Diversity & Inclusion

For Taikisha, respect for human rights is one of the top priorities as a company operating globally. In line with this policy, the Taikisha Ltd. Code of Conduct stipulates respect for basic human rights and says Taikisha shall not engage in behavior that would undermine individual dignity, such as discriminatory treatment and harassment. Taikisha respects international codes, such as the Universal Declaration of Human Rights, ILO Declaration on Fundamental Principles and Rights at Work, and Guiding Principles on Business and Human Rights. Taikisha endeavors to conduct business activities with consideration to human rights of all stakeholders, including employees and business partners.

Taikisha makes its policy regarding human rights known to all employees. In addition, it makes efforts to grasp conduct that goes against respect for human rights through internal audits and the whistleblowing hotline, and promptly takes appropriate responses.

Taikisha Group’s Human Rights Policy, which applies to all officers and employees (all employees engaged in the Taikisha Group’s business operations, including contract employees, temporary employees, employees on loan, etc.) of the Taikisha Group, was established in May 2024.

Moving forward, we will promote awareness of human rights among our officers and employees, while establishing a system for conducting human rights due diligence. We will actively engage in addressing human rights expected of companies, in accordance with international norms.

Taikisha has a specialized consultation counter for workplace harassment (i.e.,sexual, maternity,power and other types of harassment) at the Administrative Management Headquarteres.
Consulters are protected under Taikisha’s Harrasment Preventation Rules, and as soon as consultation is received, a prompt response is taken to resolve the issue.
As part of our efforts to prevent harassment, Taikisha has created a video based on the reports received at the Whistleblowing Contact Window to raise awareness of the importance of recognizing behavior that can be harassment, consulting and reporting. In training, Taikisha also engages in enlightenment activities to make its employees aware of the need for dialogue, the significance of prevention and resolution of issues, etc.

As part of Taikisha’s efforts for promoting diversity and inclusion at the workplace, Taikisha is working hard for career advancement for its female employees. Taikisha revised its action plan for general employers under the Act on the Promotion of Female Participation and Career Advancement in the Workplace in April 2022. Taikisha has set a target for the ratio of female workers in managerial positions to at 3% or more, using the average value in the construction industry in 2021 as a benchmark, and has achieved 3.3% as of April 2023. To ensure the appointment of female managers, the Company plans to conduct training for female managerial candidates, targeting not only female employees but also their supervisors, to create an internal and external environment conducive to pursuing managerial positions.

In terms of female executives, two women were appointed as an Outside Director and an Outside Audit & Supervisory Board Member at the FY2023 Shareholders’ Meeting. By facilitating interactions and support with female executives, we aim to further enhance the motivation of female employees, increase the proportion of women in management positions, and ultimately produce female directors from within the Company.

Taikisha considers that work supports our living base and provides inspiration and joy to our lives. But at the same time, time spent with family and friends and on hobbies is essential in our lives as well.
When there is a good balance between them, the inspirations and joys are doubled and our lives are satisfying. A balance between work and life ensures, develops, and radicates high-level human resources that is the driving force and competitive power of Taikisha.

As part of Taikisha’s action plan to create a work environment where all employees can balance work and childcare and exhibit their full capabilities, the Company promotes the uptake of childcare leave among not only female but also male employees. In terms of childcare benefits for men, Taikisha goes beyond legal requirement and has introduced its own system that allows the use of accrued paid leave from the last ten years for both childbirth leave and childcare leave for men. Regarding the duration of leave, we aim for 14 days or more in order to foster good relationships with partners and improve family well-being.

For the employment of persons with disability, Taikisha has been working on remote employment in collaboration with an Operator of a Designated Welfare Service Business for Persons with Disabilities in Kofu City, Yamanashi Prefecture, in addition to employment at our main offices in Japan. Persons with disability are hired by Taikisha directly and provided with a workplace and support by the Operator, realizing an environment in which they can work with peace of mind.

Taikisha promotes the active participation of diverse human resources regardless of age. In April 2023, we extended the retirement age from 60 to 65 and introduced an optional retirement system that allows employees to set their retirement age between 60 and 64.
By offering a system that allows employees to choose their own retirement age according to their personal life plans and health conditions, Taikisha is creating a rewarding and secure working environment.

In order for our employees to work and live actively, we believe in the need for full welfare systems that can be used according to employees' lifestyle patterns and in maintaining an economic base even when the unexpected occurs, to provide an environment allowing stable lifestyles.

Taikisha currently has 28 overseas consolidated subsidiaries in 19 countries and regions. As of June 30, 2024, the number of nonconsolidated domestic employees stands at 1,985, which is dwarfed by our non-consolidated international workforce of 3,157 employees. In line with this trend towards globalization, we are working to enhance the management and technical skills of our national staff, aiming to establish an integrated system that can locally handle all operations, from sales activities to design, procurement, construction activities, and customer service.

Additionally, we are gradually transitioning to localized management structures, having appointed national officers as the presidents of our subsidiaries in the U.S. in 2021, and in Indonesia in 2024. Building on their existing expertise and operational knowledge and skills, our national staff aim to management their organization based on business strategies they devise themselves. To ensure appropriate decision-making and practical results, we will continue to promote long-term and strategic training.

Moreover, to ensure reliable profits from our overseas operations and ensure sustainable corporate management, it is necessary to improve the functions and efficiency of the internal systems and operations involved in our international business. Going forward, we will progressively develop human resources at various levels and, by promoting exchanges between subsidiaries, transform activities that have traditionally been limited to “points” and “lines” into broader “area”-wide activities across regions, in order to raise employee awareness and improve the efficiency of organizational operations.

Furthermore, we will review the roles and abilities required for not only national staff but also Japanese employees, and focus on enlightenment and training activities to enhance the motivation and abilities of each individual.