CSR | Society | Human CapitalPromotion of Diversity

Approach and Policies

The Nomura Real Estate Group believes that innovation generated by diversity is essential for the continuous creation of new value for society.
Accordingly, we established the Nomura Real Estate Group Code of Action,* which stipulates respect for fundamental human rights and prohibits discrimination and harassment. We also conduct diversity management to ensure equal hiring and employment for all persons regardless of individual attributes so that all employees can fully demonstrate their diverse individuality and capabilities.
In addition, the Nomura Real Estate Holdings Basic Corporate Governance Policy provides that the Board of Directors shall be made up of diverse directors with varied knowledge, experience, and skills.

* The Nomura Real Estate Group Code of Conduct provides in Article 20 that the Group shall respect the fundamental human rights of officers and employees and shall not engage in discrimination or harassment on the basis of race, ethnicity, age, religion, creed, sex, nationality, social status, disability, pregnancy, childbirth, childcare leave, family care leave, sexual preference, gender identity, and so on.

Management

Management Structure

Nomura Real Estate Holdings established the Group Human Resources Department, and the officer responsible for the Group Human Resources Department has been put in charge of this issue for the Group and carries out measures relating to diversity.
In addition, the CSR Committee, which comprises Nomura Real Estate Holdings and Group company directors and others and is chaired by the Nomura Real Estate Holdings executive vice president, deliberates on and decides related policies and action plans.
Starting in fiscal 2018, targets were set regarding diversity, and the Committee is monitoring progress.

Targets

The Group has set the following three targets regarding diversity.

  • Promote employment of women
  • Promote diverse work styles
  • Hire and utilize diverse human capital
Promoting Work Style Reforms and Diverse Working Styles

In April 2017, the Group established the Nomura Real Estate Group Work Style Reform Promotion Committee with the group COO as its chair and business unit heads and others as members.The Committee implements the following measures to achieve employee happiness and corporate growth.

【Main Measures】

・Promoting diverse work styles
・Establishing telecommuting programs (including working from home)*
・Creating satellite offices
・Expanding flex time working programs*
・Encouraging employees not to work on holidays and to take vacation time
・Setting regular days off at sales offices*
・Encouraging employees to take leave such as making employee birthdays a day off
・Raising awareness regarding shorter working hours
・Making working hours visible
・Creating work end time declaration program
・Establishing no overtime days
・Introducing productivity assessments*
・Turning off PCs at 8 p.m.
・Support for childcare and nursing care
・Creating staggered commuting time programs*
・Creating job position transition programs*
・Subsidizing a portion of babysitter expenses
・Creating paternity leave programs*

* New personnel programs created in fiscal 2017

Women’s Empowerment Initiatives

The Group is working to empower women in the workplace based on the belief that leveraging diverse perspectives in business is a key to creating new corporate value.As of April 1, 2018, women accounted for 29.71% of employees, 5.33% of managers, and 15.01% of junior managers.*

* Junior managers are candidates for promotion to manager in the near future.

Support for Childcare and Nursing Care

The Group has instituted personnel programs that make it possible for employees to continue working even after certain life events such as childbirth or the need to provide child care or family care.We provide information on and raise awareness of these programs on the Group intranet and the Primer on Achieving a Good Work-Life Balance and are working to create workplace environments that facilitate the use of these programs.

Main Programs】
  • Childcare leave
  • Family care leave
  • Holiday childcare support program and subsidies for a portion of babysitter expenses
  • Paternity leave program
  • Reduced working hours for family care

Promoting the Hiring of Persons with Disabilities and Seniors

The Group actively hires persons with disabilities and seniors.
As of April 1, 2018, the Group employed 127 persons with disabilities, equal to 1.88% of the total workforce.
In addition, we employed 404 employees aged 60 years or older (excluding part-time employees)

Performance

Promotion Measures

Fiscal 2017 performance against the set targets was as set forth below.

* Unless otherwise indicated, the scope of reporting is the Group.

Promote employment of women
Items FY 2015 FY 2016 FY 2017
Female employee ratio
(%)
27.74 28.60 29.75
Female manager ratio
(%)
4.81 5.38 5.45
Female junior manager ratio
(%)
- 14.8 15.08
Separation rates by sex
(%)
- - Men: 3.57
Women: 4.46
Promote diverse work styles
Items FY 2015 FY 2016 FY 2017
Childcare Leave Takers (men) 139(0) 119(2) 86(3)
Rate of reinstatement after childcare leave(%) - - 92.59
Nursing Care Leave Takers 1 2 4
Hire and utilize diverse human capital
Items FY 2015 FY 2016 FY 2017
Number of employees aged 60 years or older 383 434 404
Number of foreign employees - 7 14
Rate of employment of persons with disabilities
(%)
1.85 1.97 1.90

* The rate of employment of persons with disabilities for fiscal 2017 is as of June 1, 2018.The rate covers Group companies subject to the disabled persons employment system.