Promotion of DE&I

DE&I Promotion Committee

Under the Sustainability Promotion Committee, we have established the DE&I (Diversity, Equity & Inclusion) Promotion Committee. The DE&I Promotion Committee is established at headquarters, branch offices, International Business Unit, and group companies to plan measures and monitor their implementation status in collaboration with relevant departments and labor-management, working together to resolve key issues.
In addition, by conducting regular visits to branch offices and group companies, members of the Headquarters DE&I Promotion Committee gain firsthand insight into local circumstances and consider tailored solutions to individual issues.

Promotion of Female Empowerment

In April 2016, we established the Diversity Promotion Center (currently the Diversity & Inclusion Promotion Office) to create a workplace environment where diverse employees from diverse backgrounds can continue to work with vitality.
We are committed to fostering a workplace where women can thrive in their work by enhancing internal systems and implementing supportive measures that enable them to work comfortably, as part of our broader efforts to build a more inclusive society. In particular, we provide career support and develop environments that allow employees to continue their careers on-site through different phases of life, such as child-rearing.

We have formulated the Third Action Plan for the Promotion of Female Empowerment and have provided it on the Ministry of Health, Labour and Welfare's Database of Companies Promoting Female Empowerment.

Database link:

Third Action Plan for the Promotion of Female Empowerment (April 1, 2023 to March 31, 2026) (Penta-Ocean Construction) (Japanese)

Related data disclosure on the Ministry of Health, Labour and Welfare's Database of Companies Promoting Female Empowerment (Penta-Ocean Construction) (Japanese)

Main Initiatives

• Senior female employees regularly engage junior female employees in dialogue to address gender-specific challenges and provide career guidance
• In training programs for junior female career-track employees, we provide opportunities to share career paths and role models, along with information on company policies and balancing work with child care responsibilities
• Career training for mid-level female engineers
• Improvement of workplace environments for women using checklists (changing rooms, break rooms, comfortable restrooms, etc.)
• Harassment prevention training for on-site employees and partner companies
• Women's health seminars
  (2021: Women's Health (menstruation, menopause); 2024: Seminar on Menstruation)

  

  

  

• Acquisition of "Eruboshi" (second tier level) certification

  In July 2023, we obtained "Eruboshi" (second tier level) certification,
  which is awarded by the Minister of Health, Labour and Welfare to
  companies with outstanding initiatives for promoting female empowerment.

  

Metrics and Targets

Awards, etc.

• Case study presented at the Nikkenren Kensetsu Komachi Forum 2025 (Japanese)
• Nikkenren 5th Kensetsu-Komachi Empowerment Promotion Awards: Special Award (Work Style Reform Promotion Award) (Japanese)
• Nikkenren 4th Kensetsu-Komachi Empowerment Promotion Awards: Excellence Award (Japanese)
• Nikkenren 3rd Kensetsu-Komachi Empowerment Promotion Awards: Special Award (Japanese)

* Nikkenren: Japan Federation of Construction Contractors

* Kensetsu-Komachi: Empowering Women in Construction Initiative

Enhancing Paternity Leave Uptake

We support male employees' active participation in child care by promoting the acquisition of paternity leave. To create an environment that fully supports the use of paternity leave, we conduct surveys and roundtable discussions for eligible male employees. In recent years, the uptake rate of child care leave and related leaves has reached 100%.

Paternity Leave Acquisition Rate^*

Main Initiatives

• Promotion of interviews with supervisors to discuss timing of child care leave (using communication sheets)
• Promotion of special paid leave at the time of spouse's childbirth (Target: 100%)
• Roundtable discussions with male employees who have taken child care leave and dissemination of insights company-wide through the company newsletter
• Surveys on paternity leave

Support for the Success of Global Employees Working at Headquarters in Japan

Employees of diverse nationalities thrive at POC. At workplaces where the majority of employees are Japanese, we are working to create conditions comfortable for global employees by offering Japanese language training to reduce communication challenges and providing religious accommodations, such as prayer rooms.

Main Initiatives

• "Global Career-track Position" system (Securing and Developing Human Resources)
• New employee training and follow-up training for global employees
• Japanese language training for global employees
• Provision of prayer rooms

  

  

  

Support for the Success of Employees with Disabilities

We support employees with disabilities by providing accommodations tailored to their individual needs, enabling them to fully demonstrate their abilities and thrive in the workplace. At our satellite offices (work rooms) located in Tokyo (Shinjyuku and Mitaka) and Kanagawa (two locations in Yokohama), we offer an environment designed to support their well-being, including regular one-on-one meetings and mental health support systems.

Main Initiatives

• A total of 77 employees with disabilities are employed throughout the Company (Employment rate: 2.91% as of June 1, 2024)(Domestic, Non-consolidated)
• Employees with disabilities carry out tasks tailored to the characteristics of their disabilities at each office, employee dormitory, satellite office, etc.
• Establishment of satellite offices in Tokyo(Shinjuku, Mitaka) and Kanagawa (2 locations in Yokohama), creating an environment for conducting regular consultations and providing mental health support.
• Provision of learning opportunities, such as participation in external training
• Health and mental wellness consultations are available through the Company's medical office as needed, with collaborative support involving employees' primary care physicians

Examples of Work Performed by Persons with Disabilities

• Office work
  Regular and support duties in each department
• Satellite office work
  Support tasks for branch offices and on-site operations nationwide (data aggregation, digitization of documents, management of certifications and qualifications, etc.)
• Employee dormitory-based work
  Dormitory cleaning and maintenance

Empowerment of Senior Employees

We offer opportunities for employees who wish to continue working beyond the retirement age of 60 to utilize their extensive experience.

Main Initiatives

• Senior Employees remain active in the workplace by mentoring younger colleagues and sharing their expertise, often serving as one-on-one instructors for young employees at the Safety and Quality Control Education Office.(Securing and Developing Human Resources)
• Providing training and passing on skills to young employees at each workplace

Support for Balancing Child Care and Work

We provide various systems and support to help employees who are dealing with circumstances such as childbirth and child care to work comfortably and continue their careers.

In addition, to enable employees to fully demonstrate their abilities while balancing child care and work, we have formulated the following action plan and have shared it on the Ministry of Health, Labour and Welfare's "Support for Balancing Work and Family" website.

Database link:

Action plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children (April 1, 2025 to March 31, 2027) (Penta-Ocean Construction) (Japanese)

Disclosure on the Ministry of Health, Labour and Welfare's "Support for Balancing Work and Family" website (Penta-Ocean Construction) (Japanese)

Main Child care Support Systems

• Reduced work hours (employees as able to work less hours until the child finishes elementary school)
• Flexible workday start and finish times (employees as able to select start and finish times until the child finishes elementary school)
• Flextime system
• Work-from-home system
• Leave for attending to a child's medical needs (12 days/year with pay, regardless of the number of children, up to sixth grade of elementary school)
• Child care leave system (can be taken up to the end of the month in which the child turns 2 years old)

Main Initiatives

• Creation and distribution of a handbook on balancing child care and work and a leaflet explaining related support systems

  

  

  

• Distribution of the child care booklet "The Door to Child care for Fathers" to male employees who have become new fathers
  (introduction of communication points between couples and specific advice on housework and child care)

  

• Online meetings for employees on child care leave
• Feedback and exchange sessions for employees returning from child care leave (lunch gatherings)
• Appointment of consultants for helping employees balance work and child care
• Pre-child care leave and pre-return interviews
• Preparatory consultations with employees and their supervisors before their child enters elementary school (to discuss changes in work style, etc.)
• Subsidy for babysitter expenses

  

  

Support for Balancing Nursing Care and Work

Main support systems for nursing care

• Nursing care leave (up to 186 days)
• Days off to care for a sick family member (12 days/year with pay, regardless of the number of eligible persons)

Main initiatives

• Creation of a leaflet listing in-house systems for nursing case support

• Creation of a handbook to help employees balance work and nursing care

  

• Appointment of consultants for nursing care
• Held lectures on nursing care (in 2019 and 2023)

  

  

Support for Balancing Infertility Treatment and Work

To help employees realize an optimal work-life balance, we have established leave systems for receiving infertility treatment and special loans for birth support expenses.

Main Support Systems

• Leave program for birth support (general/infertility treatment: 6 days/year, Assisted reproductive medical treatment: 12 days/year)
• Leave of absence program for birth support (leave can be divided up to 3 times for up to 365 days)
• Special loans for birth support expenses

Main Initiatives

• Training on infertility treatment

  

Other Initiatives

Workplace Tours for e\Employees' Families

We hold workplace tours for employees' families, providing learning opportunities for children and deepening families' understanding of the workplace and work, which leads to increased employee motivation and enhanced workplace support for employees with child care responsibilities. In FY 3/25, family visits were held at the Tokyo Civil Engineering Branch, Tokyo Building Construction Branch and the Osaka Branch.

System for Changing Work Location to Accompany Spouse When they are Transferred to a Different Area

We have established a system that allows employees whose work location is limited to apply for a change of work location when their spouse is transferred, enabling them to continue their careers.

Introduction of a Matchmaking App Exclusively for Single Employees

We have introduced a service for matching single employees with single employees of other companies that support both work and family life. We believe this will also contribute to long term human resource retention and solving societal issues such as the declining birthrate.

We are accelerating company-wide initiatives to create a workplace environment where each individual can work comfortably and feel fulfilled in their work.

Establishing a Five-day Workweek / Reducing Overtime Work

Penta-Ocean Construction Group is working toward the goals of establishing a system where employees have 8 days off per 4 weeks, two days off per week (Saturday and Sunday off), and 8 site-closure per 4 weeks. We are also working to reduce overtime by thoroughly implementing a system of no more than 45 hours of work every other month.

▽ Achievement status of 8 days off per 4 weeks
    for individuals and 8 site-closure per 4 weeks

		FY 3/23	FY 3/24	FY 3/25
Individuals: 8 or more days off per 4 weeks	project-site employees	92.1%	92.6%	95.5%
Sites: 8 or more site-closure per 4 weeks	Sites	56.0%	57.0%	66.2%

Leave Programs

Promoting The Acquisition of Annual Paid Leave

We support employees in enriching their private lives by enabling the acquisition of paid leave in half-day and hourly units and promoting leave acquisition.
By combining paid leave with Saturdays and Sundays, we are working to enhance leisure time and secure time with family, thereby improving work-life balance.
We also require employees to take five planned days of leave per year and create an environment that makes it easy to take leave.

Special Paid Leave for Employees on Temporary Assignment away from Home

To ensure that employees on temporary assignment away from home can spend sufficient time with their families when returning home, we grant special paid leave that can be used during home visits (up to 24 days per year).

Commendations on Long Years of Service

Employees who have worked for the company for 20 years receive a certificate of commendation and a commemorative gift, as well as seven consecutive days of paid leave.

Refreshment Leave

Special leave of 14 successive days off work (calendar days, including weekends and national holidays) is granted to employees who reach their 49th birthdays in the fiscal year in order for them to reflect on their past journey prior to celebrating fifty years of age, an important milestone. These days off work can be extended up to one calendar month by combining them with ordinary paid leave etc.
Each year, we select a candidate for the "Refreshment Award" based on reports submitted by employees who have taken refreshment leave. For recipients, photos that were submitted together with reports are framed and presented as commemorative gifts.

Special Leave Program

We have established a system that allows employees who wish to take a long-term leave of absence for personal reasons, such as volunteering or accompanying a spouse on a job transfer, to do so.

Other Leave Programs

• Leave for Attending to a Child's Medical Needs
• Days off to Care for a Sick Family Member Program
• Leave Program for Birth Support

Promotion of Flexible Work Styles

Flextime System / Rotating Morning Briefing System

From 2024, in addition to office departments, we are introducing a flextime system at site offices and implementing a rotating morning briefing system to promote flexible working hours.

Telework System

Adopted in FY 3/21, we continue telework, which became established during the COVID-19 pandemic, to promote diversity in work styles.

"No Overtime" Days

We designate monthly salary payment days as "No Overtime" Days and bonus payment days as "Super No Overtime" Days, and notify all employees by e-mail on those days to promote the reduction of overtime work.

Creating Workplace Environments through Cooperation between Labor and Management

In addition to collective bargaining with the labor union, we provide opportunities for meetings to be held between labor and management to further promote the development of Company business and improve union members' working conditions in the spirit of mutual cooperation. Meetings between labor and management are held at each business site to address issues such as business improvement and environmental improvement, and efforts are made to resolve these issues. We also utilize the Company intranet to share information company-wide and enhance communication within the organization.

Education for Promoting DE&I

• Diversity Conference
  We hold annual conferences on diversity-related themes for management personnel.
  (Past themes: Unconscious Bias, Balancing Caregiving and Work, Family-friendly Management, Anger Management, etc.)
• Training Workshop for Executives to Raise Awareness for Human Rights
  We hold annual training workshops for senior executives and management on themes related to human rights and DE&I.
  (Past themes: Promotion of DE&I, Business and Human Rights, ESG Governance, Promotion of Female Empowerment, etc.)

  

  

• Harassment Prevention Training
  In addition to regular harassment training by job level, we conduct harassment prevention training at each branch and International Business Unit.
• Harassment Prevention Training at Worksites where Female Employees are Assigned
  We conduct harassment prevention training at construction sites where female employees are assigned. By including employees from partner companies, we help prevent harassment throughout the workplace.
• Communication Training
  To promote psychologically safe workplaces with active communication, we conduct annual communication training for site managers and young employees.

  Site Manager Training:

  Training to review communication with subordinates, create psychologically safe organizations, and revitalize organizational management

  Young Employee Communication Improvement Training:

  Training to reaffirm the purpose of communication and achieve high-quality communication from the other person's perspective

  

• Diversity Promotion Officer Training
  We regularly conduct training for diversity promotion officers at each branch and group company. (Example themes: Infertility Treatment, LGBTQ, Harassment, Inclusion of Foreign Employees)

  

Establishment of Consultation Desks

Internal and external stakeholders affected by the corporate activities of our group can consult about various issues such as harassment or human rights violations that may conflict with our human rights policy.

• Harassment Consultation Desk and Human Rights Consultation Desk
  We have established multiple accessible consultation channels, including internal consultations with in-house advisors, external hotlines with external lawyers, and a hotline on our website. When contacted, we promptly investigate the facts and take corrective actions as necessary. In addition, anonymous consultations are also possible, and we ensure that those seeking advice are never treated disadvantageously.
  Human Rights Consultation Desk / Harassment Consultation Desk
• Consultation Desk Posters
  We have established consultation desks and posted notices at all business locations, construction offices, and dormitories to raise awareness.