Advancing Women and Developing Talent Across Multiple Job Functions Through Diversity
First written in FY2021-Q2. 4 of 11 entries say "Advanced", first in FY2021. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
8 other companies' latest entry also says "Other".
- FY2026Female hiring ratio and average length of service below targetAnnual report
「Female hiring ratio (including mid-career hires) 15 % or higher 14.8 % Female management ratio 1.5 % or higher 1.9 % Average length of service of female employees 10.7 years or longer 9.7 years Employment rate of people with disabilities 2.5 % or higher 2.5 %」
In fiscal 2025, the female hiring ratio was 14.8% against a target of 15% or higher, and the average length of service of female employees was 9.7 years against a target of 10.7 years or longer, meaning both targets were missed. The female management ratio of 1.9% and the employment rate of people with disabilities of 2.5% exceeded or met their targets. - 2026-05-21Cited as achievedGovernance
「Percentage of female hires (including mid-career hires)」
Fiscal 2024 results include a female hiring ratio of 23.8%, a female management ratio of 1.9%, and an average length of service of 10.3 years for female employees. - FY2025AdvancedAnnual report
「Female hiring ratio (including mid-career hires) 15% or higher 23.8% Female management ratio 1.5% or higher 1.9% Average length of service of female employees 10.7 years or longer 10.3 years Male parental-leave uptake rate 30% or higher 38.7%」
As diversity-related indicators for fiscal 2024, the company disclosed a female hiring ratio of 23.8%, a female management ratio of 1.9%, and a male parental-leave uptake rate of 38.7%. The average length of service of female employees was 10.3 years, below the target of 10.7 years or longer. - FY2024AdvancedAnnual report
「Female hiring ratio (including mid-career hires) 15% or higher 21.7% Female management ratio 1% or higher 1.8% Average length of service of female employees 10.7 years or longer 10.3 years Male parental-leave uptake rate 30% or higher 31.7%」
Regarding women's advancement and diversity, the company disclosed targets and fiscal 2023 results for the female hiring ratio, female management ratio, average length of service, and male parental-leave uptake rate. - FY2023RaisedAnnual report
「Under the General Employer Action Plan pursuant to the Act on Promotion of Women's Participation and Advancement in the Workplace (1 April 2022 to 31 March 2025), we have established the goals of maintaining the ratio of women among new hires at 15% or higher on a three-year average, maintaining the ratio of women in management positions at 1% or higher, and increasing the average length of service of female employees toward a target of 10.7 years, the average length of service in the construction industry. Through gender education and other initiatives, we will create an internal work environment in which all female employees can play an active role.」
For women's advancement, the company established specific targets for the plan period from April 2022 to March 2025: a female hiring ratio of 15% or higher, a female management ratio of 1% or higher, and an average length of service of 10.7 years. It also disclosed actual figures of 1.8% for the ratio of women in management positions, 27.0% for the male parental-leave uptake rate, and 59.5% for the gender pay gap. - FY2023-Q3RestatedAnnual report
「Meanwhile, within the company, in addition to continuing efforts to develop candidates for female management positions and construction managers」
The company continues to develop candidates for female management positions and construction managers as part of its diversity and workforce-strengthening initiatives. - FY2023-Q2RestatedAnnual report
「Meanwhile, within the company, in addition to continuing efforts to develop candidates for female management positions and construction managers,」
The company continues to develop candidates for female management positions and construction managers as part of its diversity and workforce-strengthening initiatives. - FY2022-Q3RestatedAnnual report
「Meanwhile, within the company, in addition to recruiting and developing talent to promote workforce diversity, we will seek to expand earnings capacity further and provide stable returns to shareholders while strengthening governance through the establishment of a voluntary Nomination and Compensation Advisory Committee.」
The company continues to state its commitment to recruiting and developing talent to promote workforce diversity. - FY2022-Q2AdvancedAnnual report
「Meanwhile, within the company, in addition to efforts to recruit and develop female managers and engineers to diversify its workforce,」
The company has made its diversity initiatives more specific, shifting from the previous development of female construction managers and others to the recruitment and development of female managers and engineers. - FY2021AdvancedAnnual report
「Meanwhile, we have built the foundation for work styles that harness diversity, including expanding the system for reduced working hours for childcare and achieving the first overseas assignment of a female construction manager since the Company's establishment.」
Regarding women's advancement and the development of talent across multiple professions, the company disclosed the first overseas assignment of a female construction manager since its founding, demonstrating concrete progress alongside the expansion of related programs. - FY2021-Q2First statedAnnual report
「In addition, as part of our efforts to leverage diversity, we will work to develop talent across a range of occupations, including female site supervisors, in order to further promote women's participation.」
The company has disclosed for the first time its policy of developing talent across a range of occupations, including female site supervisors, as part of its efforts to leverage diversity.