Social Initiatives
Efforts for an Aging Society
Investment in Healthcare Facilities
The Investment Corporation believes that investing in healthcare facilities that utilizes highly social funds through the capital market will lead to the solution of social issues in an aging society. Nippon Healthcare Investment Corporation, the predecessor of DLI, was listed in 2014 as Japan’s first REIT specializing in healthcare facilities. DLI has the largest investment in healthcare facilities among J-REITs.
Going forward, we aim to solve the social issues facing Japan, such as the shortage of quality healthcare facilities amid the aging of society. At the same time, through the supply of quality healthcare facilities, we hope to contribute to the advancement of people leaving work, particularly women, to society, and the promotion of their return to work, due to nursing care at home.
| （as of Mar. 31, 2025） | |
| 53 properties | total acquisition price JPY 110.1 billion |
Efforts for Tenants
Tenant Satisfaction Surveys
In March 2024, a tenant satisfaction survey was conducted for all operators of healthcare facilities, and the results of this survey (requests, issues, etc.) are being utilized to improve the operation and management of the properties in order to improve tenant satisfaction.
Efforts for Community
Introduction of Sharing Services and Installation of Ports
Contributing to improving the convenience of residents and local residents in society and reducing environmental impact.
Introduction of Car Sharing |
Installation of LUUP(Electric kickboard) |
 （Gran Casa Monzennakacho） |
 （Park Terrace Ebisu） |
Charity & Volunteer Activities
Charity Activities
| The Asset Manager displays artwork by people with disabilities in its meeting rooms and hallways to support their participation in society through art activities and donates surplus calendars and notebooks. | ||
 Outsider Art Exhibit（Reception desk of the Asset Management Company) |
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Efforts for Investors
Engagement with investors
The Investment Corporation strives to proactively disclose information and be accountable to all stakeholders through IR activities. In order to promote understanding of the Investment Corporation, we hold individual meetings with domestic and foreign institutional investors, and hold seminars for individual investors.
Number of meetings and seminars
| Year held | No.of Domestic investors | No.of Foreign investors | No.of Seminar held |
|---|---|---|---|
| FY2021 | 146 | 30 | 2 |
| FY2022 | 146 | 34 | 3 |
| FY2023 | 131 | 39 | 1 |
| FY2024 | 104 | 35 | 2 |
Efforts to Prepare for Emergencies and Disasters
Disaster Prevention Efforts
Installation of disaster prevention equipment
We are promoting disaster prevention measures, such as the development of AEDs, emergency supply storage boxes, disaster prevention stockpiles, etc. for the properties that can be installed out of our owned properties.
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Installation of disaster |
Installation of EV emergency supplies storage box |
Digital Signage Disaster Prevention Guide
A disaster prevention guide is displayed with digital signage.
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| （Gala Place Shinjuku Gyoen） |
Efforts for Employees
Efforts for Employees
The Act on Investment Trusts and Investment Corporations prevents investment corporations from hiring employees, so the asset manager’s employees are responsible for operation in practice. The Asset Manager to which the Investment Corporation entrusts asset management cultivates its human resources through initiatives like the following to achieve high-level asset management.In addition, to ensure employees can work healthily and comfortably, we emphasize work-life balance and consider creating a workplace environment where diverse talent can thrive as one of our important management challenges. We are implementing the following initiatives.
Promotion of Active Participation of Diverse Personnel
Believing that promotion of active participation of diverse personnel improves the organization, the Asset Manager monitors employee diversity. Daiwa Securities Group proactively promotes talented employees regardless of gender and endorsed the declaration of the Cabinet Office Gender Equality Bureau’s Male Leaders Coalition for Empowerment of Women in 2015.
| End of FY2020 | End of FY2021 | End of FY2022 | End of FY2023 | End of FY2024 | |
|---|---|---|---|---|---|
| Number of directors（Including part-time） | 7 | 6 | 7 | 7 | 6 |
| Male | 7 | 6 | 6 | 6 | 5 |
| Female | 0 | 0 | 1 | 1 | 1 |
| Ratio of Female directors | 0% | 0% | 14.3% | 14.3% | 16.7% |
| Number of managers | 91 | 99 | 90 | 86 | 92 |
| Male | 73 | 82 | 71 | 66 | 73 |
| Female | 18 | 17 | 19 | 20 | 19 |
| Ratio of Female managers | 19.8% | 17.2% | 21.1% | 23.3% | 20.7% |
| Number of employees in senior human resources (age over 60) | 3 | 3 | 4 | 4 | 5 |
Personnel Hiring/Training Strategy
The Asset Manager has signed a sponsor support agreement for cooperation in personnel hiring with Daiwa Securities Group Inc. It receives seconded employees from Daiwa Securities Group and promotes sharing and succession of real estate asset management expertise to increase the entire organization’s sustainability.In addition, to open up new career paths for employees who have the motivation and ability to achieve self-actualization, we have introduced an “internal group application system.”
| End of FY2020 | End of FY2021 | End of FY2022 | End of FY2023 | End of FY2024 | |
|---|---|---|---|---|---|
| Secondments from Daiwa Securities Group | 28 | 28 | 28 | 27 | 27 |
Qualification Acquisition Support
The Asset Manager supports employees in obtaining qualifications to improve their abilities by offering training, testing and renewal fee payment for real estate and various other qualifications with which they can demonstrate a high level of expertise.
Qualification Holders
| End of March 2025 | |
|---|---|
| Real Estate Transaction Specialist | 70 |
| ARES Certified Master | 37 |
| Certified Building Administrator | 15 |
| Property Manager | 4 |
| First-Class Architect | 6 |
| Real Estate Consulting Master | 6 |
| Chartered Member of The Security Analysts Association of Japan | 9 |
| Certified Public Tax Accountant | 2 |
Qualification Support Usage Results
| FY2024 | |
|---|---|
| Number of qualification support utilization | 54 |
| Qualification fee per person | 7,075yen |
Introduction of Investment Unit Ownership Program
Introduction of Investment Unit Ownership Program
Since December 2023, we have introduced a beneficiary unit holding system to enhance the welfare of the asset manager’s employees (purchase of beneficiary units will begin in July 2024).
| Name of the investment unit ownership association | Daiwa Real Estate Asset Management |
|---|---|
| ・DOI Investment Unit Ownership Association for Daiwa Real Estate Asset Management Employees | |
| ・DLI Investment Unit Ownership Association for Daiwa Real Estate Asset Management Employees | |
| Purpose of establishment | ・ To increase unitholder value over the medium to long term by matching interests of unitholders and the Asset Manager |
| ・ To promote employee welfare |
Employee Health & Comfort
Benefits and Work–Life Balance
The Asset Manager offers the following benefit programs to build a diverse, flexible working environment and ensure that life events like birth, childrearing and elderly care do not force employees to give up working.
| 【All Employees】 | Consecutive holiday, flextime, medical checkups, Life Support paid holiday, The telecommuting system |
| 【Childrearing】 | Childcare leave, Childcare Support Leave, Pre-childcare leave for male employees, Short working hours system, Exemption/restriction on overtime work, Nursing care leave, Daycare subsidy, Babysitter system, Support desk for employees looking for nursery schools |
| 【Female Employees】 | Daiwa ELLE Plan |
| 【Nursing Care】 | Nursing care leave, Nursing care-support leave |
Benefits Data
| FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | |
| Childcare leave takers | 4 (Including one male) |
4 | 5 | 4 | 4 |
| Return rate from child care leave | 100% | 100% | 80% | 100% | 100% |
| Nursing care leave takers | 0 | 0 | 0 | 0 | 0 |
Health Management
The Asset Manager places great importance on preventing excessive labor and accurately monitoring working hours in its efforts related to labor management, crisis management, and safety and health. By properly monitoring working hours, the company strives to improve labor productivity and maintain employee health. In addition to signing a labor-management agreement (36 Agreement) on overtime work with employee representatives, as a new initiative since February 2023, the company has been automatically turning off lights at regular intervals after 7 p.m. in its office areas to actively reduce overtime hours. Furthermore, to maintain employee health, the company provides various subsidies such as expenses for comprehensive medical checkups and influenza vaccinations, enforces stress checks and health examinations, mandates long-term consecutive leave, and works to improve the utilization rate of paid leave.
Employee Health Data
| FY2020 | FY2021 | FY2022 | FY2023 | FY2023 | |
| Percentage of employees who took the stress check | 94% | 94% | 96% | 96% | 97% |
| Paid holiday usage rate | 72％ | 77% | 74% | 83% | 85% |
| Yearly paid holidays taken per person | 16.6 | 17.8 | 17.0 | 19.0 | 19.5 |
Initiatives for Promoting Wellness
At Daiwa Securities Group, initiatives such as a complete ban on smoking during working hours and measures to raise health awareness have been implemented. Since June 2022, a dental checkup expense subsidy program has been launched for all insured employees of Daiwa Securities Group officers and staff. Additionally, as an effort to improve employees’ sleep skills, the voluntary “Good Sleep Daiwa” project has been initiated. Furthermore, reflecting feedback from employee satisfaction surveys, this asset management company has continued to hold employee social gatherings—proposed by employees themselves—to revitalize internal communication, which had weakened during the COVID-19 pandemic, and provides subsidies for these events.
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Good Sleep Daiwa Gussuri Daiwa Project |
Fulfilling Workplace Creation
Employee Satisfaction Surveys
The Asset Manager periodically conducts an employee satisfaction survey by an external organization (conducted in the most recent fiscal year 2024, in principle once every three years) in order to grasp employees' awareness of their work and the current situation in the workplace, and to realize a more comfortable working environment.
Evaluation System
The Asset Manager conducts performance reviews of all employees every six months and pays bonuses commensurate with their achievement of half-year targets. The regular evaluation and feedback help employees in their career development and forms a transparent HR evaluation system.
Ongoing Anti-Harassment Training
The Asset Manager increases employee sensitivity to and awareness of harassment by instructing employees on their first day (or secondment) about harassment, the whistleblowing system and other internal controls, conducting regular anti-harassment training thereafter and ensuring thorough awareness of the compliance consultation process. It also asks about harassment when employees submit their career plans twice a year.
General Business Owner Action Plans
In accordance with the Law for Act on Advancement of Measures to Support Raising Next-Generation Children and the Act of Promotion of Women's Participation and Advancement in the Workplace, the Asset Manager has formulated General Business Owner Action Plans with the aim of creating a pleasant working environment and a work environment in which female employees can work for a long time. For those who have taken childcare leave, we encourage to provide them with a place to discuss about the balance of childcare and work such as follow-up lunches when returning to work.
Click here for details on The General Business Owner Action Plans（Japanese Only）
HR Data
| End of FY2020 | End of FY2021 | End of FY2022 | End of FY2023 | End of FY2024 | |
|---|---|---|---|---|---|
| Employees | 127 | 132 | 118 | 115 | 126 |
| Male | 88 | 94 | 80 | 77 | 85 |
| Female | 39 | 38 | 38 | 38 | 41 |
| Percentage of Female | 30.7% | 28.8% | 32.2% | 33.0% | 32.5% |
| (Ref.) Temporary employees | 5 | 5 | 3 | 4 | 4 |
| Male | 0 | 0 | 0 | 0 | 0 |
| Female | 5 | 5 | 3 | 4 | 4 |
| New hires | 15 | 10 | 6 | 13 | 20 |
| Male | 13 | 9 | 3 | 10 | 11 |
| Female | 2 | 1 | 3 | 3 | 9 |
| Average Years Employed *（years） | 5.1 | 5.2 | 6.5 | 6.8 | 6.5 |
| Male （years） | 5.4 | 5.2 | 6.5 | 6.8 | 6.9 |
| Female （years） | 4.6 | 5.2 | 6.4 | 6.7 | 5.7 |
| Departures | 3 | 3 | 3 | 12 | 4 |
| Rate of departure | 2.7% | 2.4% | 2.6% | 11.4% | 3.5% |
Productivity Improvement & Overtime Monitoring
The Asset Manager has signed a labor-management agreement (Article 36 of the Labor Standards Act) on overtime with an employee representative. It also calculates each employee’s health management time and monitors properly their working time to improve productivity and maintain employee health.
Labor Data
| FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | |
| Annual regular working hours | 1837.5 | 1830.0 | 1837.5 | 1830.0 | 1830.0 |
| Average monthly overtime hours per person | 24.6 | 23.1 | 18.7 | 20.0 | 20.6 |
| Rate of labor-related death | 0 | 0 | 0 | 0 | 0 |
Labor Standard Infractions
The Asset Manager had no serious labor standard infractions between April 1, 2024, and March 31, 2025.
Initiatives for Respecting Human Rights
Daiwa Securities Group states in its corporate principles that “the Group will strive to maintain a high sense of morality and duty, endeavoring to continue contributing to the sustainable growth of the societies in which we operate.” To improve a corporate culture rooted in the basic principles of respect for human rights, we are further strengthening our efforts to educate and enlighten our employees about human rights. See below for details about Daiwa Securities Group’s human rights efforts.
Click here for details on the Daiwa Securities Group human rights initiatives.
Initiatives for Respecting Human Rights
The Asset Manager believes that reflecting employees' voices in organizational management and utilizing them in various initiatives is important for building a better workplace environment. Therefore, it regularly conducts employee satisfaction surveys by an external organization (generally once every three years) and uses the survey results to improve the internal environment.
Promotion of Diversity, Equity & Inclusion (DEI)
In the "Sustainability Policy" formulated in 2023, the Asset Manager has positioned the "Promotion of Diversity, Equity & Inclusion (DEI)" as one of its key initiatives. Regardless of age, nationality, gender, values, or disability status, the company is committed to creating a workplace environment where each employee can fully demonstrate their abilities and work vibrantly.
Complaint Collection
As a member of Daiwa Securities Group, the Asset Manager has an anonymous whistleblowing system to quickly detect and correct any infraction of the law or regulations. The report recipient is the Daiwa Securities Group Inc.’s corporate ethics officer or designated advisory legal firm attorney. When necessary, the internal control supervisor implements corrective and preventive measures based on the instructions of the president.