[Nomura Real Estate Holdings Co., Ltd.] On September 19th, we achieved a 100% childcare leave take rate for both men and women in the “#Day to Think About Childcare Leave” group.
*Nomura Real Estate Holdings Co., Ltd.*
Press release: September 19, 2024
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On September 19th, we achieved a 100% childcare leave take rate for both men and women in the “#Childcare Leave Day” group.
*~ We also support the project “IKUKYU.PJT” that considers childcare leave for men ~*
* [Points of this press release] *
1. The Nomura Real Estate Group has achieved a 100% rate of childcare leave taken by men and women, which is one of the key goals aimed at fostering D&I awareness.
achieved (FY2023)
2. To encourage people to take childcare leave, we are implementing various initiatives such as *congratulations interviews* and *100% paid childcare leave for fathers after childbirth*.
3.September 19th * “Day to think about #childcare leave” * We support the project to think about men’s childcare leave * “IKUKYU.PJT” *
Nomura Real Estate Holdings Co., Ltd. (Headquarters: Shinjuku-ku, Tokyo / President and Representative Director: Satoshi Arai, hereinafter referred to as the “Company”) is the “Nomura Real Estate Group” established at the end of September 2022.
The Diversity & Inclusion Promotion Policy has established a roadmap for promotion toward 2030, and Step I of the roadmap, which ends in the fiscal year ending March 2024, includes a key goal aimed at “cultivating D&I awareness.” Our goal is to have a 100% childcare leave take rate for both men and women.
Today, September 19th, has been designated as “Day to Think about Childcare Leave” by the Japan Anniversary Association, and one of our key goals for the fiscal year ending March 2024 is “100% childcare leave take rate for men and women.” We would also like to inform you that we have achieved a 100% childcare leave take rate for men. By encouraging both men and women to take childcare leave, we aim to create positive changes and ripple effects on the working environment of our employees, such as building cooperative systems in the workplace, changing awareness of gender roles, and fostering a culture of understanding of others. In addition to continuing to encourage employees to take childcare leave, we will aim to “create a culture where D&I is incorporated into business activities” as Step II.
In addition, Nomura Real Estate Group (hereinafter referred to as our group) aims to create a society where it is commonplace for men to take childcare leave, and as part of our efforts, we have endorsed the project “IKUKYU.PJT” that considers childcare leave for men. The rate of taking childcare leave, etc. in our group and the initiatives taken by each group company to promote taking childcare leave are as follows.
* 1. Our group childcare leave acquisition rate*
* * (as of the end of March each year)
Target company FY2023 FY2022
Nomura Real Estate Group (group consolidated*1) 101.2%
(341 people / 337 people) *2 64.5%
(193 people 299 people) *2
* * (As of the end of March each year) Target company FY2023 FY2022
Nomura Real Estate Group (group consolidated*1) 102.9%
(212 people / 206 people) *3 38.6%
(71 people / 184 people) *3
[*Voices from male employees who took childcare leave]*
■40s (post manager) Vacation/closed period: 14 days
Thanks to the understanding and support of my superiors and
colleagues, I was able to spend an irreplaceable time. I also feel that my awareness of improving my work has increased through raising children during my childcare leave. I myself take the initiative in encouraging my subordinates to take childcare leave.
■30s (center director) Vacation/closed period: 36 days
Thanks to the members and staff who practice taking childcare leave, I was able to take a comfortable break. Strong support from related departments
Therefore, we would like to continue to inform the members around us so that they can actively use it.
■30s (Corporate Planning Staff) Vacation / Closed Period: 65 days By focusing on housework and childcare for two months, I was able to lay the foundation for a life centered around my children. Being away from work has had a positive effect on me since I returned to work, as I was able to think about my motivation at work and felt a renewed appreciation for my workplace.
*1 13 domestic companies of our group (all domestic subsidiaries of Nomura Real Estate Holdings and Nomura Real Estate)
*2 The denominator is the number of female employees who gave birth in the relevant year and the number of male employees whose spouse gave birth, and the numerator is the number of childcare leave, etc. and leave system for childcare purposes in the relevant year.
Number of female and male employees who took vacation/leave of absence. Fiscal year for female employees who gave birth and male employees whose spouse gave birth to a child, and the year in which they took childcare leave, etc.
If there are female and male employees with different degrees, the acquisition rate may exceed 100%.
*3 The denominator is the number of male employees whose spouses gave birth to a child in the relevant fiscal year, and the numerator is the number of employees who took childcare leave, etc., and leave/leave due to childcare leave system in the relevant fiscal year.
Number of male employees who obtained the above certification. If there is a male employee whose spouse gave birth to a child in a different year than the year in which they took childcare leave, etc., the take rate must exceed 100%.
There is.
* 2. Group companies’ efforts to promote taking childcare leave * * ■Leave system to support balance between childcare and work* Nine group companies have implemented 100% paid childcare leave at the time of birth (postpartum paternity leave). Childcare is not a temporary thing, but something that continues while balancing work, and in order to create an environment where it is easy for both men and women to continue raising children, some people have decided not to raise children due to financial concerns during the leave period. We support male employees in taking childcare leave so that they do not have to worry about taking leave.
・Made 100% paid childcare leave at birth (postpartum paternity leave) at 8 group companies (currently expanded to 9 companies)
URL: https://www.nomura-re-hd.co.jp/cfiles/news/n2023041402201.pdf
■* Implementation of “Congratulations Interview* *4*”*
This is a three-party interview conducted at seven group companies, involving the employee who is planning to have a child, his or her direct superior, and the person in charge of human resources. We confirm employees’ intentions to take childcare leave and provide explanations of systems available in the country and company. The forum supports the promotion of childcare leave by confirming the schedule for taking childcare leave that suits each employee, and providing a forum for dialogue with superiors about issues faced by employees and necessary considerations.
■* Support for alleviating anxiety before and after taking childcare leave* In order to create an environment where employees can raise children with peace of mind, we have implemented support measures that allow sales employees to choose their work area and sales goals*5, held money seminars specifically focused on childcare leave*6, and implemented measures for men who are raising children. We are implementing initiatives such as community building*7 through social gatherings with employees to help employees balance work and family life after returning from work to address the anxiety they feel before taking childcare leave. We also regularly distribute stories about childcare leave experiences.
*4 There are differences in the name and partial operation of the system depending on each group company.
*5 Implemented by Nomura Real Estate Solutions Co., Ltd.
*6 Conducted by Nomura Real Estate Partners Co., Ltd.
*7 Conducted by Nomura Real Estate Life & Sports Co., Ltd.
* 3. About “IKUKYU.PJT” *
“IKUKYU.PJT” is a project run by Sekisui House Co., Ltd. with the aim of creating a “society where it is normal for men to take childcare leave.” September 19th
We have designated this day as “Thinking about Childcare Leave” and are developing initiatives to encourage men to think about taking childcare leave. (
https://www.sekisuihouse.co.jp/ikukyu)
Going forward, our group will continue to pursue the goals of our sustainability policy: “A society where people support and connect with each other, provide humane lifestyles, and leave no one behind,” and “A society where people with different backgrounds and values can make the most of their individuality.” We will promote diversity and inclusion, which is important in realizing a society in which children can live together, and is one of the priority issues (materiality) that should be addressed by 2030. We will continue our efforts to achieve this goal.
* [Reference] *
■Our group sustainability initiatives
URL: https://www.nomura-re-hd.co.jp/sustainability/
■Our Group Diversity & Inclusion Promotion Policy
URL: https://www.nomura-re-hd.co.jp/sustainability/pdf/dip.pdf ■Our group diversity and inclusion initiatives
“Nomura Real Estate Group Diversity & Inclusion Promotion Policy” formulated (September 30, 2022)
URL: https://www.nomura-re-hd.co.jp/cfiles/news/n2022093002099.pdf ■13 Nomura Real Estate Group companies join the “IkuBoss Corporate Alliance” URL: https://www.nomura-re-hd.co.jp/cfiles/news/n2022121502142.pdf ■“Employees can now select their own holidays, work area, and sales goals at individual real estate brokerage stores whose regular closing days are weekdays.”
URL: https://www.nomura-solutions.co.jp/news/pdf/20240416.pdf
*About Nomura Real Estate Group’s materiality and SDGs*
We have organized the Nomura Real Estate Group’s priority goals (materiality) by applying them to the United Nations’ SDGs
(Sustainable Development Goals).
Please see below for details on our sustainability initiatives. URL: https://www.nomura-re-hd.co.jp/sustainability/
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