Prevent overwork

Items	FY2016	FY2017	FY2018
Average statutory overtime work (hours/month)	12.6	10.8	-

Encourage employees to take paid vacation time

Items	FY2016	FY2017	FY2018
Paid vacation time use rate (%)	N/A	67.9%	-

Implement comprehensive health management covering the physical and mental health of employees

Items	FY2016	FY2017	FY2018
Checkup and medical examination rate (%)	100	100	100

Prevent industrial accidents

Items	FY2016	FY2017	FY2018
Number of employee occupational accidents resulting in death	0	0	0
Absentee rate (%)	0.0	0.3	0.3

Promote employment of women

Items	FY2016	FY2017	FY2018
Female employee ratio	27.4%	27.0%	26.7%
Female manager ratio	0%	0%	0%
Female junior manager ratio	13.2%	13.2%	13.2%
Turnover ratio	Male　0.9% Female　5.0%	Male　1.8% Female　2.4%	Male　- Female　-

Promote diverse work styles

Items	FY2016	FY2017	FY2018
Took childcare leave	Male 0 Female 2	Male 0 Female 3	Male 0 Female 6
Return after leave ratio	100%	100%	100%
Took caregiver leave	0	0	0

Promote diverse workforce

Items	FY2016	FY2017	FY2018
Employees aged 60+ years	2	2	2
Foreign employees	0	0	0
Employees with disabilities	0.7%	2.6%	0.7%

Main social benefits provided by Nomura Real Estate Development

Items	Overview
Maternity leave	Six weeks prior to childbirth (14 weeks in the case of a multiple pregnancy) and eight weeks after childbirth (with pay)
Childcare leave	Until the child reaches the age of three years
Family care leave to care for children	Preschool children: 5 days/year for one child and 10 days/year for two or more children
Family care leave	Up to one year in total
Volunteer leave	Five days for volunteer activities related to a severe natural disaster
Mental health support	Health Consultation Office, Physical and Mental Health Consultation Office, appointment of an industrial physician of psychosomatic medicine
Measures to ensure good health	Appointment of nurses and industrial physicians, implementation of personnel interviews and medical examinations
Rehiring elderly workers	Up to age 65 (one-year extensions)
Retirement benefit program *	Payment of retirement benefits pursuant to a defined benefit pension plan
Health insurance association	High medical expenses, lump-sum childbirth benefit, injury and disease benefit, comprehensive medical examinations, etc.
Allowances	Family allowance, reassignment allowance *, reassignment without family allowance *, housing subsidies, etc.

* Only career-track employees are eligible.

Fair evaluations and remuneration

Items	Overview
Target Management System	The Nomura Real Estate Group introduced a target management system so that employees can take the initiative in their jobs and work with managers and supervisors towards achieving their targets. Every six months, employees set their own targets with advice from supervisors, and bonuses are paid based on the degree of achievement of those targets. In addition, reviews of the abilities and conducts that serve as the basis for promotions and raises are also conducted every six months.
Evaluation of Superiors and Career Development	Once a year, Nomura Real Estate Development employees (including Nomura Real Estate Asset Management employees) complete a questionnaire regarding the skills, performance, personality, and so on of their supervisors and submit the questionnaires to the Human Resources Division.

Creating fair work environments

Items	FY2015	FY2016	FY2017
The labor union membership rate among career-track personnel (%)	35.9	37.0	39.1

Employee satisfaction survey

Items	FY2015	FY2016	FY2017
Percentage of satisfied employees (%)	N/A	N/A	Men 67.6 Women 48.6 Overall 63.0
Employee satisfaction level (5-point scale)	Overall 3.67	Overall 3.59	Men 3.77 Women 3.34 Overall 3.42
Number of responses / number of eligible employees	150 / 155	144 / 156	146 / 152
Response rate (%)	96.8	92.3	96.1

Training participation performance

Items	FY2017
Training hours per employee	13.3 hours
Training expense per employee	¥67,122

* The human rights training, which is provided separately, is not included in the above figures.

Training overview（FY2017）

No.	Training title	Subject ranks
1	New employee introductory training	Newly-hired employees
2	New employee follow-up training	Newly-hired employees
3	Second-year training	Employees in their second year
4	Third-year training	Employees in their third year
5	Fourth-year training	Employees in their fourth year
6	Newly promoted professional level-1 training	Professionals
7	Newly promoted leader training	Leaders
8	Second-year training for leaders	Leaders
9	Newly promoted junior manager training	Managers
10	Newly promoted senior manager training	Senior managers
11	Newly promoted division manager training	Division managers
12	Newly assumed executive manager training	Executive managers

List of Qualifications Held

Policy Regarding Fiduciary Duty to Investors [Initiatives to Pursue the Best Interests of Investors]

Responses to human rights issues

Items	FY2016	FY2017	FY2018
Consultation matters relating to human rights	1	4	1

Human rights training（FY2017）

Human rights topics covered	Target participants	Number of participants
Solving assimilation problems	Newly-hired employees	2
Preventing harassment	Newly-hired employees	2
Solving assimilation problems	Newly promoted leaders	6
Understanding of and consideration for LGBT individuals	Newly promoted leaders	4
Solving assimilation problems, Understanding of and consideration for LGBT individuals	Managers	35