The Samty Group believes that a company is built upon people and that people drive its growth. To foster sustainable growth among our employees, we support them develop their skills and abilities. By providing educational and training opportunities based on fair and equal criteria, we aim to cultivate individuals with a strong sense of ethics, spirit to take on challenges, and ability to think freely. We anticipate that such talents will contribute to the creation of new value and the overall development of the company.
We are committed to advancing the following initiatives:
This policy was approved by the Sustainability Promotion Committee on January 25, 2024
Established on January 25, 2024
Yasuhiro Ogawa
Representative Director and President
Samty Co., Ltd.
Since the Group’s growth depends heavily on human resources, we place the highest priority on developing professional human resources with a high level of expertise and extensive experience in the real estate and financial fields. As the majority of our employees are mid-career hires, our training policy is to accurately assess their abilities and aptitudes, regardless of whether they are female, foreign, or mid-career hires, their age or length of service, and to develop their strengths and correct their weaknesses.
We conduct a variety of training programs for new employees each year. The purpose of the programs is to develop human resources who can embody the Group’s slogan, “Samty, beyond real estate.” with the message of “Enjoying new challenges while sometimes making mistakes, and not being bound by the norms of the real estate industry” and to strengthen the teamwork of employees.
Part of the new employee training program in FY2023 was conducted at NESTA RESORT KOBE in Miki City, Hyogo Prefecture. The training was designed to improve the skills of employees, including new graduates, and strengthen their teamwork, with a variety of activities taking place over several days.
The training program was held in a rich natural environment, where participants deepened their practical learning through work experience, attending lectures, and team building training. Specifically, the program included experience as a staff member, such as guiding visitors through the attractions, as well as team-building experiences at the attractions.
We received lots of positive feedback from the participants, such as “The training was fun and fulfilling,” “Communication with people outside the company was fresh and stimulating,” “It was very meaningful to experience real workplace interactions through the work experience,” “I strengthened bonds with my colleagues and improved teamwork,” and “It was a great learning experience.”
SAMTY ASIA INVESTMENTS PTE. LTD. (SAI) a local subsidiary in Singapore, which was established in February 2019 as the Group’s business base in Asian countries, has introduced an expense subsidy program for employees to acquire qualifications and pursue self-improvement (maximum: SGD 2,000 per year) as part of its efforts to increase employee satisfaction and create a comfortable workplace. In addition to strengthening business knowledge and acquiring qualifications, legal, accounting, and language skills, the program can also be applied to participation in yoga and Muay Thai classes, and almost all employees take advantage of the program for self-improvement and health enhancement.
Furthermore, SAI is actively working to develop the next generation of leaders who will be responsible for the Group’s overseas strategy by sending employees at the investment manager level to a top management seminar at the National University of Singapore, as well as sending executive candidates to a management training program hosted by a Japanese professor at the University’s Graduate School of Policy Studies.
In its recruitment activities, the Group strives to contribute to local employment and ensure diversity. Particularly in mid-career hiring, we actively hire people from regions where our offices are located. In FY2023, 82.7% of all employees and 100.0% of management positions were either female, non-Japanese, or mid-career hires. We will continue to promote the further appointment of women and non-Japanese and ensure diversity in the industries from which our employees come.
| Fiscal year | Male | Female |
|---|---|---|
| FY2021 | 3 | 0 |
| FY2022 | 7 | 2 |
| FY2023 | 8 | 5 |
The Group supports the careers of senior employees with extensive experience and skills. To enable employees who wish to continue working past the retirement age of 60 to play an active role, we have established a reemployment system and offer continued employment to those employees in accordance with the Act on Stabilization of Employment of Elderly Persons. Since FY2021, the Group's reemployment rate has been 100.0%.
To respond to the severely changing market environment and grow as a company, the Group is actively hiring mid-career workers with a variety of experience and expertise. In FY2023, the ratio of mid-career hires to the total number of hires was 63.9%. Furthermore, 100.0% of the managers are mid-career hires, of which 66.7% are from the real estate industry and 33.3% are from outside the real estate industry, drawing personnel from diverse industries such as finance and retail.
In addition, we actively hire people from the locations of our offices for mid-career recruitment, thereby contributing to job creation in the regions.
