Policy to promote diversity

So that employees are able to enjoy their lifestyle of choice, CRE seeks to be a company that empowers employees to fully demonstrate diverse points of view, capabilities and experiences and thrive regardless of race, nationality, religion, gender, age, presence or absence of disability, gender identity, sexual orientation or any other attribute or status.

Programs to encourage active participation by women in the workplace

As part of diversity management, we will promote active participation by women in the workplace. Many women work at logistics facilities developed by CRE, and our goal is to create an environment that is welcoming to women and where they can take on greater responsibility, which will deepen the impact of women’s perspectives and ideas on operations. As of July 31, 2025, seven women held management positions, for a ratio of just 9.7%, so there is room for improvement. But first, we must boost the percentage of women in new graduate and mid-career recruitment to raise the ratio of salaried, female employees, and then vigorously promote employee development programs to increase the number of women in management positions.

Childcare support efforts

Since 2015, CRE has recorded a 100% return-to-work ratio for female employees who take maternity or childcare leave.
In addition, as of July 31, 2025, the rate of male employees taking childcare leave stood at 71.4%.
To support employees with childcare responsibilities in balancing work and personal life, we are working to create an environment that makes it easier to work and enables them to fully demonstrate their abilities. This includes expanding our reduced-hours work system after employees return to work (both the range of reduced-hours options and the period during which they can be used), providing flexibility in working hours and work locations through flextime and telecommuting, and allowing flexible changes to job duties after return in line with individual preferences.

General Employer Action Plan under the Act on Promotion of Women’s Participation and Advancement in the Workplace

【Plan period】
September 1, 2024 to July 31, 2027

 

【Goals】

Increase the proportion of female workers in managerial positions to 20% by July 2027.
Increase the rate of male workers taking childcare leave to 80% by July 2027.
 

 

【Initiatives】 

October 2024

Interviews were conducted with workers who were working reduced hours due to childcare.

Considered whether there were any measures that the Company was lacking.

November 2024

Based on the interview results, measures were implemented and regulations revised as necessary.

October to December 2024

Conducted in-house e-learning training for all employees on harassment and other issues.

Raised awareness about maternity and paternity harassment.
  • The above will be carried out every year from 2025 to 2027.

(As needed) Actively encourage male employees to take childcare leave when their children are born.
(As needed) Promote understanding of the evaluation system. Call for gender- and age-neutral evaluations.

Wider hiring of disabled and support for active participation

CRE enables employees with a disability to thrive in jobs and workplaces matched to respective aptitude and ability. In Japan, companies over a certain size are required by law to have at least a certain percentage of its workforce represented by people with physical disabilities. As of July 31, 2025, the employment rate was 3.2%, above the mandatory rate. We are committed to raising this rate from two both the hiring side, adding more people with disabilities to our employee population, and the support side, creating a workplace environment that promotes active participation.

Support for mid-career hires

At CRE, we have actively recruited human resources who, with diverse values and multifaceted perspectives, drive the innovation needed to make logistics real estate more user-friendly by demonstrating unique skills based on personal experience and capabilities. To help mid-career hires adapt to on-site operations and fully demonstrate their capabilities, we offer various support programs, including training to promote awareness of corporate culture and in-house rules, regular meetings, and access to career change opportunities after joining the Company.

Hiring practices that look beyond Japan

We actively recruit new graduates and mid-career employees with foreign nationality and global experience and plan to expand recruitment going forward to realize rapid growth in our overseas business pursuits. We fairly assess and promote employees having diverse skills, experience and values who are willing and capable for the assigned work, regardless of race, nationality, religion, gender, age, presence or absence of disability, gender identity, sexual orientation or any other attribute or status.