Human Capital, Health and Well-being
The Asset Manager upholds the vision of “creating sustainable well-being and environmental value through sincere real estate asset management.” Based on this vision, we are committed to the daily execution of our asset management operations in order to realize the Investment Corporation’s fundamental policies of maximizing unitholder value, creating a sustainable environment, and contributing to local communities and society.
To achieve the high level of asset management required to implement these policies, we believe it is essential to respect the values of each employee and enhance engagement so that their abilities and potential can be fully realized.
Accordingly, we will continue to leverage the diverse expertise and experience of our employees, strengthen collaboration with stakeholders while positively responding to changes in society, and promote the sustainable growth of our business.
In terms of employee development, we strive to enhance professional expertise through support for professional certifications and the provision of practical work opportunities, while also strengthening the overall capabilities of the organization. In addition, we place emphasis on improving health management, creating a comfortable and supportive work environment, and promoting flexible working styles, thereby fostering a workplace where employees can perform their duties in a healthy and fulfilling physical and mental condition.
Through these initiatives, we aim to enhance corporate value while pursuing the sustainable growth of our most important capital—our human resources.
Human Capital
1. Talent Development：
The Asset Manager has established a professional certification support program to enhance the quality of its operations. Through this program, each employee is encouraged to develop their skills and expertise through their work, thereby improving individual capabilities while also strengthening the overall expertise of the organization and enhancing its sustainable competitiveness. In addition, the Company continuously supports talent development by providing various training and learning opportunities.
Number of Qualification Holders at the Asset Manager
| Item | No. of Holders |
|---|---|
| ARES Certified Master | 7 employees |
| Real Estate Broker | 9 employees |
| Official Real Estate Consulting Master | 2 employees |
| Certified Building Administrator | 2 employee |
※As of the end of February 2026
2. Promotion of DE&I (Diversity, Equity and Inclusion):
We promote the active participation of individuals with diverse backgrounds and are committed to creating a fair and inclusive workplace environment.
Employees Data
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| unit | FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | FY2025 | |
|---|---|---|---|---|---|---|---|
| Number of employees (including temporary staff) | Persons | 14 | 14 | 13 | 12 | 16 | 21 |
| Ratio of female employees | % | 28.6 | 28.6 | 23.1 | 33.3 | 37.5 | 42.9 |
| Number of directors (including non-executive directors) | Persons | 6 | 6 | 5 | 5 | 4 | 4 |
| Number of managers | Persons | 8 | 8 | 6 | 5 | 4 | 4 |
| Ratio of female managers | % | 0.0 | 0.0 | 0.0 | 0.0 | 25.0 | 16.7 |
| Average years of service | Years | 2.3 | 2.7 | 3.6 | 3.9 | 3.0 | 2.9 |
3. Performance Evaluation System：
On March 7, 2022, the Asset Manager completely revised its personnel evaluation system with the aim of enhancing medium- and long-term corporate value by strengthening human capital management. ESG-related goals have been set and are mandatory for all officers and employees.
Purpose of the new personnel evaluation system (excerpt)
To serve as a basis for human resource management to improve the abilities of individuals who make up the organization, to strengthen their teamwork, and to enhance expertise as an asset management company
To use the results of personnel evaluation as reference information when making decisions on bonus payments, salary revisions, and promotions/demotions/etc.
Personnel evaluation structure (excerpt)
- Personnel evaluation consists of performance evaluation and ability/behavior evaluation
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| Performance evaluation | Ability/behavior evaluation | ||||||
| Ability evaluation | Behavior evaluation | ||||||
| Ability evaluation | Ability development | ||||||
| Scope of evaluation |
・ESG goals ・Quantitative performance targets |
Abilities required by job position/job level | Ability-building initiatives and results | Discipline, responsibility, proactivity, cooperation, creativity | |||
| Evaluation method | Up to five goals are classified as either "high difficulty" or "normal," and the achievement level of each goal is evaluated on a five-point scale and converted to a rank | Evaluation of expertise and knowledge on a five-point scale | Evaluation of the level of achieving skill and qualification acquisition on a five-point scale | Evaluation of whether an employee is behaving at expected levels on a five-point scale | |||
| Feedback | Individual feedback interviews conducted by evaluators | ||||||
| Reflection in economic conditions, etc. | Reference for distribution of bonuses | Reference for salary revision or promotion/demotion | |||||
| *ESG assessments are directly reflected in economic conditions | |||||||
Health and Well-being:
1. Health Initiatives:
The Asset Manager places importance on creating a work environment in which employees can remain physically and mentally healthy and continue working with peace of mind.
In addition to conducting regular health checkups, the Company strives to prevent excessive working hours and ensure appropriate allocation of workloads. Through these efforts, as well as initiatives that encourage employees to enhance their awareness of health, we aim to promote the well-being of our employees.
2. Respect for human rights：
The MIRARTH HOLDINGS Group’s approach to human rights
In 2020, the MIRARTH HOLDINGS Group signed the United Nations Global Compact* promoted by the UN and registered as a participating company. We will continue our efforts to achieve the Ten Principles of the UN Global Compact in four areas: human rights, labour, environment, and anti-corruption.
Whistleblowing system
Based on the Compliance Manual and in accordance with the Whistleblower Protection Act, the Asset Manager has established a system that enables employees who become aware of a compliance-related problem or the like to report directly to the Compliance Officer or a harassment and compliance helpline without going through the person in charge of the department to which they belong (i.e., a whistleblowing system).
Asset Manager's internal contact: Compliance Officer
Harassment and compliance helpline:
External contact (external law firm)
MIRARTH HOLDINGS, Inc. contact (auditor, MIRARTH HOLDINGS, Inc.)
3. Employee Satisfaction Survey:
The Asset Manager conducts employee satisfaction surveys on a regular basis to identify issues related to the workplace environment and internal systems and to promote continuous improvements.
In addition, one-on-one meetings with the President are held at least twice a year. Through these opportunities for two-way communication, the Company aims to enhance employee engagement.
| FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | FY2025 | |
|---|---|---|---|---|---|---|
| Implementation rate (%) | 100 | 100 | 100 | 100 | 100 | 100 |
4. Promotion of Flexible Work Styles：
The Asset Manager provides all officers and employees with mobile phones and laptop computers and has established an IT environment that enables efficient operations and flexible working styles.
In addition, through the use of telework and staggered working hours, the Company supports work styles that accommodate diverse lifestyles and values.
5. Introduction of an Investment Unit Ownership Plan:
In August 2025, the Asset Manager established an investment unit ownership plan for the officers and employees of the Company as well as those of its sponsor, the MIRARTH Holdings Group.
The purpose of this program is to enable officers and employees to recognize the connection between their work performance and the enhancement of unitholder value, thereby fostering a stronger sense of involvement in the business from a medium- to long-term perspective.
Through aligning the interests of officers and employees with those of unitholders, the plan aims to enhance employee engagement and contribute to asset formation, while also fostering a sense of security for the future. The Company will continue to operate this program as a system that contributes to improving job satisfaction and well-being.