Greetings

Management Policy

LRA, as a real estate specialized asset management company, is a member of LaSalle Investment Management, a company that is proud to be one of the world's pre-eminent firms in this space with years of experience. LRA aims to build long term relationships which are based upon trust from its investor base, whom are its clients. Devoted to investor-oriented asset management, LRA strives to provide superior management performance and client service.

LRA, borne with asset management responsibilities on behalf of a LLR, inherits the management philosophy of the LaSalle Group. By leveraging off of the sustained operational support through its global real estate investment expertise along with its wealth of development and investment experience in Japanese logistics facilities, LRA strives to enhance unitholders value of LLR.

Corporate Overview

Organizational Structure

Employee Initiatives

LRA's Policy

Employees are the foundation of all activities at LRA. We aim to create such an organization and workplace culture that respects diversity, evaluates/rewards individual abilities, harnesses growth for skills to respond to future challenges, and fosters employee health/well-being. We will also remain competitive in the marketplace by attracting and retaining talented individuals to be able to provide the highest level of service for our shareholders.

Philosophy toward working conditions and workplace safety

LRA will not expose its employees to unfair working conditions or threats to safety such as the following:

・	Payment of wages below fair amounts and working under inhumane conditions
・	Require working hours in excess of statutory upper limits or force to work overtime with inadequate compensation
・	Engage in an environment that threatens mental/physical health and safety
・	Engage in linguistic violence, intimidation, discrimination such as sex and gender, and other harassment/bullying

The following channels are open to all officers and employees if whistleblowing is necessary. Reports can be made anonymously. In addition, we promise to keep confidentiality of the reported content as much as possible.

・	Direct contact with the Compliance Officer
・	Ethics help line operated by an external organization
・	Online reports from the intranet to external organizations

Diversity of Employees

LRA believes that by fostering and maintaining a culture that respects the diverse backgrounds, perspectives, and contributions of each employee, LRA and its employees can maximize their potential and generate better results.

Status of Employees

※1	: Number of officers and employees (including part-time officers and employees) as of the end of the relevant fiscal year
※2	: Number of directors and audit & supervisory board members (including Non-Executive Officers) as of the end of the relevant fiscal year
※3	: Number of managers of the relevant departments (including compliance officers) as of the end of the relevant fiscal year
※4	: Number of temporary employees at the end of the relevant fiscal year

Diversity, Equity and Inclusion (DEI)

To invest in our employees and help them reach their full potential, we must build a culture committed to and attentive to Diversity, Equity, and Inclusion (“DEI”). The following framework, which represents the relationship between a sense of belonging and culture of care fostered by DEI values, is the foundation of LaSalle’s employee culture.

LaSalle’s DEI Committee has been established to set effective goals and plans to promote each of the following basic policies in the Asia-Pacific region. Under the following policies promoted by this committee, LRA will meet the expectations of its shareholders through sustainable growth based on diversity and mutual respect.

・	Charity & Community (Contributing to local communities)
・	Diversity and Inclusion (Growth through acceptance of diversity and mutual respect)
・	Wellbeing (mental and physical health and an orientation toward a fulfilling life)

The committee has established a plan, which is implemented in the following steps: promoting the understanding of DEI, discussion and action, and evaluation of their effectiveness.

・	Selection of cultural of care champions (promotion of DEI culture)
・	Designing programs to improve the sense of belonging (engagement with employees)
・	Strengthen collaboration among committee members and share best practices in each country (role of the DEI Committee)
・	Consideration of targets for measurement, such as training implementation rates and diversity indicators (establishment of indicators)

For more information on the LaSalle's DEI Initiatives, see here.

Training and development

LRA emphasizes the importance of the development of its employees. We support the improvement of employees' abilities and growth throughout their careers, from when they join the company to becoming senior members.

Training Programs

In addition to the above training, employees of LRA may attend the training as illustrated below at any time to learn about leadership, diversity, etc.

Voluntary training

Leadership	Fundamentals of leadership
	Inclusive leadership
Diversity	How to deal with unconscious beliefs
	Creating a comfortable work environment for the LGBT community
Succession Planning	Developing leadership presence
	Managing high potentials

Status of qualifications

Employees are entitled to receive assistance from LRA with respect to the expenses required for obtaining certain qualifications/licenses (such as a real estate brokerage license, ARES certified securitization master, real estate appraisers license, and certified public accountants license). LRA supports employees with the expenses required to register and maintain such qualifications.

※1	: Number of full-time officers and employees as of the end of the relevant fiscal year
※2	: Percentage of employees among full-time officers and employees as of the end of the relevant fiscal year

Employee Communication

Employee satisfaction surveys

Employees can have their voices heard through annual employee surveys which are conducted from time to time. During fiscal year 2020, a total of 2 surveys were conducted. The surveys were related to health conditions of employees as the COVID-19 pandemic affected many people in various ways.

Performance review system

LRA holds 1-on-1 meetings between employees and their managers at the time of setting annual targets and at the end of the evaluation period, among other times. The performance and expectations of each employees' work is communicated multiple times throughout the year.

Employee Health and Comfort

Benefit packages

Employees of LRA are entitled to the use of a unique welfare system called "Premium Day". This enables them to take a paid holiday afternoon on any day of the month once a month. This is a modified version of the more socially practiced “Premium Friday” in Japan where the benefits are set at the last Friday of each month. LRA’s “Premium Day” enables employees to take the paid holiday afternoon on any day of the month. Other benefits include meal expenses for overtime work. In addition, all employees, including temporary staff, are provided with options for health-conscious beverages and breakfast in the cafeteria.

Premium Day	A system that enables employees to take a paid afternoon holiday once a month on any day in addition to regular paid holidays
Offering of various refreshments	Offering a lineup of health-conscious beverages, such as vegetable juices and soymilk free of charge
Breakfast (once a month)	Providing a free breakfast at the cafeteria once a month
Payment of meal expenses for overtime work	A fixed meal expense amount will be paid for overtime work after 8:00 p.m.
Working from home	Establishment of work from home rules and promotion of flexible working styles for employees

Breakfast service

Data on Health and Comfort

Comfort inside the office

LRA's office is designed to be a work environment that improves employee comfort/productivity and enables a variety of work styles. Such work styles include adopting a layout that actively incorporates natural light into offices, the installation of high counter tables that can be used for seated/non-seated work or lunch consumption, and private booths that enable work concentration.

Counter table

Individual room booth

In addition, cafeteria spaces located in LRA's office is available to all executives and employees, including temporary staff. Beverages are provided free of charge and other items such as snacks are offered at discounted prices. This cafeteria space can be used as a workspace as well as a space for facilitating communication between employees.

LaSalle LOGIPORT REIT (REIT)