DE&I (Diversity, Equity & Inclusion)

To create a work environment where women can work comfortably and feel empowered, we regularly examine conditions of work environment (installation of changing rooms, break rooms, comfortable restrooms, etc.) based on the checklist at site offices where female employees are assigned. We also carry out harassment training for on-site workers and subcontractors.
Senior female staff members play key roles in regularly conducting interviews with young female staff members (consultation on female-specific troubles and career-related matters) and conducting training for young female employees in career-track positions, where they share career experiences as their role models, and provide information on company systems and balancing childcare and work.

Every year we hire outstanding foreign students who are not native speakers of Japanese (from universities and graduate schools in Japan and ASEAN), and have introduced a system called “Global Career-track Position” for providing Japanese language education and training for non-Japanese employees after their joining the company for them to grow into human resources who can play active roles in Japan and overseas. We have a high hope that they will act as a bridge between Japanese staff and local staff as engineers who are able to solve on-site problems, and take on managerial positions in the future.

In FY 3/18, we adopted a personnel evaluation system for locally-hired non-Japanese workers in Singapore and Hong Kong, which are the major footholds of our International Business Unit, and in July 2018, we introduced a grading and remuneration system tailored for them.
The objective of the personnel evaluation system is to motivate employees to attain their goals, promote personal development, and facilitate communication between superiors and subordinates. The grading and remuneration system boosts their incentive to perform well and achieve goals by reflecting performance and evaluation in the International Business Unit in remuneration, and enhances non-Japanese workers' engagement in efforts to achieve their individual targets.

Following the legislative intent of the Act for Promotion of Employment of Persons with Disabilities, we are making efforts to expand the employment of persons with disabilities using our satellite offices. Presently, we have workrooms in Tokyo (Shinjuku and Mitaka) and Kanagawa (Yokohama) to provide an environment where persons with disabilities can work comfortably.

Based on the revised Act on Stabilization of Employment of Elderly Persons, we offer new jobs and new working conditions to all career-track and administrative employees who wish to continue working after reaching the retirement age.
We also create opportunities for active participation of senior employees, for example, by utilizing senior employees with abundant knowledge and experience as instructors to train young employees at the Safety and Quality Education Center.

As specific numerical targets for DE&I, we aim to achieve the hiring ratio of career-track female new graduates of 25% or more compared to FY3/24 (new graduate hires in 2024) and aim to increase the ratio of female management-level employees to 15% or more by FY 3/2036.
Please see the ESG data sheet for indicators and actual values related to DE&I.

Number of Female Employees

As of March 31, 2024, out of a total of 3,274 employees, 415 are female, including 169 female career-track employees. In April 2024, 169 new graduates joined the company, of which 35 were female, including 28 female career-track employees.
From FY 3/24, we raised the target of hiring ratio of female career-track employees from 20% to 25%.

Number of Female Managers

As a result, the ratio of female management-level employees at the end of FY 3/24 was 5.0%.
We aim to increase the ratio of female management-level employees to 15% or more in FY 3/2036.

Ratio of employees with disabilities

The employment rate of persons with disabilities among all employees is 2.76% as of June 1, 2023.