Society and Human Resources

  • Promoting diversity

    NTT Urban Development has positioned "Diversity & Inclusion (D&I)" as a key management strategy, and aims to create a workplace where diverse talent can thrive, regardless of gender, age, race, nationality, disability, sexual orientation, gender identity, or gender expression.

    Basic Concept

    Respecting the diversity of our workforce and establishing various systems and other initiatives that enable each employee to maximize their potential is a fundamental responsibility of "human capital management." Additionally, correctly understanding social issues related to diversity and reflecting them in customer needs can be said to be a management theme that forms the basis of "maximizing well-being." From this perspective, creating a workplace that respects diversity and each individual is an important issue for each Group company.

    Continued strengthening of diversity promotion system

    At NTT Urban Development, we are promoting the development of systems to make the most of diversity, and in order to foster employee awareness, we are conducting diversity training for all employees as well as for new managers and new graduates.We also conduct diversity awareness surveys for all employees to understand and analyze employee awareness and identify issues, which we then use to measure the effectiveness of measures and develop new plans.

    Promoting human rights awareness

    NTT Urban Development regards the establishment and penetration of human rights awareness as the foundation of business operations, and is continuously promoting human rights awareness while establishing policies and mechanisms to thoroughly respect human rights and prevent human rights violations.

    Human Rights Policy and System

    At NTT Urban Development, we believe that in order to contribute to the realization of a prosperous society, it is important for each employee to conduct business activities with a strong awareness of human rights.
    To this end, under the NTT Group Human Rights Policy, a basic policy established in November 2021, we are working to establish a corporate stance of "respecting human rights and not engaging in, allowing, or tolerating any discrimination" while deepening the correct awareness and understanding of human rights issues among all executives and employees.

    Human rights awareness system

    In order to foster a corporate culture that thoroughly respects human rights, we recognize the need to deepen a correct understanding of human rights and establish a workplace and corporate culture that is free of discrimination, cheerful, and easy to work in. Based on this recognition, we have established a system to promote human rights awareness. Specifically, we have established an internal Human Rights Awareness Promotion Committee, and important matters related to human rights awareness are decided by the Board of Directors. Furthermore, the committee, which is made up of management and the human rights department, regularly discusses specific awareness-raising measures. We also actively participate in external training sessions on various human rights issues, including the Burakumin issue, to continuously deepen our knowledge and understanding.

    Preventing human rights issues and responding quickly and appropriately when they occur

    At NTT Urban Development, we have appointed a human rights promotion officer in each organization and are working to establish and spread awareness of human rights based on the strong belief that all discrimination should not be tolerated, should not be allowed to occur, and should not be tolerated. At the same time, we have been strengthening the establishment and operation of consultation desks in case of any violations. Specifically, we have set up internal and external consultation desks to handle all human rights issues, including sexual harassment, power harassment, and maternity harassment, and are working to improve our consultation system while also publicizing and promoting the use of these desks.

    Health and Productivity Management Promotion System

    NTT Urban Development places importance on health management so that each employee can maximize their potential, and has established various systems to support employees in various aspects.

    Health and Productivity Management Concept and Policy

    Since the global spread of COVID-19, attention to sustained physical and mental health and comfort, or "wellness," has become increasingly important. Changes are also occurring in the requirements and performance of "urban development" such as offices, commercial facilities, and residential facilities. Taking these factors into consideration, we believe that the foundation of the Group's growth and development lies in each employee working in a healthy and lively manner while increasing their motivation and vitality. To achieve this, we are promoting various measures tailored to the nature of each Group company's work, based on the "health and productivity management" policies established by each company, so that employees can maintain and improve their own and their families' health, find their work rewarding, and demonstrate their creativity.

    Health and Productivity Management Promotion System

    In order to implement health management, we have established a health promotion system headed by a health promotion manager to clarify the health promotion function. The health promotion manager participates in the Health Management Promotion Council, which is made up of health promotion managers from the NTT Group. In addition, we work with the NTT Health Insurance Society to actively participate in raising health awareness and health activities for employees and their families.

    Human Resources Development and Management

    Ability development and skill improvement

    NTT Urban Development is making the most of the experience and know-how it has cultivated in the real estate business and the NTT Group's resources in ICT, energy, environmental technology, and other areas to address the various challenges facing local communities and promote new "urban development."
    From new recruits to management, we strive to develop skills from the perspectives of "human skills" and "conceptual skills" according to each level. Furthermore, from the perspective of "technical skills," we offer a wide range of correspondence courses and online courses with a menu of approximately 1,800 options that contribute to independent skill development. In addition, we have a qualification support system for approximately 140 qualifications, which provides incentives for obtaining qualifications and covers the costs of obtaining and renewing them. When implementing various training programs, we hold them jointly with group companies, and we are also promoting efforts that are conscious of maximizing group synergy.
    In addition, we have created a forum for sharing knowledge about the work of each organization. For new employee training, we invite employees from all organizations to act as instructors to help new employees understand the wide range of work areas in the real estate business, and we also hold work explanations and property inspections. At in-house study sessions held throughout the year, employees with specialized skills and extensive experience directly share their know-how, and we also promote communication between employees across organizations.

    Career development support and fair evaluation

    To support career development, we hold regular interviews with superiors and personnel development staff. Through communication, we align employees' awareness of their own career visions and provide opportunities for them to mutually consider future growth steps based on their individual capabilities.
    With regard to evaluations, we aim to achieve fair and satisfactory evaluations while placing emphasis on human resource development and employee career development. Specifically, we set individual performance and behavioral goals through regular interviews between employees and their supervisors, and evaluate employees based on the results of those goals. At the beginning of each fiscal year, we ensure that employees and their supervisors are aligned in setting goals, and during and at the end of each fiscal year, we carefully review results and provide feedback aimed at employee growth. Furthermore, by incorporating evaluations by multiple evaluators, we have created a fairer and more satisfactory evaluation system. We strive to operate a highly transparent evaluation system, aiming to create an environment where employees can feel secure and demonstrate their abilities.

    A diagram showing NTT Urban Solutions Group's human resource development system. Management: Takes executive training and management talent development training. Managers: Takes level-specific training*2 (role recognition, improvement of management, improvement of interpersonal skills, improvement of conceptual skills) and management talent development training. Middle management: Takes level-specific training, management talent development training, and leadership development training. Young employees: Takes level-specific training, new employee induction training*2 (understanding the company and business, business skills), and leadership development training. New employees: Takes new employee induction training*2 (understanding the company and business, business skills). Young employees and new employees undergo a focused development period of two to five years (the period varies by company). In addition, for technical skills, all employees are offered distance learning and e-learning, a qualification acquisition support system, and field-specific specialized skills training on an independent and elective basis.