Social (Society and Employees)
Governance
The Sustainability Committee, which consists of Nomura Real Estate Holdings and Group company directors and other members, is chaired by the Nomura Real Estate Holdings president and Group CEO. It deliberates and decides policies and action plans focused on sustainability, including priority issues (materialities), and reports to the Board of Directors. It also monitors progress with regard to its targets.
In addition, two subordinate organizations have been established under the committee to strengthen the foundations for co-creation. One is the Human Rights Subcommittee, led by the officer in charge of Group Diversity and Inclusion Management as supervisor, and the other is the Human Resource, Wellness, D&I Committee, chaired by the Nomura Real Estate Holdings president and Group CEO.
Human Resource, Wellness, D&I Committee
This committee (previously known as the Group Wellness Promotion Meeting) consists of Nomura Real Estate Holdings and Group company presidents and others, and it meets twice a year. Among other things, it discusses the setting of medium- to long-term goals and specific promotion measures related to the utilization and active participation of diverse human resources within the Group, including health and safety, wellness promotion, work style reform, and the promotion of female participation in the workforce, for the purpose of maintaining a healthy and comfortable working environment that allows employees to work with enthusiasm and in good health, as well as to promote the formulation of human resource development policies and the development of an internal environment, to ensure diversity. The details of its discussions are also regularly reported to the Board of Directors.
Human Rights Subcommittee
This committee is comprised of members from the Group Human Resource Department, Group Human Resources Development Department, Group Legal & Compliance Department, and Sustainability Management Department, and it meets on an as-needed basis. In fiscal 2022, the committee met five times, with the main topics of discussion being the formulation of human rights policies and the investigation of human rights due diligence implementation. The committee is comprised of multiple Sustainability Committee members and members from the Group Human Resources Development Department, Group Legal & Compliance Department, and Sustainability Management Department, and it meets on an as-needed basis. In fiscal 2023, the committee met four times to discuss the promotion of Group-wide human rights initiatives, such as conducting human rights due diligence and sorting through issues in establishing a grievance mechanism.
Strategy
As a corporate group that connects people, towns and communities to the future, we will realize lifestyles for which diverse backgrounds and values are respected, and will respect people’s dignity and basic human rights throughout our business activities to strengthen our foundation for sustainability promotion and pursue co-creation initiatives that transcend organizations and business models.
Risk Management
Materiality-specific Risk Management
Risk Management in Diversity and Inclusion
We are implementing measures based on the Diversity and Inclusion Promotion Policy and in line with the roadmap. The progress of these measures is reported to the Human Resource, Wellness, D&I Committee.
- Key themes for achieving our vision
- Promotion of wellness so that everyone can work with vigor
- Promotion of group understanding and cooperation - Fostering an environment where people can learn about other business units and departments and consider value which they have not seen before -
- Creation of opportunities for new discoveries and realizations - Improving diversity of knowledge -
- Roadmap
Human Rights Risk Management
With regard to human rights, we are implementing various measures in line with the following priority themes. The progress of measures is monitored by the Human Rights Subcommittee and the Sustainability Committee, and we take action with regard to any human rights risks.
- Employee wellness and human rights
- Overseas business and foreign workers
- Human rights in the supply chain
- Relief measures
Indicators and Goals
Key performance indicators (KPIs)
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●Female manager and junior manager ratio: 20%
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●Childcare leave utilization rate by men and women: 100%
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●Procurement guideline survey implementation rate: 80%
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●Creation of human rights due diligence system
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●Percentage of participation in human rights training: 100%
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●Provision of products and services with inclusive design*
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●Percentage of implementation of one-on-one meetings: 100%
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*An approach which involves people with diverse backgrounds, values, and challenges in the design process
Goals
| Society and employees | Strengthen the foundation for promoting sustainability for “co-creation” beyond organizational and business categories | |
|---|---|---|
| Diversity & Inclusion | Create an organization where diverse human resources with various backgrounds and values, including women and non-Japanese, can fully demonstrate their capabilities | |
| Human Rights | Lay the foundation for a company that respects the dignity and basic human rights of all employees and all people involved in our business | |