Initiatives for Society
Providing facilities as countermeasures against COVID-19 infections
APA Hotel Yokohama-Kannai and Hotel MyStays Oita were utilized as accommodation and medical facilities for patients with mild symptoms or quarantine facilities for returnees from overseas. In addition, meeting rooms at Hotel MyStays Shin Osaka Conference Center were provided as a vaccination venue.
Contribution to Disaster Prevention
Six of the properties owned by INV have been designated as "Tsunami Evacuation Buildings*". Other properties are also designated as evacuation sites by local governments in case of disaster.
Tsunami Evacuation Building
- Buildings designated by municipalities in advance as an emergency evacuation site for local residents to evacuate temporarily when a Tsunami inundates an area, in areas where it is considered difficult to evacuate due to time delay from the occurrence of the earthquake to arrival of the Tsunami considering geographical conditions
Properties Designated as Evacuation Sites in Case of Disaster
Initiatives for Tenants － Tenant Satisfaction Survey
We conducted a satisfaction survey for all residents of INV's residential properties excluding three student residences with fixed-rent sublease, in March 2022 through an external research organization. We collect opinions and requests of residents and share them with PM companies to improve building / equipment specifications and services.
Asset Management Company Initiatives for Employees
We, the Asset Management company, place among the top priorities of business management the establishment of a comfortable work environment and organization that promotes the physical and mental health of executives and employees. We have made various initiatives to establish an environment that promotes personnel evaluation and benefits in order to maximize the abilities and motivation of every employee which leads to the achievement of sustainable growth.
Regular performance appraisals and feedback processes
All employees set an annual goal following an interview with their reporting supervisor. We conduct personnel evaluations at the end of the fiscal period after an interview with all employees to look back on their performance and provide feedback on the evaluation results. The result of those performance reviews are reflected in employees' compensation. We have established a transparent personnel evaluation system through regular measurement and feedback processes.
Skill development opportunities
Employees are provided with a wealth of e-learning contents to prepare for qualification exams and to acquire various business skills. Employees can use them at any time to improve their expertise and skills.
Respect for human rights and promotion of diversity
We accept differences in diverse professional abilities and values as well as paying respect to positive heterogeneity in order to maximize the abilities of each individual employee. We aspire to achieve sustainable corporate growth while creating additional value.
Our Compliance Regulations clearly prohibits all kind of discrimination and sexual harassment, and we strive to foster a corporate culture that respects personality, and promote the active participation of women by creating a work environment and systems that are comfortable for women.
Establishment of DEI promotion policy
Social norms and values related to human rights have been increasingly diversified and globalized, and the opportunity to interact with people with various backgrounds and cultures has been increasing. Under such environment, we recognize that DEI (Diversity, Equity and Inclusion) is an important social issue and we have developed a DEI promotion policy to nourish an inclusive organizational culture and to establish an inclusive value chain to promote DEI in the belief that our approach to ESG, including DEI, will contribute to the alignment with our unitholders and the resolution of social issues.
Employee Data (At the End of Each Fiscal Year)
| FY2019 | FY2020 | FY2021 | FY2022 | FY2023 | |||
|---|---|---|---|---|---|---|---|
| Number of Directors | 5 | 5 | 5 | 5 | 6 | ||
| (Females (Female ratio)) | 0 (0.0％) |
0 (0.0％) |
0 (0.0％) |
0 (0.0％) |
0 (0.0％) |
||
| Number of Employees | 19 | 19 | 20 | 20 | 35 | ||
| (Females (Female ratio)) | 12 (63.2％) |
12 (63.2％) |
12 (60.0％) |
12 (60.0％) |
20 (57.1％) |
||
| General Managers (Note) | 7 | 7 | 8 | 8 | 16 | ||
| (Females (Female ratio)) | 3 (42.9％) |
3 (42.9％) |
3 (37.5％) |
3 (37.5％) |
5 (31.3％) |
||
| Managers | 6 | 6 | 5 | 5 | 7 | ||
| (Females (Female ratio)) | 3 (50.0％) |
3 (50.0％) |
2 (40.0％) |
2 (40.0％) |
4 (57.1％) |
||
| Number of newly hired employees | 6 | 0 | 2 | 3 | 19 | ||
| (Females (Female ratio)) | 2 (33.3%) |
0 (0.0%) |
1 (50.0%) |
2 (66.7%) |
10 (52.6%) |
||
| Number of Turnover (Turnover rate) |
3 (16.7％) |
0 (0.0%) |
2 (10.5％) |
2 (10.5％) |
5 (14.7％) |
||
| Average years employed (for male employees)...a |
4.9 years | 5.9 years | 6.0 years | 6.7 years | 4.0 years | ||
| Average years employed (for female employees)...b |
4.2 years | 5.2 years | 5.8 years | 6.3 years | 3.8 years | ||
| Percentage difference in average years employed for female to male employees...b / a | 86.8% | 89.1% | 96.6% | 95.3% | 95.7% | ||
- (Note)
- General Manager and Staff General Manager
Initiatives for health and well-being of each employee
We have established various benefit programs listed below to support each work/lifestyles of employees.
- Full subsidy for a comprehensive medical checkup (no age restriction)
- Childcare leave (including shortened work hours for childcare)
- Family care leave (including shortened work hours for nursing care)
- Family care leave to care for children
- Monetary gifts for congratulations, condolences, etc.
- Service provided by an employee benefits services company
- Off-peak commuting or remote working
Other Initiatives for Employees
- Cover the expense of getting or renewing qualifications
- Prohibit discrimination and harassment (Defined by compliance rule)
- Establish the external contact office for the internal reporting and protect the whistleblower
- Conduct employee satisfaction survey (once in every 3 years for permanent and contract employees; actual coverage ratio in Fiscal Year 2023: 100% of employees)
Initiatives by Hotel Operator
MHM has implemented various initiatives to contribute to local communities in many areas.
Opening of "Narita Hospitality Academy"
Opened "Narita Hospitality Academy" on June 1, 2023, in Narita city, Chiba prefecture, which is a post-arrival training facility specializing in hospitality internships for foreign technical interns. The training contributes to the development of hospitality personnel by providing a general Japanese language program as well as the spirit and culture of Japanese hospitality, in the aim to make them acquire the knowledge and specialized skills as hotel staff. In 2023, total 60 interns from Vietnam and Philippines participated in the training. In 2024, interns from Nepal, Vietnam and Myanmar are expected to complete the training and start to work at MHM managed hotels.
"Summer Vacation Kids Hotelier Experience"
Art Hotel Morioka, Kamenoi Hotel Beppu, Art Hotel Ishigakijima
Provided opportunities for children up to elementary school age to experience hotel work such as chef, pâtissier, bartender, and front desk staff with lectures by professionals in August 2023 at 11 hotels in 10 prefectures. Upon completion of the course, a certificate was issued making this experience a good souvenir of their summer vacation or for summer vacation independent research project to be submitted at school. It is an enjoyable opportunity to learn about the behind-the-scenes of a hotel and hotel work, which they would not normally have the chance to see.
Promotion of local ingredients (local production for local consumption)
Hotel MyStays Gotanda Station
Started to serve original course menu from November 2023 at "Trattoria VICINO", a restaurant located on the 2nd floor. The menu uses vegetables cultivated around Tokyo called "Edo-Tokyo vegetables" and fresh fish from Tokyo bay to promote "local production for local consumption" which contributes to reduce environment burden created from logistics etc. and to revitalize the local community.
Collaboration with local community
Hotel MyStays Matsuyama
Organized an event for two days where students from Kawahara college, a college in Matsuyama city, work as restaurant staff at "Setouchi Bar La Terrazza" located on the 1st floor. The college's desire to nurture the next generation and the hotel's wish for students to make the most of their academic experience as part of the internship program in harmony with each other.
Participation in Local Activities
Hotel MyStays Matsuyama
Clean-up activities of the surrounding roads and rivers
Hotel MyStays Haneda
Official partner agreements to support community-based sports club teams
Hotel MyStays Kanda and many others
Support and cooperation for community festivals, community disaster prevention activities, and public health activities
SDGs Event "Mystays Charity Market"
Expanded the "Matching Project", a project that had been implemented among 145 group hotels to reuse products as much as possible, to the general public and organized events in the group hotels (August 2023 and February 2024) to sell items such as tableware, furniture, appliances, etc. that are no longer used in the establishments due to renovation or renewal. Profits made from two events were donated to Japan Ecotourism Society and Plan International, an International NGO.
