Corporate Philosophy, Group Profile, Contents, Editorial Policy

Management

Special Feature

Environment

SocialGovernance

Data

Third-Party AssuranceSocialCorporate Philosophy, Group Profile, Contents, Editorial Policy
Management

Diversity & Inclusion

Message from the President and CEO
ESG Management
Materiality of the Tokyo Tatemono Group

Policy and Concept

Special Feature
Environment
Environmental Management
Sustainability Finance
External Evaluation and Certification for Green Building
Responding to Climate Change
Pollution Control and Resource Recycling
Water Resources
Biodiversity
Responding to Natural Disasters

SocialDiversity & Inclusion
Work-Life BalanceWith a shrinking population due to declining birthrates and aging
demographics, it is important now more than ever to effectively
utilize an effective workforce that includes women, seniorcitizens, and others in order to build a sustainable society.
Organizations with diverse talent will be able to provide broader
perspectives and make better decisions in service offerings
from many different views.
Tokyo Tatemono established a Human Resource Policy that
includes creating a fulfilling, rewarding workplace in which
employees can experience growth and feel satisfaction fromtheir work. We pursue the creation of an environment in which
diverse human resources are motivated and dedicated in theirwork, acting freely without obstacle. We believe that theseefforts will inspire innovations for providing customer-focusedservices and enhancing productivity, which will lead tocorporate growth.

Human Resource Investment and Development
Health Management / Occupational Safety and HealthRespect for Human Rights
Improving Quality and Customer Satisfaction
Revitalizing and Utilizing Real Estate StockContributing to Our Communities

GovernanceCorporate GovernanceRisk Management
Compliance
Supply Chain ManagementSystemThe Tokyo Tatemono Personnel Department works with allgroup company departments, overseeing labor affairs in agroup-wide support system. This Department engages inmeasures to ensure a diverse base of human resources canchallenge themselves to grow continuously, acting freely
without obstacles.
In January 2020, Tokyo Tatemono established the HumanResources Development Group and Health Management andDiversity Promotion Group to respond to the ever-increasing

importance of human resource development and the risingsocial demand for health management and the promotionof diversity.
(Data) Diversity and Inclusion Indicators and Results P.70

Changes in the Ratio of Employees Taking Childcare LeaveMenWomen(%)
100100.0

100.0

100.0

100.0

100.0

Promoting the Success of Women
41.250Tokyo Tatemono pursues initiatives aimed at empowering
women to develop their careers in a way that draws from theirpersonal values, their talents and their individuality. To provide asecure work environment, we have established various systems
to maintain employee career continuity even after a major life
event. We also recruit diverse human resources actively.
Our ratio of women employees was 30.2% as ofDecember 2020, up 4.4% from 2016. The percentage ofmanagement positions held by women reached 6.0%, up
3.3 percentage points.

28.6
18.2
0.002016

3.6
20172018

2019

2020

Leave Systems for Pregnancy, Childbirth, Childcareand Nursing

In addition to maternity leave, we have established leavesystems for both women and men employees to use in thecase of childcare and nursing care. We have also set up are-employment system for former employees who resigned
from their jobs for the aforementioned reasons.
(Data) Childcare Leave P.71
Rehiring of Retirees P.39

Data
Third-Party Assurance
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Corporate Philosophy, Group Profile, Contents, Editorial Policy

Management

Special Feature

Environment

SocialGovernance

Data

Third-Party AssuranceSocialCorporate Philosophy, Group Profile, Contents, Editorial Policy
Management

Diversity & Inclusion

Message from the President and CEO
ESG Management
Materiality of the Tokyo Tatemono GroupSpecial Feature

PeriodEnvironment
Environmental Management
Sustainability Finance

The fullduration ofchildbirth andchildcare

External Evaluation and Certification for Green Building
Responding to Climate Change
Pollution Control and Resource Recycling

DuringPregnancy

Water Resources
Biodiversity
Responding to Natural Disasters

SocialImmediately
Before/AfterChildbirthDiversity & Inclusion
Work-Life Balance

PolicyHealth Management / Occupational Safety and Health

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

Re-Employment Policy for
Employees who Resigned
due to Pregnancy, Childbirth, orChild Rearing

Retired employees may apply to be rehired by Tokyo Tatemono.

Flextime System

Flextime System can be used. This applies to office admin staff, who are not ordinarily eligible to use
flextime (work start/stop times can be adjusted).

Leave Before/After Childbirth

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

Special Leave for Childbirth

Employees may take one day of special leave.

Celebratory Monetary Giftfor Childbirth

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

Revitalizing and Utilizing Real Estate StockGovernanceCorporate GovernanceDuringChildcare

Ratio of Employees Rehired at Retirement Age

Childcare Leave (Childcare 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 Childcare

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

Restrictions on Late Night Workfor Childcare

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 Childcare

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 betaken in hourly increments).
Salary: Unpaid Period: Until the conclusion of the child’s third year of elementary school

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

Supply Chain Management

Data
Third-Party Assurance

Flextime System can be used. Salary: Same as ordinary flextime system.
Period: Until the conclusion of the child’s third year of elementary school
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

Risk Management
ComplianceTokyo Tatemono has introduced a rehiring policy for employees
who have reached the retirement age of 60 but wish tocontinue working until the age of 65 so that they can continue
to enjoy active, successful careers. Our Personnel Department
conducts individual interviews with employees who areapproaching the statutory retirement age. These employees
have the opportunity to express their wishes about how theywant to work based on their individual life plans. Theseprograms let us offer employees the opportunity to be fully
active, even after 60 years of age.
In 2019, we launched career design training programs forexperienced line managers. These programs help linemanagers have a positive experience in making career choices
on post-retirement-age rehiring.

Shortened Working Hour System

Respect for Human Rights
Improving Quality and Customer Satisfaction

Overview

Paid Leave Carryover Policy

Flextime System

Human Resource Investment and Development

Contributing to Our Communities

Promoting the Success of Seniors

Overview of Childbirth and Childcare Support Systems* Some policies carry conditions such as length of service

100.0
91.7

100

87.5

81.8

75.0

500201620172018

2019

2020

(Data) Rehiring of Employees at Retirement Age P.71
TOKYO TATEMONO GROUPSUSTAINABILITY REPORT 2021

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Corporate Philosophy, Group Profile, Contents, Editorial Policy

Management

Special Feature

Environment

SocialGovernance

Data

Third-Party AssuranceSocialCorporate Philosophy, Group Profile, Contents, Editorial Policy
Management

Diversity & Inclusion

Message from the President and CEO
ESG Management
Materiality of the Tokyo Tatemono Group

Promoting the Success of People with Disabilities

Promoting the Success of Non-Japanese Employees

Rehiring of Retirees

Tokyo Tatemono promotes the success of people withdisabilities through hiring activities throughout the year.
We have prepared systems that allow people with disabilities
to enjoy long-term, stable employment. We accomplish thisthrough optimal department assignment based on theindividual’s particular qualities, through regular consultations
with the Personnel Department, and through working hours set
appropriately to the particular circumstances of each disability.
The employment rate of people with disabilities in 2020 was
1.75%, but as of March 2021, the mandatory number ofemployees was met and the rate was 2.28%. We will continue
our efforts to employ people with disabilities.

Tokyo Tatemono does not discriminate in its hiring based on
factors such as nationality or race.
In our overseas business, we hire and foster strong talentfrom various nationalities at our local subsidiaries. This enables
our business to grow roots in the regions in which we operate.

We have introduced a rehiring system for retired employees
who had to leave the company due to life events or family
reasons, such as pregnancy, childbirth, childcare, or nursing
care. This enables them to return to the company and resume
leveraging the knowledge and experience they obtained during
their tenure.

Special Feature
Environment
Environmental Management
Sustainability Finance
External Evaluation and Certification for Green Building
Responding to Climate Change
Pollution Control and Resource Recycling
Water Resources
Biodiversity
Responding to Natural Disasters

SocialDiversity & Inclusion

Ratio of Employees with Disabilities

Work-Life Balance
Human Resource Investment and Development

(%)
3.0

Health Management / Occupational Safety and HealthRespect for Human Rights

1.881.98

Improving Quality and Customer Satisfaction
Revitalizing and Utilizing Real Estate Stock

1.87

1.81

1.75

1.5(Data) Headcount P.70

System to Accompany Spouse on Overseas Transfer
With globalization as a backdrop, opportunities to workoverseas are increasing. Tokyo Tatemono allows employees totake up to three years of leave of absence to accompany theirspouse on an overseas assignment. The policy is designed for
employees who wish to remain with the company but also
want to share their life with their family. By giving consideration
to the work-life balance of employees in this situation, we hopeto enable them to lead a fulfilling life. In addition, employees
who have left the company due to reasons such as theirspouse’s transfer are eligible to rejoin under the rehiring system
for retired employees.

Contributing to Our Communities

Rehiring of Retirees P.39
GovernanceCorporate GovernanceRisk Management
Compliance
Supply Chain Management0.0

2016

2017

2018

2019

2020

* As of the end of June each year

(Data) Headcount P.70

Data
Third-Party Assurance
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