Message fromthe President

Contents

Sustainabillity

FeatureEnvironment

SocialGovernanceDiversity & Inclusion

Diversity & Inclusion
Policy and Concept

SystemWith a shrinking workforce due to declining birthrates andThe Tokyo Tatemono Personnel Division works with all

aging demographics, it is important now more than ever togroup company departments, overseeing labor affairs in aeffectively utilize an effective workforce that includes women,group-wide support system. This division engages undersenior citizens, and others to develop our business and engage

measures to ensure a dierse base of human resources canin community-building efforts. Organizations with diverse talent

challenge themselves to grow continuously, acting freely

will be able to provide broader perspectives and make better

without obstacle.

decisions in service offerings from many different views.

In January 2020, Tokyo Tatemono established the Human

Tokyo Tatemono established a Human Resource Policy thatResources Development Group and Health Management andincludes creating a fulfilling, rewarding workplace in which

Diversity Promotion Group to respond to the ever-increasing

employees can experience growth and feel satisfaction fromimportance of human resource development and the rising

their work. We pursue the creation of an environment insocial demand for health management and the promotion

which diverse human resources are motivated and dedicatedof diversity.

in their work, acting freely without obstacle. The successful
activities of our diverse talent will drive services that meet thelevel of sophistication and diversification in demanded by ourown customers.

▶ Diversity & Inclusion

Indicators and Results

Category
Full-Time (FT) Employees (Total)Units20152016

2017

2018

2019

Persons

576

584

687

719

749

Men

Persons

458461

542

548

563

Women

Persons

118

123

145

171

186％

20.5

21.1

21.1

23.8

24.8

Ratio of FT Women Employees
Ratio of Women Employees

％

24.9

25.8

26.6

27.7

28.9

Managers

Persons

281

295

339

350

360

MenPersons

275

287

328

334

342

Women

Persons

68

1116

18

Ratio of Women Managers

％

2.1

2.7

3.2

4.6

5.0

Ratio of Women Directors

％

00000

New Hires (Total)

Persons

1514192220

MenPersons

101015

1415

Women

Persons

5448

5

33.3

28.6

21.1

36.4

25.0

Ratio of Women New Hires
Average Years of Service％
Years

10.0

10.5

10.6

10.8

11.3

MenYears

10.9

11.7

11.6

12.0

12.5

WomenYears

8.6

9.1

9.7

9.3

10.4

Years

3.9

2.6

1.9

2.7

1.7

Difference in Avg. Length of Service Between
Men and Women Employees
Ratio of Disabled Persons* Hired％

2.06(June)

1.88(June)

1.98*(June)

1.87*(June)

1.81*(June)

Ratio of Employees Re-hired at Retirement Age％

66.7

75.0

91.7

87.5

100

◯ Data Collection Period:January to December each year. Data is as of December of the year in question unless stated otherwise.
◯ Scope of Collection: Tokyo Tatemono Co., Ltd.
* Indicates data that has received third-party certification by Lloyd's Register Quality Assurance Limited (LRQA) to ensure its integrity.

56

Message fromthe President

Contents

Sustainabillity

FeatureEnvironment

SocialGovernance

Promoting the Success of Women

Promoting the Success of Seniors

Tokyo Tatemono supports women taking active roles,

Tokyo Tatemono has introduced a re-employment policy forencouraging women to work with ambition and fully realize

retirement-age employees, helping those aged 60 or over totheir individual potentials and personalities. To provide acontinue to enjoy active, successful careers. Our Personnel

secure work environment, we have established various systems

Division also holds individual consultations with employees

to maintain employee career continuity even after a major life

who are approaching the statutory retirement age. Theseevent. We also recruit diverse human resources actively.

employees have the opportunity to express their wishes

Our ratio of women employees was 28% as of December

about how they want to work based on their individual life

2018, up 7% from 2015.

plans. These programs let us offer employees the opportunity
to be fully active, even after 60 years of age.

Leave Systems for Pregnancy, Childbirth, Child Rearing andIn 2019, we launched career design training programs

Nursing Care, Re-Employment System for Former Employees

for experienced line managers. These programs help line

In addition to maternity leave, we have established leave

managers have a positive experience in making career choices

systems for both women and men employees to use in theon post-retirement-age rehiring.

case of child rearing, and nursing care. We have also set up

Promoting the Success of Disabled Persons

a re-employment system for former employees who resigned
from their jobs for the aforementioned reasons.

Tokyo Tatemono strives to employ persons with disabilities.
Spouse Accompaniment Policies for Overseas Transfer

We have prepared systems that allow disabled persons

Opportunities for work abroad are growing in tandem withto enjoy long-term, stable employment. We accomplish

the advancement in globalization and equal employment

this through optimal department assignment based on theopportunities for men and women. Tokyo Tatemono provides

individual’s particular qualities, through regular consultationsa system to approve leave for up to three years for employeeswith the Personnel Division, and through working hours

whose spouses have been transferred overseas. This policy

set appropriately to the particular circumstances of eachenables employee and spouse may enjoy a full family life

disability.

together. Employees who have resigned for this reason are
also able to take advantage of our re-employment system forformer employees. This system is available to all employees,regardless of gender.

▶ Re-Employment Status of Employees at Retirement Age

Retirement Age▶ Ratio of Disabled Persons Hired（％） ● Employment rate
2.5
2.06
1.88
2.0

Re-Employed2019

88100%

20188787.5%

2017121191.7%

20164375.0%

2015

64

66.7%

1.98

1.87

1.81

2018

2019

1.5
1.0
0.5
0.057

2015

2016

2017

Message fromthe President

Contents

Sustainabillity

FeatureEnvironment

SocialGovernance▶ Overview of Childbirth and Child Rearing Support Systems◯ During Pregnancy■ Available for both men and women■ Available for women* Content in white boxes are stipulated by either regulation or health insurance* Some policies carry conditions such as length of service

PolicyOverview

Flextime System

Employees may utilize flextime (work start/stop times can be adjusted) Office admin staff not eligible for flextime.

Paid Leave Carryover Policy

Employees may use the paid leave carryover policy.
Salary: Paid leave

Re-Employment Policy for Employees who Resigned
Retired employees may petition to be rehired by Tokyo Tatemono.
due to Pregnancy, Childbirth, or Child Rearing◯ Immediately Before/After Childbirth
PolicyPaid Leave Carryover Policy

Overview
Employees may use the paid leave carryover policy.
Salary: Paid leave

Re-Employment Policy for Employees who Resigned
Retired employees may petition to be rehired by Tokyo Tatemono.
due to Pregnancy, Childbirth, or Child Rearing
Leave Before/After Childbirth

Employees may take up to six weeks of leave before childbirth/up to eight weeks of leave after childbirth.
Salary: Paid leave

Child Rearing Leave

Employees may take leave until one month after the first March 31 that falls after their child's third birthday.
Salary: Unpaid (With benefits from employment insurance)

Child Rearing Leave Benefits

Employees receive the equivalent of 67% of their salary during child rearing leave (after six months passes,
this benefit changes to 50%)
Period: Until the child's first birthday (in special cases, this may be extended to 18-24 months)

Exemption from Health Insurance/Employee
Pension Insurance Premiums

During child rearing leave, employees are exempt from premiums for health insurance/employee pension
insurance.
Period: Until the child's third birthday

Special Leave for Childbirth

Employees may take one day of special leave.
Salary: Paid leave

Celebratory Monetary Gift for Childbirth

Employees may receive 50,000 yen as a celebratory gift for the birth of their child.

Lump Sum Gift for Childbirth/Child Rearing(Including Family Childbirth)

Employees may receive a lump sum payment of 420,000 yen for childbirth/childrearing.
This payment scales per child for a multiple live birth.

Childbirth Expense Benefits Policy

Employees may borrow up to the (statutory benefit) lump sum for childbirth/child rearing at no interest.

Income Tax Exemption for Childbirth Expenses

Employees may write off costs incurred during childbirth as a medical exemption from their income taxes.

◯ During Child Rearing
PolicyOverview

Flextime System

Employees may utilize flextime (work start/stop times can be adjusted)
Salary: Same as ordinary flextime system Period: Until the conclusion of the child's third year of elementary school

Paid Leave Carryover Policy

Employees may use paid leave carried forward.
Salary: Paid leave

Re-Employment Policy for Employees who Resigned
Retired employees may petition to be rehired by Tokyo Tatemono.
due to Pregnancy, Childbirth, or Child Rearing
Shortened Working Hour System

Employees may work a shorter six-hour day. Employees may select from five work styles.
Period: Until the conclusion of the child's third year of elementary school

Leave for Child Rearing (Child Rearing Time)

Employees may take up to one hour of leave per day. This leave may be taken over one or multiple periods
during the day.
Salary: Unpaid Period: Until the child reaches their first birthday

Restrictions on Overtime for Child Rearing

Employees are limited to no more than 24 hours of overtime per month and must not exceed 150 hours ofovertime per year.
Period: Until the conclusion of the child's third year of elementary school

Restrictions on Late Night Work for Child Rearing

Employees may be restricted from working between the hours of 10:00 p.m. to 5:00 a.m.
Period: Until the conclusion of the child's third year of elementary school

Exemption from Overtime for Child Rearing

Employees may be exempt from exceeding their prescribed work hours.
Period: Until one month after the first March 31 that falls after their child's third birthday.

Nursing Care Leave for a Child

Employees may take up to five days leave for their first child or up to ten days for their second andsubsequent children between April 1 and March 31 to care for injured or sick children (leave may be taken in
half-day increments).
Salary: Unpaid Period: Until the conclusion of the child's third year of elementary school

Pediatric Expense Benefits

Employees may receive assistance for expenses incurred for medical care of their child.

Child Allowance

Employees may receive a child allowance.

Special Babysitter DiscountEmployees may receive a special discount on babysitter fees if they use an employee benefit service.

58Contents

VOICE

Message fromthe President

Sustainabillity

FeatureEnvironment

SocialGovernanceChildbirth and Childcare Support Systems Offer Flexible Work-Life Balance

When I gave birth to my daughter, I took about eight months off on maternity and childcare leave.
When I returned to work, I took advantage of the short-hour work system. After my child turned one, I was able to use theextended-hours childcare at the nursery school and I began working full time again. I was worried about balancing work and childcare.
But, I enjoy work-life balance because of flextime and the trial telework systems, which offer a flexible work-style. It also helps that thosearound me understand my situation. Sometimes I have to leave work to take my daughter to the hospital or when she comes down witha sudden fever. In these cases, I can use carry over paid leave. Our paid time off system lets me relax and take a refreshing family trip
during summer vacation.
In addition, the company offers training for employees who have just returned after child rearing leave. This is a very meaningfulprogram, not only because of the instruction from the lecturers, but also due to the opportunity to exchange information from others
who are sharing the same experience.
Tokyo Tatemono Co., Ltd.
Leasing and Consulting Department

Mariko Sawai59