Human Rights

Respect for Human Rights

Policy and Management

The Action Guidelines for Taisei Personnel and the Taisei Group as a Whole emphasize “Respect for fundamental human rights and diversity,” and stipulate that the Taisei Group and Taisei Personnel shall not discriminate on the basis of race, religion, gender, nationality, social status, disabilities, or sexual orientation, nor shall they commit any act in violation of human rights, such as sexual harassment or abuse of authority.
Underpinning every corporate activity of Taisei Corporation is its support and respect for internationally agreed human rights protections such as the Universal Declaration of Human Rights, the eight fundamental conventions of the International Labour Organization (ILO) relating to the Declaration on Fundamental Principles and Rights at Work, and international labor standards including ISO 26000, and we are committed to not being complicit in human rights violations. In accordance with these commitments, we formulated a Human Rights Policy in October 2015, in which we declared that we will respect local cultures and customs both in Japan and in other countries, and will strive to eliminate child labor and forced labor and will not discriminate in employment or occupations. We also support the right to organize and collective bargaining rights.

Support for Human Rights in the UN Global Compact

In April 2018, the Taisei Group announced its support for the UN Global Compact and its two principles relating to human rights. We also support the UN Guiding Principles for Business and Human Rights(UNGPs), the Children's Rights and Business Principles, and we promoting initiatives for human rights due diligence in supply chains. We will carrying out due diligence regarding human rights in our business operations and working to identify, assess, and correct any negative human rights impacts.

The Ten Principles of the UN Global Compact

Human Rights

Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights.
Principle 2: Make sure that they are not complicit in human rights abuses.


Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining;
Principle 4: The elimination of all forms of forced and compulsory labour.
Principle 5: The effective abolition of child labour.
Principle 6: The elimination of discrimination in respect of employment and occupation.


Principle 7: Businesses should support a precautionary approach to environmental challenges.
Principle 8: Undertake initiatives to promote greater environmental responsibility.
Principle 9: Encourage the development and diffusion of environmentally friendly technologies.


Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery.

Initiatives for supplier

Taisei Corporation believes that respect for human rights is fundamental to doing business globally. We are established the “CSR Procurement Guidelines,” which obligate suppliers to protect human rights such as prohibiting child labor and forced labor as well as basic labor rights and preventing corruption.
This Guidelines serves to convey we are fundamental perspective to its suppliers around the world.
Taisei requests that its major Group companies and main suppliers* comply with its “CSR Procurement Guidelines”.
The status of compliance is monitored through the “CSR Procurement Questionnaire,” and we implement improvements and provide guidance as needed.
In addition, with regard to the foreign technical interns employed by our suppliers, we conduct a biennial survey on the status of thorough compliance with relevant laws and regulations and consideration for the health of interns. The survey found no violations relating to human rights in FY 2020.

*Our main suppliers: The major 1,640 Japanese companies which the organization of Taiseiʼs main cooperating companies(Souyu-kai) and major cooperating company.(2021,January)

Key Issues for Taisei relating to the Human Rights of Workers as Defined in International Norms as Well as Labor Issues

<Prevention of discrimination / worker rights>

Prevention of child labor and forced labor (including foreign nationals and immigrant workers)
Respect for freedom of association and collective bargaining rights
Prevention of low-wage labor (work that does not pay minimum wage or a living wage)
Prevention of long working hours
Prevention of sexual harassment and abuse of authority
Ensuring workplace safety

<Respect for the rights of vulnerable members of society>

Respect for the rights of workers who are indigenous peoples or local residents with ties to the area
Consideration for the right to an environment that respects the rights of disabled persons, women, children, gender and sexual minorities, senior citizens etc.


Respect for the privacy of customers, employees etc., including protection of personal information

Promotion Framework

Taisei Corporation pursues various initiatives relating to human rights through coordination between the head office Human Resources Department, the CSR Promotion Office in the Corporate Communication Department, the Compliance Office in the General Affairs Department and other departments. The CSR Committee works to plan, formulate and provide proposals on sustainability strategies related to human rights.The CSR Committee is structured so that its activities are appropriately supervised by the Board of Directors, and matters discussed by the CSR Committee are regularly discussed and reported to the Executive Committee and the Board of Directors. We deal with new problems that become apparent, including those that may have a negative impact on human rights, in consultation with in-charge committees (councils, etc.) and departments such as those shown in the table below, in order to offer assistance based on proper in-house and external procedures.

Committees and Departments in Charge of Human Rights and Major Issues Handled

Committee / department in charge Main issues relating to human rights
CSR Committee
(Committees of the Board)
  • Revision or abolition of Group Action Guidelines, implementation of UN Global Compact and corporate ethics
Personnel departments
  • Prevention of employee forced labor and child labor, elimination of discrimination and harassment, occupational safety and hygiene / wages, working hours, freedom of association, collective bargaining rights etc.
  • Contact for employee human rights consultations (mental health of employees and their families, support for diversity etc.)
Human Rights Awareness Promotion Committee
  • Policies relating to human rights awareness promotion and human rights training
Information departments
  • Privacy (including Private Information Protection Act)
Compliance Committee
  • All aspects of compliance including human rights
CSR Procurement Committee
  • Human rights relating to supply chains (procurement policy / CSR Procurement Guidelines)

Ensuring a Through Understanding of the Group Action Guidelines and Whistleblower Mechanism

The Taisei Group works to ensure a thorough understanding of the Group Action Guidelines. We have also established a Corporate Ethics Helpline, a Group Helpline and a Whistleblower Contact as a whistleblower mechanism making it possible to report or receive consultation regarding violations of law or acts (or attempted acts) on the part of regular employees or officers, etc. of Taisei or Group companies that violate the Taisei Group Action Guidelines.
The operational status of these systems is disclosed to regular employees and officers through Compliance Communications, a medium for employees that fosters awareness of compliance matters. The status is also reported to the Compliance Committee which is headed by an outside key person (lawyer), as well as to the Board of Directors and the CSR Committee which is headed by an outside board director. In particular with regard to preventing acts of harassment before they occur (considered to be a fundamental worker's right), Taisei has established various types of compliance programs, reporting systems and in-house consultation contacts in each department. After ensuring that whistleblowers are protected, the facts are investigated and appropriate action is taken to resolve the problem.
The personal information of the employee reporting a problem or requesting consultation, as well as the details of the report or consultation, are treated as confidential information, and an interview is conducted by the specialist contact entity in the personnel department, after which measures are devised to resolve the problem. Anonymous reports or consultations are also accepted, and thorough care is taken for all whistleblowers or persons receiving consultations in the course of the fact-finding investigation and resolution, in accordance with in-house regulations to prevent retaliation against such persons.

Contacts for Consultations regarding Human Rights Violations

<Contact> <For>
Personnel Affairs Consultation Contact (personnel system, workplace environment, human rights, harassment etc.) Company employees
EAP Consultation Contact (mental health of employees and their family members, etc.) (outside consultation is also available) Company employees and their families
Vibrant Workplace Promotion Section Consultation Contact (support for diversity, childcare and nursing care, LGBTQ issues etc.) Company employees
Harassment Consultation Contact at head office and branch offices (sexual harassment, abuse of power etc.) Company employees
Corporate Ethics Helpline, Group Helpline (all compliance violations) Company employees, Group companies and suppliers
Whistleblower Contact (all compliance violations) Workers at business operators working on Taisei projects that have a direct contractual relationship with Taisei
Operational results of Whistleblowing and Consultation System FY2019 24 cases
FY2020 28 cases

* No reports concerning human rights violations were received in FY Mar/2021.

Human Rights Training

Taisei Corporation has established human rights policies based on the Group Action Guidelines and works to foster a corporate climate that respects human rights, and to improve awareness of the importance of human rights on a company-wide basis. In 1984, the company established the Taisei Corporation Human Rights Awareness Promotion Committee, made up of promotion members at the head office and all branch offices, for the purpose of supporting excellent character-building for employees and nurturing employees who are very aware of the importance of human rights. The Committee discusses basic policies and measures relating to human rights issues, formulates activity plans, reviews human rights awareness promotion activities, and promotes ongoing improvement activities in response to study and approval of policies and plans.
At Taisei Corporation, human rights training has been incorporated into the basic education offered according to the job level and department of the employees. Group training and all employees e-learning programs are implemented covering a variety of themes including international human rights issues, Dowa (discrimination) issues, persons with disabilities, LGBTQ issues, and harassment. We have also prepared and distributed a human rights handbook and have held regular human rights training and other sessions as needed for all officers and regular employees.
In addition, employees who are the consultation contact for human rights violations established in each department receive specific training based on our Human Rights Policy. We also conduct online training by specialist lecturers relating to human rights for the persons in each job position, as well as training in the prevention of abuse of authority using training videos for officers at the section manager position or manager training handing of reports or on instances of bullying or harassment.
Other activities to promote awareness of human rights include publishing a series of articles on human rights in the in-house newsletter “Taisei,” distributing a handbook for disabled person support (Happy Communication Guidebook) to all employees working at the company, and soliciting essays and slogans on human rights and awarding prizes for outstanding contributions.

Taisei Corporation Human Rights Awareness Promotion Committee (2021, July)
  • Frequency : Twice a year
  • Head Office Committee Members
    • Chairperson : Executive Vice President, Chief of Civil Administration division
    • Deputy Chairperson : Manager of Personnel Department
    • Committee : Managers of Administration Department of each division
  • Branch Office Committee Members(15 department)
    • Chairperson : Managers of Administration Department (13 branch)
    • Deputy Chairperson : Managers of each division (13 branch)
  • Committee office Department : Human Resources Department of Business Administration division; Deputy director

Participation in Outside Initiatives relating to Human Rights

To raise awareness of human rights and labor issues among officers and regular employees, Taisei Corporation places emphasis on ISO 26000 standards, checks with each department on the status of activities, and strives to disclose information according to reporting standards. We have also joined the Human Rights Due Diligence group (HRDD Group) of the Global Compact Network Japan (GCNJ).
We have also joined the the Industrial Federation for Human Rights, Tokyo, the Corporate Federation for Dowa and Human Rights Issue, Osaka, and the Industrial Federation for Human Rights, Kyoto, to learn about the trends in human rights both in Japan and around the world. We have also been participating in the Construction/Real Estate Human Rights Due Diligence Study Group, in which developers and general contractors come together across industries. This study group, which has eight member companies including Taisei, was launched in September 2018 in response to calls from developers. Its purpose is to enable exchanges of information with experts, NGOs and others regarding issues such as international human rights standards and the human rights initiatives expected of companies, in order to protect the environment in the course of procuring formwork and timber in business transactions in the supply chain and prevent human rights violations from the perspective of violations of the human rights of indigenous peoples. The lessons learned through such informational exchanges are applied to activities to instill various human rights policies.
Moreover, in May 2021 Taisei joined "The Valuable 500" international initiative to promote participation by disabled persons, in which participants commit to promoting the hiring of people with disabilities and providing a workplace environment that makes it easy for employees with disabilities to work. In July of the same year, we announced our support for the "My Jinken (human rights) Declaration" project of the Ministry of Justice, which invites people to declare their intention to conduct activities to respect human rights in order to achieve a society in which everyone respects human rights.

Promotion Diversity and Inclusion

Policy and Management

The Taisei Group clearly specifies "Respect for fundamental human rights and diversity" in its Group Action Guidelines and includes "Respect for diversity" in the corporate philosophy expressed as the "Taisei Spirit.". We focus our energies on fostering a climate and culture that will achieve diversity and inclusion.
This is also clearly stated in the business challenges in the Taisei Group Medium-Term Business Plan (2021-2023), and diversity & inclusion is ranked as one of the important management strategies. The Vibrant Workplace Promotion Section is in charge of formulating the overall vision and planning and drafting policies, and holds discussions in keeping with the specific characteristics of relevant departments while deploying specific policies.
Taisei strives to harness diversity in terms of religion, sex, age, nationality, disabilities, sexual orientation and gender identity values, work style, career and so on. We focus our energies on building a workplace environment that enables people to maximize their capabilities and promote work styles that enable diverse personnel to participate.
In May 2021, Taisei joined "The Valuable 500" international initiative to promote participation by disabled persons, in which participants commit to promoting the hiring of people with disabilities and providing a workplace environment that makes it easy for employees with disabilities to work.
Moreover, we have identified "Realization of an Attractive Working Environment that is Good to Work in" as a part of materiality (Important Tasks for the Taisei Group), and this has been established as an important policy in the Group Medium-Term Business Plan (2021-2023), In addition, "Number of female managers 330" have been established as KPI objectives. Taisei will determine the impact of materiality on society and will clarify issues in accordance with materiality and promote initiatives, in order to resolve social problems and create value through business activities. In accordance with these commitments, we formulated a Human Resources Development Policy (Diversity & Inclusion Policy) in November 2021, in which Taisei Group shall employ people with diverse abilities (diversity) and develop an environment where such abilities can be exercised to the maximum extent (inclusion) to realize diversity management.

Promotion Diversity and Inclusion

Diversity of Human Resources
  • Female Employees : Active employment in careers with promotions /Expanding fields of employment /Implementation of career development training.
  • Non-Japanese Employees : Establishment of consultation desks /Creation of handbook for receiving departments.
  • Senior Personnel : Preparation of reemployment system that provides fulfilling work.
  • LGBTQ : The “Webpage to Promote LGBTQ Understanding” provides explanations on the in-house intranet. Installing restroom signs comfortable for anyone's use.
Diversity of Working Styles
  • Working style reform” through use of ICT in daily operations
  • Enhancement of support framework to balance childcare/nursing care and work
  • Support for male employees' participation in Diversity and Inclusion

Promotion Framework

Promotion of Women's Participation and Advancement

KPIs Number of female managers 330

Taisei Corporation launched its Positive Action Plan in 2006, and Taisei's early efforts to actively hire women and increase the number of job categories for women have been widely recognized and were included in METI's Diversity Management Selection 100 for FY 2015.
To further enhance its initiative to promote diversity, Taisei has formulated a voluntary action plan for promoting women to managerial and executive positions as proposed by the Japan Business Federation (Keidanren), as well as an action plan for women's active participation in the workplace (based on the Act on Promotion of Women's Participation and Advancement in the Workplace), in order to create a better corporate culture, foster human resources, expand opportunities for advancement, hire and train more women, and create a pleasant working environment.
Moreover, in July 2020 Taisei announced its support for the Cabinet Office's Declaration on Action by “A Group of Male Leaders Who Will Create a Society in which Women Shine.”
As part of this effort, the number of participants in Female Leadership Training, conducted as a measure to increase female participation, reached 209, and the number of participants in the Diversity Management Seminar for senior personnel reached 661 (as of the end of March 2020).Taisei will continue to provide training for female employees and their superiors, hold Work-Life Balance Seminars in which employees participate with their partners and so on, and put its energies into providing support for childcare by male employees.

Date on Promotion of Women's Participation(FY2020)

Percentage of female workers
Percentage of female section heads 24.0%
Percentage of female managers 4.5%
Percentage of female officers 11.1%

Support for the Activities of Employees who are Foreign Nationals

Taisei hires a diverse workforce through mediums such as its website and corporate presentation meetings for foreign students that widely publicize the company's work styles. As of March 2021, the company had approximately 117 foreign national employees from 20 countries.
In addition to providing foreign national employees with training in Japanese culture and systems, we also conduct training for both foreign national employees and their supervisors to help them understand values and culture and learn specific communication methods, as well as distributing guidebooks that impart expertise, as a way of deepening mutual understanding.
Also, in addition to the head office, branch offices, and work sites in Japan, Taisei's business has expanded to other countries and regions, mainly in Southeast Asia, where personnel of various nationalities are employed in the work sites, sales offices, and local corporations in each country.
In addition, human resource development is implemented through various types of training, while respecting the local customs and culture in each country and region.

*Main Training

E-learning training in "Ethics, Compliance, Overall Principles of Conduct.", "Corporate Social Responsibility (CSR) & ESG" for foreign national employees in overseas work sites, sales offices, and local corporations.

Employment of Senior Personnel, Employees Who Have Left the Company after Childcare or Nursing-care Leave

Employment of Senior Personnel, Employees Who Have Left the Company after Childcare or Nursing-care Leave, and Physically Challenged Persons.
We worked to enhance the reemployment system for senior personnel with a wealth of knowledge, experience and skills to let them pass on their know-how to the next generation and continue to play an active role. Currently (as of March 31, 2021), there are 862 employees working under the reemployment system.
In addition, we have started a job return system in FY2008 to reemploy personnel who have resigned due to unavoidable circumstances such as childcare or nursing care so that they can return to the workplace, and have reemployed 34 employees to date.

Hiring of Persons with Disabilities

In May 2021, Taisei joined "The Valuable 500" international initiative to promote participation by disabled persons, in which participants commit to promoting the hiring of people with disabilities and providing a workplace environment that makes it easy for employees with disabilities to work.
"The Valuable 500" is a global initiative launched during the World Economic Forum (Davos) held in January 2019.
Approximately 140 physically challenged employees work at Taisei Corporation (Rate of employment of handicapped persons:2.2%*).
We have focused our energies on creating a workplace environment that makes it easy for employees with disabilities to work. Practical efforts include making use of sign language interpretation and "UD Talk" (a smart device app for persons with auditory impairments that can convert sound into text), establishing a contact for consultations, and conducting interviews with disabled employees and their superiors with the participation of the personnel officer and a clinical psychotherapist.
*The employment rate is as of April 1, 2021.