By being able to freely choose the environment depending on the work at hand, we aim to improve productivity.

Utilization of ICT

We actively utilize ICT, such as providing mobile PCs and iPhones and improving our communication environment with Wi-Fi, to go paperless and improve work efficiency.

Initiatives to Promote Communication Among Employees

Development of In-Office Community Spaces

MJIA has established mechanisms to encourage informal communication among employees within the same office, such as the café “Verbal,” where a barista serves specialty coffee.

Holding Social Gatherings to Promote Internal Communication and Providing Cost Subsidies

To support team building, MJIA subsidizes a portion of the costs associated with social gatherings and similar events held at the department level. In addition, in order to encourage interaction across departments, MJIA organizes internal events and implements various initiatives to promote communication among employees.

Support for Employees’ Asset Formation

With the aim of supporting employees’ asset formation and enhancing long-term organizational motivation, MJIA has introduced the following programs.

• ・Retirement plan (permanent employees only)
• ・Mitsubishi Estate Group Employee Stock Ownership Plan
• ・Defined contribution pension plan
• ・Asset formation savings program 
• ・Payroll deduction stock program (Mitsubishi Estate Logistics REIT Investment Corporation)

The Mitsubishi Estate Group’s approach to contributing to local communities—through initiatives such as cultural and artistic support, environmental conservation, and social welfare—is set out in the Mitsubishi Estate Group Guidelines on Social Contribution Activities and linked to the Group’s business strategy. Based on these Guidelines, we implement various initiatives and work to coexist harmoniously with local communities in the areas surrounding our managed properties.

Participation in cleanup activities at office locations

MJIA participates in the “Chiyoda Ward Cleanup Activities” organized by Chiyoda Ward.

Volunteer Support System

MJIA is working to create an environment that enables employees to engage more easily in volunteer activities by providing various support programs.

Volunteer leave	Accumulated leave (special paid leave) can be used to carry out volunteer activities related to disasters covered by the Disaster Relief Act.
Volunteer insurance coverage	The company provides insurance to cover accidents that occur during volunteer activities (including family members).
Activity cost assistance	The company subsidizes part of the volunteer participation fee (family members are also eligible).
Transportation Subsidy Program for Volunteers in Disaster-Affected Areas	The company will subsidize part of the travel expenses for volunteer activities related to disasters covered by the Disaster Relief Act (including family members).

Relief Supplies to Developing Countries

As a substitute for notebooks, MJIA donates unused calendars to elementary schools in developing countries through partner organizations, with the aim of supporting future generations.

Initiatives Related to Human Rights

Based on our commitment to respect human rights, MJIA respects the human rights of all stakeholders, including those throughout our supply chain. Within the company, we strive to ensure a safe and fair working environment for all employees by maintaining training programs and consultation frameworks, as well as by preventing discrimination and harassment and promoting ethical conduct in our business activities.

Human rights training examples

・Harassment prevention training (conducted once a year)

・Participation of personnel responsible for recruitment and human resources in external human rights awareness training programs (External training: programs organized by the Tokyo Metropolitan Government–affiliated business and human rights organizations)

Employee Hotlines

We have established consultation and reporting channels for legal violations, violations of internal rules, harassment, and other matters that are widely contrary to ethical and social standards. These channels serve as a grievance mechanism that enables individuals to raise concerns related to human rights, ethics, and compliance in a timely and appropriate manner. All persons engaged in our business, including retirees and temporary employees, may report concerns or seek consultation. We strictly protect confidentiality and privacy, and we prohibit any form of retaliation against individuals who raise concerns in good faith. We confirm and investigate reported matters promptly and fairly, and take appropriate corrective action as necessary. Where relevant, we also seek to prevent recurrence by reflecting findings in our internal controls and compliance framework. In addition, the Mitsubishi Estate Group Help Line and the Mitsubishi Estate Group Whistleblower System may also be used as necessary.

Risk Management

Risk Management

Based on its Risk Management Regulations, the company conducts an annual risk analysis covering a wide range of risks related to its business activities. Through this process, the company aims to systematically identify material risks to its business operations and to implement appropriate response measures, thereby ensuring business stability and sound management.

The Board of Directors oversees the overall risk management framework. The General Manager, Compliance Department serves as the officer responsible for integrated risk management across the company, while the heads of each department act as risk management officers at the departmental level. The results of the risk analysis are reported to the Compliance and Risk Management Committee and the Board of Directors. Where necessary, improvement measures are discussed and implemented.

Initiatives Related to Information Security

In order to protect information assets and enhance business continuity and trust, MJIA has established a management framework to address cyberattacks and information leakage risks. To strengthen its response capabilities to such risks, the company promotes employee awareness and reinforces its organizational framework through education and training related to information security.

Implementation of Information Security Risk Assessments

The company  conducts information security risk assessments once a year. These assessments cover a wide range of assets, including physical information assets, IT equipment, networks, websites, and information systems. Based on the results, the company evaluates risks such as unauthorized access and information leakage and takes steps to strengthen security measures as necessary, as part of its ongoing efforts to enhance information security.

Network Security

The company applies the Mitsubishi Estate Group’s security measures and has established a zero trust–based network environment that reviews and controls all internal and external access. Through these efforts, the company supports flexible and efficient working styles while preventing risks such as phishing attacks, including both known and unknown threats, thereby enhancing business continuity and trust.

Information Security Training

The Mitsubishi Estate Group conducts information security training at least once a year to deepen employees’ understanding of the importance of protecting information assets and to ensure appropriate responses to the risks of cyberattacks and information leakage in daily business operations. Through these initiatives, employees acquire the necessary knowledge and awareness, contributing to improved organizational response capabilities.

Targeted email attack simulation training

At our company, we conduct training using simulated targeted attack emails with the aim of cultivating the judgment and ability to act so that employees can respond quickly and accurately to suspicious emails. The results of the training are analyzed and fed back, and are used to improve our internal response processes.

Initiatives Related to Internal Audit

In order to ensure the appropriateness of business operations and the soundness of management, the company has established an Internal Audit Department that is independent from the audited departments. Based on its Internal Audit Regulations, the company has developed a framework that ensures the independence and expertise of internal auditors and conducts audits with an objective and professional approach.

While internal audits are primarily conducted by the Internal Audit Department, the company also utilizes outsourcing to external professional organizations where necessary to enhance the effectiveness and quality of audits. The company formulates an annual internal audit plan covering a wide range of areas, including the status of compliance, risk management, and the implementation of corporate ethics. In principle, internal audits are conducted on all departments, generally at least once a year. When issues are identified through the audit process, the company provides guidance and recommendations for improvement to the relevant departments and promotes the implementation of necessary corrective measures.

Audit results are reported to the President and Executive Officer as well as to the Board of Directors, and the internal audit function serves as a mechanism to ensure transparent governance and to contribute to continuous improvement of business operations.