Initiatives for employees

GLP Japan Inc. has led the market as a leading provider of modern logistics facilities. And we will continue to innovate beyond people's imagination by keeping on challenging without resting on our laurels. To that end, we are committed to improve the work environment and review the personnel system ahead of the social situation so that employees can enjoy their work, support each other, demonstrate maximum performance, and achieve big goals. We are making efforts to create a work environment with various innovations. To note, since GLP J-REIT does not have any employees because of J-REIT regulation and is virtually managed by officers and employees of GLP Japan Inc., the below information applies to all such employees.

• Pursuing comfort and health of employees
• Improving sophistication of human resources
• Recruiting strategy
• Creating a fair and rewarding workplace

Pursuing comfort and health of employees

Broad support for employee mental and physical health

Support	Overview
Health screening and physical exam assistance	We require all our employees to undergo a physical exam or health screening once a year. By providing a subsidy for such, we promote the health of our employees.
Mental health training	Provision of EAP services (health counseling, etc.) by external agencies, implementation of occupational physician consultations, and stress check tests

Improving sophistication of human resources

1. Introduction of Training System

Based on the independent training program developed by each employee, we have introduced a system to support growth opportunities through seminars, lectures, and courses that will contribute to their careers in the medium to long run.
We support new employees recently graduated to participate external workshop held by agent specialized in human resource development for smooth business start. In addition, we provide opportunities not only to learn business knowledge and share business experience but also to improve skills on organizational management and risk management through various training program and sessions such as online compliance training program and regular management workshops.

2. Support for certification exams

The asset management company supports all employees (including contract employees, etc.) in acquiring specialist certifications including as an Association for Real Estate Securitization Certified Master (an educational program that systematically teaches practical expert know-how in the fields of real estate and finance) and as a real estate notary. The asset management company bears the costs for the training and exams in acquiring the various certificates as well as for maintaining the certificates and increasing and maintaining expertise through seminars, etc., and all employees and officers have access to funding.

The number of Association for Real Estate Securitization Certified Master Certified Masters and real estate notaries as of the end of December 2025 is as follows.

Name of certification	Number of certifications
Association for Real Estate Securitization Certified Masters	9
Real estate notary	4

3. Practical training program for junior employees and new hires

We offer a variety of training and practical training for junior employees and new hires in accordance with the onboarding program. Specifically, we provide department briefing sessions in each department, OJT training, visit to the properties we are investing in , mentor system, and regular follow-up interviews after hiring. We support new employees so that they can quickly become familiar with our corporate culture and play an active role in the Company. Additionally, we implement internship to provide working opportunity for young potential employees and leads to enhancement of recruiting.

4. Employee training programs

As a member of our sponsor group, Ares Management Corporation, we regularly conduct talent development, compliance, business ethics, cybersecurity, and other trainings. We also offer a mentorship program open to all employees of the sponsor group to foster professional growth through peer-to-peer mentorship.

Recruiting strategy

We offer a variety of exciting and challenging careers at the forefront of the alternative investment management industry. As a high-growth company, we are always seeking talented professionals with diverse backgrounds to join our investment and business operations teams.

Creating a fair and rewarding workplace

1. Various benefits programs

Promote a work-style reform and striving to create a favorable working environment in order to prevent employees’ over working hours, improve their work-life balance and encourage flexible work-style upon various personal life events.
We have implemented various support programs to promote each employee’s flexible workstyle to maximize productivity and efficiency.
For instance, implementing support programs to promote various working style such as a flexible working hours system, remote work system, parental leave before and after childbirth, childcare leave, nursing-care leave, family-care leave, a shortened working hours program for employees raising children or nursing family members, and to support employees’ wealth management by providing asset buildup programs such as Defined contribution pension plan and Employee stock ownership plan, and to promote career development such as Support program to get certified.

Programs	Items	Remarks
Leave program	Maternity	Support compatibility of childbirth, childcare and employment
	Childcare
	Volunteer activity encouragement	Encourage to take day-offs for volunteer activities
	Family care	Support employee who has baby and/or family with nursing care
Insurance	Labor insurance	Provide life insurance and income security insurance
	Business travel insurance	Covers domestic and international business travels
	Group welfare insurance	Compensation for death/severe disability of employee
	Group Long-Term Disability Income Protection Insurance	Employee Income Protection Program during illness or injury
Support program for employee’s benefit	Defined contribution pension plan	Support employee’s wealth management by providing asset buildup programs
	Employee stock ownership plan
	Support program to get certified	Promote employee’s proactive initiatives to get certified
	Advanced flexible time arrangement	Employees to decide working hours per day as long as meet minimum working hours per month
	Well-being support	Promote diversity of workstyle such as remote working and support employee’s mental/physical health

2. Periodic performance evaluations and feedback procedure

Item

Overview

Personnel evaluation system

Our personnel evaluation system is based on a compensation and evaluation system that strongly encourages each employee to contribute to the advancement of the company’s mission and vision. The compensation of management and all employees, including professional and general employees, is linked to company performance and individual evaluation. Also, the personnel evaluation system is designed with an awareness of the interdepartmental collaboration that characterizes our business, and through the operation of the system, it is intended that all departments, including the profit-making and administrative departments, will collaborate and work together toward the growth of the company. In addition, the system encourages employees to take on new challenges and evaluates them appropriately. We believe this personnel evaluation system motivates our employees to contribute to an organization that takes on challenges and innovates for the rapid growth of the company. All employees are expected to have feedback meetings with their supervisors three times a year at the beginning, middle, and end of the year to set goals, review progress, and evaluate performance as well as to discuss future career development.

3. Employee Stock Ownership Plan (ESOP)

We established ESOP for all officers and employees of the Asset Management Company of GLP J-REIT and the sponsor in May 2020, with a policy to enhance the alignment of interests with our unitholders and promote well-being by distributing income to officers and employees.

4. Acceleration of Diversity, Equity and Inclusion（DEI）

We believe our people and culture are our greatest assets and biggest differentiators and that diversity, equity and inclusion, in all its forms, is key to our culture and long-term success. We offer programs related to DEI on our learning platforms for all employees and conduct trainings utilizing those programs to increase awareness of DEI.

5. Whistleblowing System

We have implemented a whistleblower reporting system for employees report concerns about unethical or unlawful behavior by the company or other employees. This system covers all areas, including harassment, employment and labor practices, environmental issues, and human rights. Procedures for reporting—whether online, to management, or to government authorities—are clearly outlined for employees. Reports can be made anonymously and are strictly protected under the Whistleblower Protection Act.

6. Conducting employee satisfaction surveys

Item

Overview

Conducting employee satisfaction survey (Wevox)

As part of our efforts to establish favorable mutual relations between the employees and the company, we conduct regular employee satisfaction surveys through the platform called Wevox to evaluate job satisfaction levels, work environment satisfaction levels, and other requests to the company. By hearing from our employees, we are able to identify areas where we can improve the well-being of our employees and working environment of the organization.

A dedicated HR team analyses the results of these employee satisfaction surveys and shares the analysis with group leaders, who then follow up by holding individual one-on-one meetings etc.
In addition, based on feedback from employees, we have introduced a variety of measures designed to improve employee comfort, health, and ease of work. For example, in the situation where communication among employees tends to be decreased due to the hybrid workstyle, we are holding various networking events in the office and introducing equipment to improve communication through online meetings, as well as a flexible work environment to improve work comfort and providing free organic food for employees.

Flexible work envrionment
（free address workplace, expansion of meeting space）