ADR conducts the following initiatives to increase tenants’ satisfaction which will stabilize and improve profitability of its properties.

Tenants showed high satisfaction towards the location (for commuting ease, good local environment) and the quality of management of common spaces.

2. Tenant Services*

ADR offers a variety of services toward tenants residing in ADR’s properties to enhance tenant’s satisfaction to improve tenant retention rate. Examples of the services include “RESIDIA Customer Support” which is a support desk exclusively for tenants and “Moving Style,” offers discounts for tenants who are moving from one RESIDIA apartment to another.

* Please visit the RESIDIA website[Japanese only] for details.

3.Emergency Maps and Emergency Kits

On common area walls of properties, ADR puts up emergency maps (as of end of January 2021, in 100% of its 271 properties). indicating evacuation routes to evacuation sites which help to ensure safety during the occurrence of a disaster as well as to raise disaster prevention awareness (as of end of January 2019, in 100% of its 264 properties and as of end of January 2020, in 100% of its 269 properties were equipped with the maps.)
 
 Also, in many of its “RESIDIA” branded residence, ADR distribute emergency kits free of charge to any tenant who wishes for such kits.

Alcohol disinfectant is installed in all properties.
In addition, ADIM strives to ensure the health and safety of its employees by working from home and recommending staggered commuting.

In many ADR’s properties, AEDs are available for public use and vending machines that make charitable donation to a pediatric cancer treatment facility using part of the proceeds from the sales of its merchandise are installed.

*In accordance to the “Act on Investment Trusts and Investment Corporations” ADR outsources its asset management, custody, administration and prohibited to hire employees, other than executive directors and supervisory directors.

1.Human Resource / Talent Development Statistics

Coverage – Full-time employees and contract employees

*1 Number of employees at the start of the fiscal year.

*2 Turnover rate is calculated by dividing the number of employees leaving the company by the initial number of employees at the start of the fiscal year.

*2 Additionally, there were no employment terminated due to corporate merger, acquisition or restructuring or other reasons.

*3 Occupational accident frequency rate = number of casualties caused by disasters ÷ total working x 1 million hours.
For details, please refer to here.

2.  Talent Development & Career Development

At ADIM, the company offers its employees various career development, help for attaining degrees and certifications, and other trainings.

And ADIM offers to its employees various programs to develop their talent and career, too.
For an example, the company provides courses or subsidies to attend classes offered at Keio Marunouchi City Campus, Globis University Graduate School of Management or English language classes to develop business and language skills.
Also, employees in a non-managerial position are asked annually to declare their desired career path and discuss with their superior.
New graduates will be rotated through departments for the first five years or so and will be able to accumulate various work experiences. Moreover, new graduates will have, in addition to a senior colleague instructor, a colleague that will act as a mentor who the new graduates may consult on various subjects.

※Only full-time employees are eligible for help in career development, regular performance appraisals and feedback. On the other hand, both full-time employees and contract employees are eligible for support programs on attaining degrees and certifications.

3.Regular Performance Appraisals and Feedback Processes

Full-time employees are under subject of annual performance review.
Each individual employee will discuss with his/her reporting superior and agree on a performance goal at the beginning of the fiscal year. Progress will be reviewed and advises will be given at the mid-term review. At the end of the fiscal year, performances will be evaluated and evaluation fed back.
Salaries and bonuses will be decided based on the evaluation. In addition to individual performance, bonuses will partly be linked to the fiscal performance of ADR.
These Individual performance review sessions are not only used to feed back evaluations and discuss future career development plans but used to devise human resource allocation strategies.

4.Support for Attaining Degrees and Certifications

ADIM provides courses offered at Keio Marunouchi City Campus, Globis Excecutive School or language schools to help employees develop business and language skills.

Also ADIM recommends employees to acquire certifications to improve business execution ability and acquire expertise.
ADIM provides subsides for expenses to assist to obtain the certifications.

Examples of subsidized certifications;

Real Estate Broker License, ARES Certified Master, Securities Analyst, Authorized Real Estate Consulting Master, Certified Building Administrator, etc.

No. of Employees with Certifications

Certification	No. of Persons
Real Estate Broker License	46
ARES Certified Master	30
Certified Building Administrator	3
First-Class Architect	5
Securities Analysts	4
Certified Public Accountant	2
U.S. CPA	1
Labor and Social Security Attorney	1
Certified Internal Auditor	1
CASBEE Architecture Evaluation Member	1

Of the following programs, all employees are eligible to take part in grievance reporting and escalation procedures, company trips, and other employee benefits.
In addition, full-time employees and contract employees are eligible for paid holidays, other leaves and shortened work hour schemes.
Rest of the than that programs are for, regular full-time  employees are eligible.

1. Employee Investment Unit Ownership Program

ADIM has started an employee investment unit ownership program. It was the first J-REIT asset management company to align ADIM employees’ interest to ADR’s unit-holders’ interest using the ownership program and also be financially beneficial for ADIM employees.

For details, please refer here.

2.Formal Grievance Reporting and Escalation Procedures

ADIM believes Formal grievance reporting and escalation procedures is essential to encourage the reporting of misconduct, fraud and corruption. Therefore ADIM has established whistleblowing system with three internal and three external third-party hotlines.

3.Labor Relations

ADIM respects the basic rights of our employees regarding the freedom of association and collective bargaining.
ADIM continuously holds appropriate and sound labor-related discussions with worker representatives.

4.Welfare Programs

Membership to Cafeteria-style Benefit Package

The cafeteria-style benefit package offer employees preferential rates on various activities, for example hotel rates, local fitness facility fee, movie tickets, supporting employees’ leisure time activities and promoting physical and mental health.

Congratulatory and Condolence Payments

We congratulate our employees on their joyful events and offer condolences on their sad occasions.

Extended Employment

Although retirement age is set at sixty years old, eligible employees may be re-employed on yearly renewable contract bases.

Company Trips

To promote collegiality among our employees, we organize annual company trips to resorts for one to two night stay.

Other Employee Benefits

・Recreational Clubs

The company provides financial support to recreational clubs which employees have formed. The clubs are actively participated by employees.

・Company Gatherings

We organize fiscal year end party to celebrate on everybody’s hard work.

There is also a monthly in-house gathering held during work hours where snacks, meals and drinks including alcoholic beverages are served. It is intended to promote closer ties between employees in different section of the company.

5.Work-life Balance Initiatives

ADIM has been introducing the following measures to improve employee’s work-life balance.

To enable employees to flexibly accommodate with their responsibilities to their family depending on their life stage or the way they want to relate to their community, ADIM has introduced paid-leaves and other employment schemes.

There are childcare leave and shortened work hours for employees with small children, nursing leave for employees with dependents in need of nursing, volunteering leaves for employees who wants to individually contribute to their community and hourly based paid vacation to promote the usage of paid vacation.

Additionally, in 2013, to promote productive work routines we have designated every Wednesday as “no-overtime day” and make every employee leave work on time. As a result, the average over-time hours per month have drastically decreased.

Based on these measures, ADIM has applied to the Tokyo Metropolitan Government to be approved as “TOKYO Working Style Reform Declaration Company” in March 2018 and has become the first J-REIT asset management company to be approved.

Itochu Corporation, the sponsor of ADIM, acknowledges that human resources are its greatest company asset to the growth of the company and addresses aggressively on talent development. Please refer to details here.

Itochu Corporation also carries out initiatives to ensure the health and safety of employees at workplaces, which are open for participation to the group companies such as ADIM. Please refer to details here.