Diversity and Work-Life Balance

Approach to Diversity and Work-Life Balance

Technologies and human resources support the sustainable growth of Nippon Koei. Our Group knows human resources are the most value management asset.

The Nippon Kosei Group Code of Conduct illustrates this philosophy with our stance on diversity that states: “Nippon Koei affirms diversity and does not limit employment opportunities or discriminate on the basis of race, nationality, sex, faith, or social status .” Creating an environment in which employees can make the most of their individual diversity is essential from the perspective of gaining a competitive advantage.

Nippon Koei pursues work-life balance through work styles that find a good rhythm emphasizing the quality of work for fulfilling job responsibilities and a sense of motivation and fulfillment for everyone.

Our goal is to realize a workplace where employees with various values and backgrounds can always work enthusiastically with harmony between their personal and professional lives.

Approaches to Ensuring Diversity

In order to respect human rights and further enhance our corporate value, we have formulated a numerical diversity target plan for the year 2030.

  As of April 2021 Target for 2030
Female managers 4.5% (31 people) More than 15% (about 100 people)
Non-Japanese managers 0.4% (3 persons) More than 1% (about 10 people)
Managers joining a company mid-career 30.1% (206 people) 30% (about 380 people)

In particular, with regard to our policy on women's activities, we have been continuing our efforts by setting quantitative targets in our Action Plan for the Promotion of Women's Activities, and we will implement new priority measures at the hiring stage to increase the ratio of women. Specifically, based on the trend in the number of female science students majoring in civil engineering, architecture, electricity, and machinery, we have set a target of "increasing the ratio of women to new graduates to 20%.
In addition, we will focus on enhancing and reviewing the work-life balance measures introduced next, and continue to improve the working environment so that many of the Nippon Koei Group's human resources can demonstrate their individuality and abilities regardless of gender and feel an even higher level of happiness in the workplace.

Diversity and Work-Life Balance Initiatives

We must prepare and enhance various systems and cultivate an organizational climate where people can use these programs easily to become a place where human resources can always work enthusiastically. Specific initiatives include the preparation of a childcare support program and assistance measures founded in an action plan to support the development of the next generation as well as implementation of an action plan for the promotion of women’s participation to create a workplace where both men and women to play an active role. We are mainly promoting the creation of an environment and systems that allow employees with various circumstances and lifestyles to play an active role, regardless of their gender, as well as changes in life stages such as childcare and nursing care.

Nippon Koei also participates in external activities. In 2019, Nippon Koei joined the Ikuboss* Corporate Alliance to further raise management awareness about diversity and work-style reforms. In 2021, we attended the Industry-Academia-Government Council on Promoting Diversity as a member institution and actively participated in theforums to promote the active participation of female researchers, such as seminars as well as social gatherings for industry, academia, and government.

*Ikuboss:Management level employees that consider the work-life balance of their employees and staff they work with, support the development of their career and life, achieve business results as well as enjoy the work and life of their own (business owners and management level).

Telework Promotion (Work from Home/Satellite Offices)

The Nippon Koei Group provides support and facilitates a balance between the personal and professional lives of its employees by allowing flexible work styles, and it has even adopted a work-at-home system and set up satellite offices for the purpose of building a workplace where people can continue to work during each life stage. We currently have satellite offices in the Tokyo Metropolitan Area including Yokohama and Tsukuba with plans to open more in the future.

By better promoting telework systems, we will build an environment aiming for a variety of work styles and high productivity.

N-Kids On-site Childcare Center

N-Kids on-site childcare center opened in October 2016. Our employees can use these childcare services on a regular or daily basis whether their kindergarten is on vacation or as a way to give a babysitter a break. Systems that support flexible childcare make it easier to work while raising children and help provide a more fulfilling life.

Platinum Kurumin Certification

Platinum Kurumin

Nippon Koei acquired the Kurimin and Platinum Kurumin* Certification from the Ministry of Health, Labour and Welfare as a company with a high-standard of support for child raising in accordance with the Act on Advancement of Measures to Support Raising Next-Generation . The Kurumin Certification is awarded to the companies that outlined an action plan according to the Act on Advancement of Measures to Support Raising Next-Generation Children and achieved the target. Platinum Kurumin is the special certification awarded to Kurumin-certified companies who go even further to fulfill a certain set of requirements for initiatives supporting an even higher level of work-life balance.

Nippon Koei will continue to build an environment where human resources may have diverse work styles in an effort to foster a better work climate.

*Platinum Kurumin:A symbol of a specially certified company which gives stronger support for a balance between work and family life than a company with the "Kurumin" does.

Systems to Support Work Friendliness

Nippon Koei has put in place a wide range of programs aligning with its approach to diversity as a way to support employees at different stages of life whether having or raising children or caring for sick or elderly family. We not only work to treat employees well but also put in place systems unique to Nippon Koei in addition to legal criteria in an effort to provide a better work-life balance.

Childcare leave:
Employees with children under the age of three may take up to 18 months of childcare leave at Nippon Koei. This system goes beyond statutory requirements (up to one year of leave for children under the age of one) to provide an even more comprehensive program.

Sick/injured child leave:
Employees who have children in elementary school may take leave to care for a sick or injured child (up to five days of paid leave) in addition to their annual paid leave if their child needs a physical examination, hospital visits or other type of medical care. This system goes beyond statutory requirements (There is no paid or unpaid leave arrangement.) to provide an even more comprehensive program.

Special childcare leave:
Employees with a child less than one-year and six months old may take up to ten days of special childcare leave (paid). This system unique to Nippon Koei can be used before and after childcare leave.

Special maternity leave for spouses:
Male employees may take up to a total of three days of special leave (paid) in addition to annual paid leave for and after the birth of a child.

Re-employment program:
Many of our employees have continued to work consistently throughout their career even while having and raising children. Some employees though do have no choice but to resign when having or raising children or when a spouse is transferred. To support these employees in resuming their careers, Nippon Koei established the re-employment program as a means to actively re-employ anyone within six years after their resignation.

Extended nursing care leave:
Employees who need to take care of a sick family member may take up to 365 days in extended nursing care leave. This system allows our employees to take longer leave than the statutory requirements (up to 93 days).

Nursing care leave:
Employees who need to take care of a sick family member may take up to five days of paid nursing care leave in addition to their annual paid leave. This system goes beyond statutory requirements (unpaid/paid leave) to provide an even more comprehensive program.

Support for employees selected as donor candidates for the bone marrow bank:
When selected as a bone marrow bank donor candidate, employees can take a special storage leave for up to 10 days (possible in installments) during the period required for outpatient / hospitalization associated with the donation of bone marrow and peripheral blood stem cells.

Employment of disabled persons

Nippon Koei actively employs people with a disability. Today, many of our employees play an active role as the right person for the right job. Some examples include the active roles of people who are visually or physically impaired in administrative and office support positions. We recognize the large difference between individuals whether sharing the same or having different disabilities. Nippon Koei strives to build and develop work-friendly environments, such as cooperation in a particular task through teamwork.

Non-Japanese Employees

Nippon Koei recruits new and mid-career human resources regardless of nationality to accelerate its global business expansions. Every year, a variety of people from different nations join and actively participate in the Nippon Koei Group. Some hope to brush up on their skills with practical experience after learning in a foreign exchange program at a Japanese university or other academic institute. Others hope to take on the world by gaining experience in overseas development projects or at companies overseas and become a bridge between Japan and their hometown at project sites in emerging nations.

Phase II Action Plan based on the Act on Promotion of Women’s Participation and Advancement in the Workplace

Our company's support system for balancing work and family life has been enhanced exceeding the legal standard in recent years through our efforts to achieve a better work-life balance, and the percentage of female employees has been on the rise. However, the use of related internal programs is varied.

In order to promote the activities of female employees, we have formulated and are promoting an action plan for promoting the activities of female employees, which sets quantitative targets through exchanges of opinions with the labor union and discussions at the Human Resources Committee in order to create a working environment that allows both men and women to fairly balance work and home life during pregnancy, childbirth and childcare.

Plan period:October 1, 2018 to June 30, 2022

Quantitative targets

1. Paid leave utilization rate

More than 50% of employees took paid leave at times from April 2019 to March 2020.
We aim for the paid leave utilization rate to increase 5% year on year from April 2020.

2. Childcare leave utilization rate

More than 40% of employees took childcare leave for male employees and special leave for childcare.
We aim for the childcare leave utilization rate to increase 5% year on year from the fiscal year ended June 30, 2020.

Promotion of Women’s Participation Seen Through Data

Promotion of Women’s Participation Seen Through Data

*1 Among employees, associate employees, and apprentice employees who joined the company between July 1, 2019 and June 30, 2020 and who are still employed as of June 30, 2020.

*2 Calculated by dividing the number of employees who started childcare leave in the current fiscal year by the number of employees whose child was born in the current fiscal year. Even if the date of birth of the child and the date of commencement of childcare leave belong to different fiscal years, they are included in the denominator and numerator of the calculation of the leave utilization rate.

Post-Corona Work Style Reforms

Nippon Koei spearheads work style reforms centered upon the promotion of telework to encourage diverse and flexible work styles.

  • - Preparation of a telework environment
    Provision of notebook computers and smartphones to employees
    Preparation of an environment to access remotely from home 
  • - System innovations for various electronic requests
    Implementation of system reforms for electronic requests for expense reimbursements, approval and other request forms as a way to support telework
  • - Preparations for office environments
    Installation of acrylic partitions in offices and conference rooms
    Installation of thermal cameras (non-contact temperature sensors) at the head office entrance
  • - Setup of satellite offices
    Satellite offices opened in Kanagawa, Chiba and West Tokyo
    More are scheduled to open in the future
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