Basic Policy
Respect for Human Rights
Our company, based on Mitsui & Co.'s Human Rights Policy, strives to foster a workplace environment where all employees can thrive and contribute to growth. We are committed to preventing any acts of human rights violations, including harassment. Additionally, by registering with Mitsui & Co.'s hotline, employees can anonymously report and consult with a designated attorney in case of any internal or external issues or harassment.
For more details, please refer to
Mitsui & Co.'s Human Rights Policy.
Promotion of Diversity,
Equity, and Inclusion (DEI)
Our company respects the individuality and diversity of each employee and fosters a free and open culture by promoting Diversity, Equity, and Inclusion (DEI). As a member of the Mitsui & Co. Group, we adhere to the Mitsui & Co. Group Code of Conduct, embracing and respecting each other's individuality, pursuing fairness in providing opportunities, and promoting various initiatives aimed at creating an organization where individuality can be fully expressed (DEI).
For more details, please refer to the Mitsui & Co. Group Code of Conduct—With Integrity.
Creating a Fulfilling Workplace Environment
Our company recognizes that our greatest asset is our people. We strive to create a comfortable and healthy workplace environment where each employee can fully utilize their abilities. We are committed to fostering talent through specialized education and training support.
Additionally, to implement this guideline, we continuously conduct educational and awareness activities related to environmental and social considerations, aiming to enhance the awareness of our employees.
Talent Development
As a subsidiary of Mitsui & Co., which embodies the principle of "Human Resource-ism" in its DNA, we believe that nurturing talent through work is one of our greatest missions. Our company aims to be a place where both business and employees can grow, providing an environment to hone expertise and opportunities to demonstrate abilities. For us, talent development is a core aspect of our existence.
To support and complement this talent development through work, we conduct various training programs. Additionally, we actively support employees in obtaining qualifications to encourage voluntary self-improvement.
1. Support for Obtaining Qualifications
Our company provides a qualification support system for all employees to enhance their individual skills.
Our qualification acquisition support system (As of March 31, 2025)
| Qualifications | Mar. 2022 | Mar. 2023 | Mar. 2024 | Mar. 2025 |
|---|---|---|---|---|
| ARES Master | 14 | 14 | 15 | 15 |
| Real Estate Notary | 22 | 21 | 24 | 23 |
| Security Analyst | 2 | 2 | 1 | 1 |
| CASBEE Real Estate Evaluator | 2 | 2 | 2 | 3 |
| Building Management Specialist | 2 | 4 | 3 | 3 |
| Licensed Real Estate Appraiser | 1 | 1 | 1 | 1 |
| First-Class Architect | 2 | 2 | 3 | 3 |
| Second-Class Architect | 1 | 1 | 1 | 0 |
| Bookkeeping Level 1 | 2 | 1 | 2 | 2 |
| Bookkeeping Level 2 | 8 | 10 | 9 | 9 |
| Bookkeeping Level 3 | 4 | 7 | 7 | 8 |
- Eligible for all employees
- Support Details: Full coverage of tuition fees, examination fees, and registration fees
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| The number of employees eligible for qualification acquisition support※1 | 12 | 19 | 20 | 25 |
| The amount of financial support for qualification acquisition support※2 | ¥50,730 | ¥162,460 | ¥297,416 | ¥226,089 |
- Total number
- The total amount a company spends on individual employee support
2. Conducting Training Programs
Our company regularly conducts training programs for all employees, focusing on talent development and compliance.
Based on the talent development program of our sponsor, Mitsui & Co., we offer various training sessions for all employees, including compliance and legal training, ESG training, real estate training, business skill enhancement training, management and leadership training, and Diversity, Equity, and Inclusion (DEI) promotion training. We also encourage participation in external seminars to support the development of our employees.
For more details, please refer to Mitsui & Co.'s Talent Development Program.
3. Major Training
Compliance and Regulatory Training
We conduct workshops led by our Compliance Officers (CO) and external experts on key topics such as:
Information Management
Stakeholder Transactions
Understanding and Responding to Financial Regulations
Counteracting Anti-Social Forces
Insider Trading Regulations
Statutory Books and Legal Documentation
Key Findings from Securities Inspections of Financial Product Dealers
These sessions ensure our team is well-versed in navigating the complex regulatory landscape and maintaining the highest standards of compliance.
ESG Training
We conduct internal workshops and discussions on the global trends and investor interests related to ESG (Environmental, Social, and Governance) issues, as well as the necessary actions JLF should take. Additionally, we host sessions with external experts and encourage participation in external seminars to ensure our team stays ahead in the ESG landscape.
Diversity, Equity, and Inclusion (DEI) Advancement Training
We provide training opportunities to understand the importance of promoting Diversity, Equity, and Inclusion (DEI) and to build an organization that leverages the individuality and diversity of each employee.
Real Estate Training
We regularly host training sessions with external experts to discuss the current state of the real estate market. These programs are designed to enhance our team's expertise by providing essential knowledge and insights into market trends necessary for real estate investment management.
Business Skill Enhancement Training
We encourage participation in Mitsui & Co.'s development programs as well as external seminars and training sessions. These opportunities are designed to improve business skills such as logical thinking, finance, and presentation abilities.
Management and Leadership Training
As part of Mitsui & Co.'s talent development program, we offer opportunities for employees to learn the roles required at their respective career stages.
Team Contribution Enhancement Training
For non-managerial employees, this training focuses on proactively addressing team goals and challenges and developing effective problem-solving processes and approaches.
Leadership Development Training
For current and prospective team leaders, this training aims to develop leadership skills that leverage individual strengths and cultivate the mindset and skills necessary to unite diverse talents.
Division and Section Manager Training
For newly appointed managers, this training focuses on elevating management perspectives and learning leadership skills to harness diverse individual strengths and encourage member initiative.
Department Manager Training
For department-level managers, this training aims to understand the role of department managers in driving transformation and growth and strengthening group management.
Training Track Records
| The Number of Trainings | ||
|---|---|---|
| FY2023 | FY2024 | |
| Compliance and Regulatory Training | 6 | 6 |
| Management and Leadership Training | 5 | 3 |
| Business Skill Enhancement Training | 5 | 9 |
| Real Estate Training | 9 | 8 |
| ESG Training | 3 | 2 |
| Diversity, Equity, and Inclusion (DEI) Advancement Training | 2 | 2 |
| Others | 5 | 2 |
| Training Time per Employee | 22 hours 15 minutes | 24 hours 45 minutes |
| The total amount a company spends on training | ¥574,973 | ¥1,495,702 |
Communication with Officers and Employees
We believe that our employees are crucial stakeholders in supporting our company. To ensure there is no significant gap in understanding between the company and its officers and employees, we engage in various opportunities for two-way communication.
1. Employee Satisfaction Survey
We conduct an annual employee satisfaction survey for all staff members. We view this survey as a "health check-up" for the organization, capturing perceptions from job content to workplace environment (health and welfare). The survey results are used to develop and implement initiatives that enhance employee performance, including employee forums and feedback from the CEO, to maintain organizational health.
Employee satisfaction survey results (Third-party survey)
| Survey year | FY2021 | FY2022 | FY2023 | FY2024 |
|---|---|---|---|---|
| Response | 100% | 100% | 100% | 100% |
| Overall satisfaction※ | 3.82 | 3.78 | 4.00 | 3.91 |
- Average overall satisfaction score (5-Point Scale)
2. Performance Evaluation and Feedback Process
We ensure transparency in evaluations by conducting annual goal-setting and feedback meetings between all employees and their supervisors. Specifically, we hold initial meetings to confirm goals and activity directions, mid-term feedback sessions, and year-end feedback meetings.
Initial Phase Meeting: All employees, including full-time and contract staff, confirm their goals and challenges with their supervisors.
Mid-Term Feedback: Supervisors and employees review goals, progress, and clarify solutions and processes for achieving objectives.
Year-End Feedback: Supervisors provide feedback on goal achievement, evaluation results, and future challenges.
Our evaluation method consists of performance and competency assessments. Performance evaluations set quantitative and qualitative goals and measure achievement. Competency evaluations assess the required skills for each grade level and their application. We ensure fairness and equity in evaluations by conducting three rounds of review for each employee.
Performance Evaluation and Feedback System
Personnel interview implementation rate※
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Feedback meeting implementation rate | 100% | 100% | 100% | 100% |
| Goal-setting meeting implementation rate | 100% | 100% | 100% | 100% |
- Eligible for all employees
3. 1-on-1 Meetings
We conduct biannual 1-on-1 meetings between the CEO and all officers and employees, and quarterly 1-on-1 meetings between department heads and their team members. These meetings aim to deepen mutual understanding on a wide range of topics, including work progress, interim performance evaluations, career plans, work-related concerns, and personal interests.
4. Employee Consultation Hotline
While we strive to prevent any issues or conflicts through 1-on-1 meetings between the CEO or department heads and employees, we have established an anonymous hotline for reporting and consulting on any internal or external troubles, including harassment. This hotline is managed by our designated attorney to ensure confidentiality and support.
Investor Alignment Initiatives
We believe it is crucial for our officers and employees to be acutely aware of the interests of our investor clients. Based on this principle, we have implemented initiatives that emphasize alignment with our investors.
1. Compensation System Linked to JLF Performance
We set key performance indicators (KPIs) linked to the performance of JLF in each department's area of responsibility. These KPIs are reflected in the personnel evaluations of our officers and employees based on their achievement and contribution levels. The KPIs are reviewed annually, with key examples including:
・Relative investment unit performance
・Accumulated acquisition pipeline amount
・Increase in NOI (Net Operating Income) and rent increase rates in renewals
・Progress on sustainability management goals (materiality)
2. Accumulated Investment Unit System ("Ruitou")
We have established a system that allows our officers and employees to acquire JLF investment units through a securities company's accumulated investment program. The company also provides a 10% incentive, aiming to support employee welfare and long-term wealth creation, while enhancing awareness of JLF's performance improvement.
Initiatives for Employee Health and Comfort
We recognize our people as our greatest asset and strive to create a healthy and comfortable work environment where each person can fully express their uniqueness and continue to thrive in their own way.
1. Work-Life Balance Practices
We believe that enhancing our systems contributes to promoting Diversity, Equity, and Inclusion (DEI). To ensure each officer and employee can continue to work vibrantly according to their various lifestyles, we are committed to expanding work-life balance systems and support, including childcare and nursing care leave systems and flexible working arrangements.
Support for Balancing Childcare
We have implemented a childcare leave system for all officers and employees, exceeding statutory standards since 2014. We aim to create a workplace environment where employees, regardless of gender, can actively participate in childcare, promoting the expansion of work-family balance support systems.
・Childbirth Accompaniment Leave: Up to 3 days
・Salary During Maternity and Childcare Leave: Salary paid during maternity leave and up to 8 weeks after the start of childcare leave
Number of employees taking childcare leave
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Male | 1 | 0 | 2 | 3 |
| Female | 0 | 0 | 0 | 0 |
Special Paid Leave System
In addition to regular annual paid leave, we have introduced a special paid leave system to enhance employee motivation and enrich daily life.
・Anniversary Leave: 1 day per year
・Volunteer Leave: 5 days per year
・Long-Term Sick Leave: Up to 40 days, utilizing accumulated expired annual paid leave
・Pregnancy Leave: Up to 20 days
Utilization rates of paid leave systems
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| Annual paid leave | 58.2% | 82.9% | 81.3% | 76.9% |
| Anniversary leave | 71.0% | 72.0% | 82.0% | 84.4% |
| Volunteer leave | 0.0% | 0.0% | 0.0% | 0.0% |
| Long-service recognition leave | 67.0% | 0.0% | 3.0% | 100.0% |
| Number of employees eligible for long-service recognition leave | 3 | 1 | 1 | 1 |
Flexible Working Arrangements
We have introduced staggered working hours and hourly annual paid leave systems for all officers and employees. These systems aim to achieve a balance between work and life tailored to each individual's lifestyle. Additionally, by monitoring workloads in each department and ensuring a manageable work environment, we have created a setting where employees can adjust their schedules and finish work on time without the need for designated no-overtime days.
Introduction of Telework System
We have implemented a telework system to enable each officer and employee to excel regardless of their work location.
2. Health Considerations and Enhanced Welfare
We have introduced various systems aimed at promoting health and enhancing welfare for all officers and employees.
Group Life Insurance
In addition to basic social insurance, we have enrolled in Group Long-Term Disability Income Insurance (GLTD) to provide income protection in case of long-term inability to work due to illness or injury. This includes condolence payments, severe disability benefits, and medical riders that provide insurance payouts during hospitalization.
Health Checkups
We provide comprehensive health checkups and financial support for these services. This includes subsidies for full medical examinations (Ningen Dock) and health checkups for employees' dependents.
Care Leave
Employees with family members requiring care are entitled to take up to 10 days of care leave per year, separate from their annual paid leave, to provide necessary support.
Congratulatory and Compassionate Leave
Employees are entitled to up to 7 consecutive days (including holidays) of marriage leave upon getting married. In the event of the death of a parent, spouse, child, grandparent, sibling, or spouse's parent, employees can take 3 to 7 consecutive days (including holidays) of compassionate leave.
Nursing Leave
Employees raising children up to the end of third grade can take up to 10 days of nursing leave per year, separate from their annual paid leave, to care for their child when needed.
Marriage Celebration Bonus
Employees receive a celebration bonus upon getting married.
Free Beverages
We offer complimentary beverages in the office.
Defined Contribution Pension
Under the defined contribution pension plan, the company contributes ¥27,500 monthly (employer contribution) towards the maximum contribution limit of ¥55,000. Additionally, employees can choose to contribute up to ¥27,000.
Long Service Award System
Employees are granted long service leave and a celebration bonus based on their years of service: 5 consecutive business days for 10 years, 7 consecutive business days for 15 years, and 10 consecutive business days for 20 years.
Employee snapshot
| FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|
| The number of employees※1 | 31 | 35 | 35 | 35 |
| % of full-time employees | 97.0% | 100.0% | 100.0% | 100.0% |
| The number of male employees | 22 | 24 | 26 | 25 |
| % of male employees | 71.0% | 68.6% | 74.3% | 71.4% |
| The number of female employees | 9 | 11 | 9 | 10 |
| % of female employees | 29.0% | 31.4% | 25.7% | 28.6% |
| The number of managers※2 | 16 | 21 | 19 | 19 |
| The number of male managers | 13 | 18 | 17 | 16 |
| % of male managers | 81.3% | 85.7% | 89.5% | 84.2% |
| The number of female managers | 3 | 3 | 2 | 3 |
| % of female managers | 18.8% | 14.3% | 10.5% | 15.8% |
| The average length of service※3 | 7.2years | 5.9years | 6.2years | 5.2years |
| The number of leavers | 1 | 0 | 3 | 3 |
| Turnover ratio※4 | 3.6% | 0.0% | 8.6% | 8.6% |
| The number of employees with disadvantages | 0.0% | 0.0% | 0.0% | 0.0% |
| The number of non-Japanese employees | 0.0% | 0.0% | 0.0% | 0.0% |
| The number of employees with international experience | 9.7% | 9.7% | 17.1% | 14.3% |
| The health checkup participation rate | 100.0% | 100.0% | 100.0% | 100.0% |
- The number of employees at the end of each fiscal year.
- Define senior managers and above as managers.
- Exclude personnel seconded from the sponsors; Mitsui & Co., Ltd. and Sumitomo Mitsui Trust Bank, Limited.
- The number of leavers / the number of employees at the beginning of each fiscal period. Exclude transfers and retirements from the number of leavers.
