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Human CAPITAL Strategy
Prologis’ global workplaces are inclusive, open and diverse. We seek to create an environment in which every employee feels they can contribute freely to the conversation that drives the success of the organization. As an equal opportunity employer, our goals are consistent, and we apply fair policies that respect cultural differences. We recognize performance based on merit and reward team members for their contributions. Note that although J-REIT regulations prevent NPR from hiring employee-level members, this description applies to all members of the Prologis Group, including Prologis REIT Management K.K. (PLDRM).
PROLOGIS JAPAN'S CULTURE
Prologis Japan has a set of Core Values that guide our communications with customers, investors, local communities, and all of our colleagues all of our global colleagues.
Prologis Japan's Core Values
Striving for team excellence by making the most of everyone's expertise and natural capabilities unique to that person
Speed and agility to provide the best solutions to stakeholders
Overwhelm stakeholders with our high quality of work, professionalism and expertise
Always a step/level ahead with a "plus 10 percent" spirit
Act openly and fairly with both humility and integrity
Learn from both success and failure
The Prologis 3Cs
In 2019, Prologis launched the 3Cs to guide our focus and drive success across the organization. Bonus metrics include achievement of the company’s 3Cs.
We build lifelong partnerships with our customers. We listen, learn and use the power of our scale to solve our customers' pain points.
Our teams experiment and evolve to uncover and commercialize creative solutions. We believe the best ideas can come from anywhere.
The Prologis culture prioritizes speed and experimentation. We support a workforce of lifelong learners in an atmosphere of responsiveness, reliability and respect.
Inclusion & Diversity Strategy
Culture & Talent (one of our 3Cs) at Prologis is built on a commitment to leverage Inclusion & Diversity (I&D) to inspire innovation—and it is a tremendous competitive advantage. We continue to make progress on I&D, but we know that our work is not done. Our 2019 I&D survey revealed an opportunity for us to focus even more on hiring diverse candidates, supporting employee development and clarifying criteria for recognition and promotion.
In 2019, Prologis deployed the following action-oriented I&D strategies:
Added more objectivity and structure to the interview and hiring process, as well as ensured I&D alignment with recruiting agencies to attract diverse candidates.
Created coaching strategies to improve leadership development and enhance organizational communication.
Started pilots of training courses (e.g., Unconscious Bias training, Crucial Conversations, DiSC) to provide strategies to engage in more inclusive discourse.
Created a job-leveling framework to create greater transparency for our employees on job growth.
Developed the ‘Traits of the Prologis Team’ to emphasize employee abilities and how they are rewarded and recognized.
Our commitment to Inclusion & Diversity is also reflected in the NPR board of directors where one third of the Independent Supervisory Directors are female.
Investing in People Through Training
Prologis’ Learning and Development team has built an extensive curriculum focused on five areas:
Helping all employees build basic business competencies critical to success, such as presentation skills, effective communication and time management.
Preparing future leaders, expanding overall leadership capacity and cultivating leadership skills in high-potential employees.
Every year in Japan, leadership training is implemented, including detailed feedback with evaluation sheets for senior leadership.
Giving all employees the opportunity to better understand our industry and ensuring ongoing enrichment for those involved in real estate operations.
In Japan, employees are encouraged to acquire qualification related to our business. Below is a list of qualifications and credentials that we support employees in earning, subsidizing exam fees and providing learning programs & materials.
- Real Estate Transaction Agent
- ARES Certified Masters
- Real Estate Appraisers
- Certified Building Administrator
- First-class architect
- CASBEE Accredited Professional for Building
- CASBEE Accredited Professional for Real Estate
- Chartered Member of the Securities Analysts Association of Japan
Facilitating understanding of core systems.
Focusing on topics that include performance management, compliance with local laws and onboarding.
Prologis Japan also conducts harassment training for managers and employees.
Training is delivered through a combination of classes at Prologis offices, virtual classes and a library of more than 600 self-paced online classes available anytime and anywhere including part-time and contractors.
Other Initiatives for Employees
Scope of employee investment unit ownership
All employees of Prologis Japan and Prologis REIT Management K.K. are eligible to purchase investment units of NPR on the condition that the purchase is through cumulative stock investments with advance approval by the employer.
Non-salary benefits and work/life balance
In addition to the legally required minimum initiatives, Prologis Japan provides nursery leave for all employees who serve as caregivers for children up to preschool age, and elderly members in their family. Up to five days of leave can be used, and can be taken on an hourly basis.
As for volunteer leave, every employee is eligible to apply for one day each year to contribute to the local community by engaging in philanthropic activities.
Performance appraisals and feedback process
Employees of Prologis Japan undergo a feedback process three times a year. These beginning, mid-year, and year-end reviews focus on employee targets, progress, next steps, and achievements. The evaluation is conducted comprehensively including ESG aspects. To ensure fairness and transparency, the final evaluation for promotion is determined by the Human Resources/Compensation Committee.
Mentor Program
Prologis Japan has introduced a mentor program for new employees. Under the program, a new employee has opportunity to have off-site meeting once every few months with his/her mentor, who is not the boss of him/her with good understanding. A mentor listens to current situations, concerns and future career paths of the new employee, and provides some advice.
Activities towards Sustainable Path
In Japan, the Sustainable Path team was created to promote energy saving and sustainability in our offices, including reducing copy paper use and collecting a variety of disposables (plastic bottle caps, disposable contact lens cases, tape role cores, used stamps, postcards with writing mistakes, etc.). Collection of these used items are sent to charitable organizations for purchasing vaccines for children in developing countries, supporting persons with disabilities, and assisting people in South Asia. These activities not only allow us to be environmentally-friendly while contributing to society, but also enhances employee engagement raising awareness as it relates to ESG issues.
VIEW NPR’S ESG DATA