Social / Initiatives for Officers and Employees of the Investment Management Company

　Tokyu REIM engages in various initiatives aimed at fostering a healthy organizational culture and work environment.

• Office renewal
  In December 2024, Tokyu REIM relocated and renewed its office with an aim to create an office environment that can enhance productivity by taking into consideration the health and comfort of officers and employees. Upon the office renewal, the company conducted a survey for officers and employees and developed a more comfortable work environment based on the four overall concepts (maximization of unitholder value, initiatives on “ESG and SDGs,” employee growth and promotion of connection with people). In the survey after the renewal, 96% of respondents answered they are “satisfied” or “somewhat satisfied” with the new office in comparison with the previous office.
  

  ＜Examples of Measures Implemented Based on the Results of Questionnaire Survey＞
  ・Introducing seats arranged by catering to the desire of each department (introduction of free address at departments wishing to do so)
  ・Establishment of additional communication space
  ・Introduction of take green (portable planting)
  ・Introduction of sound masking and web conference booth
  ・Introduction of office BGM

  ・Installation of aroma diffuser at office entrance
  
  
  
  
• Internal System Able to Accommodate Flexible Work Styles
  Tokyu REIM seeks to promote work-life balance, enhances its programs for maternity, childcare, and nursing care leave, etc., and engages in environmental development so that each officer and employee will continue to be passionate about their work.

  
  ※Seconded personnel are covered by their parent company’s system

  ＜Other Initiatives ＞
  ・Making “taking 5 consecutive business days off” mandatory
  ・Promoted utilization of IT such as online meetings
  ・Promoted the use of NewWork (Note) (satellite office)　

  　
  　(Note) Jointly used satellite shared office for corporations operated by Tokyu Corporation.　

  • Activities for elderly Employees
    Tokyu REIM has introduced a system for rehiring officers and employees aged 60 and above. When rehiring elderly employees, an interview is conducted, and efforts are made to accommodate a work style suited to the individual’s work preferences. It is also possible for rehired personnel to use the same leave programs and qualification acquisition programs as other officers and employees.
    
    
  • Employee Satisfaction Survey
    As part of its efforts to create an employee-friendly work environment for all officers and employees and build favorable relationships between workers and the company, Tokyu REIM conducts a survey of all officers and employees (including temporary employees) (FY2024 response rate: 100%).
    Feedback is also provided to officers and employees regarding the survey results, which are used to promote the establishment of a more favorable work environment, such as considering ongoing improvements.
    
    ＜Examples of Initiatives＞
    ・Switched to high-performance PCs
    ・Installed monitors in internal meeting rooms
    ・Installation of monitors at the desks of all officers and employees　
    ・Replacing company smartphones

  • Organizing internal “shuffle lunches”
    For the purpose of stimulating communication within the company, lunches are held in teams of four to five people, regardless of their position or department, with the company subsidizing the costs.
    
    Shuffle lunch (2025)

  • Benefits
    Benefitscn collaboration with Tokyu Corporation, in addition to legally mandated benefits (statutory benefits) such as a health insurance plan, Tokyu REIM provides its own benefits (non-statutory benefits) to enhance the welfare of officers/employees and their families.

  ＜Main Benefits＞
  
   ※Seconded personnel are covered by their parent company’s system

  Examples of mutual aid association programs: １．Medical and healthcare subsidies 　　Medical benefits and health screening subsidies ２．Gift money (congratulatory or condolence money) 　　Various celebratory money (for marriage, childbirth, school enrollment, etc.) and disaster relief benefits ３．Subsidized leisure activities 　　Subsidies for designated recreation facilities (for lodging and other expenses at designated facilities) 　　and fee discounts at preferred facilities

  • Introduction of the investment unit ownership program
    In June 2024, an investment unit ownership program was introduced for officers and employees of the investment management company, aiming to enhance mid- to long-term unitholder value through the alignment of interests between unitholders and officers/employees of TOKYU REIT while also improving employee welfare.
  • Health of officers and employees
    Tokyu REIM made a “Healthy Company Declaration” and is proactively implementing initiatives on healthy management and health promotion.
    ・Holding of health committee（Once a month）
    ・Consultations with officers/employees and site visits by occupational physicians
    ・Paying for the entire amount of flu vaccination expenses
    

  • KENKO Investment for Health Certification System
    Tokyu REIM proactively promotes health management based on the belief that initiatives aiming to maintain and promote the mental and physical health of officers and employees lead to the improvement of vitality and productivity of officers and employees. It was certified as 2025 KENKO Investment for Health (Small and Medium-Sized Enterprise Category) as its initiatives in FY2024 were highly evaluated. In addition, it received Excellent Health Company “Silver Certification” of Tokyo Southwest Private Railway Union Insurance Association, a health insurance association, in February 2024.
    

    Please refer to this page, about KENKO Investment for Health Certification System (Japanese)

    ＜Examples of Initiatives＞
    ・Displaying health promotion posters on the company intranet
    ・Encouraging follow-up examination based on the results of medical checkups
    ・Setting goals and formulating plans on health promotion at health committee, etc.

  • Handling of Harassment, Etc.
    Believing that the company has a responsibility to ensure a healthy, harassment-free work environment, Tokyu REIM has created an Anti-Harassment Policy. This policy, which applies to all officers and employees (including temporary employees), stipulates disciplinary measures, the establishment of a consultation desk, and procedures for handling any consultations or grievances.

    ・Harassment-related consultation desk
    All officers and employees (including temporary employees) may consult or file a grievance with the person in charge of the consultation desk, and when deemed applicable, appropriate measures will be taken, such as measures to support the victim, discipline the perpetrator and prevention of recurrence. When dealing with consultations or grievances, the privacy of the concerned parties must be protected, and in addition to the consulting party, any officers and employees who assisted in verifying the relevant facts must not be treated in a disadvantageous manner. 

    ・Compliance consultation desk
    Please refer to this page, about Compliance Consultation Desk.
    

  DEI (Diversity, Equity, and Inclusion)-Related Initiatives

  　In the Sustainability Policy that it established in 2022, Tokyu REIM states that, based on its awareness that human resources are the cornerstone of asset management, it will respect the diversity of officers and employees and strive to create a flexible work environment that allows employees to choose different work styles enabling each individual to make full use of their abilities, as well as aim to improve organizational capabilities through proactive talent development. It is making efforts to develop a work environment where every officer and employee can make full use of their skills and feel passionate about their work, regardless of age, nationality, gender, values, disability status, etc.

  ◆DEI Promotion Structure
  Based on the commitment of its Representative Director & President, Chief Executive Officer, Tokyu REIM pursues DEI-related initiatives in which the General Administration Division plays a central role, with the General Manager, General Administration as the person in charge. The details of these are also reported to and discussed by the Sustainability Promotion Committee as needed.

  ◆Set Targets and Results
  Tokyu REIM has set targets for the paid leave usage rate and childcare leave usage rate, with the aim of enabling officers and employees to achieve work-life balance and strives to develop an environment where talent from diverse backgrounds can flourish.

  

  ＜Usage results＞

  　

  ＜Example Initiative＞
  ・Tokyu REIM regularly monitors leave usage conditions and urges supervisors to encourage employees who take few days of yearly paid vacation to use their vacation time and promotes the use of at least 5 days of paid vacation each year, which is mandated by law.

  

  ＜Usage results＞

  	FY2020	FY2021	FY2022	FY2023	FY2024
  Male	100％	100％	100％	100％	100％
  Female	100％	100％	100％	100％	100％
  Total	100％	100％	100％	100％	100％

  ＜Example Initiatives＞
  ・Holding workshops for all officers and employees
  ・Conducting interviews with suspended/reinstated personnel
  ・Holding interviews with officers and employees who are suspended/reinstated with the aim of discussing work-style preferences and consulting with them and developing a work environment that will enable the individual in question and those around them to perform their work while understanding each other’s perspectives.

  ◆Main Initiatives

  • Holding Diversity Training (2023)
    Training is conducted for all officers and employees (including temporary employees) for the purpose of providing an opportunity to think further about diversity promotion in the workplace.
    
    Diversity training

  • Sponsor Initiatives
    The sponsor, Tokyu Corporation, has issued the “Tokyu Corporation (Consolidated) Declaration of Diversity Management,” and by pursuing organizational development that leverages diversity, it is working to develop an environment where employees are free to make use of their abilities and will feel passionate about their work.
    
    

  　　Please refer to this page, about diversity and inclusion (D&I) at Tokyu Corporation.

  Respect for Human Rights

  ◆Human Rights Policy
  As part of its commitment to meeting its obligation to respect human rights, the sponsor Tokyu Corporation created a “Human Rights Policy” to fulfill the corporate social responsibility stated in the group’s philosophy, which is based on the Guiding Principles on Business and Human Rights adopted by the United Nations Human Rights Council. This policy was discussed and approved by Tokyu Corporations’ Management Meeting, approved by its Board of Directors, and signed by its President & Representative Director. As a consolidated subsidiary, Tokyu REIM shares the policy and aims to realize a sustainable society and enhance its corporate value through efforts to respect human rights based on the Human Rights Policy.

  Please refer to this page, about the Human Rights Policy.

  ◆Tokyu Group’s Contact Points for Dialogue with Stakeholders
  As contact points for its customers, Tokyu Group handles inquiries by phone and mail or via its website and has established the Tokyu Customer Center, which accepts feedback and requests.

  Please refer to this page, about the Tokyu Customer Center.

  Labor Standards

  ◆Labor-Management Relations
  A labor union has not currently been organized at Tokyu REIM, but employees elect a representative and various labor-management agreements have been signed. The sponsor Tokyu Corporation has also signed and committed to the United Nations Global Compact (UNGC), of which one of the principles is “freedom of association and effective recognition of the right to collective bargaining.” As a member of the group, Tokyu REIM supports the 10 principles of the UNGC as well.

  At Tokyu REIM, labor-management relations are proceeding smoothly, and in the past three years, there have been no large mergers, acquisitions, layoffs, etc.

  	FY2022	FY2023	FY2024
  M＆A	0	0	0
  Layoffs	0	0	0

  ◆Overwork
  Tokyu REIM recommends that employees who work more than 60 hours of overtime a month consult an occupational physician. In addition, HR personnel report overtime hours each month to division managers, and through appropriate labor management, the company aims to comply with the 36 Agreement and maintain the mental and physical health of employees.

  ＜Example Initiatives＞
  ・Implementing no-overtime days (Wednesday each week)
  ・Conducting stress checks

  ◆Paying Wages Exceeding the Minimum Wage and Respecting Equal Pay for Equal Work 
  Tokyu REIM pays wages that exceed the legally mandated minimum wage, as well as pays wages that take the cost of living into account, which will lead to improved living standards. It also applies a compensation structure that complies with equal pay for equal work and does not pay different wages based on gender.
  Tokyu REIM has established an evaluation-based pay system for each employment grade, and appropriate assessment is carried out based on employee performance. Bonuses are given twice a year, in summer and winter, and the amounts paid are determined according to work results.

  ◆Labor-Related Violations and Incidents
  At Tokyu REIM, no labor-related violations or incidents impacting stakeholders have occurred (FY2024).

  Data of Officers and Employees