Mitsubishi Estate Group 2030 Goals for SDGs
Creating a Diverse Workplace
Initiative Policies
Creating Workplaces with Diversity
Initiative Policies
The Mitsubishi Estate Group recognizes that respect for human rights and accommodation of diverse human resources and workstyles are crucial to management and business activities. Accordingly, the Mitsubishi Estate Group Guidelines for Conduct include provisions related to respect for human rights and diversity and empowerment of individuals, and the Mitsubishi Estate Group Human Rights Policy has been established to direct steadfast efforts based on these guidelines. Based on this human rights policy, the Group has formulated plans for specific human rights themes such as the action plan in accordance with Japan’s Act on the Promotion of Female Participation and Career Advancement in the Workplace formulated for the purpose of empowering female employees. Moreover, based on the opportunities and risks described in the social value under the Long-Term Management Plan 2030, we have established KPIs and work actively to develop various programs to form the foundation for challenge and innovation by employees.
The Group is also focusing efforts on enhancing personnel programs with awareness about ease-of-working for a variety of life stages, well-being, and work-life integration*. There is a particular emphasis on developing an environment enabling anyone, regardless of gender, position, form of employment, age, and other attributes, to express their thoughts freely and engage in dialogue and opinions in discussions within the company (realization of diversity in opinions).
We will continue incorporating feedback from employees while we strive to create a vibrant organization that allows even more diverse human resources to play active roles with diverse workstyles and create change, leading to sustainable growth for the Mitsubishi Estate Group.
- Achieving comprehensive fulfillment in both work and life without barriers separating the two
Targets, Results, and Main Initiatives
Targets, Results, and Main Initiatives
Percentage of female managers (Scope: Mitsubishi Estate Co., Ltd.*1)
- Targets:
- Over 20% by FY2030, 30% by FY2040, and 40% by FY2050
- Results:
- FY2023: 7.3% (as of April 1.2023); FY2022: 7.2% (as of April 1,2022)
- Initiatives
- Raised the percentage of female employees accounted for by assistant manager-level employees eligible as candidates for management positions
- Plans in place to implement a survey and introduce measures to promote gender diversity
Sustainability Activities (ESG) > Social > Promoting Diversity > Empowerment of Women
Rate of use of male employees taking childcare leave of absence (Scope: Mitsubishi Estate Co., Ltd.*2)
- Targets:
- 100% every year until FY2030
- Results:
- FY2022: 11.0.6%; FY2021: 75.5%;
- Initiatives
- Disclosed the percentage of male employees taking childcare leave
- Encouraged the taking of childcare leave (periodically issued literature on taking childcare leave to male employees with newborns while encouraging employees who had yet to take childcare leave to discuss doing so with their superiors)
- Facilitated roundtable discussions among male employees with experience of taking childcare leave (held roundtable discussions with male employees who have taken childcare leave to share their experiences with fellow Company employees)
- Create and promote awareness of a handbook on pre- and post-childbirth leave and childcare leave summarizing childcare and other types of leaves of absence and procedures for leave takers to follow
- Plans in place to implement the following initiatives
- Monitor the ratio of male employees taking childcare leave (contact male employees who have not taken childcare leave for more than a certain period after the birth of their child and confirm their intentions and other relevant information)
Rate of female employees taking childcare leave of absence (Scope: Mitsubishi Estate Group*3)
- Targets:
- 100% every year until FY2030
- Results:
- FY2022: 100%; FY2021: 98.7%
- Initiatives
- Provided a handbook offering support regarding pregnancy, childbirth, and reinstatement to work
- Carried out consultation sessions
- Held platforms (such as roundtable discussions and lectures) offering information helpful to achieving a work–life balance and developing a career
- Carried out interviews for employees with their department and with the Human Resources Department when they are reinstated to work following childcare leave
- Plans in place to set up a working group for promoting the active participation of women in the workplace to hold events and other activities in relation to creating networks and navigating life events
Sustainability Activities (ESG) > Social > Promoting Diversity
- Scope of targets changed to Mitsubishi Estate in conjunction with their upward revision in FY2022
- Scope of targets changed to Mitsubishi Estate in FY2023
Denominator and numerator are calculated as follows:
<Calculation method until FY2020>
Denominator: Male employees whose spouse gave birth during the corresponding fiscal year and who are eligible for maternity leave (excluding employees who have been with the company less than one year)
Numerator: Male employees whose spouse gave birth during the corresponding fiscal year and who took maternity leave during the corresponding fiscal year
<Calculation method from FY2021>
Denominator: Male employees whose spouse gave birth during the corresponding fiscal year and who are eligible for maternity leave (excluding employees who have been with the company less than one year)
Numerator: Male employees who took maternity leave during the corresponding fiscal year - Five Mitsubishi Estate Group companies: Mitsubishi Estate, Mitsubishi Jisho Property Management, Mitsubishi Estate Residence, Mitsubishi Jisho Design, and Mitsubishi Real Estate Services
