Nomura Real Estate Asset Management Co., Ltd.Nomura Real Estate Asset Management Co., Ltd.


ESG Management

We introduce our efforts and results along with Nomura Real Estate Group's stance on sustainability, covering policies underpinned by four key themes (Environment, Safety/Security, Community, and Health & Well-being) and two promotional foundations (Human Capital and Management Structure).

Nomura Real Estate Group Sustainability Policy


1) Basic Data

*All tables can be viewed by scrolling left and right.

Numbers of employees (as of April 1)
Items FY2020 FY2021 FY2022
Total Employees 154 147 155
Male 108 105 108
Female 46 42 47
Female ratio 29.9% 28.6% 30.3%
Permanent employees 154 147 155
Temporary employees 0 0 0
New graduate employees and female ratio (employed from April 1)
Items FY2020 FY2021 FY2022
New graduates 3 3 2
Male 1 2 2
Female 2 1 0
Female ratio 66.7% 33.3% 0.0%

2) Health and Safety of EmployeesApproach and Policies, Management

Prevent overwork
Items FY2020 FY2021 FY2022
Average statutory overtime work (hours/month) 8.2 10.4 7.0
Encourage employees to take paid vacation time
Items FY2020 FY2021 FY2022
Average paid vacation days taken 14 days 14 days 14 days
Implement comprehensive health management covering the physical and mental health of employees
Items FY2020 FY2021 FY2022
Checkup and medical examination rate (%) 100 100 100
Prevent industrial accidents
Items FY2020 FY2021 FY2022
Number of employee occupational accidents resulting in death 0 0 0
Absentee rate (%) 1.0 1.7 1.6

3) Promotion of DiversityApproach and Policies, Management

Promote employment of women
Items FY2020 FY2021 FY2022
Female employee ratio 29.9% 28.6% 30.3%
Female manager ratio 1.4% 1.4% 2.7%
Female junior manager ratio 21.4% 18.8% 20.7%
Turnover ratio Male 0.9%
Female 10.9%
Male 1.9%
Female 2.4%
Male 2.8%
Female 4.3%
Promote diverse work styles
Items FY2020 FY2021 FY2022
Took childcare leave Male 1
Female 7
Male 1
Female 7
Male 1
Female 11
Return after leave ratio 100% 100% 100%
Took caregiver leave 0 2 0
Promote diverse workforce
Items FY2020 FY2021 FY2022
Employees aged 60+ years 2 1 1
Foreign employees 1 1 1
Employees with disabilities 2.1% 2.7% 2.5%

4) Creation of Fair and Rewarding WorkplacesApproach and Policies, Management

As a general rule, the employees of Nomura Real Estate Asset Management are seconded from Nomura Real Estate Development and qualify for the social benefits provided by Nomura Real Estate Development.

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 FY2020 FY2021 FY2022
The labor union membership rate amang employees (%) 31.8 31.8 27.7
Employee satisfaction survey
Items FY2020 FY2021 FY2022
Percentage of satisfied employees (%) 67.6% 65.4% -
Employee satisfaction level (5-point scale)
[National average]*
Sense of burden in terms of work quality 2.47 2.52 2.51
Sense of burden in terms of work quantity 1.91 2.08 -
Number of responses / number of eligible employees 148 / 149 142 / 153 135 / 149
Response rate (%) 99.3% 92.8% 90.6%

*Source:Recruit Management Solutions Co., Ltd. , Employee satisfaction survey of first section listed companies

5) Improvements to human capital Approach and Policies, Management

Training participation performance
Items FY2020 FY2021 FY2022
Training hours per employee 11.1 hours 10.11 hours 9.73 hours
Training expense per employee ¥72,533 ¥63,262 ¥94,633

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

Training overview(FY2022)
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 assumed executive manager training Executive managers

5)-1 High Degree of Specialization

5)-2 Human RightsApproach and Policies, Management

Responses to human rights issues
Items FY2020 FY2021 FY2022
Consultation matters relating to human rights 3 0 3
Human rights training(FY2022)
Human rights topics covered Target participants Number of participants
Solving assimilation problems New managers 4
Preventing harassment Mid-career employees 12

Nomura Real Estate Group is aware that the declining birth rate, aging population, globalization, and diversification of individual values and lifestyles are important social issues. Therefore, we aim to respond to the aging and diversifying population, support their wellbeing, and improve our customer satsifaction and comfort through various initiatives.

NREAM initiatives

We established our first healthcare fund in 2015, and since then have structured and managed multiple healthcare funds, contributing to initiatives for an aging society.

We have hosted an annual seminar conference since 2014 for our investors and stakeholders, covering various current topics in our industry.
Click here for recent lecture videos

Nomura Real Estate Group is aware that the aging and obsolescence of buildings and infrastructure, reductions in urban functions, and increases in natural disasters are all extremely important social issues. Therefore, we look to raise the quality of both safety and security in operations and management, as well as ensuring the same safety and security in the event of a disaster.

Nomura Real Estate Group is aware of the deterioration and loss of vitality in communities, as well as decline in interactions, as a result of decrease in population and increase in vacant homes. We support and the building of a community, fostering ongoing connections for clients and local areas through architectural designs and operation / management services.