Human Capital Development

• Attracting And Retaining Talents, And Developing Their Careers
• Health and Wellbeing of Employees
• Diversity and Equal Opportunities
• Relevant Data

KDR, as a J-REIT, is not allowed to hire employees under the provisions of the Act on Investment Trusts and Investment Corporations, and the Asset Management Company’s employees substantially manage its assets. Kenedix Real Estate Fund Management, Inc. (KFM), the asset management company of KDR is operated by employees who are seconded from the sponsor company, Kenedix, Inc. and has the policy that human resources are crucial for sophisticated investment management and has undertaken various initiatives to promote it. As Kenedix group, including the asset management company, have identified "Attracting and retaining talents, and developing their careers", "Health and wellbeing of employees" and "Diversity and equal opportunities" are as material topic and have aimed to maintain an attractive working environment.
Number of personnel seconded from the sponsor (Kenedix, Inc.) to KFM (as of December 31, 2021): 106

Attracting And Retaining Talents, And Developing Their Careers

Kenedix group has identified "Recruiting, employee retention and career advancement" as material issues and is promoting initiatives to develop capabilities of employees by providing trainings and educational programs to maximize individual productivity and employees receive the opportunities to discuss whether they are satisfied with their job or not and their career planning twice a year, that is used to improve the efficiency of the operation and distribution of personnel at the most desirable place.

＜Diverse human capital and stable employment＞
KFM is operated by employees seconded from its parent company, Kenedix, Inc., and utilizes the know-how, expertise, philosophy and human networks cultivated by the Kenedix group. In addition, KFM continues to recruit new employees so that it can secure appropriate human resources in a timely manner in accordance with business conditions and environmental changes. (Newly recruited employees are hired by Kenedix, Inc. and seconded to KFM.)
Also, to forecast hiring needs and proactively develop new pools of talent, Kenedix, Inc. has adopted a referral recruitment strategy (an employee placement system whereby current officers and employees are encouraged to recommend personnel suited to the Kenedix Group, such as acquaintances and friends) in February 2021 in addition to regular new graduate recruitment and mid-career recruitment.
By securing various human resources, Kenedix, Inc. promotes sustainability management as a real estate asset management company.
The Kenedix group has never conducted lay-offs or other employment adjustment since their establishment in 1995.

＜Human resource development system＞
At Kenedix group, new graduates are assigned to one-month entry training and then rotate several times in a five-year term to make them grow up to human resources that have broad insight. Furthermore, to continuously improve the operational skills of employees, Kenedix group provides required training for all of its employees.
Percentage of executives and employees who received training: 85.1% (2019), 32.2% (2020), 93.4% (2021)
(Note) In 2020, the figure declined sharply due to the COVID-19 pandemic.

＜Managerial/Leadership Development Training＞
KFM utilizes the Kenedix, Inc. training programs and requires employees in managerial positions to attend external seminars on managerial and leadership development training.

＜Self-development program＞
Kenedix provides opportunities to all of its employees to attend seminars and trainings arranged by third parties to acquire specialist knowledge or skills required for their jobs.

■English training
For those who applied, Kenedix group provides the English training by teachers from educational institutions in which the trainees participate in discussion every week to improve their ability. Also online-speaking program is available so employees can flexibly utilize the opportunity.

 

■Training program provided by Professor

Health and wellbeing of employees 

Kenedix group has identified “Health and wellbeing of employees” as material issues and is promoting initiatives to maintain work/life balance, provide working environment that is advantageous in soft and hard to maximize employee's ability. In addition, the company has prepared non-salary benefits for all of its employees to reflect a variety of personal needs.

＜Work Style Reform＞
Kenedix group has been improving its working environment by encouraging employees to take payed holiday, reducing overtime work and introducing various practices to allow flex work style.

■Promoting to take paid holiday
Ratio of the used portion of employees’ annual paid holiday in the Kenedix group was 71.2% in 2019 and 58.6% in 2020. On top of annual paid leave, there is an established system which promotes employees to take consecutive holidays during summer, from July to September. Managers in each department take the initiative in encouraging their subordinates to take long-term holiday and promoting an increase in the ratio.

■Initiatives to reduce overtime
Managers in each department are monitoring working hours in their team and adjusting workload for employees to minimize overtime. If an employee was found to have worked more than certain hours, a physical check by doctor is arranged upon employee's request.

■Flex time
Kenedix group has adopted flexible attendance hours. Employees are allowed to choose the time they start working from 7 to 11 am by day to work according to their convenience.

＜Health and wellbeing＞
Kenedix group has been endorsing health management to support physical and mental health of employees and preparing comfortable working environment.

■Health committee
Kenedix group has established health committee and organized monthly meeting to discuss and take measures to promote health and prevent disorder for its employees. Also the committee sends email every month to all employees on relevant topics to enlighten them on health and wellbeing.

■Annual physical health checkup
All employees including contract employees are to receive annual physical health checkup by doctor on company cost.

■Mental Health care
All employees have access to counseling service provided by the company where employees are allowed to report any personal issues or issues regarding the company to external counselors, without being noticed by the company to raise their mental literacy. Newsletter with relevant topics on mental health is sent every month to notify of this service. In addition, the company provides annual stress check to all employees including contract employees to prevent illness of which result are provided to each employee and, if necessary, checkup by doctor is arranged.


■Positive working environment for workers ■Interaction among employees in a communication room
Located adjacent to working space, the communication room is a place employees can use for a break, a small meeting or any other purpose, being the hub for communication among employees.

＜Other initiatives＞

■Off-site meeting
Every December, off-site meeting has been held in which all employees are invited to listen to presentation by management executive or lecture by outside specialist. This occasion is used to give awards to the projects and promote communication among employees.

■Support for group activities outside of work
KDX subsidizes for group activities such as futsal or golf, which help employees make personal connection beyond his/her job scope.

■Internal exchange during the COVID-19 related crisis
As the spread of the new coronavirus infection has made it difficult to hold off-site meetings and other opportunities for interaction, we have used online tools to conduct a variety of internal exchanges. In addition to distributing messages from the presidents and videos of project commendations, we solicited a wide range of proposals from employees regarding matters inside and outside the Group's business with a view after the COVID-19 related business and launched projects to realize them. In addition, from 2021, we have launched an employee meeting in which all Kenedix Group employees participate online, held on a regular basis.

Diversity And Equal Opportunities

Kenedix group has identified "Diversity and equal opportunities" as one of material issues and is initiatives to create working environment that all employees appreciate diversity such as respect for race, religion, sex, age, sexual preference, disabilities or nationality and respect for human right to maximize their productivity.

＜Respect for human rights, prevention of discrimination and harassment>
KDX and KFM have stipulated respect for human rights and prohibition on discrimination and harassment on its policy in compliance manual and provide compliance trainings to raise awareness. In addition, trainings on dealing with harassment are provided for managers.

＜Promotion of women employees' activities＞
As a result of an internal proposal project, we have established a new project team for the promotion of women's activities across the Kenedix Group. This project conducted a company-wide questionnaire on women's activities to summarize the issues and future measures to be taken by the company, and conducted training for all employees, executives, managers, and female employees on diversity to foster understanding of diversity in the company. In addition, based on these trainings and other activities, the Kenedix Group executives formulated the “Kenedix Declaration of Conduct for the Promotion of Female Advancement and Improvement of the Workplace Environment.”
①The percentage of female employees in management positions will be at least 15% by the end of 2025, with a target of 20% by the end of 2030.
②Maintain a 100% of female employees taking childcare leave, and increase the number of male employees taking childcare leave.
■Women's Activity Promotion Project
As a result of an internal proposal project, we have established a new project team for the promotion of women's activities across the Kenedix Group. This project conducted a company-wide questionnaire on women's activities to summarize the issues and future measures to be taken by the company, and conducted training for all employees, executives, managers, and female employees on diversity to foster understanding of diversity in the company. In addition, based on these trainings and other activities, the Kenedix Group executives formulated the “Kenedix Declaration of Conduct for the Promotion of Female Advancement and Improvement of the Workplace Environment.”

■Kenedix Declaration of Conduct for the Promotion of Women Advancement and Improvement of the Workplace Environment
Each and every one of our employees is the source of our corporate value. We respect the abilities of all employees and aim to create a workplace environment where they can work with peace of mind.
 1) We will create a workplace where all employees, regardless of gender, occupation, or age, can improve their skills and fully demonstrate their individual abilities.
 2) We will create a workplace where employees can respect each other and freely and openly exchange opinions regardless of hierarchy, departments, age, or gender.
 3) We will provide opportunities for motivated women employees to gain a wide range of work experience.

＜Employment system for seniors＞
As one way to increase diversity, Kenedix Group have a system that allows employees who have reached the official retirement age of 60 to return to work until the age of 65. This program also helps maintain a sufficient number of people as Japan's working age population declines. With experience dating back to the start of real estate asset management in Japan, these older workers have considerable knowledge they can pass on to others.

＜Support for childbirth, childcare and senior nursing care＞
KDX has prepared various programs to support employees to work through their life event such as having children or nursing elderly.

■Childbirth and childcare
Female employee who is expecting receive paid holiday to go regular checkups and easing of their working conditions such as coming late to work or taking regular breaks. Special leave before and after the birth is available and male employees whom partner is having childbirth are also allowed to take day-offs. Employees can receive time off for the care of a baby or when a preschool age child is sick or requires other care. We also offer flexible working time so employees can care for family members. For example, employees can limit overtime and late-night assignments, reduce working hours, or use staggered hours. There is also a subsidy for expenses for child-related transportation needs before and after work and a discounted babysitter service.

■Nursing elderly
Employees who have to take care of their parents or relatives are allowed to take special day offs, shortened working hours or flex attendance hours and exempted from working overtime according to the necessity of each family. Those measures are more than legally required.

Relevant Data (Employment・System Use, etc.)

Relevant Data (Employment・System Use, etc.)