Talent Development, Securing a Diverse Workforce, and Passing on Technical Expertise and Know-how
First written in FY2016. 4 of 8 entries say "Advanced", first in FY2020. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
4 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「In fiscal 2024, the company raised its target for the proportion of women in career-track positions among new graduate hires to 30% by fiscal 2028, from 20%. It also set a new target of a 10% proportion of women in management positions, at section-manager level or above, by fiscal 2035.」
The company raised its target for the proportion of women in career-track positions among new graduate hires from 20% to 30% and set a deadline of fiscal 2028. It also set a new target of a 10% proportion of women in management positions by fiscal 2035. - 2026-06-03AdvancedGeneral Meetings of Shareholders
「In addition to measures to promote the success of diverse personnel, we aim to build a robust supply chain through improved treatment of skilled workers and support for partner companies.」
Diversity in human capital, improved treatment of skilled workers, support for partner companies and supply-chain strengthening were presented as an integrated set of issues. - FY2024RaisedAnnual report
「As new targets, the company has set approximately a threefold increase in the number of women in management positions and approximately a twofold increase in the number of female engineers by fiscal 2034, compared with fiscal 2023.」
After achieving its previous target of tripling the number of women in management positions and the number of female engineers over 10 years from fiscal 2014, the company set new targets for fiscal 2034 of approximately three times as many women in management positions and approximately twice as many female engineers. The rate of male employees taking childcare leave or similar leave reached 92.2% in fiscal 2023, achieving the target of at least 50% ahead of schedule. - FY2023AdvancedAnnual report
「The company has set a target of at least 20% for the proportion of women among new graduate hires in career-track positions, and the figure was 22.9% in fiscal 2022.」
Regarding workforce diversity, the company reported an actual ratio of 22.9% in fiscal 2022 against its target of at least 20% women among new graduate hires in career-track positions. It also reported that the rate of male employees taking childcare leave or similar leave was 64.3% in fiscal 2022, and described pay increases and the expansion of training facilities. - FY2021AdvancedAnnual report
「To secure the next generation of workers, the company will continue improving the treatment of skilled construction workers and supporting recruitment and training by partner companies, while also reforming the multilayered subcontracting structure to maintain and strengthen the supply chain.」
Measures to secure human resources have taken concrete shape through improved treatment of skilled workers, recruitment and training support for partner companies, reform of the multilayered subcontracting structure, and supply chain strengthening. - FY2020AdvancedAnnual report
「Based on its medium-term management plan, the group is promoting the “Kajima Work-Style Reform” initiative to improve the working environment not only for employees but also for partner companies and skilled workers, in order to maintain its future construction workforce. It is pursuing further operational efficiency through productivity improvements, seeking to improve working conditions while observing construction schedules and working toward “four weeks, eight site-closure days” at construction sites, and implementing various measures to improve the treatment and stabilize the income of skilled workers and make construction work more attractive as a career.」
The policy on developing and securing human resources has taken concrete shape as the “Kajima Work-Style Reform,” with measures including improvements to the working environment for partner companies and skilled workers, “four weeks, eight site-closure days,” improved treatment, and income stabilization. - FY2018ReframedAnnual report
「The company will also work to make the construction industry more attractive through work-style reforms, develop a diverse workforce capable of adapting flexibly to changes in the business environment, and establish various personnel systems, while strengthening efforts to address social issues such as the global environment, disaster preparedness and disaster mitigation.」
The themes of employee development and securing a diverse workforce have been reorganized as initiatives encompassing work-style reforms, enhancing the attractiveness of the construction industry, and establishing various personnel systems. - FY2016First statedAnnual report
「To advance these initiatives, the company will further develop the personnel responsible for the group’s businesses, secure a diverse workforce capable of responding to changes in the business environment, and raise technical capabilities while passing on know-how.」
The company identifies employee development, securing a diverse workforce, enhancing technical capabilities, and passing on know-how as personnel measures supporting its planned initiatives.