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 as well as for five hotel operators, in March 2024 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 interviews and evaluations with employees at the end of the fiscal period 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

We specifies qualifications required for an asset management company of an investment corporation and established "Qualification Acquisition Support Program" to pay costs necessary to obtain/maintain such qualifications in order to support employees to develop professional skills and knowledge. The qualifications covered are not limited to those related to real estate, but also those related to finance, securities, IT, languages, and other national qualifications, offering a wide range of support.

(As of March 31, 2025)

Qualification	Number of Holders	Ratio
Real Estate Transaction Specialist	24	64.9％
ARES Certified Master	14	37.8％
Certified Building Administrator	5	13.5％
Real Estate Consulting Master	4	10.8％
Certified Property Manager	4	10.8％
Registered architect with a first-class license	2	5.4％
Certified Administrative Procedures Specialist	2	5.4％
Real Estate Appraiser	2	5.4％
Certified Financial Planner	1	2.7％
US CPA	1	2.7％

Introduction of Referral Recruitment Program

We have introduced a referral recruitment program to secure talented personnel, increase the retention rate after hiring, and enhance employees' motivation. In addition to regular recruiting activities, recruiting through the personal connections of executives and employees enables us to hire people with a deeper understanding of corporate culture and business compared to the normal recruiting process, and provide motivation for referrals to "build a better company". It is also expected to streamline the recruitment process and reduce the recruitment costs.

Respect for human rights and promotion of diversity

We accept differences in diverse professional backgrounds and values as well as paying respect to diversity 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	FY2024
Number of Directors			5	5	5	5	6	4
		(Females (Female ratio))	0 (0％)	0 (0％)	0 (0％)	0 (0％)	0 (0％)	0 (0％)
Number of Employees			19	19	20	20	35	37
		(Females (Female ratio))	12 (63.2％)	12 (63.2％)	12 (60.0％)	12 (60.0％)	20 (57.1％)	18 (48.6％)
	General Managers (Note)		7	7	8	8	16	15
		(Females (Female ratio))	3 (42.9％)	3 (42.9％)	3 (37.5％)	3 (37.5％)	5 (31.3％)	4 (26.7％)
	Managers		6	6	5	5	7	9
		(Females (Female ratio))	3 (50.0％)	3 (50.0％)	2 (40.0％)	2 (40.0％)	4 (57.1％)	3 (33.3％)
Number of newly hired employees			6	0	2	3	19	7
		(Females (Female ratio))	2 (33.3%)	0 (0.0%)	1 (50.0%)	2 (66.7%)	10 (52.6%)	2 (28.6%)
Number of Turnover (Turnover rate)			3 (16.7％)	0 (0.0%)	2 (10.5％)	2 (10.5％)	5 (14.7％)	5 (13.5％)
Average years employed (for male employees)...a			4.9 years	5.9 years	6.0 years	6.7 years	4.0 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	4.6 years
Percentage difference in average years employed for female to male employees...b / a			86.8%	89.1%	96.6%	95.3%	95.7%	116.2%

(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)
Sick leave and consecutive leave that can be taken separately from annual paid leave
Family care leave (including shortened work hours for childcare or nursing care)
Family care leave to care for children, etc.
Monetary gifts for congratulations, condolences, etc.
Service provided by an employee benefits services company
Flexible working hours and remote working system

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)
Measures for crisis management (Establishment of contingency plan, distribution of disaster survival goods for employees, storage of survival kits in case of disaster)

Initiatives by Hotel Operator

Iconia Hospitality K.K. ("ICN") 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. It provides unique training programs 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. Since its opening, total 282 interns participated in the training and started to work at ICN managed hotels. In June 2024, an annex facility was opened, which will increase the number of students accepted.

"Summer Vacation Kids Hotelier Experience"

Art Hotel Morioka, Kamenoi Hotel Beppu, Art Hotel Ishigakijima and others
Organized an event where children under elementary school age (for some courses, children up to 15 years old) can experience work as a restaurant chef, patissier, bartender, receptionist, etc. with professionals at 12 properties in 10 prefectures (of which, 10 properties held by INV). This program, which can also be used for summer vacation memories and independent study projects, is planned to become a regular event during the summer holidays in the future.

Promotion of local ingredients (local production for local consumption)

In September 2024, the 4th BEST CHEF Culinary Competition was held for cooks working at ICN under the theme of "fermented and aged dishes using local ingredients". ICN contributes to promoting local production for local consumption through development of new menu with originality and uniqueness in order to improve quality of food provided by the group. At the final competition held at Art Hotel Nippori Lungwood, a total of 10 judges, including internal judges, guest judges, and the Mail Magazine members chosen by random drawing, selected the winners including chefs from Art Hotel Morioka and Hotel Epinard Nasu owned by INV as the second and the third place.

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.

Art Hotel Nippori Lungwood
Showcases displaying and selling traditional crafts created by artisans in Arakawa Ward were installed on the first-floor lobby, utilizing Arakawa Ward's "Subsidy to Promote Utilization of Accommodation Facilities Utilization". In addition, cloth pouches and hairpins made at welfare facilities in the Arakawa Ward are also displayed for sale. It contributes to promote communication with guests, to appeal attractiveness of Arakawa Ward as a representative hotel in the area, and to strengthening relations with local community.

Hotel Epinard Nasu
Local crafts are displayed in the lobby on the first floor to exhibit products that will help visitors rediscover the various attractions of Tochigi Prefecture and introduce local traditions, products, and local initiatives, etc.

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.