Productivity Improvement through Employment System Development, Securing a Diverse Workforce, and Construction Mechanization
First written in FY2017. 5 of 8 entries say "Advanced", first in FY2020. Latest entry: FY2026.
The whole theme swung hardest in 2023: 3 of 20 companies on the "Worse" side.
17 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Metric Fiscal year ended June 2025 Actual Fiscal year ended June 2026 Actual Fiscal year ended June 2027 Target Childcare leave uptake rate among male employees 82.0% 100.0% 100% Percentage of women in regular recruitment 19.0% 19.5% At least 15% Number of female engineers 45 51 54」
For its human capital KPIs, the Group disclosed actual results of a 100.0% childcare leave uptake rate among male employees, a 19.5% percentage of women in regular recruitment and 51 female engineers, together with its targets for the fiscal year ending June 2027. - FY2025AdvancedAnnual report
「Metric Fiscal year ended June 2024 Actual Fiscal year ended June 2025 Actual Fiscal year ended June 2026 Target Childcare leave uptake rate among male employees 66.0% 82.0% 80% Percentage of women in regular recruitment 25.8% 19.0% At least 15% Number of female engineers 36 45 52」
For its human capital KPIs, the Group disclosed fiscal year ended June 2025 results of an 82.0% childcare leave uptake rate among male employees, a 19.0% percentage of women in regular recruitment and 45 female engineers, and set targets for the fiscal year ending June 2026. - FY2024AdvancedAnnual report
「③ Improving productivity and promoting work-style reform through DX Metric Fiscal year ended June 2023 Actual Fiscal year ended June 2024 Actual Fiscal year ended June 2025 Target Childcare leave uptake rate among male employees 74.0% 66.0% 100% Percentage of women in regular recruitment 16.2% 25.8% At least 15% Number of female engineers 30 36 42」
The new medium-term management plan sets out productivity improvement through DX and work-style reform, and discloses actual results and fiscal year ending June 2025 targets for the human capital metrics of childcare leave uptake among male employees, the percentage of women hired through regular recruitment and the number of female engineers. - FY2023AdvancedAnnual report
「In the fiscal year ended June 2023, the Group made steady progress in each of the following measures to strengthen its operating foundation: "developing personnel who can respond to market changes and strengthening order-winning capabilities," "reforming personnel systems in line with changes in the business environment," and "establishing a robust safety culture and thoroughly educating on-site personnel." In particular, achieving zero fatal accidents, a zero frequency rate for occupational accidents and a zero severity rate is considered the result of the company-wide "Safety Culture Creation Project."」
The Group reports its fiscal year ended June 2023 results in personnel development, personnel-system reform, safety culture and on-site education, noting that fatal accidents, the occupational accident frequency rate and the severity rate were all zero. - FY2022RestatedAnnual report
「To strengthen its operating foundation, the Group is focusing on various personnel-related measures, including "developing personnel who can respond to market changes and strengthening order-winning capabilities" and "establishing a robust safety culture and thoroughly educating on-site personnel."」
The Group continues to pursue personnel development, stronger productivity and order-winning capabilities, establishment of a safety culture and on-site education as measures to strengthen the foundation under its medium-term management plan. - FY2021RestatedAnnual report
「(3) Expanding orders through personnel development that can respond to market changes and improved productivity」
The new medium-term management plan continues to identify personnel development and improved productivity as foundations for expanding orders. - FY2020AdvancedAnnual report
「The Group has promoted work-style reform, with 96% of construction sites achieving at least 6 days off over 4 weeks and 70% achieving 8 days off over 4 weeks. The Group also identifies "improving productivity through proactive initiatives in i-Construction" and "promoting work-style reform and achieving 8 days off over 4 weeks" as measures to strengthen its operating foundation.」
Under work-style reform, at least 6 days off over 4 weeks were achieved at 96% of sites, while 70% achieved 8 days off over 4 weeks. The medium-term plan also identifies productivity gains through i-Construction and 8 days off over 4 weeks as measures to strengthen the operating foundation. - FY2017First statedAnnual report
「The Group continually reviews its work systems and more efficient ways of conducting operations, seeks to secure diverse talent, and creates an environment in which such personnel can perform to their full potential, enabling it to respond to customer needs and changes in the business environment. It will also improve on-site productivity through construction mechanization and address labor shortages.」
The Group lists work systems, securing personnel, operational efficiency and construction mechanization as measures to address labor-related issues and labor shortages.