Social

Respect for Human Rights

ISO:
6.3.3 Due diligence
6.3.4 Human rights risk situations
6.3.5 Avoidance of complicity
GRI:HR9

Our Human Rights Policy and System

At Taisei we have been promoting Human Rights since 1984 when we established the '"Taisei Human Rights Committee". The committee members are from all divisions of headquarters and branches. The committee objective is to promote awareness of human rights companywide.
The committee prepares basic commitments and action plans, it reports on the achievements of its activities in the previous financial year and raises awareness of human rights in the group.
The Taisei Group respects the Universal Declaration of Human Rights and ILO's Declaration on Fundamental Principles and Rights at Work. We prohibit the use of child or forced labor. We guarantee the right to organize and the right to collective bargaining.
We communicate our respect for basic human rights and diversity in the "Group Action Guidelines" which are publicly available on our website. (Section1.3 Respect for basic human rights and diversity).
We set out in the 'Group Action Guidelines' that we do not discriminate on the basis of race, religion, gender, nationality, social status, or physical characteristics, nor do we allow any action in violation of human rights, such as sexual harassment or abuse of authority.
Following the requirements set out in ISO 26000, JIS Z 26000 and the UN Principles for Business and Human Rights, we have established a Human Rights Policy. We also ensure that we incorporate respect for human rights into our management processes and work to raise awareness of human rights amongst our staff.

Human Rights Policy

To fulfill the Taisei Group ideal ‘to create a vibrant environment for all members of society’ the Taisei Corporation commits to building a corporate culture that respects human rights. To achieve this we have created a Human Rights Policy based on the Taisei Group Action Guidelines. We base our Human Rights Policy on the Universal Declaration of Human Rights, ILO's Declaration on Fundamental Principles and Rights at Work and ISO26000.

Our Human Rights Policy:

  • We strive to create an open-minded, non discriminatory corporate culture.
  • We respect fundamental human rights and the diversity of individuals. We do not discriminate on the basis of race, religion, gender, sexuality, nationality, social status or disability, nor do we allow any action in violation of human rights, such as sexual harassment or abuse of authority.
  • We strive to create an employee friendly workplace and will not tolerate any forms of harassment.
  • We respect local culture and customs. We prohibit child and forced labor. We strive to ensure our working and employment practices are free from discrimination in each country where we operate.
  • We provide human rights training and work to raise awareness of human rights amongst our executives and staff on a continuous basis.

*Issued in 2015 by the name of CEO

Taisei Corporation Human Rights Awareness Promotion Committee

Human rights education

Human Rights Staff Handbook

Human Rights Staff Handbook

In FY2014 we incorporated human rights training into our basic staff training. We implemented group training and e-learning for staff of all ranks and departments. We also distributed a hard copy of the Taisei "Human Rights Staff Handbook" during the training.
During this period we invited staff and their families to contribute human rights slogans and essays to raise awareness of human rights.

Supply Chain (Human Rights)

We have a Group helpline to enable us to respond to human rights issues. This includes responding to complaints about sexual harassment and bullying. Once a case is reported, the facts are investigated whilst ensuring that the complainant is not penalized. If required a disciplinary case is opened and the result of such case is publicized, and measures are taken to prevent a reoccurrence.
In addition, we request suppliers(domestic first tier suppliers)and procurement partners to respect human rights. We also describe the considerations for human rights in our 'Procurement Policy', and monitor the compliance through CSR Procurement monitoring system.

Human rights education activities

In this financial year we implemented human rights training in order to ensure appropriate and fair employment selection and to enable staff to resolve various human rights issues should they arise.
Our first human rights training module was an e-learning training session on LGBT rights.
The participation rate was 100%. Our goal is to raise awareness of human rights in order to create a diverse workplace. In future we will broaden the scope of the training.

Rate of Attendance
at Human Rights Training

100%

Diversity Initiatives

ISO:
6.3.7 Discrimination and social protection
6.3.10 Fundamental principles and rights at work
6.4.3 Employment and employment relationships
GRI:LA1, LA3

Employment Stability

Our Group Action Guidelines and other supporting rules govern the working conditions of our staff .
In FY 2014 the percentage of new female graduates employed exceeded 20% and the percentage of disabled people employed was 2.07%.
We have developed a global human resource system.
As our work is project based and we operate in different countries this system enables us to employ workers on a central contract for multiple projects rather than by individual project. This means that staff are employed and developed over a long period of time.

Personnel Data (employee structure)

Support for Women, Foreign and Older Workers

Taisei is working to create a diverse working environment where employees can fulfill their potential.
In July 2014 we set a target to triple the number of female managers we employ by 2020. Initiatives are being implemented to develop female managers, such as next-generation leadership development training. We also provide training for male managers to enable them to promote a diverse working environment.

In order to increase the number of foreign staff we employ, employment seminars have been held for students from overseas and we currently employ staff from 18 countries. In order to promote a mutual understanding of diverse values and cultures and to ensure management awareness, training is also provided for managers responsible for our foreign staff.
We have expanded our re-employment system to enable older workers with extensive knowledge, experience and skills to pass on this know-how to the next generation, creating a workplace that enables a lifetime of service.

Status of female empowerment initiatives (non-consolidated)

Creating a Corporate Environment in which Female Employees can Work at Ease

TOPICS

In This Financial Year We Received Two Awards for Our Activities to Empower Women and Foreign Workers.

METI Award for Diversity Management. 100 companies were selected.

We were rewarded for our support for female and foreign staff. We scored well for management awareness and for expanding the range of activities where female and foreign staff members are deployed.


Working Women's Empowerment Forum and the Japan Productivity Center, Second Empowerment Award.

We were highly rated for expanding the working areas where women can participate and for increasing the number of women engaged on construction sites and in sales activities.


Promotion of Diversity

One of the key initiatives in the Medium-term Business Plan is the "promotion of diversity management". Female staff employed for 5 years or more are given next-generation leadership development training to improve their prospects of promotion to management. In FY 2014, 65 women participated in this training. The number of female managers we employ has increased by 8 and the number of female officers has increased by 24 compared with the Previous financial year. We are taking measures to ensure that the capabilities of a diverse workforce including women, older and disabled workers can be utilized and we have adopted targets to increase their numbers.

Numbers Attending Female
Leadership Development
Training

65people

Creating a Pleasant Workplace

ISO:
6.3.6 Resolving grievances
6.3.9 Economic, social and cultural rights
6.4.4 Conditions of work and social protection
6.4.6 Health and safety at work
GRI:G4-11

Promotion of Work/Life Balance

We are implementing various measures to both promote and recognize staff diversity and to ensure our staff enjoy work life balance. These measures include:

  • Encouraging all staff to take their allocation of annual paid leave and a relaxation of the conditions for those taking a sabbatical or leave between projects
  • The promotion of shorter working hours by implementing companywide 'no overtime days'
  • The provision of childcare and caregiving leave and a system of reduced working hours that exceed the statutory requirements. Paid leave for nursing care and leave for caregiving.
  • For staff returning from childcare leave we provide meetings and skills based courses to make the return to work easier. Interviews are held with 3 people before taking leave and before returning to work.
  • Seminars are held to promote a system of household cooperation with housework and childcare at home.
  • Links have been made with external organizations capable of providing specialist advice in order to achieve the balance of work and caregiving.
  • Caregiving seminars are held and information is supplied on the company intranet to assist preparations for caregiving.

Kurumin Mark

We have been certified by the Ministry of Health, Labour and Welfare with the Kurumin Mark. The Kurumin Mark is awarded to companies who demonstrate specific measures to support childcare. We have been recognized for our childcare initiatives in 2007, 2009, 2012 and 2014.


Labor-Management Relations

Taisei Corporation has a Union Shop Agreement with the Taisei Union. All employees, (7,198) local and foreign, working in Japan or overseas, except for management and above belong to the Taisei Union. It is a requirement to join the Taisei Union upon employment with the company.
Union representatives and management meet on a monthly basis to discuss working conditions, the workplace environment, working hours and other matters as they arise. The Taisei Union has an overseas branch, which liaises with the Taisei Union at headquarters several times per year. The Taisei Union and management recognize the benefits of working in partnership.

Staff Health and Safety

We try to ensure our staff remain healthy by supporting them in different ways. All staff participate in an annual health check. We also provide an Employee Assistance Program where we commission specialist external organizations to provide services for staff or their families to help with physical or psychological problems.

Supporting The Balance Between Work and Life

We set KPIs for the number of staff using their childcare leave entitlement. We have met the KPIs set and note that the number of male staff utilizing these benefits is increasing.
Because of the importance of this issue we have also added a new KPI to measure the number of staff participating in caregiving seminars. Our goal is to encourage staff to return to work and develop their careers after maternity or periods of caregiving leave.
We have removed the KPI that measured employees registered with the job-return system. This is because our work/life balance initiatives have seen a reduction in the number of staff resigning citing childbirth, childcare or spouse transfer.

Rate of returning to work
from childcare leave (female)

93.8%

* Until 2013, Numbers taking leave for childcare. From 2014, change to rate of returning to work from childcare leave(female)

Promotion of Human Resource Development

ISO:
6.3.8 Civil and political rights
6.4.7 Human development and training in the workplace
GRI:LA9, LA10

Training System

Different training is provided for staff depending on their years of service with the company.

Training system

Support for Further Education

In order to develop highly specialized engineers and managers we provide companywide support for staff attaining further qualifications.

Example of Qualification Acquisition

TOPICS

Establishment of Model Site in Preparation for Expansion of Technical Intern Trainee

A project to construct a commercial building in Shinagawa-ku has been designated as a model site, which at present every day receives several technical intern trainee from cooperating companies. In addition a multipurpose building construction site in Toshima-ku is also scheduled to accept foreign workers technical intern trainee.

TITP (Technical Intern Training Program ) Scheme

Promotion of Staff Education

In order to develop self-motivated staff with specialist knowledge, creativity and individuality, various types of support such as annual training, career vision and management training is provided.
The total training hours for each individual is 43.8 hours.
To support employees acquiring new qualifications, we have initiatives to improve skills in various work fields.

Training Hours Per Person

43.8hour

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