Home > CSR > Approach 2—Placing the Highest Value on Kajima's People > Creating Optimum Working Conditions for Employees

Creating Optimum Working Conditions for Employees

Kajima is striving to be a company that its employees feel proud to work for, and can achieve a proper balance between their jobs and private lives. In addition, the company works to create a workplace where, regardless of nationality, gender, or disability, each employee is motivated and always makes the most of his or her talents in their performance.

In Japan's construction industry, although female engineers are under-represented compared to some countries, they now have more opportunities for advancement than ever before. At the forefront of this trend, Kajima makes every effort to ensure fair working conditions for its female engineers.

Efforts to Raise Human Rights Awareness

As a business enterprise, Kajima supports the principles contained in the Universal Declaration of Human Rights and ensures the protection of fundamental human rights among its employees and business partners. Kajima’s commitment is communicated in Kajima Group Code of Conduct, which is the basic document that guides the behavior of all employees.
Kajima has established its Human Rights Awareness Committee to address such issues as child labor, forced labor, discrimination of minorities, sexual harassment and other human rights.

The Committee is responsible for developing plans to prevent human rights violations and performing continuous monitoring and assessment of human rights risks in Kajima’s own operations and at its business partners. All cases of human rights violations are addressed in timely manner, and remediation measures are implemented as appropriate. All activities of the Committee, as well as the cases of human rights violations are recorded in the report, which is submitted to the Board of Directors on annual basis.
The Committee holds regular seminars in its branches across the country to raise employees’ awareness and understanding of human rights issues and to inform them of the Campaign to Eliminate Violence Against Women, carried out by the Cabinet Office's Gender Equality Bureau every year.

Kajima has established a new Policy on the Prevention of Sexual Harassment and has been working to raise employees’ awareness of the issue by inviting outside lecturers to give seminars, providing training with the use of video materials and holding human rights workshops, including specialized courses for managers and executives.
In addition, the Kajima head office and all its branches provide a dedicated “hotline” where employees can report their human rights concerns. Outside specialists can be consulted by the phone to discuss problems or to receive the reports of human rights violations.

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Respecting the Diversity of Individuals

Kajima is striving to establish a work environment that enables a diversity of employees—including those changing jobs at mid-career, re-entering the workforce after retirement, and persons with disabilities—to express their individuality and make full use of their capabilities.

Kajima seeks to help build a society where men and women have an equal opportunity to contribute. Toward that end, the company puts women in positions of responsibility and works to ensure an environment where they can fully realize their potential. The construction industry is typically portrayed as being a male-dominated world, and likewise, careers for women at Kajima in the past tended to be limited to the fields of design and research. However, in recent years the company has begun hiring women for positions involving management at construction sites and administrative work. As a result, a growing number of women are now working in these areas as well as managerial positions at Kajima's head office and branches.

As of the end of fiscal 2008, persons with disabilities comprised 1.82% of Kajima's workforce, which meets the target set by the government. The company will continue working to create a workplace environment where everyone can contribute irrespective of whether they have a disability.

Photo: Kumiko Suda

I have been working as the deputy project manager for a project to design and build a bridge in Hachioji City, located in greater Tokyo. The bridge will be part of the Metropolitan Inter-City Expressway, which will run in a ring from Yokohama City in Kanagawa Prefecture to Kisarazu City in Chiba Prefecture. I was appointed to this position after being involved in the design work for the project before the construction stage. Now I mostly focus on quality control, having specialized in concrete at the Kajima Technical Research Institute. I always wanted to work at a site since the time I joined Kajima, so I feel very motivated for this assignment. I also hope to help young people who would like to work in construction. In December 2008, for example, I gave a talk at a seminar for girls of high school age and up who have an interest in civil engineering techniques. I've benefited from the support of my family and many others over the years, and to repay their kindness, I will keep striving for improvement so that I can become a project manager capable of overseeing projects that will serve society for generations to come.

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Promoting Work-Life Balance

Achieving a rich and healthy life

To help employees strike a balance between their work and private lives, Kajima began taking part in Japan's Ministry of Health, Labour and Welfare's Program for Model Businesses Promoting Work-Life balance in fiscal 2008, and announced its action plan for the Program in March 2009.

Kajima's basic policy on work-life balance

Since people have only limited time, life and work should be balanced to ensure self-development and self-fulfillment, as well as to provide a rich and healthy life through which they can find purpose and happiness. This should also be the foundation for a company's continuous development.

Action plan to help employees support the development of the next generation

The decreasing birthrate is having an enormous socioeconomic impact in Japan, and Kajima believes it has a social responsibility to help employees maintain a balance between their child rearing and work responsibilities. The childcare leave system adopted by the company in 1992 has been functioning effectively, with not only female employees taking maternity leave but also male employees taking paternity leave. In response to the Law for Measures to Support the Development of the Next Generation, implemented in April 2005, Kajima has recently set specific targets for the second phase of its action plan, and is now taking steps to achieve those goals.

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Health Management

It is important that employees stay healthy for the sake of their families. Kajima is highly concerned about long working hours, and is therefore taking steps to strengthen its health management system. The Human Resources Division and Employees' Association are working together under the company's work-life balance program and Campaign for Shorter Working Hours to ensure that employees use all of their designated holidays and take leave that they are eligible for. The company follows up with employees forced off the job by injury or illness by interviewing them upon their return to work, and by allowing them to take flexible working hours when they first return.

H1N1 influenza

Kajima has been implementing measures to prevent infection and spread of the 2009 H1N1 virus, or swine flu, in accordance with government guidelines, including incorporating the views of industrial physicians.

The company has also set up a special Web site to provide information about the H1N1 virus, a guide for countermeasures, and updates on the latest news.

From the standpoint of business continuity, construction firms constitute a key industry that must remain in operation even during a highly contagious flu epidemic. Therefore, Kajima has stockpiled supplies at its business locations in Japan and abroad to protect employees from the virus, and is now formulating a business continuity plan (BCP) to deal with the outbreak.

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