Initiatives for Employees of Asset Management Company

Human Resources Initiatives

Policy

NTT Urban Solutions Group has positioned "Diversity & Inclusion" as a source of corporate compteitiveness, based on the belief that diversity is our strength. We aim to create a workplace where everyone can thrive by respecting the diversity of each and every employee regardless of gender, disability, sexual orientation or gender identity, nationality, age, place of origin, values, interests, or personality, and by fostering a culture of mutual understanding through open dialogue, in order to respond to the diverse needs of everyone who uses the urban communities, buildings, and services developed by the NTT Urban Solutions Group.

Promotion of Diversity & Inclusion

As part of its management strategy, the NTT Urban Solutions Group promotes Diversity & Inclusion (D&I). To foster awareness of D&I, we provide diversity training for all employees, as well as tailored programs for newly appointed managers and new graduate hires. In addition, we regularly share information through various D&I-related seminars and other initiatives to further deepen understanding.
We also conduct employee awareness surveys, including company-wide engagement surveys, to identify issues and leverage the findings to improve initiatives, enhance the workplace environment, and expand internal systems and policies.
With regard to gender diversity and women’s advancement, the advancement of employees with disabilities, support for balancing work with childcare and caregiving, and the promotion of understanding of LGBTQ-related issues, we implement a range of initiatives tailored to each area. These include building networks among the respective employee groups, developing relevant systems and policies, and fostering understanding in the workplace, thereby promoting the creation of an inclusive work environment where everyone can thrive.

UDAM manages the percentage of female managers, percentage of female employees and percentage of employees over 60 years old as KPI.
For actual result, please refer to “Main Personnel-Related Data”.

Personnel Evaluation

UDAM has introduced a personnel evaluation system that evaluates business performance and ability from diversified perspectives including ESG initiatives.
Personnel evaluation consists of target management and behavior assessment, and UDAM provides accurate and specific feedback upon the evaluation with the intent to improve employees' abilities.

Implementation of Training

UDAM believes it is necessary to maintain high professional ethics to fulfill the social responsibility and public mission as a financial operator, and regularly conducts training for officers and employees.

Training sessions

Fiscal 2024
　・ Compliance training for all employees (6 times)
　・ Sustainability training for all employees (once)
　・ E-learning on corporate ethics and other topics for all employees of NTT Urban Solutions Group (once)
　・ Information security training program of NTT Urban Solutions Group (twice)

Fiscal 2025
　・ Compliance training for all employees (6 times)
　・ Sustainability training for all employees (once)
　・ E-learning on corporate ethics and other topics for all employees of NTT Urban Solutions Group (once)
　・ Information security training program of NTT Urban Solutions Group (twice)

Qualification Acquisition Encouragement System

UDAM has established the “Rules on Encouragement of Qualification Acquisition” that aim to encourage and support officers and employees in the acquisition of various qualifications through mutual training and enhancement of their potential.

The status of acquisition of major specialized qualifications is as follows.

（as of the end of March 2026）

Qualification Name, Etc.	Number of People
Registered real estate brokers	45
ARES Certified Master	25
Real estate appraisers	1
First-class registered architect	1
Certified building administrators	20

Utilization of Specialized Skills

UDAM accepts highly specialized personnel, including those who have track records and skills in management business at other listed REITs, those who have experience in related businesses such as finance and real estate, and those seconded from NTT Urban Development who have abundant experience and track records in fund business, development business, financial business, building management business, etc., and provides high-quality asset management business.

Cumulative Investment Unit Investment Program

UDAM has introduced the Cumulative Investment Unit Investment Program with the aim of contributing to further growth and improving unitholder value of NUD in the medium and long term by enhancing officers' and employees' awareness of performance via the program.

May 23, 2014 Notice Concerning Introduction of Cumulative Investment Unit Investment Program for Directors and Employees of the Asset Management Company

Respect for Human Rights

Policy

NTT Urban Solutions Group believes that in order to contribute to the realization of an affluent society, it is important for each employee to conduct business activities with a strong awareness of human rights.

To this end, under the NTT Group Human Rights Policy, a basic policy established in November 2021, we are working to establish a corporate stance of "respecting human rights and not engaging in, allowing or tolerating any form of discrimination" while deepening the correct awareness and understanding of human rights issues among all exectutives and employees.

NTT Group　Announced in November 2021　Please also refer to Human Rights Policy

Initiatives for Preventing Discrimination and Harassment

Initiatives for Preventing Discrimination

In its internal “Compliance Manual,” UDAM prohibits discrimination based on gender, race, nationality, religion, thought, physical handicap, sexual orientation, gender identity and other personal characteristics in any case.

Initiatives for Preventing Harassment

In its internal rule “Harassment Prevention Regulations”, UDAM specifies the measures to be taken to prevent harassment at workplaces based on NTT Group's Global Sustainability Charter.

In-House Consultation Desk

UDAM has established an in-house consultation desk available to all officers and employees for the consultation and reporting of violation of laws and regulations, etc. and other acts that violate corporate ethics and compliance and also in the event of trouble at workplaces, and seeing or hearing sexual, power and other forms of harassment. It also introduces “Corporate Ethics Help Line,” “Harassment Consultation Desk,” “Minna no Jinken 110,” etc. as external consultation desks.

Creating a comfortable working environment

Promotion of Work-Life Balance

UDAM has established a work environment designed to enhance operational efficiency and improve productivity by implementing work and leave systems tailored to the life stages of each employee.
・Flexible shift work system
・Short working hour system for childcare or long-term care
・Remote Work System

Leave System

UDAM has established annual leave, life plan leave, special leave (marriage leave, bereavement leave, summer leave), sick leave and special consecutive leave as paid forms of leave. It also offers unpaid leave as well as leave for nursing, etc., short-term leave for nursing care, occupational injury leave, etc. as other forms of leave.

Provision of Comfortable Work Environment

UDAM has set up a free space within its office to promote interaction between employees and improve work productivity.

Holding of meetings of the Safety and Health committee

UDAM holds monthly Safety and Health committee meetings to ensure the safety and health of its employees. Additionally, workplace inspections by an occupational physician are conducted regularly to obtain guidance and advice from a professional standpoint.

Implementation of Employee Survey

UDAM conducts an employee awareness survey to create a rewarding company to work for, and implements initiatives leading to the improvement of work environment and increase in engagement.

Health-Related Initiatives

Implementation of Regular Health Checkups

UDAM considers the health of its officers and employees as the top priority, striving to maintain and improve participation rates through regular health checkups and subsidies for comprehensive medical examinations.
For the consultation rate of health checkups, please refer to “Main Personnel-Related Data”.

Establishment of Consultation Desk

UDAM has established a health consultation desk (external contact desk) available to officers and employees and their families, and accepts various mental and physical health consultations.

Initiatives on Health Management

UDAM prioritizes the health of its officers and employees. We strive to maintain and improve participation rates by providing subsidies for regular health checkups and comprehensive medical examinations. Furthermore, we implement initiatives to create a healthy and comfortable working environment for each individual, including providing a pleasant workplace and establishing leave and work systems tailored to different life stages. These efforts have been recognized, resulting in our obtaining certification as a “Health & Productivity Management Organization”.

Main Personnel-Related Data

This table can be scrolled sideways.

• （Note1）

  Figures are aggregated for UDAM positions at the level of Section Manager and above.

• （Note2）

  Figures are for directly employed employees of UDAM.